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99-439Council File # Rq-�{3q ORIGINAL Presented Refened To Green Sheet # 63939 RESOLUTION OF SAINT PAUL, MINNESOTA � '�; Committee Date 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 January 1, 1994 through December 31, 2000 Agreement between the City of Saint Paul and Local Union 3 #2508, District Council No. 14 of the American Federation of State, County and Municipal Employees 4 AFL-CIO. � � DEPARTMENT/OFFICE/COUNCIL: DATE A7TIATED GREEN SHEET No.: 63939 q, {�� LABOR RELATIONS May 17, 1999 CONTACT PERSON & PHONE: p 1NITU1✓Da7'E INITTAi.NnTE JL7LIE KRAUS 266-6513 pgSIGN i DEPARTMEN'I DIR. 4 CITY COUNCIL NUMBER 2 CITY ATI'QRNEY SI,� CITY CLERK MUST BE ON COUNCTI. AGENDA BY (DATE) FOR BUDGET DIR. � - � y �� FIN. & MGT. SERVICE DIR. ROUTING 3 MAYOR (OR ASST.h��yL ORDER �`� �� TOTAL # OF SIGNA'CCJRE PAGES t (CLIP ALL LOCAT[ONS FOR SIGNATORE) �� ncnox �QUES�n: This resolufion approves the attached January 1, 1999 through December 31, 2000 Collective Bargaining Agreement between the City of Saint Paul and the Local Union 2508, District Counci114 of the American Federation of State, County and Municipai Employees, P.FL CIO. RECOMMENDAIYONS: Approve (A) or Reject (R) PERSONAI, SERVICE CONTRACCS MIIST A7VSWER TfIE FOLLOWING QUESTIONS: _PLANNR�G COMMISSION _CIVIL SERVICE COMIvIISSION i. Haz this person/firm ever worked under a contract for this depaztrnent? CIB COMIvfITPEE Yes No �S'fAFF 2. FIu ihis pecsonlficm ever been a city empioyee? DISTRICT COURT Yes No SUPPORTS WHICH COiJNCIL OBJECTIVE? 3. Does ihis persoNfimi possess a skill not novnally possessed by any curmnt city employee? Yes No Eaplain all yes auswers on separate sLeet and attacL ro green sheet IlYITIP.TING PROBLEM, ISSUE, OPPORTUNITY (Who, W6ay W6eo, Where, W6y)� nuvnivTacES �F nrrROVev: An Agreement in place through December 31, 2000. DLSADVANTAGESIFAPPROVED DtSADVAN'I'AGES IF NOT APPROVED� TOTAL AMOUNT OF TRANSACTION: $ COST/REVENUE BUDGETED: FUNDING SOURCE: ACCIVII'Y N[JMBER: FINANCIAL INFORTIATION: (EXPLAAVj „v a..n � aa -4�q ATTACI�VIENT TO THE GREEN SHEET LOCAL LJNION 2508 Dls�ucT courlcrL ia� OF TI� AMERICAN FEDERATION OF STAT`E, COUNTY I�ND MiJNICIPAL EMPLOYEES, AFL-CIO Below is a stunmary of the changes in the Collecrive Bargaining Agreement between the City and the Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. The new contract is for the period of 3anuary 1, 1999 through December 31, 2000. Wages: 1999: 2.5% (Splits*: 0112f49 2.0%; 0713199 0.5%) 2000: 2.8% * Wage implementation dates 7/3/99: Wage adjushnent of a$0.20/hour increase far employees in the tides of Conservatory Attendant and Refectory Attendant. 1(1/200Q: Wage adjustment of a$0.10/hour increase for employees in the titles of Conservatory Attendant and Refectory Attendant. Health Insurance: 1999: Single $193.25 ger month Fanuly $383.12 per month 2000: Single $211.62 per month Family $406.62 per month The single contribution continues to be the full cost of the Single Premium. The Family contribufion is raised the Single Premium Increase amount in 1999. In the year 2000, the Family contribution is raised by 50% of the Family Premium Increase. Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees AFL-CIO, reduced the across-the-boazd wage increase in the year 2000, by 0.2°/a in order to receive the 50% of the Family Premium Increase for that year. a�q -�t 3°I Attachntent to the Green Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 2 Designafion of Uniform Allowance amounts: The City and Local Union 2508, District Council 14 of the American Federafion of State, County and Municipal Employees, AFL-CIO identified uniform allowances that were being granted outside of the contract. The titles, uniforms, and the uniform allowance were designated for several depamnents. These haue been added to the contract to clarify the practice and to bring the practice under the terms of the contract. Costs: Wages Wage adj. far 1999 $341,852.47 2000 $425,416.40 $4,858.78 $110,217.00 6 695.52 $547,187.7Q $9,717.55 Conservatory and Refectory Attendants Health Insurance $77,22Q.00 Add'I Uniform Allowance 12 295.52 Total: $ $441,085.54 Language Changes (summary) TLe contract includes other changes to contract language which aze basically of a housekeeping nature for clazification and clean up. �. �� _ - � � � - �: c'/'q=5�� '�- - � �:., . - - � � � �_ __ J . - � - .. �. , .. � -. - _ � _ _ _ 19�9-2A00 ; '- A.GRE�MENT : = - - - i� � � � - � - : �. r , _ � _ � _.; - . $E�WEEi� � ; �_ - � `. � _ -� _ - �� <THE CTi'Y C1F SAIN� PAUL :'_: - �� - - � � � _ �,�� _ _ __ � . > _- . � � ;,, �.. ,_ .._.., = � LOCAL UNION 25Q8 : �` ` « , �_ - � _ '` DIS'TRiCT COVNCII; i4, r f?� 'i'HE �M�32ICA.�I F�D�RATIO�T OF STATE, CQUNT�' A1�D MUNICTPAL E�VIPLOX�E�; AEL-CIO ,. �=-� _ � � � � . � . 9 5 y3� •I�.�.T�;� • Al2TICLE TITLE PAGE Preamble ' � ................................................. u 1 Recognition ................................................1 2 Check Off ..................................................2 3 Hoursof Work ..............................................3 4 Work Breaks ...............................................4 5 Holidays ...................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ................................................8 8 Residence ..................................................9 9 Vacation ...................................................9 10 Insurance ..................................................9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Employee Records ..........................................15 13 Bulletin Boards ............................................15 14 Wages ....................................................15 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 • 16 Leauesof Absence ..........................................16 17 Militazy Leave of Absence ....................................19 18 ManagementRights .........................................19 19 Seniority ..................................................19 20 Discipline .................................................22 21 Vacancies .................................................22 22 No Strike-No Lockout .......................................23 23 Severance Pay .............................................23 24 Temporary Employees .......................................26 25 Nondiscrimination ..........................................26 26 LegalServices .............................................26 27 Sick Leave Usage fox Dependent Care . . . . . . . . . . . . . . . . . . . . �. . . . . . 27 28 Safety .........................:..........................27 29 Uniform Allowance .........................................28 30 Special Employment TiUes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 31 Termsof Agreement ........................................29 AppendixA ............................................. A1 • 1 �� ;,��: � Tl�is agreement entered into by the City of Saint Paul, hereinafter referred to as the � LJ Employer, and Local Union 2508 affiliated witU Counci114 and the American Fedexation of y9-�f3q State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of hazmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. • ii y9 r ��j ARTICLE 1- RECOG1vITION 1.1 The Employer recognizes the Union as the sole and exclusive bazgaiuiug agent for the • purpose of establishiug salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Section 1.2 below. 1.2 The bargaining unit covered by tkus agreement shall consist of the following: All office, clerical, and administrafive personnel who aze employed by the City of Saint Paul or who have their "terms and conditions of employxnent" established by the governing body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per yeaz, in the classifications of: Accounting Clerk I Accounting Clerk II Animal Control Officer Asst. Supv. of Water Billing Building Permit Clerk Cashier Chief Meter Reader Clerical Supervisor Clerical Trainee L� • Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-StenographerII Clerk-Stenographer III Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Enhy Operator I Data Entry Operator II Duplicating Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant Employxnent Testing Coordinator Fire Properiy Clerk Human Resources Records Clerk IS Systems Support Specialist I TS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-time License Clerk LIEP Help Desk Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Pazk Concession Supervisor Pazk Guide Parking Enforcement Officer Pazking Enforcement Officer -- Police Parking Meter Coliectar I Parking Meter Collector II *Parking Meter Monitor Payroll Audit Clerk Payroli Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Property Clerk Refectory Attendant 99 -5�39 ARTICLE 1 - RECOGI�TITION (Continued) L� • • Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Swimming Pool Supervisor -- Oxford Pool Technical Trainee Tra'vnee (Storehouse) Treasury Clerk Vehicle Maintenance Clerk Water Billing Supervisor Zoo Keeper I Zoo Keeper II 1.3 Any present or fixture employee who is not a Union member shall be required to contribute a fair shaze fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically ptovided by Minnesota law, and as otherwise legal. 1.4 The Union agrees to indexnnify and hold hannless the Employer against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of Section 13 of this Article. ARTICLE 2 - CHECK OFF 21 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 2 99-�� ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/4) consecutive hours per day, • excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 33 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three-fourths {38 hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal wark day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in tTiis Article sha11 be "overtime work" and shail be done only by order of the Head of the Department. 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the normai hours established above in this Articie by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtune work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. • 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on all departxnent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Notwithstanding Sections 3.1 through 3.6, empioyees may, through mutual agreement with the Employer, work schedules oEher than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 33. Overtixne compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standards Act. 3.9 For employees who wish to shaze a position, the Employer will attempt to provide options for unplemenring a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for empioyees who shaze a position shall be pro-rated based upon the percent of hours warked. Health insurance benefits shail be administered in accordance with the provisions of Article 10 of this agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job shazing vacancy for a period of ten (10) days. If at the end of ten (10) days such vacancy cannot be filled, the Employer shall have the option of increasing the reinaiiung employee's work hours. � 3 9g-y39' CJ ARTICLE 3- HOURS OF WORK (Continued) 3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. 3.11 At least fourteen (14) calendar days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regarding the need for the proposed change and the possibility of other alterna6ves. It is also understood that deviation from such notice shall be pernussible due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perForm the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked between the hours of 6:00 pm. and 6:00 am., there shall be a night differential of five percent (5 %) for the entire shift. To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 pm, but less than five hours of the shift are worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between b:00 pm. and 6:00 am. • 3.14 Employees required, as part of their normal job duties, to work a snow emergency sha1S receive premium pay at fifty percent (50%) for the second standard hour shift far all continuous hours worked during the snow emergency. ARTICLE 4 - WORK BREAKS • 4.1 Rest Periods - All employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day The following days shall be recognized and Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Day Two floating holidays � 99� y39 ARTICLE 5 - HOLIDAYS (Continued) Eligible employees sha11 receive pay for each of the holidays listed above on which they • perform no work. Whenever any of the holidays listed above falls on a Saturday, the holiday shall be obseroed on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For employees assigned to a work week other tUan Monday through Friday, the holiday sha11 be observed on the calendar date of the holiday. 5.2 T'he floating holidays set forth in Section 5.1 above may be taken at any time during the contract yeaz, subject to the approval of the Department Head of any employee. 53 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 worlang day for the purposes of this section. It is fut�ther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Secfion 53, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer sha11 recognize stewards selected in accordance with Union rules and regulations as the grievance representatives of the bazgaining unit. The Union shall notify the Employer in cvriting of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employees' duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violarion of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable Veterans' statutes. C� 99-y39 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) . 6.4 Crrievances shail be resoived in conformance with the following procedure: Step 1- Upon the occunence of an alleged violation of this agreement, the employee involved (with or without the stewazd) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Union. The written grievance shatl set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the agreement violated, and relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) wark days of the first occurrence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Stewazd and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within sevan (7) work days following this meefing. The Union may refer the grievance in writang to Step 3 within seven (�) work days foliowing receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) wark 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 sha11 meet with the ZTnion Business Manager or his/her designated representative, the Employee and the Stewazd and attempt to resolve the grievance. Within seven (� work days following this meeting, the Employer shall reply in wrifing to the Union stating the Employer's answer concerning the grievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not refened in writing by the Union to Step 4 within seven (7) work days following receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The azbitration proceedings shall be conducted by an arbitrator to be selected from a permanent panel of five (5) arbitratars. Arbitrators shail be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for the permanent panel, the parties will petition the Director of the Bureau of Mediation Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately strike names from such list(s), the Employer striking first, until one (1) name remains. Vacancies occurring on the • permanent panel during the life of this agreement sha11 be filled by mutual agreement of the parties. � 99-y39 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) • If the parties cannot mutuatly agree, the vacancy shall be filled by the process noted in the preceding pazagraph. This azbitrator selection process shall be effective only for the duration of this agreement unless both parties mutualty agree to e�tend such provisions. At any time prior to the opening of an arbitcation hearing, the parties may mutually agree to ufilize the assistance of the Bureau of Mediation Services to attempt to mediate a resolurion of the dispute. 6.5 The arbitrator shall have no right to axnend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. T4ie arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The azbitrator sha11 be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the applicaflon of laws, rules or regulations having the force and effect of law. The azbitrator's decision shall be submitted in writing within thiriy (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 sha11 be based solely on the azbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. . 6.6 The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each pariy shall be responsible far compensating its own representatives and witnesses. If either pariy desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. b.7 The time limits in each step of this procedute may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievance procedure of ihis 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. ff an issue is determnied by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Secfion 3.9 of this agreement. 6.10 The Empioyer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section sha11 not be grievable. • 7 9 �i-�39 ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul � Administrative Code, as amended, pertaiuing to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions aze adopted. 7.2 Methad of Computation: To be eligible for such reimbursement, all officers and empioyees must receive written authorization from the Department Head. Type 1- If an empioyee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 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 $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during empioyment and the Department Head or designated representative detemunes that an Employer vehicle is available for the empioyee's use, but the emplayee desires to use hisiher own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for any per diem. Type 2- If an empioyee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile � actually driven. If such employee is required to drive an automobile during employment and the Department Head or designated representafive 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 reimbursed at the rate of $0.20 per mile driven and shall not be eligible far any per diem. This Section 7.2 shall become effective February 1, 1994. 73 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 aze required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to haue his or her ovm personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement. Such rules and regulations 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 shall fiirther 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 axnendment thereto, shall be maintained on file with the City Clerk. • 99-5�3i • • ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. ARTICLE 9 - VACATION 4.1 Vacafion credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st year thru 4th year Sth yeaz thru 9th yeaz l Oth yeaz thru 15th yeaz 16th year thru 23rd year 24th yeaz and thereafter Hours of Vacafion .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) 1000 (26 days) 9.2 The Head of the Department may permit an employee to carry over up to one hundred and twenty (120) hours of vacation into the following "vacation year." For the putpose of this article the 'bacation year" shall be the fiscal yeaz (IRS payroll reporting year). 93 The above provisions of vacation sha11 be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. 10.2 For each eligible employee covered by this agreement who is employed fuil-time and who selects employee health insurance coverage provided by the Employer, the Employer agrees to conbribute $193.25 equivalent to full premium amount. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $38312 per month, (1998 family employer contribution of $368.82 plus single premium increase of $14.30.) • � 95- �3� AR'I'ICLE 10 - INSURANCE (Continued) 103 Effecfive for the January, 2000 insurance premiums, for each eligible employee covered • by this agreement who is employed fixll-time and who selects employee health instuance coverage provided by the Employer, the Employer agrees to contribute $211.62 per month equivalent to full premium amount. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $406.62 per month (383.12 plus 50% of premium increase). 10.4 For the purpose of this Article, full-fime employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding uutial enrollment. Half-fime employment is defined as appearing on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or six (6) month period preceding initial enrollment. • Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position after the commencement of the plan year, shall be made eligible for the full-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan year sha11 be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. � 10 94- y39 ARTICLE 10 - INSURANCE (Confinued) For each half-time employee who selects family health insurance coverage, the Employer . will contribute fifty percent (50%) of t�e amount contributed for full-tnne employees selecting family health insurance coverage in the same insurance plan. For each eligible employee coveted by tbis agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-time employees selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for fuil-time employees selecting family health insurance coverage. 10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed half-time prior to January 1, 1986 shall receive the same health insurance contributions as full-time employees. This Section 10.6 applies only to employees who were employed half-time during the month of December,1985 and shall continue to apply only as long as such employees remain confinuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. • 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Pian. 10.9 Any cost of any premium for any City of£ered employee or famiiy insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the employee. 1010 The Employer will provide a system whereby the employee's contribution towazd the premiuxns for the employee selected health insurance coverages can be paid on a pre-tax basis. Employees covezed by this agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee chazged to participating empioyees shall be paid by the employee. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Caze Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. � 11 9g-y39 � u ARTICLE 10 - INSURANCE (Continued) Retiree Insurance 1012 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.13 through 10.16 below, toward a health insurance plan offered by the Employer: 10.12(1) 10.12(2) 10.12(3) Early Retirees Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and Have completed at least 20 years with the City of Saint Paul. 10.13 This Section shall apply to full time employees who: 10.13(1) Retire on or after January 1, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and 10.13(4) Ivleet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer LIn61 such employees xeach sisty-five (65) yeazs of age, the Employer agtees that for retirees selecting single coverage, the Employer will provide the same contribution as is provided for acrive employees selecting single coverage under this agreement. This amount, however, shall not exceed $350 per month. For employees selecting family health insurance coverage, the Employer will contribute $350 per month towazd the premiuxn for family health insurance coverage. Any unused portion of the Empioyer's contribution sha11 not be paid to the retiree. When such early refiree attains age 65, the provisions of Section 1015 will apply. 10.14 This Section sha11 apply to full time employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after 7anuary 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10. i4(4) Meet the conditions of 5ection 10.12 above, and 1014(5) Select a health insurance plan offered by the Employer. C� 12 99-y39 ARTICLE 10 - INSURANCE (Continued) Until such retirees reach sia�ty-five (65) years of age, the Employer agrees to contribute a • maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 1016 shall apply. Regular Retirees (Age 65 and over) 10.15 This Section shall apply to full tnne employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before Becember 31, 1995, and 10.15(3) Haue attained age 65 at retirement, and 10. i 5(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a masimuxn of $550.00 per month towazd the premium for single or family health insurance coverage offered by the Employer to regular retirees and their dependents. Any unused portion of the Employer's contribution shail not be paid to the retiree. • This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Secfion shall apply to fu11 time employees who: 1016(1) Retixe on or after January 1, 1996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shall not be paid to the retiree. This Section shall also apply to early retirees who refired under the provisions of Section 10.14 when such eazly retirees aitain age 65. • 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten (10) yeazs of service with the City, he/she may purchase singie or family health insurance coverage through the Employer's insurance program. The total cost of such insurance coverage shall be paid by the retiree. 13 9 9-�139 ARTICLE 10 - INSURANCE (Continued) 10.18 A retiree may not cazry his(her spouse as a dependent if such spouse is also a City retiree • or Ciry employee and eligibie for and is enrolled in the City health insurance program. Survivor Insurance 1019 The surviving spouse of an employee carrying family covernge at the time of his/her death due to a job connected injury or illness which was determined to have arisen out of and in the course of his/her employment under worker's compensarion law shall continue to be eligible for city contribution in the same proportions as is provided for retired employees. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shatl have the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premiuzn and Employer contribution accorded to the eligible deceased retiree. It is fixrther understood that coverage shall cease in the event o£ 10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.19(2) The employxnent of the surviving spouse or dependent where health • insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) days of said employment. ARTICLE 11 - WORKING OUT OF CLASSIFICATION 11.1 The Employer sha11 avoid, whenever possible, working an employee on an out-of-class assignment for a pzolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a yeaz sha11 receive the rate of pay for the out-of-class assignment in a higher classification not later than the sia-teenth (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 regulu position, and which is in a classificafion higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shail be the same rate the empioyee would receive if such employee received a regular appointment to the higher • ciassification. 14 �i9-y39 ARTICLE 11- WORKING OUT OF CLASSIFICATION 11.2 For the following classifications, the provisions of Section 11.1 shall not apply to � perforxnance of the dufies of the nea�t higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I ZookeeperI ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bazgainiug Unit which is filed with the Office of Human Resources or within any City departsnent shall be shown to the member before it is placed on file. Before the reprunand is placed on file, the City sha11 request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bazgaining unit may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. • 123 Any member of the bargaining unit may file a gzievance or discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 13 - BULLETIN BOARDS 13.1 The Employer sha11 provide reasonable bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is subj ect to approval of the Department Head. ART�CLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganizing 2. Abolishing classifications 3. EstablisIung new classifications 4. Regrading classifications � 5. Reclassifying positions 15 9 �-Y3� ARTICLE 14 - WAGES (Continued) Both parties also agree that titles and grades in Appendix A refer to employees in the • posirions at the date of signing of the agreement. No employee in this bargainiug unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 1 G.2 Employees may request an audit of their position whenevez the nature of the work andlor responsibilities in their posifion have substantially changed. When an employee, or a supervisor on behalf of an employee, requests a classification/regrading study of their position, responsible Managers in the Department where the employee(s) work(s) and the staff of the Office of Human Resources will facilitate the completion of the study within ninety (90) days after the employee submits their job profile. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all condifions of employment relating to wages, hours of work, overtixne differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standazd 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 tune 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. • ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application far a leave of absence not to exceed one yeaz. A leave of absence sha11 be granted on the basis established in the Civil Service Rules (Resolufion No. 3250). 16.2 Sick Leave - Sick Ieave shall accumulate at the rate of .0576 of a working howr for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-half hour past hisRier regulaz scheduled starting fune. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to return to his or her position. The Employer's requirement of a certificate under this section shall not be azbitrable. • � 99- 5�3� ARTICLE 16 - LEAVES OF ABSENCE (Conrinued) • 163 Any empioyee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary on account of sickness or injury of the employee, quarantine established by a public health enforcement agency, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declared by pzoper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as aze granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no addirional benefits other than those �anted by said statute. 16.5 Jury Duty - Employees who are required during regular worldng hours to appeaz in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regulaz pay while so engaged, provided that any fees that employees may • receive from the court for such services shall be paid to the City and be deposited with the City Finance Director. Employees scheduled to work a shift othea than the normai daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appear in court as a juror or witness. 16.6 Funerai Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leaue to attend the funeral of the employee's grandparent or grandchild. 16.7 An employee elected or appointed to a full time paid position by the exclusiye representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. 16.8 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul sha11 be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shall be granted to a natuzal parent or an adoptive parent who requests such leave in conjunction with the birth ar • adoption of a ckuld. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the Employer. 17 99�y3�j ARTICLE 16 - LEAVES OF ABSENCE (Continued) • Refusal on the part of the Empioyer to grant an estension o£ such leave sha11 not be subject to the provisions of Article 6 of this agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the employee's own ills�ess or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's generalassets. For purposes of this section, "personal sick leave benefits" means time accrued and available to an employee to be used as a result of absence from work due to personal illness ar injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An employee shail be granted up to a total of sixteen (16) hours during a school yeaz to attend school conferences or classroom activities related to the employee's child, provided the conferences or classroom activities cannot be scheduled during non-work hours. • When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior nofice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the opezations of the Employer. An employee sha11 be allowed to use vacation or compensatory time for this leaue; otherwise, this leaue shall be without pay. 16.11 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During such leaue of absence, the employee shall continue to earn and accrue vacarion and sick Ieave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. • � 99- �39 ARTICLE 17 - MILITARY LEAVE OF ABSENCE • 171 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entifled to leaue of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in trainiug or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such lea�e shall not exceed a total of fifteen (15) days in any calendaz year and, fiu•ther provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which sha11 be presumed unless the contrary is established. Such leave shall not be aliowed unless the employee (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continne in such military or naval service beyond the time herein limited for such leave. • ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Union recognizes the right of the City to operate and manage its affairs in a11 respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this agreement are retained by the City. 18.2 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 funcfions and programs of the Employer, its overall budget, utilization of technology, and organizationai structure and selection and direction and numbet of personnel. ARTICLE 19 - SENIORITY 19.1 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 fiirther understood that seniority is confined to the current ciass 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 deternrined by employee's rank on the eligible list from which certification was made. 19 99-Y39 • However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse length of total seniority in all tifles listed on the corresponding line under Column B. The Human Resources Department will identify such least senior employee in that title in the department reducing positions, and shall notify said employee of his/her reduction from the department. ARTICLE 19 - SENIORITY (Continued) 14.2 Seniority shall teruiinate when an employee retires, resigns, or is dischazged. 193 In the event it is detennuied by the Employer that it is necessary to reduce the work force, employees will be laid off by class tifle within each department based on inverse length of seniority as defined above. If there aze any vacancies in any of the titles under Coluxnn B on which seniority was based, in any other Cit7 Department, the Huxnan Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Department shall decide which vacant positions the affected empioyee shall fill. I£ no vacancy e�sts in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, helshe shall have the right to claim that position and the least senior City employee in such tides shall be the employee laid of£ Por the purposes of this Article, the Board of Education is not included as a City department nar is a Board of Education employee included as a City employee. • �� Column A Accounting Machine Opezator I Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-Steno�apher I Data Entry Operator I Column S Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Cierk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I, Clerk-Stenographer II Data Enhy Operator I, Data Enhy Operator II 19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles wluch are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. � y9-y�j' ARTICLE 19 - SEIVIORITY (Continued) 19.5 In cases where an employee to be laid off has held no regulaz appoinhnent in a lower tide • in the same promotional series as his/her current tide, that employee will be offered a reduction to the tifle within the bazgainiug unit to which he/she was regulazly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less seniox employee in such title may be displaced. In cases where an employee to be laid off has held no regulaz appoinhnent to any titles immediately prior to his/her current tifle, said employee shall be laid off. The employee reducing into a tifle formerly held must satisfactorily complete a six-month probationary period in such tifle. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "buxnping" rights herein shall not again apply to such employee. This procedure will be followed by the City fox City employees, and by the Boazd of Education for Boazd of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City empioyees. 19.6 It is understood that such employees will pick up their former seniority date in any class • of positions which they previously held. 19.7 Reca11 from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 19.8 Employees assigned to these divisions in the police Departsnent: Impound Lot, Property Room, Communication Center, andlor Records, sha11 be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 19.9 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by employees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendaz days in advance. Auring the forty-five (45) days, the Employer will meet with the Union and discuss possible options to contracting out or ways and means to minnnize the elimination of positions. i 21 9y-�3g ARTICLE 20 - DISCIPLINE 20.1 The Employer will discipline employees for just cause oniy. � Discipline will be in the form of: 20.1(1) Oral reprimand; 20.1(2) Written reprunand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Discharge 20.2 Suspensions, reductions and dischazges will be in written form. 203 Employees and the Union will receive copies of written reprimands and notices of suspension and dischazge. 20.4 Employees may exanune all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the Employer. 20.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to, a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5) working day period, the Employer may affirm, modify or � withdraw the suspension and dischazge. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representafive be present. 20.7 Grievances relating to tlus Article sha11 be processed in accordance with the grievance procedure under Article 6. AI2TICLE 21 - VACANCIES 2L 1 The Office of Human Resources will inform all departments that the department's timekeeper shall post notices of a11 job vacancies in their department at least five days before submitting a requisition to the Office of Human Resources. • � 99-y�� ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this • agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of ttus Article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her duties withisi twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, ar refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer sha11 provide a severance pay program as set forth in this Article. 23.2 To be eligible for the severance pay program, an employee must meet the following requirements: • 23.2(i) The employee must be 58 yeazs of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria sha11 also apply to employees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily sepazated from City employment or have been subject to sepazadon by lay-off or compulsory rerirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.2(3) The employee must haue at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of sepazation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) yeaz service requirement. 23.2(4) The employee must file with the Duector of Human Resources a waiver of reemployment 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. 23 • n U ARTICLE 23 - SEVERANCE PAY (Continued) �i4 - '� 39 23.2(5) The employee must have accumulated a m;n;mum of sixty (60) days of sick leaue credits at the time of his/her sepazation from service. 233 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she wiil be granted severance pay in an amount equal to one-half of the daily rate of pay for the posifion held by the employee on the date of separation for each day of accrued sick leaue, subject to a maxunum of 200 accrued sick leave days. 23.4 The ma�mum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met all of the requuements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 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. 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.8 This severance pay program sha11 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. 23.9 The provisions of this Article sha11 be effective as of December 24, 1983. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article ar the ordinance shall consfitute a baz to receiving severance pay from the other. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Secfions 2312 through 23.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. • 2312 The Empioyer shall provide a severance pay program as set forth in Sections 23.13 through 23.20. 24 9y-y39 � 23.13(1) 'I'he employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who aze discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.13(2) The employee must file with the Director of Hutnan Resources a waiver of reemployment 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. ARTICLE 23 - SEVERANCE PAY (Continued) 23.13 To be eligible for the severance pay program, an employee must meet the following requirements: 23.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/�er separation from service. � J 23.14 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 yeazs of service in the City. Years of Service with the City Maximum 5everance Pay C� At Least 20 21 22 23 24 25 $ 5,000 6,000 7,000 8,000 9,000 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met a11 of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. 2316 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 sepazation of employment, and such transferee shall not be eligible for the Cify severance program. 23.17 The ma.nner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 25 9� ARTICLE 23 - SEVERANCE PAY (Continued) • 23.18 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. 23.19 Notwithstanding Section 23.11, employees appointed prior to January 1, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Secfion 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement sha11 not be eligible for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 241 It is recognized that temporary employees are within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Seroice Rules and/or the Saint Paul Salary Plan and Rates of Compensation. • ARTICLE 25 - NONDISCRIMINATION 25.1 The terms and conditions of this agreement will be applied equally to employees without regazd to, or discrimination for or against any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Union. 25.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilifies involve other employees and the general public. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save hannless and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties, 26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any legal • service fee, or for providing any legal service arising from any legal action where the employee is the Plaintiff. 26 99-'�3� ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE 27.1 In the case of a serious illness or disability of a pazent or household member, the Head of . the Department sha11 grant leave with pay in order for the employee to care for or make arrangements for the caze of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be lunited to 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's chiid, for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 27.2 The Head of the Department or the Huxnan Resources Director may require a physician's certificate or additional certificates at any time during an employee's use of sick leave for the purposes stated in Section 27.1 above. All such certificates shall be forwazded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendaz days he/she sha11 submit to the Head of the Department a certificate signed by the employee stating the nature of the child, parent, ar household member's sickness. If the siclrness continues far more than three calendaz days, no further sick leave sha11 be granted unless or until a physician is consulted. The sick leave may be continued from � and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the Head of the Department and forwazded to the Human Resources Office. 273 No sick leave shall be granted for the above reasons unless the employee reports to his/her Deparlment Head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and employees shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his/her work du6es or responsibilities require such employee to be in a situation that violates state safety laws or legally promulgated standazds, the matter shall be ixrunediately considered by the Employer. • 27 qy-ya� ARTICLE 28 - SAFETY (Confinued) 28.2 For those employees required by the Employer to weaz safety shoes or boots, the � Employer agrees to contribute $40.00 per calendar yeaz towazd the purchase of such shoes or boots. 283(a) When the Employer establishes Labor/Nfanagement Safety Committees, the Union will select its' own members to participate. 283(b) When the Employer establishes Accident and Incident Review Boazds, the Unions witl not be required Yo participate. ARTICLE 29 - UNIFORM /CLOTHING ALLOWANCE 29.1 Employees working in the tifle of Animal Control Officer and who are required to wear a specified uniform shall receive a clothing allowance of $360.00 per calendaz year. 29.2 Tecluucal Trainees who are required to wear a specified uniform shall receive a uniform allowance of $80.00 per calendaz yeaz. 293 Zoo Keeper IPs who aze required to weaz a specified uniform shall receive a uniform allowance of $350.00 per calendar year. 29.4 Parking Enforcement Officers who aze required to wear a specified uniform shall receive • a one-time uniform allowance of $800.00. 29.5 Meter Readers who are required to wear a specified uniform shall receive a uniform allowance of $184.44 per calendar year. 29.6 Maintenance Trainees shall receive a clothing allowance of $259.45 per year. 29.7 The Employer shall determine the process for the payment of such uniform allowances. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES Upon completion of 1040 working hours, excluding overtime hours, employees warking in "Special Employment" Utles recognized by the Bureau of Mediation Services as being appropriately included in this bazgaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. �J � 9% ARTICLE 31- TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent • the complete agreement between the Union and the Employer. The parties aclaiowledge that during the negotiations which resulted in this agreement, each had the unlunited right and opporhmity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opporrimiTy are set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the othez shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this agreement. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint PauL In the event any provision of this agreement sha11 hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 31.3 Term of Agreement - This agreement shall be in full force and effect from January 1, 1999 thru December 31, 2000 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing that it desires to modify or ternunate this agreement. In wimess whereof, the parties have caused this agreement to be executed this_ �`� day of May, 1999. • (The date was handwritten in the originad signature copy.) 31.4 This constitutes a tentative agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City and the City Council, and is also subject to ratification by Local Union No. 2508. • 29 9 / r I� ! � • . ARTICLE 31 - TERMS OF AGREEMENT (Continued) WITNESSES: FOR THE CITY �� Joe Reid Director of Financial Services LOCAL ITIVION NO. 2508, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO Je Se ing Business Repr sen ve � i-�r- � Bob Steiner President fG�] 9q y�� u APPENDIX A BIWEEKLY RATES Salary ranges applicable to titles covered by ttris Agreement shall be as shown below: Effective January 2, 1999: Effective July 3, 1999: Effective January 1, 2000 Two percent (2.0%) increase One-half percent (0.5%) increase Two and eight-tenths percent (2.8%) increase Wage adjustrnent for Conservatory and Refectory Attendants, $0.20 cents per hour raise effective 7/3/99. Wage adjushnent for Conservatory and Refectory Attendants, $0.10 cents per hour raise effective 1/1/2000. GRADE 04U 318 REFECTORY ATTENDANT 586A CONSERVATORY ATTENDANT i A (1) 1/02/99 8.58 7/03/99 8.82 1/Ol/00 8.96 GRADE 06U 972 LIBRARY AIDE C� A B �1) �2) 1/02/99 8.64 8.96 7/03/99 8.68 9.00 1/O1/00 892 9.25 C (3) 9.23 9.28 9.54 D E (4) (5) 9.54 9.87 9.59 9.92 9.86 10.20 A-1 99-y�� GRADE 007 ` ---------------- 804 CLERICAL TRAINEE � 242 LABORATORY HELPER 083A Mt�INTENANCE TRAINEE 807 "tRAINEE(STOREHOUSE) A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 705.20 730A2 753.84 780.67 807.48 838.24 85417 886.13 897.48 908.82 7/03/99 708.73 733.67 757.61 784.51 811.52 842.43 858.44 890.56 901.97 91336 1/O1/00 728.57 754.21 778.82 806.54 834.24 866.02 882.48 915.50 927.23 938.93 Cf7:7\�1�II1�:j 084A COUNSELOR AIDE TRAINEE 085A MANAGEMENT T'RAINEE 087A TECHNICAL TRAINEE 1/02/99 721.07 746.92 768.74 795.56 826.33 854.17 873.02 905.26 916.63 927.98 7/03/99 724.68 750.65 772.58 799.54 830.46 858.44 877.39 909.79 921.21 932.62 1/OU00 744.97 771.67 794.21 821.93 853.71 882.48 901.96 935.26 947.00 958.73 .. � ��. • 111 CLERK I 972A LIBRARY CLERK (PART TIME) 111M MODIFIED DUTY WORKER-CLERICAL 1/02/99 734.99 759.82 787.63 813.44 844.20 873.02 891.89 926.99 93835 949.71 7/03/99 738.66 763.62 791.57 817.51 848.42 87739 89635 931.62 943.04 954.46 1/Ol/00 75934 785.00 813.73 840.40 872.18 901.96 921.45 957.71 969.45 981.18 GRADE O10 100 SERVICE WORKER II 1/02/99 751.87 776.72 800.52 82933 856.14 887.90 912.22 948.75 960.11 971.47 7/03/99 755.63 780.60 804.52 833.48 860.42 89234 916.78 953.49 964.91 976.33 1/01/00 776.79 802.46 827.05 856.82 884.51 91733 942.45 980.19 991.93 1003.67 • A-2 94-y39 :��j�� 121 CLERK-TYPIST I • 314M MODIFIED DUTY WORKER-CLERICAL 314 PARK GLTIDE i/02/99 762.76 789.60 81839 846.20 876.95 912.22 934.73 969.43 980.78 99212 7/03/99 766.57 793.55 822.48 850.43 88133 916.78 939.40 974.28 985.68 997.08 1/Ol/00 788.03 815.77 845.51 874.24 906.01 942.45 965.701001.56 1023.28 1025.00 GRADE 012 579 DATA ENTRY OPERATOR I 1/02/99 780.67 807.48 838.24 868.03 89932 934.73 955.09 993.91 1005.241016.61 7/03/99 784.57 811.52 842.43 87237 903.82 939.40 959.87 998.88 1010.27 1021.69 1/Qll00 8Q6.54 834.24 866.02 896.80 929.13 965.70 986.75 1026.85 1038.56105030 GRADE 013 155 DUPLICATING EQUIP OPERATOR TREIINEE • 1/02/99 795.56 82633 854.17 884.93 919.70 95937 98039 1024.441035.79 104'7.15 7/03/99 799.54 830.46 858.44 889.35 92430 964.17 985.291029.561040.971052.39 1/O1J00 821.93 853.71 882.48 914.25 950.18 991.171012.88 1058391070121081.86 GRADE 016 112 CLERK II 118 CLERK-STENOGRAPHER I 112M MODIFIED DUTY WORKER-CLERICAL 329A STOREROOM ASSISTANT i/02/99 848.20 879.96 91330 948.64 989.63 1031341057.95 1104391115.761127.10 7/03/99 852.44 88436 917.87 95338 994.58 1036.50 1063.241109.91 112134 1132.74 1101100 876.31 909.12 943.57 980.07 1022.43 1065.52 1043.01 1140.99 1152.14 1164.46 GRADE 017 511 *PARKING METER MOIVITOR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER • 1/02/99 868.03 899.32 934.73 971.191013.98 1059.17 1090.41 1133.77 1145.13 1156.50 7/03/99 87237 903.82 939.40 976.05 1019.05 1064.4� 1095.86 1139.44 ll50.86 1162.28 1/Ol/00 896.80 929.13 965.701003381047.581094.281126.541171341183.08 1194.82 A-3 q9-513y ��. � : . 122 CLERK-TYPIST II • 480A CLERK-TYPIST II (BILINGUAL) 391 RECiISTRATION CLERK A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 884.93 915.49 95937 998.93 1040.61 1088.071115.88 1163.19 1174.55 1185.90 7/03/99 88935 920.07 964.171003.921045.81 1093.51 1121.461169.01 1180.421191.83 1/0?/00 914.25 945.83 991.171032.031075.091124.13 1152.861201.741213.471225.20 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 1/02/99 906.83 940.06 979.221023.221068.421115.88 1146.01 1192.581203.93 1215.28 7/03/99 91136 944.76 984.121028341073.76 1121.46 1151.741198.541209.95 122136 1/O1/00 936.88 971.21 1011.681057.13 1103.83 1152.861183.991232.101243.83 1255.56 GRADE 020 970 FIRE PROPERTY CLERK • 1/02/99 92614 97038 1009301052.201098.491147.141178.421227.83 1239.181250.54 7/03/99 930.77 975.23 101435 1057.46 1103.98 1152.88 118431 1233.97 124538 1256.79 1/O1/00 956.831002.541042.751087.071134.891185.161217.4712 GRADE 021 119 CLERK-STENOGRAPHER II 142A REFECTORY SUPERVISOR 537 ZOO KEEPER I 1/02/99 948.64 989.63 1031341076.53 ll26.28 ll74.97 120739 1258.41 1269.78 1281.14 7/03/99 95338 994.58 1036.501081.91 1131.91 1180.841213.43 1264.701276.13 1287.55 1/Ol/00 980.071022.431065.521112.201163.601213.901247.4113 r 1 U . . 94- y39 GRADE 022 . ---------------- 580 DATA ENTRY OPERATOR II • 681 PROPERTY CLERK 438 STORES CLERK A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 971.191013.981059.171111.251159.881210.861244.451297.1913 7/03/99 976.051019.051064.471116.811165.681216.911250.671303.681315. 1/Ol/00 1003 38 1047.58 1094.28 1148.08 119832 1250.98 1285.69 1340.18 1351.94 1363.65 C� 7`��7:[17►�G3 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMNIING POOL SUP--OXFORD POOL 1/02/99 998.931040.611088.071135.591187.711237.491272.231324.23133 7/03/99 1003.92 1045.81 1093.51 1141.27 1193.65 1243.68 1278.59 1330.85 1342.25 1353.67 1lO1/00 1032.03 1075.09 1124.13 1173.23 1227.07 1278.50 131439 136811 1379.83 1391.57 Ce�a_ � 1 ' 004 ACCOUNTING CLERK II • 123 CLERK-TYPIST III 570A LEGAL CLERK-TYPIST 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 1/02/99 1025.53 1071.85 1117.02 1167.98 1222.45 1274.56 1310.43 1365.37 1376.73 1388.07 7/03/99 1030.66 1077.21 1122.61 1173.82 1228.56 1280.93 1316.98 1372.20 1383.61 1395.01 1/01/00 1059.52 110737 1154.04 1206.b9 1262.96 1316.80 1353.86 1410.62 142235 1434.07 • ' � GRADE 025 . ----------------- 044 ASSISTANT SUPV OF WTR BILLiNG • 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE REP 156 DUPLICATiNG EQUIP OPERATOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 1051.03 109619 1146.01 1195.81 1246.75 130236 1339.39 139595 140730 1418.67 (11) (12) ***** 1451.50 7/03/99 1056.29 1101.67 1151.74 1201.79 1252.98 1308.87 1346.09 1402.93 1414.34 1425.76 (11) (12) ***** 1458.76 1/O l/00 1085.87 1132.52 1183.99 1235.44 1288.06 1345.52 13 83.78 1442.21 1453.94 1465.68 (11) (12) ***** 1499.61 GRADE 25T 700A IS SYSTEMS SUPPORT SPECIALIST I • Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 1051.03 1096.19 1146.01 1170.91 1195.81 1221.28 1246.75 1274.55 1302.36 133939 15-yr 20-yr 25-yr (11) (12) (13) 1395.95 140730 1418.67 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2} (3) (4) (5) (6) (7) (8) (9) (10) 7/03/99 1056.29 1101.67 1151.74 1176.76 1201.79 122739 1252.98 1280.92 1308.87 1346.09 15-yr 20-yr 25-yr (11) (12) (13) 1402.93 141434 1425.76 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/O l/00 1085.87 1132.52 1183.99 1209.71 1235.44 1261.76 1288.06 1316.79 1345.52 1383.78 15-yr 20-yr 25-yr (11) (12) (13) 1442.21 1453.94 1465.68 C � J 99-y3 y . � 9y-y39 GRADE 026 320 PARKING METER COLLECTOR II • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. ( � � � � � �� ( � . 1/02/99 1080.00 1128.57 1178.42 1231.69 1287.29 1344.03 1379.95 1439.46 1450.83 1462.17 7/03/99 1085.40 1134.21 118431 1237.85 1293.73 1350.75 1386.85 1446.66 1458.08 1469.48 1/O l/00 1115.79 1165.97 1217.47 1272.51 1329.95 13 88.57 1425.68 1487.17 1498.91 1510.63 [i1.7\►7�LIY�:3 434 CASHIER 433M MODIFIED DUTY WORKER-CLERICAL 433 STOREKEEPER 1/02/99 1111.25 1159.88 1210.86 1268.74 132435 1385.74 1423.96 1489.99 150135 1512.70 7/03/99 1116.81 1165.68 1216.91 1275.08 1330.97 1392.67 1431.08 1497.44 1508.86 1520.26 1/Ol/00 1148.08 119832 1250.98 1310.78 1368.24 1431.66 1471.15 153937 1551.11 1562.83 GRADE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6 mo. 1-yr LS-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr • (1) (2) (3) (4) (5) (6) (7) ($) (9) (10) 1/02(99 1111.25 1159.88 1210.86 1239.80 1268.74 1296.54 132435 13 55.05 13 85.74 1423.96 15-yr 20-yr 25-yr (11) (12) (13) 1489.99 15013 5 1512.70 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr �i) ��) � � � � ��) �$) � � 7/03/99 1116.81 1165.68 1216.91 1246.00 1275.08 1303.02 1330.97 1361.83 1392.67 1431.08 15-yr 20-yr 25-yr (11) (12) (13) 1497.44 1508.86 1520.26 • Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr �i) 4 f � � � ��) � t � 1/O 1/00 1148.08 119832 1250.98 1280.89 1310.78 1339.50 1368.24 1399.96 1431.66 1471.15 15-yr 20-yr 25-yr (ll) (12) (13) 1539.37 1551.11 1562.83 A-7 9y-y,� GRADE 029 • --------------- 045A CLERK IV • 423A PAYROLL CLERK 538 ZOO KEEPER II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. {1) � � � � � �� g) � �l�) 1/02/99 1137.88 1193.49 1246.75 1307.01 1366.06 1430.89 1471.45 1533.48 1544.83 155620 7/03/99 1143.57 1199.46 1252.98 1313.55 1372.89 1438.041478.81 1541.15 1552.55 1563.98 1/Ol/00 1175.59 1233.04 1288.06 1350.33 1411.33 147831 1520.22 158430 1596.02 1607.77 GRt1DE 030 203A ANIMAL CONTROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 1l02/99 1171.51 1223.62 1279.14 1342.90 1404.26 1469.16 1509.67 1575.83 1587.17 1598.54 7/03/99 1177.37 1229.74 1285.54 1349.61 1411.28 1476.51 1517.22 1583.71 1595.11 1606.53 1/O l/00 12103 4 1264.17 1321.54 13 87.40 1450.80 1517.85 1559.70 1628.05 1639.77 1651.51 GRADE 031 • 073 BUILD PERMIT CLERK 070 CHIEF METER READER 541A HUIvIAN RESOURCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK 1/02/99 1202.73 1256.02 1315.09 1375 33 144133 1508.52 1551.33 1615.79 1627.13 1638.51 7/03/99 1208.74 126230 1321.67 1382.21 1448.54 1516.06 1559.09 1623.87 1635.27 1646.70 1/01 /00 1242.58 1297.64 1358.68 1420.91 1489.10 1558.51 1602.74 166934 1681.06 1692.81 GRADE 032 150A PROCiJREMENT SPECIALIST 249A SECRETARY (STENOGRAPHER) 541 STOREROOM SUPERVISOR 1/02/99 1236.30 1295.38 135331 1417.02 1483.04 1552.54 1597.69 1667.50 1678.88 1690.21 7/03/99 1242.48 1301.86 1360.08 1424.11 1490.46 156030 1605.68 1675.84 1687.27 1698.66 1/O l/00 1277.27 133 8 31 13 9816 1463.99 153 2.19 1603.99 1650.64 1722.76 1734.51 1746.22 • . ; . GRADE 033 • ---------------- 382A CUSTOMER SERVICE SElVIOR REP • 157 DUPLICATING EQUIP OPERATOR SUPERVISOR 138M MODIFIED DUTY WORKER-CLERICAL 305A PAYROLL SYSTEM SUPERVISOR 138A VEHICLE MAINTENANCE CLERK 629A LIEP HELP DESK COORDINATOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) {� (8) (9) (10) 1/02/99 1269.90 133131 1392.71 145638 1524.73 1597.69 1642.86 1713 33 1724.68 1736.04 7/03/99 1276.25 1337.97 1399.67 1463.66 153235 1605.68 1651.07 1721.90 1733.30 1744.72 1/Ol/00 1311.99 1375.43 143 8.86 1504.64 1575.26 1650.64 169730 1770.11 1781.83 1793.57 GRADE 034 506 CLERICAL SUPERVISOR 1/02/99 1307.01 1366.06 1430.89 1495.79 1566.40 1642.86 1688.01 1761.55 1772.87 1784.28 7/03/99 1313.55 1372.89 143 8.041503.2'7 1574.23 1651.07 1696.45 177036 1781.73 1793.20 1(O i/00 13 5033 141133 147831 154536 1618.31 169730 1743.95 1819.93 1831.62 1843.41 GRADE 037 � 473 WATER BILLING SUPERVISOR 1/02/99 1418.18 148535 1553.70 1626.68 1704.23 1786.49 1836.23 1916.74 1928.10 1939.46 7/03/99 1425.27 1492.78 1561.47 1634.81 1712.75 1795.42 1845.41 1926.32 1937.74 1949.16 1/Ol/00 1465.18 1534.58 1605.19 1680.58 1760.71 1845.69 1897.08 1980.26 1992.00 2003.74 GRADE37A ---------------- 276A EMPLOYMENT TESTING COORDINATOR • 1/02l99 1417.82 1485.51 1552.01 1626.77 1705.17 181839 1857.48 193 5.95 1946.78 1957.58 7/03/99 1424.91 1492.94 1559.77 1634.90 1713.70 1827.48 1866.77 1945.63 1956.51 196737 i/Oi/00 1464.81 1534.74 1603.44 1680.68 1761.68 1878.65 1919.04 2000.11 2011.29 2022.46 9�-y3q . . � �� _ �.,- __ _ , ' — , . .. .. . _ _ _ �'�` ' � � � __ ,. _ ;. f S �t Cc� � l _ K. y ` � & .. .. . : � . _ � _ 3 .3 V� � t � :t i ti � - � ,�.� - - - _ _ a _ u. . .. -. . . , . _ k .. ._ ",- .. - .^ _ ' ' t F z .; , ., . ., :. - _ _ . .. .. , .._> . ... _ _ . . .x _ . _ ._ � _ , � _ . e ._ . _ .. _ . �' .. _. .. . .r - - , � - � _ �; - � � _ _ � :� _ ; >_ _. ,_ - � . _._ ,_ ,..-. �.� �� .. �� '� _� -_ . - �, : _ _ ; �� _ � � -= � `= - . � - �:�' �` : , � �. . : . , . . , _ ,. . - Council File # Rq-�{3q ORIGINAL Presented Refened To Green Sheet # 63939 RESOLUTION OF SAINT PAUL, MINNESOTA � '�; Committee Date 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 January 1, 1994 through December 31, 2000 Agreement between the City of Saint Paul and Local Union 3 #2508, District Council No. 14 of the American Federation of State, County and Municipal Employees 4 AFL-CIO. � � DEPARTMENT/OFFICE/COUNCIL: DATE A7TIATED GREEN SHEET No.: 63939 q, {�� LABOR RELATIONS May 17, 1999 CONTACT PERSON & PHONE: p 1NITU1✓Da7'E INITTAi.NnTE JL7LIE KRAUS 266-6513 pgSIGN i DEPARTMEN'I DIR. 4 CITY COUNCIL NUMBER 2 CITY ATI'QRNEY SI,� CITY CLERK MUST BE ON COUNCTI. AGENDA BY (DATE) FOR BUDGET DIR. � - � y �� FIN. & MGT. SERVICE DIR. ROUTING 3 MAYOR (OR ASST.h��yL ORDER �`� �� TOTAL # OF SIGNA'CCJRE PAGES t (CLIP ALL LOCAT[ONS FOR SIGNATORE) �� ncnox �QUES�n: This resolufion approves the attached January 1, 1999 through December 31, 2000 Collective Bargaining Agreement between the City of Saint Paul and the Local Union 2508, District Counci114 of the American Federation of State, County and Municipai Employees, P.FL CIO. RECOMMENDAIYONS: Approve (A) or Reject (R) PERSONAI, SERVICE CONTRACCS MIIST A7VSWER TfIE FOLLOWING QUESTIONS: _PLANNR�G COMMISSION _CIVIL SERVICE COMIvIISSION i. Haz this person/firm ever worked under a contract for this depaztrnent? CIB COMIvfITPEE Yes No �S'fAFF 2. FIu ihis pecsonlficm ever been a city empioyee? DISTRICT COURT Yes No SUPPORTS WHICH COiJNCIL OBJECTIVE? 3. Does ihis persoNfimi possess a skill not novnally possessed by any curmnt city employee? Yes No Eaplain all yes auswers on separate sLeet and attacL ro green sheet IlYITIP.TING PROBLEM, ISSUE, OPPORTUNITY (Who, W6ay W6eo, Where, W6y)� nuvnivTacES �F nrrROVev: An Agreement in place through December 31, 2000. DLSADVANTAGESIFAPPROVED DtSADVAN'I'AGES IF NOT APPROVED� TOTAL AMOUNT OF TRANSACTION: $ COST/REVENUE BUDGETED: FUNDING SOURCE: ACCIVII'Y N[JMBER: FINANCIAL INFORTIATION: (EXPLAAVj „v a..n � aa -4�q ATTACI�VIENT TO THE GREEN SHEET LOCAL LJNION 2508 Dls�ucT courlcrL ia� OF TI� AMERICAN FEDERATION OF STAT`E, COUNTY I�ND MiJNICIPAL EMPLOYEES, AFL-CIO Below is a stunmary of the changes in the Collecrive Bargaining Agreement between the City and the Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. The new contract is for the period of 3anuary 1, 1999 through December 31, 2000. Wages: 1999: 2.5% (Splits*: 0112f49 2.0%; 0713199 0.5%) 2000: 2.8% * Wage implementation dates 7/3/99: Wage adjushnent of a$0.20/hour increase far employees in the tides of Conservatory Attendant and Refectory Attendant. 1(1/200Q: Wage adjustment of a$0.10/hour increase for employees in the titles of Conservatory Attendant and Refectory Attendant. Health Insurance: 1999: Single $193.25 ger month Fanuly $383.12 per month 2000: Single $211.62 per month Family $406.62 per month The single contribution continues to be the full cost of the Single Premium. The Family contribufion is raised the Single Premium Increase amount in 1999. In the year 2000, the Family contribution is raised by 50% of the Family Premium Increase. Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees AFL-CIO, reduced the across-the-boazd wage increase in the year 2000, by 0.2°/a in order to receive the 50% of the Family Premium Increase for that year. a�q -�t 3°I Attachntent to the Green Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 2 Designafion of Uniform Allowance amounts: The City and Local Union 2508, District Council 14 of the American Federafion of State, County and Municipal Employees, AFL-CIO identified uniform allowances that were being granted outside of the contract. The titles, uniforms, and the uniform allowance were designated for several depamnents. These haue been added to the contract to clarify the practice and to bring the practice under the terms of the contract. Costs: Wages Wage adj. far 1999 $341,852.47 2000 $425,416.40 $4,858.78 $110,217.00 6 695.52 $547,187.7Q $9,717.55 Conservatory and Refectory Attendants Health Insurance $77,22Q.00 Add'I Uniform Allowance 12 295.52 Total: $ $441,085.54 Language Changes (summary) TLe contract includes other changes to contract language which aze basically of a housekeeping nature for clazification and clean up. �. �� _ - � � � - �: c'/'q=5�� '�- - � �:., . - - � � � �_ __ J . - � - .. �. , .. � -. - _ � _ _ _ 19�9-2A00 ; '- A.GRE�MENT : = - - - i� � � � - � - : �. r , _ � _ � _.; - . $E�WEEi� � ; �_ - � `. � _ -� _ - �� <THE CTi'Y C1F SAIN� PAUL :'_: - �� - - � � � _ �,�� _ _ __ � . > _- . � � ;,, �.. ,_ .._.., = � LOCAL UNION 25Q8 : �` ` « , �_ - � _ '` DIS'TRiCT COVNCII; i4, r f?� 'i'HE �M�32ICA.�I F�D�RATIO�T OF STATE, CQUNT�' A1�D MUNICTPAL E�VIPLOX�E�; AEL-CIO ,. �=-� _ � � � � . � . 9 5 y3� •I�.�.T�;� • Al2TICLE TITLE PAGE Preamble ' � ................................................. u 1 Recognition ................................................1 2 Check Off ..................................................2 3 Hoursof Work ..............................................3 4 Work Breaks ...............................................4 5 Holidays ...................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ................................................8 8 Residence ..................................................9 9 Vacation ...................................................9 10 Insurance ..................................................9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Employee Records ..........................................15 13 Bulletin Boards ............................................15 14 Wages ....................................................15 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 • 16 Leauesof Absence ..........................................16 17 Militazy Leave of Absence ....................................19 18 ManagementRights .........................................19 19 Seniority ..................................................19 20 Discipline .................................................22 21 Vacancies .................................................22 22 No Strike-No Lockout .......................................23 23 Severance Pay .............................................23 24 Temporary Employees .......................................26 25 Nondiscrimination ..........................................26 26 LegalServices .............................................26 27 Sick Leave Usage fox Dependent Care . . . . . . . . . . . . . . . . . . . . �. . . . . . 27 28 Safety .........................:..........................27 29 Uniform Allowance .........................................28 30 Special Employment TiUes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 31 Termsof Agreement ........................................29 AppendixA ............................................. A1 • 1 �� ;,��: � Tl�is agreement entered into by the City of Saint Paul, hereinafter referred to as the � LJ Employer, and Local Union 2508 affiliated witU Counci114 and the American Fedexation of y9-�f3q State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of hazmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. • ii y9 r ��j ARTICLE 1- RECOG1vITION 1.1 The Employer recognizes the Union as the sole and exclusive bazgaiuiug agent for the • purpose of establishiug salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Section 1.2 below. 1.2 The bargaining unit covered by tkus agreement shall consist of the following: All office, clerical, and administrafive personnel who aze employed by the City of Saint Paul or who have their "terms and conditions of employxnent" established by the governing body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per yeaz, in the classifications of: Accounting Clerk I Accounting Clerk II Animal Control Officer Asst. Supv. of Water Billing Building Permit Clerk Cashier Chief Meter Reader Clerical Supervisor Clerical Trainee L� • Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-StenographerII Clerk-Stenographer III Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Enhy Operator I Data Entry Operator II Duplicating Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant Employxnent Testing Coordinator Fire Properiy Clerk Human Resources Records Clerk IS Systems Support Specialist I TS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-time License Clerk LIEP Help Desk Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Pazk Concession Supervisor Pazk Guide Parking Enforcement Officer Pazking Enforcement Officer -- Police Parking Meter Coliectar I Parking Meter Collector II *Parking Meter Monitor Payroll Audit Clerk Payroli Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Property Clerk Refectory Attendant 99 -5�39 ARTICLE 1 - RECOGI�TITION (Continued) L� • • Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Swimming Pool Supervisor -- Oxford Pool Technical Trainee Tra'vnee (Storehouse) Treasury Clerk Vehicle Maintenance Clerk Water Billing Supervisor Zoo Keeper I Zoo Keeper II 1.3 Any present or fixture employee who is not a Union member shall be required to contribute a fair shaze fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically ptovided by Minnesota law, and as otherwise legal. 1.4 The Union agrees to indexnnify and hold hannless the Employer against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of Section 13 of this Article. ARTICLE 2 - CHECK OFF 21 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 2 99-�� ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/4) consecutive hours per day, • excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 33 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three-fourths {38 hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal wark day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in tTiis Article sha11 be "overtime work" and shail be done only by order of the Head of the Department. 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the normai hours established above in this Articie by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtune work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. • 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on all departxnent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Notwithstanding Sections 3.1 through 3.6, empioyees may, through mutual agreement with the Employer, work schedules oEher than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 33. Overtixne compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standards Act. 3.9 For employees who wish to shaze a position, the Employer will attempt to provide options for unplemenring a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for empioyees who shaze a position shall be pro-rated based upon the percent of hours warked. Health insurance benefits shail be administered in accordance with the provisions of Article 10 of this agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job shazing vacancy for a period of ten (10) days. If at the end of ten (10) days such vacancy cannot be filled, the Employer shall have the option of increasing the reinaiiung employee's work hours. � 3 9g-y39' CJ ARTICLE 3- HOURS OF WORK (Continued) 3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. 3.11 At least fourteen (14) calendar days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regarding the need for the proposed change and the possibility of other alterna6ves. It is also understood that deviation from such notice shall be pernussible due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perForm the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked between the hours of 6:00 pm. and 6:00 am., there shall be a night differential of five percent (5 %) for the entire shift. To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 pm, but less than five hours of the shift are worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between b:00 pm. and 6:00 am. • 3.14 Employees required, as part of their normal job duties, to work a snow emergency sha1S receive premium pay at fifty percent (50%) for the second standard hour shift far all continuous hours worked during the snow emergency. ARTICLE 4 - WORK BREAKS • 4.1 Rest Periods - All employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day The following days shall be recognized and Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Day Two floating holidays � 99� y39 ARTICLE 5 - HOLIDAYS (Continued) Eligible employees sha11 receive pay for each of the holidays listed above on which they • perform no work. Whenever any of the holidays listed above falls on a Saturday, the holiday shall be obseroed on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For employees assigned to a work week other tUan Monday through Friday, the holiday sha11 be observed on the calendar date of the holiday. 5.2 T'he floating holidays set forth in Section 5.1 above may be taken at any time during the contract yeaz, subject to the approval of the Department Head of any employee. 53 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 worlang day for the purposes of this section. It is fut�ther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Secfion 53, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer sha11 recognize stewards selected in accordance with Union rules and regulations as the grievance representatives of the bazgaining unit. The Union shall notify the Employer in cvriting of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employees' duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violarion of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable Veterans' statutes. C� 99-y39 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) . 6.4 Crrievances shail be resoived in conformance with the following procedure: Step 1- Upon the occunence of an alleged violation of this agreement, the employee involved (with or without the stewazd) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Union. The written grievance shatl set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the agreement violated, and relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) wark days of the first occurrence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Stewazd and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within sevan (7) work days following this meefing. The Union may refer the grievance in writang to Step 3 within seven (�) work days foliowing receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) wark 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 sha11 meet with the ZTnion Business Manager or his/her designated representative, the Employee and the Stewazd and attempt to resolve the grievance. Within seven (� work days following this meeting, the Employer shall reply in wrifing to the Union stating the Employer's answer concerning the grievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not refened in writing by the Union to Step 4 within seven (7) work days following receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The azbitration proceedings shall be conducted by an arbitrator to be selected from a permanent panel of five (5) arbitratars. Arbitrators shail be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for the permanent panel, the parties will petition the Director of the Bureau of Mediation Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately strike names from such list(s), the Employer striking first, until one (1) name remains. Vacancies occurring on the • permanent panel during the life of this agreement sha11 be filled by mutual agreement of the parties. � 99-y39 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) • If the parties cannot mutuatly agree, the vacancy shall be filled by the process noted in the preceding pazagraph. This azbitrator selection process shall be effective only for the duration of this agreement unless both parties mutualty agree to e�tend such provisions. At any time prior to the opening of an arbitcation hearing, the parties may mutually agree to ufilize the assistance of the Bureau of Mediation Services to attempt to mediate a resolurion of the dispute. 6.5 The arbitrator shall have no right to axnend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. T4ie arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The azbitrator sha11 be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the applicaflon of laws, rules or regulations having the force and effect of law. The azbitrator's decision shall be submitted in writing within thiriy (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 sha11 be based solely on the azbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. . 6.6 The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each pariy shall be responsible far compensating its own representatives and witnesses. If either pariy desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. b.7 The time limits in each step of this procedute may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievance procedure of ihis 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. ff an issue is determnied by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Secfion 3.9 of this agreement. 6.10 The Empioyer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section sha11 not be grievable. • 7 9 �i-�39 ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul � Administrative Code, as amended, pertaiuing to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions aze adopted. 7.2 Methad of Computation: To be eligible for such reimbursement, all officers and empioyees must receive written authorization from the Department Head. Type 1- If an empioyee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 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 $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during empioyment and the Department Head or designated representative detemunes that an Employer vehicle is available for the empioyee's use, but the emplayee desires to use hisiher own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for any per diem. Type 2- If an empioyee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile � actually driven. If such employee is required to drive an automobile during employment and the Department Head or designated representafive 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 reimbursed at the rate of $0.20 per mile driven and shall not be eligible far any per diem. This Section 7.2 shall become effective February 1, 1994. 73 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 aze required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to haue his or her ovm personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement. Such rules and regulations 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 shall fiirther 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 axnendment thereto, shall be maintained on file with the City Clerk. • 99-5�3i • • ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. ARTICLE 9 - VACATION 4.1 Vacafion credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st year thru 4th year Sth yeaz thru 9th yeaz l Oth yeaz thru 15th yeaz 16th year thru 23rd year 24th yeaz and thereafter Hours of Vacafion .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) 1000 (26 days) 9.2 The Head of the Department may permit an employee to carry over up to one hundred and twenty (120) hours of vacation into the following "vacation year." For the putpose of this article the 'bacation year" shall be the fiscal yeaz (IRS payroll reporting year). 93 The above provisions of vacation sha11 be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. 10.2 For each eligible employee covered by this agreement who is employed fuil-time and who selects employee health insurance coverage provided by the Employer, the Employer agrees to conbribute $193.25 equivalent to full premium amount. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $38312 per month, (1998 family employer contribution of $368.82 plus single premium increase of $14.30.) • � 95- �3� AR'I'ICLE 10 - INSURANCE (Continued) 103 Effecfive for the January, 2000 insurance premiums, for each eligible employee covered • by this agreement who is employed fixll-time and who selects employee health instuance coverage provided by the Employer, the Employer agrees to contribute $211.62 per month equivalent to full premium amount. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $406.62 per month (383.12 plus 50% of premium increase). 10.4 For the purpose of this Article, full-fime employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding uutial enrollment. Half-fime employment is defined as appearing on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or six (6) month period preceding initial enrollment. • Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position after the commencement of the plan year, shall be made eligible for the full-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan year sha11 be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. � 10 94- y39 ARTICLE 10 - INSURANCE (Confinued) For each half-time employee who selects family health insurance coverage, the Employer . will contribute fifty percent (50%) of t�e amount contributed for full-tnne employees selecting family health insurance coverage in the same insurance plan. For each eligible employee coveted by tbis agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-time employees selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for fuil-time employees selecting family health insurance coverage. 10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed half-time prior to January 1, 1986 shall receive the same health insurance contributions as full-time employees. This Section 10.6 applies only to employees who were employed half-time during the month of December,1985 and shall continue to apply only as long as such employees remain confinuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. • 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Pian. 10.9 Any cost of any premium for any City of£ered employee or famiiy insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the employee. 1010 The Employer will provide a system whereby the employee's contribution towazd the premiuxns for the employee selected health insurance coverages can be paid on a pre-tax basis. Employees covezed by this agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee chazged to participating empioyees shall be paid by the employee. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Caze Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. � 11 9g-y39 � u ARTICLE 10 - INSURANCE (Continued) Retiree Insurance 1012 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.13 through 10.16 below, toward a health insurance plan offered by the Employer: 10.12(1) 10.12(2) 10.12(3) Early Retirees Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and Have completed at least 20 years with the City of Saint Paul. 10.13 This Section shall apply to full time employees who: 10.13(1) Retire on or after January 1, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and 10.13(4) Ivleet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer LIn61 such employees xeach sisty-five (65) yeazs of age, the Employer agtees that for retirees selecting single coverage, the Employer will provide the same contribution as is provided for acrive employees selecting single coverage under this agreement. This amount, however, shall not exceed $350 per month. For employees selecting family health insurance coverage, the Employer will contribute $350 per month towazd the premiuxn for family health insurance coverage. Any unused portion of the Empioyer's contribution sha11 not be paid to the retiree. When such early refiree attains age 65, the provisions of Section 1015 will apply. 10.14 This Section sha11 apply to full time employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after 7anuary 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10. i4(4) Meet the conditions of 5ection 10.12 above, and 1014(5) Select a health insurance plan offered by the Employer. C� 12 99-y39 ARTICLE 10 - INSURANCE (Continued) Until such retirees reach sia�ty-five (65) years of age, the Employer agrees to contribute a • maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 1016 shall apply. Regular Retirees (Age 65 and over) 10.15 This Section shall apply to full tnne employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before Becember 31, 1995, and 10.15(3) Haue attained age 65 at retirement, and 10. i 5(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a masimuxn of $550.00 per month towazd the premium for single or family health insurance coverage offered by the Employer to regular retirees and their dependents. Any unused portion of the Employer's contribution shail not be paid to the retiree. • This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Secfion shall apply to fu11 time employees who: 1016(1) Retixe on or after January 1, 1996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shall not be paid to the retiree. This Section shall also apply to early retirees who refired under the provisions of Section 10.14 when such eazly retirees aitain age 65. • 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten (10) yeazs of service with the City, he/she may purchase singie or family health insurance coverage through the Employer's insurance program. The total cost of such insurance coverage shall be paid by the retiree. 13 9 9-�139 ARTICLE 10 - INSURANCE (Continued) 10.18 A retiree may not cazry his(her spouse as a dependent if such spouse is also a City retiree • or Ciry employee and eligibie for and is enrolled in the City health insurance program. Survivor Insurance 1019 The surviving spouse of an employee carrying family covernge at the time of his/her death due to a job connected injury or illness which was determined to have arisen out of and in the course of his/her employment under worker's compensarion law shall continue to be eligible for city contribution in the same proportions as is provided for retired employees. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shatl have the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premiuzn and Employer contribution accorded to the eligible deceased retiree. It is fixrther understood that coverage shall cease in the event o£ 10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.19(2) The employxnent of the surviving spouse or dependent where health • insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) days of said employment. ARTICLE 11 - WORKING OUT OF CLASSIFICATION 11.1 The Employer sha11 avoid, whenever possible, working an employee on an out-of-class assignment for a pzolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a yeaz sha11 receive the rate of pay for the out-of-class assignment in a higher classification not later than the sia-teenth (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 regulu position, and which is in a classificafion higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shail be the same rate the empioyee would receive if such employee received a regular appointment to the higher • ciassification. 14 �i9-y39 ARTICLE 11- WORKING OUT OF CLASSIFICATION 11.2 For the following classifications, the provisions of Section 11.1 shall not apply to � perforxnance of the dufies of the nea�t higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I ZookeeperI ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bazgainiug Unit which is filed with the Office of Human Resources or within any City departsnent shall be shown to the member before it is placed on file. Before the reprunand is placed on file, the City sha11 request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bazgaining unit may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. • 123 Any member of the bargaining unit may file a gzievance or discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 13 - BULLETIN BOARDS 13.1 The Employer sha11 provide reasonable bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is subj ect to approval of the Department Head. ART�CLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganizing 2. Abolishing classifications 3. EstablisIung new classifications 4. Regrading classifications � 5. Reclassifying positions 15 9 �-Y3� ARTICLE 14 - WAGES (Continued) Both parties also agree that titles and grades in Appendix A refer to employees in the • posirions at the date of signing of the agreement. No employee in this bargainiug unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 1 G.2 Employees may request an audit of their position whenevez the nature of the work andlor responsibilities in their posifion have substantially changed. When an employee, or a supervisor on behalf of an employee, requests a classification/regrading study of their position, responsible Managers in the Department where the employee(s) work(s) and the staff of the Office of Human Resources will facilitate the completion of the study within ninety (90) days after the employee submits their job profile. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all condifions of employment relating to wages, hours of work, overtixne differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standazd 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 tune 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. • ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application far a leave of absence not to exceed one yeaz. A leave of absence sha11 be granted on the basis established in the Civil Service Rules (Resolufion No. 3250). 16.2 Sick Leave - Sick Ieave shall accumulate at the rate of .0576 of a working howr for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-half hour past hisRier regulaz scheduled starting fune. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to return to his or her position. The Employer's requirement of a certificate under this section shall not be azbitrable. • � 99- 5�3� ARTICLE 16 - LEAVES OF ABSENCE (Conrinued) • 163 Any empioyee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary on account of sickness or injury of the employee, quarantine established by a public health enforcement agency, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declared by pzoper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as aze granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no addirional benefits other than those �anted by said statute. 16.5 Jury Duty - Employees who are required during regular worldng hours to appeaz in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regulaz pay while so engaged, provided that any fees that employees may • receive from the court for such services shall be paid to the City and be deposited with the City Finance Director. Employees scheduled to work a shift othea than the normai daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appear in court as a juror or witness. 16.6 Funerai Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leaue to attend the funeral of the employee's grandparent or grandchild. 16.7 An employee elected or appointed to a full time paid position by the exclusiye representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. 16.8 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul sha11 be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shall be granted to a natuzal parent or an adoptive parent who requests such leave in conjunction with the birth ar • adoption of a ckuld. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the Employer. 17 99�y3�j ARTICLE 16 - LEAVES OF ABSENCE (Continued) • Refusal on the part of the Empioyer to grant an estension o£ such leave sha11 not be subject to the provisions of Article 6 of this agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the employee's own ills�ess or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's generalassets. For purposes of this section, "personal sick leave benefits" means time accrued and available to an employee to be used as a result of absence from work due to personal illness ar injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An employee shail be granted up to a total of sixteen (16) hours during a school yeaz to attend school conferences or classroom activities related to the employee's child, provided the conferences or classroom activities cannot be scheduled during non-work hours. • When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior nofice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the opezations of the Employer. An employee sha11 be allowed to use vacation or compensatory time for this leaue; otherwise, this leaue shall be without pay. 16.11 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During such leaue of absence, the employee shall continue to earn and accrue vacarion and sick Ieave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. • � 99- �39 ARTICLE 17 - MILITARY LEAVE OF ABSENCE • 171 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entifled to leaue of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in trainiug or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such lea�e shall not exceed a total of fifteen (15) days in any calendaz year and, fiu•ther provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which sha11 be presumed unless the contrary is established. Such leave shall not be aliowed unless the employee (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continne in such military or naval service beyond the time herein limited for such leave. • ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Union recognizes the right of the City to operate and manage its affairs in a11 respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this agreement are retained by the City. 18.2 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 funcfions and programs of the Employer, its overall budget, utilization of technology, and organizationai structure and selection and direction and numbet of personnel. ARTICLE 19 - SENIORITY 19.1 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 fiirther understood that seniority is confined to the current ciass 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 deternrined by employee's rank on the eligible list from which certification was made. 19 99-Y39 • However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse length of total seniority in all tifles listed on the corresponding line under Column B. The Human Resources Department will identify such least senior employee in that title in the department reducing positions, and shall notify said employee of his/her reduction from the department. ARTICLE 19 - SENIORITY (Continued) 14.2 Seniority shall teruiinate when an employee retires, resigns, or is dischazged. 193 In the event it is detennuied by the Employer that it is necessary to reduce the work force, employees will be laid off by class tifle within each department based on inverse length of seniority as defined above. If there aze any vacancies in any of the titles under Coluxnn B on which seniority was based, in any other Cit7 Department, the Huxnan Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Department shall decide which vacant positions the affected empioyee shall fill. I£ no vacancy e�sts in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, helshe shall have the right to claim that position and the least senior City employee in such tides shall be the employee laid of£ Por the purposes of this Article, the Board of Education is not included as a City department nar is a Board of Education employee included as a City employee. • �� Column A Accounting Machine Opezator I Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-Steno�apher I Data Entry Operator I Column S Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Cierk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I, Clerk-Stenographer II Data Enhy Operator I, Data Enhy Operator II 19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles wluch are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. � y9-y�j' ARTICLE 19 - SEIVIORITY (Continued) 19.5 In cases where an employee to be laid off has held no regulaz appoinhnent in a lower tide • in the same promotional series as his/her current tide, that employee will be offered a reduction to the tifle within the bazgainiug unit to which he/she was regulazly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less seniox employee in such title may be displaced. In cases where an employee to be laid off has held no regulaz appoinhnent to any titles immediately prior to his/her current tifle, said employee shall be laid off. The employee reducing into a tifle formerly held must satisfactorily complete a six-month probationary period in such tifle. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "buxnping" rights herein shall not again apply to such employee. This procedure will be followed by the City fox City employees, and by the Boazd of Education for Boazd of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City empioyees. 19.6 It is understood that such employees will pick up their former seniority date in any class • of positions which they previously held. 19.7 Reca11 from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 19.8 Employees assigned to these divisions in the police Departsnent: Impound Lot, Property Room, Communication Center, andlor Records, sha11 be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 19.9 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by employees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendaz days in advance. Auring the forty-five (45) days, the Employer will meet with the Union and discuss possible options to contracting out or ways and means to minnnize the elimination of positions. i 21 9y-�3g ARTICLE 20 - DISCIPLINE 20.1 The Employer will discipline employees for just cause oniy. � Discipline will be in the form of: 20.1(1) Oral reprimand; 20.1(2) Written reprunand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Discharge 20.2 Suspensions, reductions and dischazges will be in written form. 203 Employees and the Union will receive copies of written reprimands and notices of suspension and dischazge. 20.4 Employees may exanune all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the Employer. 20.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to, a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5) working day period, the Employer may affirm, modify or � withdraw the suspension and dischazge. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representafive be present. 20.7 Grievances relating to tlus Article sha11 be processed in accordance with the grievance procedure under Article 6. AI2TICLE 21 - VACANCIES 2L 1 The Office of Human Resources will inform all departments that the department's timekeeper shall post notices of a11 job vacancies in their department at least five days before submitting a requisition to the Office of Human Resources. • � 99-y�� ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this • agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of ttus Article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her duties withisi twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, ar refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer sha11 provide a severance pay program as set forth in this Article. 23.2 To be eligible for the severance pay program, an employee must meet the following requirements: • 23.2(i) The employee must be 58 yeazs of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria sha11 also apply to employees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily sepazated from City employment or have been subject to sepazadon by lay-off or compulsory rerirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.2(3) The employee must haue at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of sepazation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) yeaz service requirement. 23.2(4) The employee must file with the Duector of Human Resources a waiver of reemployment 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. 23 • n U ARTICLE 23 - SEVERANCE PAY (Continued) �i4 - '� 39 23.2(5) The employee must have accumulated a m;n;mum of sixty (60) days of sick leaue credits at the time of his/her sepazation from service. 233 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she wiil be granted severance pay in an amount equal to one-half of the daily rate of pay for the posifion held by the employee on the date of separation for each day of accrued sick leaue, subject to a maxunum of 200 accrued sick leave days. 23.4 The ma�mum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met all of the requuements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 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. 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.8 This severance pay program sha11 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. 23.9 The provisions of this Article sha11 be effective as of December 24, 1983. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article ar the ordinance shall consfitute a baz to receiving severance pay from the other. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Secfions 2312 through 23.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. • 2312 The Empioyer shall provide a severance pay program as set forth in Sections 23.13 through 23.20. 24 9y-y39 � 23.13(1) 'I'he employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who aze discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.13(2) The employee must file with the Director of Hutnan Resources a waiver of reemployment 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. ARTICLE 23 - SEVERANCE PAY (Continued) 23.13 To be eligible for the severance pay program, an employee must meet the following requirements: 23.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/�er separation from service. � J 23.14 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 yeazs of service in the City. Years of Service with the City Maximum 5everance Pay C� At Least 20 21 22 23 24 25 $ 5,000 6,000 7,000 8,000 9,000 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met a11 of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. 2316 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 sepazation of employment, and such transferee shall not be eligible for the Cify severance program. 23.17 The ma.nner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 25 9� ARTICLE 23 - SEVERANCE PAY (Continued) • 23.18 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. 23.19 Notwithstanding Section 23.11, employees appointed prior to January 1, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Secfion 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement sha11 not be eligible for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 241 It is recognized that temporary employees are within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Seroice Rules and/or the Saint Paul Salary Plan and Rates of Compensation. • ARTICLE 25 - NONDISCRIMINATION 25.1 The terms and conditions of this agreement will be applied equally to employees without regazd to, or discrimination for or against any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Union. 25.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilifies involve other employees and the general public. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save hannless and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties, 26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any legal • service fee, or for providing any legal service arising from any legal action where the employee is the Plaintiff. 26 99-'�3� ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE 27.1 In the case of a serious illness or disability of a pazent or household member, the Head of . the Department sha11 grant leave with pay in order for the employee to care for or make arrangements for the caze of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be lunited to 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's chiid, for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 27.2 The Head of the Department or the Huxnan Resources Director may require a physician's certificate or additional certificates at any time during an employee's use of sick leave for the purposes stated in Section 27.1 above. All such certificates shall be forwazded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendaz days he/she sha11 submit to the Head of the Department a certificate signed by the employee stating the nature of the child, parent, ar household member's sickness. If the siclrness continues far more than three calendaz days, no further sick leave sha11 be granted unless or until a physician is consulted. The sick leave may be continued from � and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the Head of the Department and forwazded to the Human Resources Office. 273 No sick leave shall be granted for the above reasons unless the employee reports to his/her Deparlment Head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and employees shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his/her work du6es or responsibilities require such employee to be in a situation that violates state safety laws or legally promulgated standazds, the matter shall be ixrunediately considered by the Employer. • 27 qy-ya� ARTICLE 28 - SAFETY (Confinued) 28.2 For those employees required by the Employer to weaz safety shoes or boots, the � Employer agrees to contribute $40.00 per calendar yeaz towazd the purchase of such shoes or boots. 283(a) When the Employer establishes Labor/Nfanagement Safety Committees, the Union will select its' own members to participate. 283(b) When the Employer establishes Accident and Incident Review Boazds, the Unions witl not be required Yo participate. ARTICLE 29 - UNIFORM /CLOTHING ALLOWANCE 29.1 Employees working in the tifle of Animal Control Officer and who are required to wear a specified uniform shall receive a clothing allowance of $360.00 per calendaz year. 29.2 Tecluucal Trainees who are required to wear a specified uniform shall receive a uniform allowance of $80.00 per calendaz yeaz. 293 Zoo Keeper IPs who aze required to weaz a specified uniform shall receive a uniform allowance of $350.00 per calendar year. 29.4 Parking Enforcement Officers who aze required to wear a specified uniform shall receive • a one-time uniform allowance of $800.00. 29.5 Meter Readers who are required to wear a specified uniform shall receive a uniform allowance of $184.44 per calendar year. 29.6 Maintenance Trainees shall receive a clothing allowance of $259.45 per year. 29.7 The Employer shall determine the process for the payment of such uniform allowances. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES Upon completion of 1040 working hours, excluding overtime hours, employees warking in "Special Employment" Utles recognized by the Bureau of Mediation Services as being appropriately included in this bazgaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. �J � 9% ARTICLE 31- TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent • the complete agreement between the Union and the Employer. The parties aclaiowledge that during the negotiations which resulted in this agreement, each had the unlunited right and opporhmity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opporrimiTy are set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the othez shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this agreement. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint PauL In the event any provision of this agreement sha11 hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 31.3 Term of Agreement - This agreement shall be in full force and effect from January 1, 1999 thru December 31, 2000 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing that it desires to modify or ternunate this agreement. In wimess whereof, the parties have caused this agreement to be executed this_ �`� day of May, 1999. • (The date was handwritten in the originad signature copy.) 31.4 This constitutes a tentative agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City and the City Council, and is also subject to ratification by Local Union No. 2508. • 29 9 / r I� ! � • . ARTICLE 31 - TERMS OF AGREEMENT (Continued) WITNESSES: FOR THE CITY �� Joe Reid Director of Financial Services LOCAL ITIVION NO. 2508, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO Je Se ing Business Repr sen ve � i-�r- � Bob Steiner President fG�] 9q y�� u APPENDIX A BIWEEKLY RATES Salary ranges applicable to titles covered by ttris Agreement shall be as shown below: Effective January 2, 1999: Effective July 3, 1999: Effective January 1, 2000 Two percent (2.0%) increase One-half percent (0.5%) increase Two and eight-tenths percent (2.8%) increase Wage adjustrnent for Conservatory and Refectory Attendants, $0.20 cents per hour raise effective 7/3/99. Wage adjushnent for Conservatory and Refectory Attendants, $0.10 cents per hour raise effective 1/1/2000. GRADE 04U 318 REFECTORY ATTENDANT 586A CONSERVATORY ATTENDANT i A (1) 1/02/99 8.58 7/03/99 8.82 1/Ol/00 8.96 GRADE 06U 972 LIBRARY AIDE C� A B �1) �2) 1/02/99 8.64 8.96 7/03/99 8.68 9.00 1/O1/00 892 9.25 C (3) 9.23 9.28 9.54 D E (4) (5) 9.54 9.87 9.59 9.92 9.86 10.20 A-1 99-y�� GRADE 007 ` ---------------- 804 CLERICAL TRAINEE � 242 LABORATORY HELPER 083A Mt�INTENANCE TRAINEE 807 "tRAINEE(STOREHOUSE) A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 705.20 730A2 753.84 780.67 807.48 838.24 85417 886.13 897.48 908.82 7/03/99 708.73 733.67 757.61 784.51 811.52 842.43 858.44 890.56 901.97 91336 1/O1/00 728.57 754.21 778.82 806.54 834.24 866.02 882.48 915.50 927.23 938.93 Cf7:7\�1�II1�:j 084A COUNSELOR AIDE TRAINEE 085A MANAGEMENT T'RAINEE 087A TECHNICAL TRAINEE 1/02/99 721.07 746.92 768.74 795.56 826.33 854.17 873.02 905.26 916.63 927.98 7/03/99 724.68 750.65 772.58 799.54 830.46 858.44 877.39 909.79 921.21 932.62 1/OU00 744.97 771.67 794.21 821.93 853.71 882.48 901.96 935.26 947.00 958.73 .. � ��. • 111 CLERK I 972A LIBRARY CLERK (PART TIME) 111M MODIFIED DUTY WORKER-CLERICAL 1/02/99 734.99 759.82 787.63 813.44 844.20 873.02 891.89 926.99 93835 949.71 7/03/99 738.66 763.62 791.57 817.51 848.42 87739 89635 931.62 943.04 954.46 1/Ol/00 75934 785.00 813.73 840.40 872.18 901.96 921.45 957.71 969.45 981.18 GRADE O10 100 SERVICE WORKER II 1/02/99 751.87 776.72 800.52 82933 856.14 887.90 912.22 948.75 960.11 971.47 7/03/99 755.63 780.60 804.52 833.48 860.42 89234 916.78 953.49 964.91 976.33 1/01/00 776.79 802.46 827.05 856.82 884.51 91733 942.45 980.19 991.93 1003.67 • A-2 94-y39 :��j�� 121 CLERK-TYPIST I • 314M MODIFIED DUTY WORKER-CLERICAL 314 PARK GLTIDE i/02/99 762.76 789.60 81839 846.20 876.95 912.22 934.73 969.43 980.78 99212 7/03/99 766.57 793.55 822.48 850.43 88133 916.78 939.40 974.28 985.68 997.08 1/Ol/00 788.03 815.77 845.51 874.24 906.01 942.45 965.701001.56 1023.28 1025.00 GRADE 012 579 DATA ENTRY OPERATOR I 1/02/99 780.67 807.48 838.24 868.03 89932 934.73 955.09 993.91 1005.241016.61 7/03/99 784.57 811.52 842.43 87237 903.82 939.40 959.87 998.88 1010.27 1021.69 1/Qll00 8Q6.54 834.24 866.02 896.80 929.13 965.70 986.75 1026.85 1038.56105030 GRADE 013 155 DUPLICATING EQUIP OPERATOR TREIINEE • 1/02/99 795.56 82633 854.17 884.93 919.70 95937 98039 1024.441035.79 104'7.15 7/03/99 799.54 830.46 858.44 889.35 92430 964.17 985.291029.561040.971052.39 1/O1J00 821.93 853.71 882.48 914.25 950.18 991.171012.88 1058391070121081.86 GRADE 016 112 CLERK II 118 CLERK-STENOGRAPHER I 112M MODIFIED DUTY WORKER-CLERICAL 329A STOREROOM ASSISTANT i/02/99 848.20 879.96 91330 948.64 989.63 1031341057.95 1104391115.761127.10 7/03/99 852.44 88436 917.87 95338 994.58 1036.50 1063.241109.91 112134 1132.74 1101100 876.31 909.12 943.57 980.07 1022.43 1065.52 1043.01 1140.99 1152.14 1164.46 GRADE 017 511 *PARKING METER MOIVITOR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER • 1/02/99 868.03 899.32 934.73 971.191013.98 1059.17 1090.41 1133.77 1145.13 1156.50 7/03/99 87237 903.82 939.40 976.05 1019.05 1064.4� 1095.86 1139.44 ll50.86 1162.28 1/Ol/00 896.80 929.13 965.701003381047.581094.281126.541171341183.08 1194.82 A-3 q9-513y ��. � : . 122 CLERK-TYPIST II • 480A CLERK-TYPIST II (BILINGUAL) 391 RECiISTRATION CLERK A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 884.93 915.49 95937 998.93 1040.61 1088.071115.88 1163.19 1174.55 1185.90 7/03/99 88935 920.07 964.171003.921045.81 1093.51 1121.461169.01 1180.421191.83 1/0?/00 914.25 945.83 991.171032.031075.091124.13 1152.861201.741213.471225.20 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 1/02/99 906.83 940.06 979.221023.221068.421115.88 1146.01 1192.581203.93 1215.28 7/03/99 91136 944.76 984.121028341073.76 1121.46 1151.741198.541209.95 122136 1/O1/00 936.88 971.21 1011.681057.13 1103.83 1152.861183.991232.101243.83 1255.56 GRADE 020 970 FIRE PROPERTY CLERK • 1/02/99 92614 97038 1009301052.201098.491147.141178.421227.83 1239.181250.54 7/03/99 930.77 975.23 101435 1057.46 1103.98 1152.88 118431 1233.97 124538 1256.79 1/O1/00 956.831002.541042.751087.071134.891185.161217.4712 GRADE 021 119 CLERK-STENOGRAPHER II 142A REFECTORY SUPERVISOR 537 ZOO KEEPER I 1/02/99 948.64 989.63 1031341076.53 ll26.28 ll74.97 120739 1258.41 1269.78 1281.14 7/03/99 95338 994.58 1036.501081.91 1131.91 1180.841213.43 1264.701276.13 1287.55 1/Ol/00 980.071022.431065.521112.201163.601213.901247.4113 r 1 U . . 94- y39 GRADE 022 . ---------------- 580 DATA ENTRY OPERATOR II • 681 PROPERTY CLERK 438 STORES CLERK A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 971.191013.981059.171111.251159.881210.861244.451297.1913 7/03/99 976.051019.051064.471116.811165.681216.911250.671303.681315. 1/Ol/00 1003 38 1047.58 1094.28 1148.08 119832 1250.98 1285.69 1340.18 1351.94 1363.65 C� 7`��7:[17►�G3 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMNIING POOL SUP--OXFORD POOL 1/02/99 998.931040.611088.071135.591187.711237.491272.231324.23133 7/03/99 1003.92 1045.81 1093.51 1141.27 1193.65 1243.68 1278.59 1330.85 1342.25 1353.67 1lO1/00 1032.03 1075.09 1124.13 1173.23 1227.07 1278.50 131439 136811 1379.83 1391.57 Ce�a_ � 1 ' 004 ACCOUNTING CLERK II • 123 CLERK-TYPIST III 570A LEGAL CLERK-TYPIST 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 1/02/99 1025.53 1071.85 1117.02 1167.98 1222.45 1274.56 1310.43 1365.37 1376.73 1388.07 7/03/99 1030.66 1077.21 1122.61 1173.82 1228.56 1280.93 1316.98 1372.20 1383.61 1395.01 1/01/00 1059.52 110737 1154.04 1206.b9 1262.96 1316.80 1353.86 1410.62 142235 1434.07 • ' � GRADE 025 . ----------------- 044 ASSISTANT SUPV OF WTR BILLiNG • 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE REP 156 DUPLICATiNG EQUIP OPERATOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 1051.03 109619 1146.01 1195.81 1246.75 130236 1339.39 139595 140730 1418.67 (11) (12) ***** 1451.50 7/03/99 1056.29 1101.67 1151.74 1201.79 1252.98 1308.87 1346.09 1402.93 1414.34 1425.76 (11) (12) ***** 1458.76 1/O l/00 1085.87 1132.52 1183.99 1235.44 1288.06 1345.52 13 83.78 1442.21 1453.94 1465.68 (11) (12) ***** 1499.61 GRADE 25T 700A IS SYSTEMS SUPPORT SPECIALIST I • Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 1051.03 1096.19 1146.01 1170.91 1195.81 1221.28 1246.75 1274.55 1302.36 133939 15-yr 20-yr 25-yr (11) (12) (13) 1395.95 140730 1418.67 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2} (3) (4) (5) (6) (7) (8) (9) (10) 7/03/99 1056.29 1101.67 1151.74 1176.76 1201.79 122739 1252.98 1280.92 1308.87 1346.09 15-yr 20-yr 25-yr (11) (12) (13) 1402.93 141434 1425.76 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/O l/00 1085.87 1132.52 1183.99 1209.71 1235.44 1261.76 1288.06 1316.79 1345.52 1383.78 15-yr 20-yr 25-yr (11) (12) (13) 1442.21 1453.94 1465.68 C � J 99-y3 y . � 9y-y39 GRADE 026 320 PARKING METER COLLECTOR II • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. ( � � � � � �� ( � . 1/02/99 1080.00 1128.57 1178.42 1231.69 1287.29 1344.03 1379.95 1439.46 1450.83 1462.17 7/03/99 1085.40 1134.21 118431 1237.85 1293.73 1350.75 1386.85 1446.66 1458.08 1469.48 1/O l/00 1115.79 1165.97 1217.47 1272.51 1329.95 13 88.57 1425.68 1487.17 1498.91 1510.63 [i1.7\►7�LIY�:3 434 CASHIER 433M MODIFIED DUTY WORKER-CLERICAL 433 STOREKEEPER 1/02/99 1111.25 1159.88 1210.86 1268.74 132435 1385.74 1423.96 1489.99 150135 1512.70 7/03/99 1116.81 1165.68 1216.91 1275.08 1330.97 1392.67 1431.08 1497.44 1508.86 1520.26 1/Ol/00 1148.08 119832 1250.98 1310.78 1368.24 1431.66 1471.15 153937 1551.11 1562.83 GRADE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6 mo. 1-yr LS-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr • (1) (2) (3) (4) (5) (6) (7) ($) (9) (10) 1/02(99 1111.25 1159.88 1210.86 1239.80 1268.74 1296.54 132435 13 55.05 13 85.74 1423.96 15-yr 20-yr 25-yr (11) (12) (13) 1489.99 15013 5 1512.70 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr �i) ��) � � � � ��) �$) � � 7/03/99 1116.81 1165.68 1216.91 1246.00 1275.08 1303.02 1330.97 1361.83 1392.67 1431.08 15-yr 20-yr 25-yr (11) (12) (13) 1497.44 1508.86 1520.26 • Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr �i) 4 f � � � ��) � t � 1/O 1/00 1148.08 119832 1250.98 1280.89 1310.78 1339.50 1368.24 1399.96 1431.66 1471.15 15-yr 20-yr 25-yr (ll) (12) (13) 1539.37 1551.11 1562.83 A-7 9y-y,� GRADE 029 • --------------- 045A CLERK IV • 423A PAYROLL CLERK 538 ZOO KEEPER II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. {1) � � � � � �� g) � �l�) 1/02/99 1137.88 1193.49 1246.75 1307.01 1366.06 1430.89 1471.45 1533.48 1544.83 155620 7/03/99 1143.57 1199.46 1252.98 1313.55 1372.89 1438.041478.81 1541.15 1552.55 1563.98 1/Ol/00 1175.59 1233.04 1288.06 1350.33 1411.33 147831 1520.22 158430 1596.02 1607.77 GRt1DE 030 203A ANIMAL CONTROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 1l02/99 1171.51 1223.62 1279.14 1342.90 1404.26 1469.16 1509.67 1575.83 1587.17 1598.54 7/03/99 1177.37 1229.74 1285.54 1349.61 1411.28 1476.51 1517.22 1583.71 1595.11 1606.53 1/O l/00 12103 4 1264.17 1321.54 13 87.40 1450.80 1517.85 1559.70 1628.05 1639.77 1651.51 GRADE 031 • 073 BUILD PERMIT CLERK 070 CHIEF METER READER 541A HUIvIAN RESOURCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK 1/02/99 1202.73 1256.02 1315.09 1375 33 144133 1508.52 1551.33 1615.79 1627.13 1638.51 7/03/99 1208.74 126230 1321.67 1382.21 1448.54 1516.06 1559.09 1623.87 1635.27 1646.70 1/01 /00 1242.58 1297.64 1358.68 1420.91 1489.10 1558.51 1602.74 166934 1681.06 1692.81 GRADE 032 150A PROCiJREMENT SPECIALIST 249A SECRETARY (STENOGRAPHER) 541 STOREROOM SUPERVISOR 1/02/99 1236.30 1295.38 135331 1417.02 1483.04 1552.54 1597.69 1667.50 1678.88 1690.21 7/03/99 1242.48 1301.86 1360.08 1424.11 1490.46 156030 1605.68 1675.84 1687.27 1698.66 1/O l/00 1277.27 133 8 31 13 9816 1463.99 153 2.19 1603.99 1650.64 1722.76 1734.51 1746.22 • . ; . GRADE 033 • ---------------- 382A CUSTOMER SERVICE SElVIOR REP • 157 DUPLICATING EQUIP OPERATOR SUPERVISOR 138M MODIFIED DUTY WORKER-CLERICAL 305A PAYROLL SYSTEM SUPERVISOR 138A VEHICLE MAINTENANCE CLERK 629A LIEP HELP DESK COORDINATOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) {� (8) (9) (10) 1/02/99 1269.90 133131 1392.71 145638 1524.73 1597.69 1642.86 1713 33 1724.68 1736.04 7/03/99 1276.25 1337.97 1399.67 1463.66 153235 1605.68 1651.07 1721.90 1733.30 1744.72 1/Ol/00 1311.99 1375.43 143 8.86 1504.64 1575.26 1650.64 169730 1770.11 1781.83 1793.57 GRADE 034 506 CLERICAL SUPERVISOR 1/02/99 1307.01 1366.06 1430.89 1495.79 1566.40 1642.86 1688.01 1761.55 1772.87 1784.28 7/03/99 1313.55 1372.89 143 8.041503.2'7 1574.23 1651.07 1696.45 177036 1781.73 1793.20 1(O i/00 13 5033 141133 147831 154536 1618.31 169730 1743.95 1819.93 1831.62 1843.41 GRADE 037 � 473 WATER BILLING SUPERVISOR 1/02/99 1418.18 148535 1553.70 1626.68 1704.23 1786.49 1836.23 1916.74 1928.10 1939.46 7/03/99 1425.27 1492.78 1561.47 1634.81 1712.75 1795.42 1845.41 1926.32 1937.74 1949.16 1/Ol/00 1465.18 1534.58 1605.19 1680.58 1760.71 1845.69 1897.08 1980.26 1992.00 2003.74 GRADE37A ---------------- 276A EMPLOYMENT TESTING COORDINATOR • 1/02l99 1417.82 1485.51 1552.01 1626.77 1705.17 181839 1857.48 193 5.95 1946.78 1957.58 7/03/99 1424.91 1492.94 1559.77 1634.90 1713.70 1827.48 1866.77 1945.63 1956.51 196737 i/Oi/00 1464.81 1534.74 1603.44 1680.68 1761.68 1878.65 1919.04 2000.11 2011.29 2022.46 9�-y3q . . � �� _ �.,- __ _ , ' — , . .. .. . _ _ _ �'�` ' � � � __ ,. _ ;. f S �t Cc� � l _ K. y ` � & .. .. . : � . _ � _ 3 .3 V� � t � :t i ti � - � ,�.� - - - _ _ a _ u. . .. -. . . , . _ k .. ._ ",- .. - .^ _ ' ' t F z .; , ., . ., :. - _ _ . .. .. , .._> . ... _ _ . . .x _ . _ ._ � _ , � _ . e ._ . _ .. _ . �' .. _. .. . .r - - , � - � _ �; - � � _ _ � :� _ ; >_ _. ,_ - � . _._ ,_ ,..-. �.� �� .. �� '� _� -_ . - �, : _ _ ; �� _ � � -= � `= - . � - �:�' �` : , � �. . : . , . . , _ ,. . - Council File # Rq-�{3q ORIGINAL Presented Refened To Green Sheet # 63939 RESOLUTION OF SAINT PAUL, MINNESOTA � '�; Committee Date 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 January 1, 1994 through December 31, 2000 Agreement between the City of Saint Paul and Local Union 3 #2508, District Council No. 14 of the American Federation of State, County and Municipal Employees 4 AFL-CIO. � � DEPARTMENT/OFFICE/COUNCIL: DATE A7TIATED GREEN SHEET No.: 63939 q, {�� LABOR RELATIONS May 17, 1999 CONTACT PERSON & PHONE: p 1NITU1✓Da7'E INITTAi.NnTE JL7LIE KRAUS 266-6513 pgSIGN i DEPARTMEN'I DIR. 4 CITY COUNCIL NUMBER 2 CITY ATI'QRNEY SI,� CITY CLERK MUST BE ON COUNCTI. AGENDA BY (DATE) FOR BUDGET DIR. � - � y �� FIN. & MGT. SERVICE DIR. ROUTING 3 MAYOR (OR ASST.h��yL ORDER �`� �� TOTAL # OF SIGNA'CCJRE PAGES t (CLIP ALL LOCAT[ONS FOR SIGNATORE) �� ncnox �QUES�n: This resolufion approves the attached January 1, 1999 through December 31, 2000 Collective Bargaining Agreement between the City of Saint Paul and the Local Union 2508, District Counci114 of the American Federation of State, County and Municipai Employees, P.FL CIO. RECOMMENDAIYONS: Approve (A) or Reject (R) PERSONAI, SERVICE CONTRACCS MIIST A7VSWER TfIE FOLLOWING QUESTIONS: _PLANNR�G COMMISSION _CIVIL SERVICE COMIvIISSION i. Haz this person/firm ever worked under a contract for this depaztrnent? CIB COMIvfITPEE Yes No �S'fAFF 2. FIu ihis pecsonlficm ever been a city empioyee? DISTRICT COURT Yes No SUPPORTS WHICH COiJNCIL OBJECTIVE? 3. Does ihis persoNfimi possess a skill not novnally possessed by any curmnt city employee? Yes No Eaplain all yes auswers on separate sLeet and attacL ro green sheet IlYITIP.TING PROBLEM, ISSUE, OPPORTUNITY (Who, W6ay W6eo, Where, W6y)� nuvnivTacES �F nrrROVev: An Agreement in place through December 31, 2000. DLSADVANTAGESIFAPPROVED DtSADVAN'I'AGES IF NOT APPROVED� TOTAL AMOUNT OF TRANSACTION: $ COST/REVENUE BUDGETED: FUNDING SOURCE: ACCIVII'Y N[JMBER: FINANCIAL INFORTIATION: (EXPLAAVj „v a..n � aa -4�q ATTACI�VIENT TO THE GREEN SHEET LOCAL LJNION 2508 Dls�ucT courlcrL ia� OF TI� AMERICAN FEDERATION OF STAT`E, COUNTY I�ND MiJNICIPAL EMPLOYEES, AFL-CIO Below is a stunmary of the changes in the Collecrive Bargaining Agreement between the City and the Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. The new contract is for the period of 3anuary 1, 1999 through December 31, 2000. Wages: 1999: 2.5% (Splits*: 0112f49 2.0%; 0713199 0.5%) 2000: 2.8% * Wage implementation dates 7/3/99: Wage adjushnent of a$0.20/hour increase far employees in the tides of Conservatory Attendant and Refectory Attendant. 1(1/200Q: Wage adjustment of a$0.10/hour increase for employees in the titles of Conservatory Attendant and Refectory Attendant. Health Insurance: 1999: Single $193.25 ger month Fanuly $383.12 per month 2000: Single $211.62 per month Family $406.62 per month The single contribution continues to be the full cost of the Single Premium. The Family contribufion is raised the Single Premium Increase amount in 1999. In the year 2000, the Family contribution is raised by 50% of the Family Premium Increase. Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees AFL-CIO, reduced the across-the-boazd wage increase in the year 2000, by 0.2°/a in order to receive the 50% of the Family Premium Increase for that year. a�q -�t 3°I Attachntent to the Green Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 2 Designafion of Uniform Allowance amounts: The City and Local Union 2508, District Council 14 of the American Federafion of State, County and Municipal Employees, AFL-CIO identified uniform allowances that were being granted outside of the contract. The titles, uniforms, and the uniform allowance were designated for several depamnents. These haue been added to the contract to clarify the practice and to bring the practice under the terms of the contract. Costs: Wages Wage adj. far 1999 $341,852.47 2000 $425,416.40 $4,858.78 $110,217.00 6 695.52 $547,187.7Q $9,717.55 Conservatory and Refectory Attendants Health Insurance $77,22Q.00 Add'I Uniform Allowance 12 295.52 Total: $ $441,085.54 Language Changes (summary) TLe contract includes other changes to contract language which aze basically of a housekeeping nature for clazification and clean up. �. �� _ - � � � - �: c'/'q=5�� '�- - � �:., . - - � � � �_ __ J . - � - .. �. , .. � -. - _ � _ _ _ 19�9-2A00 ; '- A.GRE�MENT : = - - - i� � � � - � - : �. r , _ � _ � _.; - . $E�WEEi� � ; �_ - � `. � _ -� _ - �� <THE CTi'Y C1F SAIN� PAUL :'_: - �� - - � � � _ �,�� _ _ __ � . > _- . � � ;,, �.. ,_ .._.., = � LOCAL UNION 25Q8 : �` ` « , �_ - � _ '` DIS'TRiCT COVNCII; i4, r f?� 'i'HE �M�32ICA.�I F�D�RATIO�T OF STATE, CQUNT�' A1�D MUNICTPAL E�VIPLOX�E�; AEL-CIO ,. �=-� _ � � � � . � . 9 5 y3� •I�.�.T�;� • Al2TICLE TITLE PAGE Preamble ' � ................................................. u 1 Recognition ................................................1 2 Check Off ..................................................2 3 Hoursof Work ..............................................3 4 Work Breaks ...............................................4 5 Holidays ...................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ................................................8 8 Residence ..................................................9 9 Vacation ...................................................9 10 Insurance ..................................................9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Employee Records ..........................................15 13 Bulletin Boards ............................................15 14 Wages ....................................................15 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 • 16 Leauesof Absence ..........................................16 17 Militazy Leave of Absence ....................................19 18 ManagementRights .........................................19 19 Seniority ..................................................19 20 Discipline .................................................22 21 Vacancies .................................................22 22 No Strike-No Lockout .......................................23 23 Severance Pay .............................................23 24 Temporary Employees .......................................26 25 Nondiscrimination ..........................................26 26 LegalServices .............................................26 27 Sick Leave Usage fox Dependent Care . . . . . . . . . . . . . . . . . . . . �. . . . . . 27 28 Safety .........................:..........................27 29 Uniform Allowance .........................................28 30 Special Employment TiUes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 31 Termsof Agreement ........................................29 AppendixA ............................................. A1 • 1 �� ;,��: � Tl�is agreement entered into by the City of Saint Paul, hereinafter referred to as the � LJ Employer, and Local Union 2508 affiliated witU Counci114 and the American Fedexation of y9-�f3q State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of hazmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. • ii y9 r ��j ARTICLE 1- RECOG1vITION 1.1 The Employer recognizes the Union as the sole and exclusive bazgaiuiug agent for the • purpose of establishiug salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Section 1.2 below. 1.2 The bargaining unit covered by tkus agreement shall consist of the following: All office, clerical, and administrafive personnel who aze employed by the City of Saint Paul or who have their "terms and conditions of employxnent" established by the governing body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per yeaz, in the classifications of: Accounting Clerk I Accounting Clerk II Animal Control Officer Asst. Supv. of Water Billing Building Permit Clerk Cashier Chief Meter Reader Clerical Supervisor Clerical Trainee L� • Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-StenographerII Clerk-Stenographer III Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Enhy Operator I Data Entry Operator II Duplicating Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant Employxnent Testing Coordinator Fire Properiy Clerk Human Resources Records Clerk IS Systems Support Specialist I TS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-time License Clerk LIEP Help Desk Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Pazk Concession Supervisor Pazk Guide Parking Enforcement Officer Pazking Enforcement Officer -- Police Parking Meter Coliectar I Parking Meter Collector II *Parking Meter Monitor Payroll Audit Clerk Payroli Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Property Clerk Refectory Attendant 99 -5�39 ARTICLE 1 - RECOGI�TITION (Continued) L� • • Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Swimming Pool Supervisor -- Oxford Pool Technical Trainee Tra'vnee (Storehouse) Treasury Clerk Vehicle Maintenance Clerk Water Billing Supervisor Zoo Keeper I Zoo Keeper II 1.3 Any present or fixture employee who is not a Union member shall be required to contribute a fair shaze fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically ptovided by Minnesota law, and as otherwise legal. 1.4 The Union agrees to indexnnify and hold hannless the Employer against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of Section 13 of this Article. ARTICLE 2 - CHECK OFF 21 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 2 99-�� ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/4) consecutive hours per day, • excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 33 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three-fourths {38 hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal wark day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in tTiis Article sha11 be "overtime work" and shail be done only by order of the Head of the Department. 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the normai hours established above in this Articie by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtune work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. • 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on all departxnent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Notwithstanding Sections 3.1 through 3.6, empioyees may, through mutual agreement with the Employer, work schedules oEher than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 33. Overtixne compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standards Act. 3.9 For employees who wish to shaze a position, the Employer will attempt to provide options for unplemenring a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for empioyees who shaze a position shall be pro-rated based upon the percent of hours warked. Health insurance benefits shail be administered in accordance with the provisions of Article 10 of this agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job shazing vacancy for a period of ten (10) days. If at the end of ten (10) days such vacancy cannot be filled, the Employer shall have the option of increasing the reinaiiung employee's work hours. � 3 9g-y39' CJ ARTICLE 3- HOURS OF WORK (Continued) 3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. 3.11 At least fourteen (14) calendar days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regarding the need for the proposed change and the possibility of other alterna6ves. It is also understood that deviation from such notice shall be pernussible due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perForm the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked between the hours of 6:00 pm. and 6:00 am., there shall be a night differential of five percent (5 %) for the entire shift. To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 pm, but less than five hours of the shift are worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between b:00 pm. and 6:00 am. • 3.14 Employees required, as part of their normal job duties, to work a snow emergency sha1S receive premium pay at fifty percent (50%) for the second standard hour shift far all continuous hours worked during the snow emergency. ARTICLE 4 - WORK BREAKS • 4.1 Rest Periods - All employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day The following days shall be recognized and Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Day Two floating holidays � 99� y39 ARTICLE 5 - HOLIDAYS (Continued) Eligible employees sha11 receive pay for each of the holidays listed above on which they • perform no work. Whenever any of the holidays listed above falls on a Saturday, the holiday shall be obseroed on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For employees assigned to a work week other tUan Monday through Friday, the holiday sha11 be observed on the calendar date of the holiday. 5.2 T'he floating holidays set forth in Section 5.1 above may be taken at any time during the contract yeaz, subject to the approval of the Department Head of any employee. 53 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 worlang day for the purposes of this section. It is fut�ther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Secfion 53, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer sha11 recognize stewards selected in accordance with Union rules and regulations as the grievance representatives of the bazgaining unit. The Union shall notify the Employer in cvriting of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employees' duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violarion of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable Veterans' statutes. C� 99-y39 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) . 6.4 Crrievances shail be resoived in conformance with the following procedure: Step 1- Upon the occunence of an alleged violation of this agreement, the employee involved (with or without the stewazd) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Union. The written grievance shatl set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the agreement violated, and relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) wark days of the first occurrence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Stewazd and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within sevan (7) work days following this meefing. The Union may refer the grievance in writang to Step 3 within seven (�) work days foliowing receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) wark 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 sha11 meet with the ZTnion Business Manager or his/her designated representative, the Employee and the Stewazd and attempt to resolve the grievance. Within seven (� work days following this meeting, the Employer shall reply in wrifing to the Union stating the Employer's answer concerning the grievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not refened in writing by the Union to Step 4 within seven (7) work days following receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The azbitration proceedings shall be conducted by an arbitrator to be selected from a permanent panel of five (5) arbitratars. Arbitrators shail be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for the permanent panel, the parties will petition the Director of the Bureau of Mediation Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately strike names from such list(s), the Employer striking first, until one (1) name remains. Vacancies occurring on the • permanent panel during the life of this agreement sha11 be filled by mutual agreement of the parties. � 99-y39 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) • If the parties cannot mutuatly agree, the vacancy shall be filled by the process noted in the preceding pazagraph. This azbitrator selection process shall be effective only for the duration of this agreement unless both parties mutualty agree to e�tend such provisions. At any time prior to the opening of an arbitcation hearing, the parties may mutually agree to ufilize the assistance of the Bureau of Mediation Services to attempt to mediate a resolurion of the dispute. 6.5 The arbitrator shall have no right to axnend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. T4ie arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The azbitrator sha11 be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the applicaflon of laws, rules or regulations having the force and effect of law. The azbitrator's decision shall be submitted in writing within thiriy (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 sha11 be based solely on the azbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. . 6.6 The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each pariy shall be responsible far compensating its own representatives and witnesses. If either pariy desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. b.7 The time limits in each step of this procedute may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievance procedure of ihis 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. ff an issue is determnied by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Secfion 3.9 of this agreement. 6.10 The Empioyer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section sha11 not be grievable. • 7 9 �i-�39 ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul � Administrative Code, as amended, pertaiuing to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions aze adopted. 7.2 Methad of Computation: To be eligible for such reimbursement, all officers and empioyees must receive written authorization from the Department Head. Type 1- If an empioyee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 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 $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during empioyment and the Department Head or designated representative detemunes that an Employer vehicle is available for the empioyee's use, but the emplayee desires to use hisiher own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for any per diem. Type 2- If an empioyee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile � actually driven. If such employee is required to drive an automobile during employment and the Department Head or designated representafive 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 reimbursed at the rate of $0.20 per mile driven and shall not be eligible far any per diem. This Section 7.2 shall become effective February 1, 1994. 73 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 aze required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to haue his or her ovm personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement. Such rules and regulations 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 shall fiirther 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 axnendment thereto, shall be maintained on file with the City Clerk. • 99-5�3i • • ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. ARTICLE 9 - VACATION 4.1 Vacafion credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st year thru 4th year Sth yeaz thru 9th yeaz l Oth yeaz thru 15th yeaz 16th year thru 23rd year 24th yeaz and thereafter Hours of Vacafion .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) 1000 (26 days) 9.2 The Head of the Department may permit an employee to carry over up to one hundred and twenty (120) hours of vacation into the following "vacation year." For the putpose of this article the 'bacation year" shall be the fiscal yeaz (IRS payroll reporting year). 93 The above provisions of vacation sha11 be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. 10.2 For each eligible employee covered by this agreement who is employed fuil-time and who selects employee health insurance coverage provided by the Employer, the Employer agrees to conbribute $193.25 equivalent to full premium amount. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $38312 per month, (1998 family employer contribution of $368.82 plus single premium increase of $14.30.) • � 95- �3� AR'I'ICLE 10 - INSURANCE (Continued) 103 Effecfive for the January, 2000 insurance premiums, for each eligible employee covered • by this agreement who is employed fixll-time and who selects employee health instuance coverage provided by the Employer, the Employer agrees to contribute $211.62 per month equivalent to full premium amount. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $406.62 per month (383.12 plus 50% of premium increase). 10.4 For the purpose of this Article, full-fime employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding uutial enrollment. Half-fime employment is defined as appearing on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or six (6) month period preceding initial enrollment. • Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position after the commencement of the plan year, shall be made eligible for the full-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan year sha11 be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. � 10 94- y39 ARTICLE 10 - INSURANCE (Confinued) For each half-time employee who selects family health insurance coverage, the Employer . will contribute fifty percent (50%) of t�e amount contributed for full-tnne employees selecting family health insurance coverage in the same insurance plan. For each eligible employee coveted by tbis agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-time employees selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for fuil-time employees selecting family health insurance coverage. 10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed half-time prior to January 1, 1986 shall receive the same health insurance contributions as full-time employees. This Section 10.6 applies only to employees who were employed half-time during the month of December,1985 and shall continue to apply only as long as such employees remain confinuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. • 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Pian. 10.9 Any cost of any premium for any City of£ered employee or famiiy insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the employee. 1010 The Employer will provide a system whereby the employee's contribution towazd the premiuxns for the employee selected health insurance coverages can be paid on a pre-tax basis. Employees covezed by this agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee chazged to participating empioyees shall be paid by the employee. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Caze Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. � 11 9g-y39 � u ARTICLE 10 - INSURANCE (Continued) Retiree Insurance 1012 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.13 through 10.16 below, toward a health insurance plan offered by the Employer: 10.12(1) 10.12(2) 10.12(3) Early Retirees Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and Have completed at least 20 years with the City of Saint Paul. 10.13 This Section shall apply to full time employees who: 10.13(1) Retire on or after January 1, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and 10.13(4) Ivleet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer LIn61 such employees xeach sisty-five (65) yeazs of age, the Employer agtees that for retirees selecting single coverage, the Employer will provide the same contribution as is provided for acrive employees selecting single coverage under this agreement. This amount, however, shall not exceed $350 per month. For employees selecting family health insurance coverage, the Employer will contribute $350 per month towazd the premiuxn for family health insurance coverage. Any unused portion of the Empioyer's contribution sha11 not be paid to the retiree. When such early refiree attains age 65, the provisions of Section 1015 will apply. 10.14 This Section sha11 apply to full time employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after 7anuary 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10. i4(4) Meet the conditions of 5ection 10.12 above, and 1014(5) Select a health insurance plan offered by the Employer. C� 12 99-y39 ARTICLE 10 - INSURANCE (Continued) Until such retirees reach sia�ty-five (65) years of age, the Employer agrees to contribute a • maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 1016 shall apply. Regular Retirees (Age 65 and over) 10.15 This Section shall apply to full tnne employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before Becember 31, 1995, and 10.15(3) Haue attained age 65 at retirement, and 10. i 5(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a masimuxn of $550.00 per month towazd the premium for single or family health insurance coverage offered by the Employer to regular retirees and their dependents. Any unused portion of the Employer's contribution shail not be paid to the retiree. • This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Secfion shall apply to fu11 time employees who: 1016(1) Retixe on or after January 1, 1996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shall not be paid to the retiree. This Section shall also apply to early retirees who refired under the provisions of Section 10.14 when such eazly retirees aitain age 65. • 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten (10) yeazs of service with the City, he/she may purchase singie or family health insurance coverage through the Employer's insurance program. The total cost of such insurance coverage shall be paid by the retiree. 13 9 9-�139 ARTICLE 10 - INSURANCE (Continued) 10.18 A retiree may not cazry his(her spouse as a dependent if such spouse is also a City retiree • or Ciry employee and eligibie for and is enrolled in the City health insurance program. Survivor Insurance 1019 The surviving spouse of an employee carrying family covernge at the time of his/her death due to a job connected injury or illness which was determined to have arisen out of and in the course of his/her employment under worker's compensarion law shall continue to be eligible for city contribution in the same proportions as is provided for retired employees. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shatl have the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premiuzn and Employer contribution accorded to the eligible deceased retiree. It is fixrther understood that coverage shall cease in the event o£ 10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.19(2) The employxnent of the surviving spouse or dependent where health • insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) days of said employment. ARTICLE 11 - WORKING OUT OF CLASSIFICATION 11.1 The Employer sha11 avoid, whenever possible, working an employee on an out-of-class assignment for a pzolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a yeaz sha11 receive the rate of pay for the out-of-class assignment in a higher classification not later than the sia-teenth (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 regulu position, and which is in a classificafion higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shail be the same rate the empioyee would receive if such employee received a regular appointment to the higher • ciassification. 14 �i9-y39 ARTICLE 11- WORKING OUT OF CLASSIFICATION 11.2 For the following classifications, the provisions of Section 11.1 shall not apply to � perforxnance of the dufies of the nea�t higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I ZookeeperI ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bazgainiug Unit which is filed with the Office of Human Resources or within any City departsnent shall be shown to the member before it is placed on file. Before the reprunand is placed on file, the City sha11 request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bazgaining unit may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. • 123 Any member of the bargaining unit may file a gzievance or discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 13 - BULLETIN BOARDS 13.1 The Employer sha11 provide reasonable bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is subj ect to approval of the Department Head. ART�CLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganizing 2. Abolishing classifications 3. EstablisIung new classifications 4. Regrading classifications � 5. Reclassifying positions 15 9 �-Y3� ARTICLE 14 - WAGES (Continued) Both parties also agree that titles and grades in Appendix A refer to employees in the • posirions at the date of signing of the agreement. No employee in this bargainiug unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 1 G.2 Employees may request an audit of their position whenevez the nature of the work andlor responsibilities in their posifion have substantially changed. When an employee, or a supervisor on behalf of an employee, requests a classification/regrading study of their position, responsible Managers in the Department where the employee(s) work(s) and the staff of the Office of Human Resources will facilitate the completion of the study within ninety (90) days after the employee submits their job profile. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all condifions of employment relating to wages, hours of work, overtixne differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standazd 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 tune 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. • ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application far a leave of absence not to exceed one yeaz. A leave of absence sha11 be granted on the basis established in the Civil Service Rules (Resolufion No. 3250). 16.2 Sick Leave - Sick Ieave shall accumulate at the rate of .0576 of a working howr for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-half hour past hisRier regulaz scheduled starting fune. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to return to his or her position. The Employer's requirement of a certificate under this section shall not be azbitrable. • � 99- 5�3� ARTICLE 16 - LEAVES OF ABSENCE (Conrinued) • 163 Any empioyee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary on account of sickness or injury of the employee, quarantine established by a public health enforcement agency, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declared by pzoper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as aze granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no addirional benefits other than those �anted by said statute. 16.5 Jury Duty - Employees who are required during regular worldng hours to appeaz in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regulaz pay while so engaged, provided that any fees that employees may • receive from the court for such services shall be paid to the City and be deposited with the City Finance Director. Employees scheduled to work a shift othea than the normai daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appear in court as a juror or witness. 16.6 Funerai Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leaue to attend the funeral of the employee's grandparent or grandchild. 16.7 An employee elected or appointed to a full time paid position by the exclusiye representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. 16.8 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul sha11 be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shall be granted to a natuzal parent or an adoptive parent who requests such leave in conjunction with the birth ar • adoption of a ckuld. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the Employer. 17 99�y3�j ARTICLE 16 - LEAVES OF ABSENCE (Continued) • Refusal on the part of the Empioyer to grant an estension o£ such leave sha11 not be subject to the provisions of Article 6 of this agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the employee's own ills�ess or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's generalassets. For purposes of this section, "personal sick leave benefits" means time accrued and available to an employee to be used as a result of absence from work due to personal illness ar injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An employee shail be granted up to a total of sixteen (16) hours during a school yeaz to attend school conferences or classroom activities related to the employee's child, provided the conferences or classroom activities cannot be scheduled during non-work hours. • When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior nofice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the opezations of the Employer. An employee sha11 be allowed to use vacation or compensatory time for this leaue; otherwise, this leaue shall be without pay. 16.11 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During such leaue of absence, the employee shall continue to earn and accrue vacarion and sick Ieave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. • � 99- �39 ARTICLE 17 - MILITARY LEAVE OF ABSENCE • 171 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entifled to leaue of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in trainiug or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such lea�e shall not exceed a total of fifteen (15) days in any calendaz year and, fiu•ther provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which sha11 be presumed unless the contrary is established. Such leave shall not be aliowed unless the employee (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continne in such military or naval service beyond the time herein limited for such leave. • ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Union recognizes the right of the City to operate and manage its affairs in a11 respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this agreement are retained by the City. 18.2 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 funcfions and programs of the Employer, its overall budget, utilization of technology, and organizationai structure and selection and direction and numbet of personnel. ARTICLE 19 - SENIORITY 19.1 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 fiirther understood that seniority is confined to the current ciass 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 deternrined by employee's rank on the eligible list from which certification was made. 19 99-Y39 • However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse length of total seniority in all tifles listed on the corresponding line under Column B. The Human Resources Department will identify such least senior employee in that title in the department reducing positions, and shall notify said employee of his/her reduction from the department. ARTICLE 19 - SENIORITY (Continued) 14.2 Seniority shall teruiinate when an employee retires, resigns, or is dischazged. 193 In the event it is detennuied by the Employer that it is necessary to reduce the work force, employees will be laid off by class tifle within each department based on inverse length of seniority as defined above. If there aze any vacancies in any of the titles under Coluxnn B on which seniority was based, in any other Cit7 Department, the Huxnan Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Department shall decide which vacant positions the affected empioyee shall fill. I£ no vacancy e�sts in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, helshe shall have the right to claim that position and the least senior City employee in such tides shall be the employee laid of£ Por the purposes of this Article, the Board of Education is not included as a City department nar is a Board of Education employee included as a City employee. • �� Column A Accounting Machine Opezator I Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-Steno�apher I Data Entry Operator I Column S Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Cierk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I, Clerk-Stenographer II Data Enhy Operator I, Data Enhy Operator II 19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles wluch are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. � y9-y�j' ARTICLE 19 - SEIVIORITY (Continued) 19.5 In cases where an employee to be laid off has held no regulaz appoinhnent in a lower tide • in the same promotional series as his/her current tide, that employee will be offered a reduction to the tifle within the bazgainiug unit to which he/she was regulazly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less seniox employee in such title may be displaced. In cases where an employee to be laid off has held no regulaz appoinhnent to any titles immediately prior to his/her current tifle, said employee shall be laid off. The employee reducing into a tifle formerly held must satisfactorily complete a six-month probationary period in such tifle. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "buxnping" rights herein shall not again apply to such employee. This procedure will be followed by the City fox City employees, and by the Boazd of Education for Boazd of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City empioyees. 19.6 It is understood that such employees will pick up their former seniority date in any class • of positions which they previously held. 19.7 Reca11 from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 19.8 Employees assigned to these divisions in the police Departsnent: Impound Lot, Property Room, Communication Center, andlor Records, sha11 be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 19.9 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by employees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendaz days in advance. Auring the forty-five (45) days, the Employer will meet with the Union and discuss possible options to contracting out or ways and means to minnnize the elimination of positions. i 21 9y-�3g ARTICLE 20 - DISCIPLINE 20.1 The Employer will discipline employees for just cause oniy. � Discipline will be in the form of: 20.1(1) Oral reprimand; 20.1(2) Written reprunand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Discharge 20.2 Suspensions, reductions and dischazges will be in written form. 203 Employees and the Union will receive copies of written reprimands and notices of suspension and dischazge. 20.4 Employees may exanune all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the Employer. 20.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to, a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5) working day period, the Employer may affirm, modify or � withdraw the suspension and dischazge. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representafive be present. 20.7 Grievances relating to tlus Article sha11 be processed in accordance with the grievance procedure under Article 6. AI2TICLE 21 - VACANCIES 2L 1 The Office of Human Resources will inform all departments that the department's timekeeper shall post notices of a11 job vacancies in their department at least five days before submitting a requisition to the Office of Human Resources. • � 99-y�� ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this • agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of ttus Article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her duties withisi twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, ar refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer sha11 provide a severance pay program as set forth in this Article. 23.2 To be eligible for the severance pay program, an employee must meet the following requirements: • 23.2(i) The employee must be 58 yeazs of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria sha11 also apply to employees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily sepazated from City employment or have been subject to sepazadon by lay-off or compulsory rerirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.2(3) The employee must haue at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of sepazation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) yeaz service requirement. 23.2(4) The employee must file with the Duector of Human Resources a waiver of reemployment 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. 23 • n U ARTICLE 23 - SEVERANCE PAY (Continued) �i4 - '� 39 23.2(5) The employee must have accumulated a m;n;mum of sixty (60) days of sick leaue credits at the time of his/her sepazation from service. 233 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she wiil be granted severance pay in an amount equal to one-half of the daily rate of pay for the posifion held by the employee on the date of separation for each day of accrued sick leaue, subject to a maxunum of 200 accrued sick leave days. 23.4 The ma�mum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met all of the requuements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 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. 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.8 This severance pay program sha11 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. 23.9 The provisions of this Article sha11 be effective as of December 24, 1983. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article ar the ordinance shall consfitute a baz to receiving severance pay from the other. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Secfions 2312 through 23.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. • 2312 The Empioyer shall provide a severance pay program as set forth in Sections 23.13 through 23.20. 24 9y-y39 � 23.13(1) 'I'he employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who aze discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.13(2) The employee must file with the Director of Hutnan Resources a waiver of reemployment 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. ARTICLE 23 - SEVERANCE PAY (Continued) 23.13 To be eligible for the severance pay program, an employee must meet the following requirements: 23.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/�er separation from service. � J 23.14 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 yeazs of service in the City. Years of Service with the City Maximum 5everance Pay C� At Least 20 21 22 23 24 25 $ 5,000 6,000 7,000 8,000 9,000 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met a11 of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. 2316 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 sepazation of employment, and such transferee shall not be eligible for the Cify severance program. 23.17 The ma.nner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 25 9� ARTICLE 23 - SEVERANCE PAY (Continued) • 23.18 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. 23.19 Notwithstanding Section 23.11, employees appointed prior to January 1, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Secfion 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement sha11 not be eligible for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 241 It is recognized that temporary employees are within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Seroice Rules and/or the Saint Paul Salary Plan and Rates of Compensation. • ARTICLE 25 - NONDISCRIMINATION 25.1 The terms and conditions of this agreement will be applied equally to employees without regazd to, or discrimination for or against any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Union. 25.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilifies involve other employees and the general public. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save hannless and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties, 26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any legal • service fee, or for providing any legal service arising from any legal action where the employee is the Plaintiff. 26 99-'�3� ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE 27.1 In the case of a serious illness or disability of a pazent or household member, the Head of . the Department sha11 grant leave with pay in order for the employee to care for or make arrangements for the caze of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be lunited to 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's chiid, for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 27.2 The Head of the Department or the Huxnan Resources Director may require a physician's certificate or additional certificates at any time during an employee's use of sick leave for the purposes stated in Section 27.1 above. All such certificates shall be forwazded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendaz days he/she sha11 submit to the Head of the Department a certificate signed by the employee stating the nature of the child, parent, ar household member's sickness. If the siclrness continues far more than three calendaz days, no further sick leave sha11 be granted unless or until a physician is consulted. The sick leave may be continued from � and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the Head of the Department and forwazded to the Human Resources Office. 273 No sick leave shall be granted for the above reasons unless the employee reports to his/her Deparlment Head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and employees shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his/her work du6es or responsibilities require such employee to be in a situation that violates state safety laws or legally promulgated standazds, the matter shall be ixrunediately considered by the Employer. • 27 qy-ya� ARTICLE 28 - SAFETY (Confinued) 28.2 For those employees required by the Employer to weaz safety shoes or boots, the � Employer agrees to contribute $40.00 per calendar yeaz towazd the purchase of such shoes or boots. 283(a) When the Employer establishes Labor/Nfanagement Safety Committees, the Union will select its' own members to participate. 283(b) When the Employer establishes Accident and Incident Review Boazds, the Unions witl not be required Yo participate. ARTICLE 29 - UNIFORM /CLOTHING ALLOWANCE 29.1 Employees working in the tifle of Animal Control Officer and who are required to wear a specified uniform shall receive a clothing allowance of $360.00 per calendaz year. 29.2 Tecluucal Trainees who are required to wear a specified uniform shall receive a uniform allowance of $80.00 per calendaz yeaz. 293 Zoo Keeper IPs who aze required to weaz a specified uniform shall receive a uniform allowance of $350.00 per calendar year. 29.4 Parking Enforcement Officers who aze required to wear a specified uniform shall receive • a one-time uniform allowance of $800.00. 29.5 Meter Readers who are required to wear a specified uniform shall receive a uniform allowance of $184.44 per calendar year. 29.6 Maintenance Trainees shall receive a clothing allowance of $259.45 per year. 29.7 The Employer shall determine the process for the payment of such uniform allowances. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES Upon completion of 1040 working hours, excluding overtime hours, employees warking in "Special Employment" Utles recognized by the Bureau of Mediation Services as being appropriately included in this bazgaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. �J � 9% ARTICLE 31- TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent • the complete agreement between the Union and the Employer. The parties aclaiowledge that during the negotiations which resulted in this agreement, each had the unlunited right and opporhmity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opporrimiTy are set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the othez shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this agreement. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint PauL In the event any provision of this agreement sha11 hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 31.3 Term of Agreement - This agreement shall be in full force and effect from January 1, 1999 thru December 31, 2000 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing that it desires to modify or ternunate this agreement. In wimess whereof, the parties have caused this agreement to be executed this_ �`� day of May, 1999. • (The date was handwritten in the originad signature copy.) 31.4 This constitutes a tentative agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City and the City Council, and is also subject to ratification by Local Union No. 2508. • 29 9 / r I� ! � • . ARTICLE 31 - TERMS OF AGREEMENT (Continued) WITNESSES: FOR THE CITY �� Joe Reid Director of Financial Services LOCAL ITIVION NO. 2508, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO Je Se ing Business Repr sen ve � i-�r- � Bob Steiner President fG�] 9q y�� u APPENDIX A BIWEEKLY RATES Salary ranges applicable to titles covered by ttris Agreement shall be as shown below: Effective January 2, 1999: Effective July 3, 1999: Effective January 1, 2000 Two percent (2.0%) increase One-half percent (0.5%) increase Two and eight-tenths percent (2.8%) increase Wage adjustrnent for Conservatory and Refectory Attendants, $0.20 cents per hour raise effective 7/3/99. Wage adjushnent for Conservatory and Refectory Attendants, $0.10 cents per hour raise effective 1/1/2000. GRADE 04U 318 REFECTORY ATTENDANT 586A CONSERVATORY ATTENDANT i A (1) 1/02/99 8.58 7/03/99 8.82 1/Ol/00 8.96 GRADE 06U 972 LIBRARY AIDE C� A B �1) �2) 1/02/99 8.64 8.96 7/03/99 8.68 9.00 1/O1/00 892 9.25 C (3) 9.23 9.28 9.54 D E (4) (5) 9.54 9.87 9.59 9.92 9.86 10.20 A-1 99-y�� GRADE 007 ` ---------------- 804 CLERICAL TRAINEE � 242 LABORATORY HELPER 083A Mt�INTENANCE TRAINEE 807 "tRAINEE(STOREHOUSE) A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 705.20 730A2 753.84 780.67 807.48 838.24 85417 886.13 897.48 908.82 7/03/99 708.73 733.67 757.61 784.51 811.52 842.43 858.44 890.56 901.97 91336 1/O1/00 728.57 754.21 778.82 806.54 834.24 866.02 882.48 915.50 927.23 938.93 Cf7:7\�1�II1�:j 084A COUNSELOR AIDE TRAINEE 085A MANAGEMENT T'RAINEE 087A TECHNICAL TRAINEE 1/02/99 721.07 746.92 768.74 795.56 826.33 854.17 873.02 905.26 916.63 927.98 7/03/99 724.68 750.65 772.58 799.54 830.46 858.44 877.39 909.79 921.21 932.62 1/OU00 744.97 771.67 794.21 821.93 853.71 882.48 901.96 935.26 947.00 958.73 .. � ��. • 111 CLERK I 972A LIBRARY CLERK (PART TIME) 111M MODIFIED DUTY WORKER-CLERICAL 1/02/99 734.99 759.82 787.63 813.44 844.20 873.02 891.89 926.99 93835 949.71 7/03/99 738.66 763.62 791.57 817.51 848.42 87739 89635 931.62 943.04 954.46 1/Ol/00 75934 785.00 813.73 840.40 872.18 901.96 921.45 957.71 969.45 981.18 GRADE O10 100 SERVICE WORKER II 1/02/99 751.87 776.72 800.52 82933 856.14 887.90 912.22 948.75 960.11 971.47 7/03/99 755.63 780.60 804.52 833.48 860.42 89234 916.78 953.49 964.91 976.33 1/01/00 776.79 802.46 827.05 856.82 884.51 91733 942.45 980.19 991.93 1003.67 • A-2 94-y39 :��j�� 121 CLERK-TYPIST I • 314M MODIFIED DUTY WORKER-CLERICAL 314 PARK GLTIDE i/02/99 762.76 789.60 81839 846.20 876.95 912.22 934.73 969.43 980.78 99212 7/03/99 766.57 793.55 822.48 850.43 88133 916.78 939.40 974.28 985.68 997.08 1/Ol/00 788.03 815.77 845.51 874.24 906.01 942.45 965.701001.56 1023.28 1025.00 GRADE 012 579 DATA ENTRY OPERATOR I 1/02/99 780.67 807.48 838.24 868.03 89932 934.73 955.09 993.91 1005.241016.61 7/03/99 784.57 811.52 842.43 87237 903.82 939.40 959.87 998.88 1010.27 1021.69 1/Qll00 8Q6.54 834.24 866.02 896.80 929.13 965.70 986.75 1026.85 1038.56105030 GRADE 013 155 DUPLICATING EQUIP OPERATOR TREIINEE • 1/02/99 795.56 82633 854.17 884.93 919.70 95937 98039 1024.441035.79 104'7.15 7/03/99 799.54 830.46 858.44 889.35 92430 964.17 985.291029.561040.971052.39 1/O1J00 821.93 853.71 882.48 914.25 950.18 991.171012.88 1058391070121081.86 GRADE 016 112 CLERK II 118 CLERK-STENOGRAPHER I 112M MODIFIED DUTY WORKER-CLERICAL 329A STOREROOM ASSISTANT i/02/99 848.20 879.96 91330 948.64 989.63 1031341057.95 1104391115.761127.10 7/03/99 852.44 88436 917.87 95338 994.58 1036.50 1063.241109.91 112134 1132.74 1101100 876.31 909.12 943.57 980.07 1022.43 1065.52 1043.01 1140.99 1152.14 1164.46 GRADE 017 511 *PARKING METER MOIVITOR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER • 1/02/99 868.03 899.32 934.73 971.191013.98 1059.17 1090.41 1133.77 1145.13 1156.50 7/03/99 87237 903.82 939.40 976.05 1019.05 1064.4� 1095.86 1139.44 ll50.86 1162.28 1/Ol/00 896.80 929.13 965.701003381047.581094.281126.541171341183.08 1194.82 A-3 q9-513y ��. � : . 122 CLERK-TYPIST II • 480A CLERK-TYPIST II (BILINGUAL) 391 RECiISTRATION CLERK A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 884.93 915.49 95937 998.93 1040.61 1088.071115.88 1163.19 1174.55 1185.90 7/03/99 88935 920.07 964.171003.921045.81 1093.51 1121.461169.01 1180.421191.83 1/0?/00 914.25 945.83 991.171032.031075.091124.13 1152.861201.741213.471225.20 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 1/02/99 906.83 940.06 979.221023.221068.421115.88 1146.01 1192.581203.93 1215.28 7/03/99 91136 944.76 984.121028341073.76 1121.46 1151.741198.541209.95 122136 1/O1/00 936.88 971.21 1011.681057.13 1103.83 1152.861183.991232.101243.83 1255.56 GRADE 020 970 FIRE PROPERTY CLERK • 1/02/99 92614 97038 1009301052.201098.491147.141178.421227.83 1239.181250.54 7/03/99 930.77 975.23 101435 1057.46 1103.98 1152.88 118431 1233.97 124538 1256.79 1/O1/00 956.831002.541042.751087.071134.891185.161217.4712 GRADE 021 119 CLERK-STENOGRAPHER II 142A REFECTORY SUPERVISOR 537 ZOO KEEPER I 1/02/99 948.64 989.63 1031341076.53 ll26.28 ll74.97 120739 1258.41 1269.78 1281.14 7/03/99 95338 994.58 1036.501081.91 1131.91 1180.841213.43 1264.701276.13 1287.55 1/Ol/00 980.071022.431065.521112.201163.601213.901247.4113 r 1 U . . 94- y39 GRADE 022 . ---------------- 580 DATA ENTRY OPERATOR II • 681 PROPERTY CLERK 438 STORES CLERK A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 971.191013.981059.171111.251159.881210.861244.451297.1913 7/03/99 976.051019.051064.471116.811165.681216.911250.671303.681315. 1/Ol/00 1003 38 1047.58 1094.28 1148.08 119832 1250.98 1285.69 1340.18 1351.94 1363.65 C� 7`��7:[17►�G3 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMNIING POOL SUP--OXFORD POOL 1/02/99 998.931040.611088.071135.591187.711237.491272.231324.23133 7/03/99 1003.92 1045.81 1093.51 1141.27 1193.65 1243.68 1278.59 1330.85 1342.25 1353.67 1lO1/00 1032.03 1075.09 1124.13 1173.23 1227.07 1278.50 131439 136811 1379.83 1391.57 Ce�a_ � 1 ' 004 ACCOUNTING CLERK II • 123 CLERK-TYPIST III 570A LEGAL CLERK-TYPIST 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 1/02/99 1025.53 1071.85 1117.02 1167.98 1222.45 1274.56 1310.43 1365.37 1376.73 1388.07 7/03/99 1030.66 1077.21 1122.61 1173.82 1228.56 1280.93 1316.98 1372.20 1383.61 1395.01 1/01/00 1059.52 110737 1154.04 1206.b9 1262.96 1316.80 1353.86 1410.62 142235 1434.07 • ' � GRADE 025 . ----------------- 044 ASSISTANT SUPV OF WTR BILLiNG • 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE REP 156 DUPLICATiNG EQUIP OPERATOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 1051.03 109619 1146.01 1195.81 1246.75 130236 1339.39 139595 140730 1418.67 (11) (12) ***** 1451.50 7/03/99 1056.29 1101.67 1151.74 1201.79 1252.98 1308.87 1346.09 1402.93 1414.34 1425.76 (11) (12) ***** 1458.76 1/O l/00 1085.87 1132.52 1183.99 1235.44 1288.06 1345.52 13 83.78 1442.21 1453.94 1465.68 (11) (12) ***** 1499.61 GRADE 25T 700A IS SYSTEMS SUPPORT SPECIALIST I • Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/02/99 1051.03 1096.19 1146.01 1170.91 1195.81 1221.28 1246.75 1274.55 1302.36 133939 15-yr 20-yr 25-yr (11) (12) (13) 1395.95 140730 1418.67 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2} (3) (4) (5) (6) (7) (8) (9) (10) 7/03/99 1056.29 1101.67 1151.74 1176.76 1201.79 122739 1252.98 1280.92 1308.87 1346.09 15-yr 20-yr 25-yr (11) (12) (13) 1402.93 141434 1425.76 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1/O l/00 1085.87 1132.52 1183.99 1209.71 1235.44 1261.76 1288.06 1316.79 1345.52 1383.78 15-yr 20-yr 25-yr (11) (12) (13) 1442.21 1453.94 1465.68 C � J 99-y3 y . � 9y-y39 GRADE 026 320 PARKING METER COLLECTOR II • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. ( � � � � � �� ( � . 1/02/99 1080.00 1128.57 1178.42 1231.69 1287.29 1344.03 1379.95 1439.46 1450.83 1462.17 7/03/99 1085.40 1134.21 118431 1237.85 1293.73 1350.75 1386.85 1446.66 1458.08 1469.48 1/O l/00 1115.79 1165.97 1217.47 1272.51 1329.95 13 88.57 1425.68 1487.17 1498.91 1510.63 [i1.7\►7�LIY�:3 434 CASHIER 433M MODIFIED DUTY WORKER-CLERICAL 433 STOREKEEPER 1/02/99 1111.25 1159.88 1210.86 1268.74 132435 1385.74 1423.96 1489.99 150135 1512.70 7/03/99 1116.81 1165.68 1216.91 1275.08 1330.97 1392.67 1431.08 1497.44 1508.86 1520.26 1/Ol/00 1148.08 119832 1250.98 1310.78 1368.24 1431.66 1471.15 153937 1551.11 1562.83 GRADE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6 mo. 1-yr LS-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr • (1) (2) (3) (4) (5) (6) (7) ($) (9) (10) 1/02(99 1111.25 1159.88 1210.86 1239.80 1268.74 1296.54 132435 13 55.05 13 85.74 1423.96 15-yr 20-yr 25-yr (11) (12) (13) 1489.99 15013 5 1512.70 Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr �i) ��) � � � � ��) �$) � � 7/03/99 1116.81 1165.68 1216.91 1246.00 1275.08 1303.02 1330.97 1361.83 1392.67 1431.08 15-yr 20-yr 25-yr (11) (12) (13) 1497.44 1508.86 1520.26 • Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr �i) 4 f � � � ��) � t � 1/O 1/00 1148.08 119832 1250.98 1280.89 1310.78 1339.50 1368.24 1399.96 1431.66 1471.15 15-yr 20-yr 25-yr (ll) (12) (13) 1539.37 1551.11 1562.83 A-7 9y-y,� GRADE 029 • --------------- 045A CLERK IV • 423A PAYROLL CLERK 538 ZOO KEEPER II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. {1) � � � � � �� g) � �l�) 1/02/99 1137.88 1193.49 1246.75 1307.01 1366.06 1430.89 1471.45 1533.48 1544.83 155620 7/03/99 1143.57 1199.46 1252.98 1313.55 1372.89 1438.041478.81 1541.15 1552.55 1563.98 1/Ol/00 1175.59 1233.04 1288.06 1350.33 1411.33 147831 1520.22 158430 1596.02 1607.77 GRt1DE 030 203A ANIMAL CONTROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 1l02/99 1171.51 1223.62 1279.14 1342.90 1404.26 1469.16 1509.67 1575.83 1587.17 1598.54 7/03/99 1177.37 1229.74 1285.54 1349.61 1411.28 1476.51 1517.22 1583.71 1595.11 1606.53 1/O l/00 12103 4 1264.17 1321.54 13 87.40 1450.80 1517.85 1559.70 1628.05 1639.77 1651.51 GRADE 031 • 073 BUILD PERMIT CLERK 070 CHIEF METER READER 541A HUIvIAN RESOURCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK 1/02/99 1202.73 1256.02 1315.09 1375 33 144133 1508.52 1551.33 1615.79 1627.13 1638.51 7/03/99 1208.74 126230 1321.67 1382.21 1448.54 1516.06 1559.09 1623.87 1635.27 1646.70 1/01 /00 1242.58 1297.64 1358.68 1420.91 1489.10 1558.51 1602.74 166934 1681.06 1692.81 GRADE 032 150A PROCiJREMENT SPECIALIST 249A SECRETARY (STENOGRAPHER) 541 STOREROOM SUPERVISOR 1/02/99 1236.30 1295.38 135331 1417.02 1483.04 1552.54 1597.69 1667.50 1678.88 1690.21 7/03/99 1242.48 1301.86 1360.08 1424.11 1490.46 156030 1605.68 1675.84 1687.27 1698.66 1/O l/00 1277.27 133 8 31 13 9816 1463.99 153 2.19 1603.99 1650.64 1722.76 1734.51 1746.22 • . ; . GRADE 033 • ---------------- 382A CUSTOMER SERVICE SElVIOR REP • 157 DUPLICATING EQUIP OPERATOR SUPERVISOR 138M MODIFIED DUTY WORKER-CLERICAL 305A PAYROLL SYSTEM SUPERVISOR 138A VEHICLE MAINTENANCE CLERK 629A LIEP HELP DESK COORDINATOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) {� (8) (9) (10) 1/02/99 1269.90 133131 1392.71 145638 1524.73 1597.69 1642.86 1713 33 1724.68 1736.04 7/03/99 1276.25 1337.97 1399.67 1463.66 153235 1605.68 1651.07 1721.90 1733.30 1744.72 1/Ol/00 1311.99 1375.43 143 8.86 1504.64 1575.26 1650.64 169730 1770.11 1781.83 1793.57 GRADE 034 506 CLERICAL SUPERVISOR 1/02/99 1307.01 1366.06 1430.89 1495.79 1566.40 1642.86 1688.01 1761.55 1772.87 1784.28 7/03/99 1313.55 1372.89 143 8.041503.2'7 1574.23 1651.07 1696.45 177036 1781.73 1793.20 1(O i/00 13 5033 141133 147831 154536 1618.31 169730 1743.95 1819.93 1831.62 1843.41 GRADE 037 � 473 WATER BILLING SUPERVISOR 1/02/99 1418.18 148535 1553.70 1626.68 1704.23 1786.49 1836.23 1916.74 1928.10 1939.46 7/03/99 1425.27 1492.78 1561.47 1634.81 1712.75 1795.42 1845.41 1926.32 1937.74 1949.16 1/Ol/00 1465.18 1534.58 1605.19 1680.58 1760.71 1845.69 1897.08 1980.26 1992.00 2003.74 GRADE37A ---------------- 276A EMPLOYMENT TESTING COORDINATOR • 1/02l99 1417.82 1485.51 1552.01 1626.77 1705.17 181839 1857.48 193 5.95 1946.78 1957.58 7/03/99 1424.91 1492.94 1559.77 1634.90 1713.70 1827.48 1866.77 1945.63 1956.51 196737 i/Oi/00 1464.81 1534.74 1603.44 1680.68 1761.68 1878.65 1919.04 2000.11 2011.29 2022.46 9�-y3q . . � �� _ �.,- __ _ , ' — , . .. .. . _ _ _ �'�` ' � � � __ ,. _ ;. f S �t Cc� � l _ K. y ` � & .. .. . : � . _ � _ 3 .3 V� � t � :t i ti � - � ,�.� - - - _ _ a _ u. . .. -. . . , . _ k .. ._ ",- .. - .^ _ ' ' t F z .; , ., . ., :. - _ _ . .. .. , .._> . ... _ _ . . .x _ . _ ._ � _ , � _ . e ._ . _ .. _ . �' .. _. .. . .r - - , � - � _ �; - � � _ _ � :� _ ; >_ _. ,_ - � . _._ ,_ ,..-. �.� �� .. �� '� _� -_ . - �, : _ _ ; �� _ � � -= � `= - . � - �:�' �` : , � �. . : . , . . , _ ,. . -