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87-841 WMITE - CITV CLERK PINK - FINANCE COU�ICII h-�� CANARV - OEPARTMENT G I TY OF SA I NT PA U L File NO. �� I BIUE - MAVOR Council Resolution . , f. ,. � ��. Presented By � ----.--� Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1987 - 1989 Collective Bargaining Agreement between the City of Saint Paul and The Saint Paul Police Federation. COUIVCILMEN rtment of: Yeas preW Nays � Nicosia PERSONNEL OFFIC Rettman In FBVO[ so�� __ Against T.a��o wi�son �N � � �7 Form pr by City orney Adopted by Council: Date �- Certified Pass d uncil Secre BY Bp Approv Mavor: Date N � 6 `7 Appr v by Mayor for S �ss n to Council - - BY PUfiIISHfD J UN 2 0 1987 PERSONNEL - LABOR RELATIONS DEPARTMENT , ' � �� N° 081�1 JIM LOMBARDI � CONTACT 298-4221 PHONE � MAY 29, 1987 DATE ' ��, e e ASSIGN NUNB.ER FOR ROUTING ORDER Cli A11 Locations for Si nat�r . 1 Departirhertt Director' rector of Management/Mayor Finance and Management Services Director � 4 City Clerk Budget Directv.r � - �� City Attorney WHAT WILL BE ACHIEYED BY TAKING ACTION ON-TNE ATTACHED MATERIALS? (Purpo�e/, Rationale) : THIS RESOLUTIbN APPROVES THE 1987 - 1989 COLLECTIVE BARGATNING AGREEMENT BETWEEN TH� CITY-0F SAINT PAUL A1QD THE SAINT PAUL POLICE FEDERATION. COST/BENEFIT, BUDGETARY AND P�RSONNEL IMPACTS ANTICIPA7�D: THIS NEW AGREEMENT INCLUDES CHANGES IN THE ARTICLES LI5TED ON THE' ATTACHED SHEET. FINANCING SOURCE AND BUDGET ACTIVITY NUNBER q�IARGED OR CREDITED: (Mayor's signa- ture not re- . Total Amour�t of "Transaction: $3, 158,357 quired if under �. , " �10,000) FU#1d1l19 S01�1"CE.: ; SEE ATTACHMENT Activity Number: • ATTACHMENTS (List and Number All Attachments) : 1 - ATTACHMENT (PAGE 1 & 2) 1 - RE SOLU'T:ION - 1 - COPY-FQR CITX CI,ERK _ � , ' _ DEPARTMENT IEW CITY ATTORNEY RfVIEW / y x Yes o uncil Resolution Required? ' Resolution Required? ��Yes No Yes N Insurance Required? Insurance Sufficie�t? Yes No,�/� Yes o Insurance Attached: (SEE •REYERSE SIDE FOR INSTRUCTIONS) Revised 12/84 � . @��y�yi THIS NEW AGREEMENT INCLUDES CHANGES IN THE FOLLOWING AREAS: 1. Article VI - Grievance Procedure: Language allowing Discipline matters to be appealed to the Civil Service Commission or to an arbitrator. 2. Article XX - Vacation: Annual vacation increased by three days for employees with less than 10 years of service, one day increase for employees with 10 to 15 years of service. 3. Article XXII - Severance Pay: New language eliminating age as a eligibility factor. Eligibility now based on years of service with a minimum of 20 years of service. Maximum severance pay increased from $6,500 to $7,000. Required accumulated sick leave balance increased from 60 to 80 days. 4. Article XXVIII - Premium Pay A. Premium pay for Field Training Officer assignment increased from $0.80 to $0.90 per hour. B. Premium pay for Ordnance Disposal Unit assignment increased from $0.50 to $0.60 per hour. C. Premium pay for Critical Incident Response Team (CIRT) and Hostage Negotiations Team assignment established at $0.60 per hour. 5. Article XXIII - Wage Schedule A. .3� applied to 1985 and 1986 wage schedules as per 1895-1986 Agreement. This is in lieu of payment for a liability Insurance Policy. This cost was included in the 1985-1986 settlement. B. Comparable Worth adjustments as shown below: 1987 1988 1989 Sworn Police Officers 6.07 2.57 2.57 Supt. of Police Radio Div. 3.37 1.47 1.3� C. General Wage increases as shown below: 1987 1988 1989 Sworn Police Officers 2.57 2.07 2.0� Non-Sworn Unit Members 2.57 2.57 2.57 - 1 - . ��,�� FINANCIAL IMPACT: 1987 1988 1989 Comparable Worth Adjustment $1,006,000 $455,357 $476,000 General Wage Increase 448,000 378,000 395,000 Total: $1,454,000 $833,357 $871,000 GRAND TOTAL: $3,158,357 - 2 - . � ��7-�`�/ , , 1987, 1988, 1989 COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION . � �� `� ' INDEX - _ ARTICLE TITLE PAGE I Purpose 2 II Definitions 3 III Recognition y IV Security 5 V Employer Authority 6 VI Employee and Federation Rights - Grievance Procedure 7 VII Savings Clause 11 VIII Hours of Work and Overtime 12 IX Court Time 13 X Call Back 14 RI Stand-By Time 15 XII Uniform Allowance 16 RIII Military Leave of Absence 17 XIV Legal Service 19 XV Working Out of Classification 20 RVI Insurance 21 RVII Safety 24 RVIII Special Allowances 25 XIX Shift Differential 26 XX Vacation 27 XXI Holidays 28 RXII Severance Pay 29 RXIII Wage Schedule 31 XXIV Liability for In3uries When Employed Off-Duty 34 XXV Sick Leave Suspension 35 XXVI Residence 36 RXVII Incapacitation 37 XXVIII Premium Pay 3g RXIX Maternity Leave 39 XXR Duration and Effective Date 40 Appendix A - Uniform Allowance A1 -ii- . �� ' COLLECTIVE BARGAINING AGREEMENT BETWEEN � THE CITY OF SAINT PAUL . AATD THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has as its basic ob3ective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general public. -1- ARTICLE I - PURPOSE � 1.1 The II�LOYER and the FIDERATION agree that the purpose of entering ' into this AGREII�NT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the wellbeing of all concerned. � 1.12 Estab�ish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. ,� 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this � i AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. ! � i -2- � ��yi � . ARTICLE II - DEFINITIONS � _ 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 2.3 FEDERATION MEMBER: A member of the Saint Paul Police Federation. 2.4 II�LOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. -3- ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all fulltime police department personnel; excluding supervisory employees, confidential employees, parttime employees, temporary or seasonal employees and all other employees exclusively represented by other organizations. � 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Police Officer Communications Technician II *Detective Communications Technical Leadworker *Police Sergeant Superintendent of Police Radio Division Sergeant Lieutenant Captain 3.3 In the event the EMPLOYER and the FEDERATION are unable to agree as to the inclueion or exclusion of a new or modified �ob position the issue shall be submitted to the Bureau of Mediation Services for determination. -4- ��7�� ARTICLE IV - SECURITY . 4.1 The Et�LOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly ► FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. � 4.2 The FEDERATION may designate employees from the bargaining unit to ' act as stewards and shall inform the EMPLOYER in writing of such � choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting FEDERATION notice(s) and announcement(s). Such notice(s) i and announcement(s) shall be submitted for the approval of, and posted � - i by, the department head or authorized representative in charge of the ' facility or work area where the notice(s) or announcement(s) is to be posted. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders, or �udgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this article. 4.5 The Federation agrees that an administrative service fee of twentyfive cents (25C) per member biweekly shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior , to remittance of dues or fairshare to the Federation. I -5- ARTICLE V - II�LOYER AUTIiORITY 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate � and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate suthorities. The prerogatives and suthority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of � inherent managerial policy which include, but are not limited to such areas of discretion or policy as the functions and programs of the II�LOYER, its overall budget utilization of technology and organizational structure and selection and direction and number of personnel. -6- �,��7_��/� - ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE _ 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a diepute or dieagreement ae to the interpreta- tion or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. Disciplinary actions may be appealed to the civil service commission or to an arbitrator. 6.2 FEDERATION REPRESENTATIVES The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify the II�LOYER in writing of the names of such FEDERATION REPRESENTA- TIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the 3ob duties and responsibilities of the EI�LOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the � EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION I REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of th� E1�LOYER. -7- � ARTICLE VI - ENNIPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) ' 6.4 PROCEDURES � Grievances, as defined by Section 6.1, shall be zesolved in conformance with the following procedure: Step 1. An EMPLOYEE claiming a violation concerning the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the II�LOYEE'S supervisor as designated by the II�LOYER. The EMPLOYER designated- representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EI�LOYER designated Step 2 repre- sentative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar daqs following the EMPLOYER designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the FIDERATION to, and discussed with the EMPLOYER designated Step 3 repr� sentative. The EMPLOYER designated represent8tive shall give the FEDERATION -8- r ` �j-�yl . ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) _ the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERATION to Step 4 within ten (10) calendar days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. ' Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be � submitted to arbitration sub3ect to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as esta- blished by the Public Employment Relations Board. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The arbi- trator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, and shall have no suthority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to or in- consistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's de- cision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based � solely on the arbitrator's interpretation or application of the express terms . � of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. ' -9- ARTICLE VI - II�LOYEE AND FIDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) If either party desires a verbatim record of the proceedings, it may cause . - such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 6.6 WAIVER If a grievance is not presented within the time limits set forth above, � it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the II�LOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended bq mutual written agreement of the II�LOYER and the FEDERATION in each step. 6.7 RECORDS All documents, co�unications and records dealing with a grievance shall be filed separately from the personnel files of the involved II�LOYEE(S) . I � -10- " ARTICLE VII - SAVINGS CLAUSE v �' ��l . ' 7.1 This AGREEMENT is sub�ect to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREEMENT shall be held to be contrarq to law by a court of competent �urisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be � voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of � either party. -11- ARTICLE VIII - HOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except I for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. � 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the and of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1}) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the II�LOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compensatory time. � -12- _ �,r-��/� ARTICLE IX - COURT TIME 9.1 E1�LOYEES required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (1}) times the II�'LOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EI�LOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. � -13- ARTICLE R - CALL BACK • 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated � at the rate of one and one-half (1}) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. 1 � -14- _ � �7-�`�i � ARTICLE XI - STAND-BY-TIME - 11.1 EMPLOYEES required to stand-b.y for court appearance during scheduled off-duty time will be compeneated for a minimum of two (2) hours based on the EMPLOYEE'S normsl hourly rate for such day he is required to stand-by, but such compensation shall not apply where the EMPLOYEE is called to court for an appearance on the case sub3ect to the etandby request or for any other case. 11.2 The two hour minimum compensation for stand-by shall not apply if notification is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact the City or County trial lawyer or his secretary in charge of scheduling by 1600 hours the day followin� initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. -15- ARTICLE XII - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty (�180.00) dollars as a clothing allowance on a voucher system will be increased on January 1, 1974 and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. � i i -16- ��7��r � ARTICLE XIII - MILITARY LEAVE OF ABSENCE - 13.1 PAY ALLOWANCE Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter orga- nized 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 entitled to leave of absence from emploqment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when euch EMPLOYEE is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the II�LOYEE (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper suthority to continue in such military or naval service beyond the time herein limited for euch leave. 13.2 LEAVE WITHOUT PAY Any II�LOYEE who engages in active service in time of war or other emer- gency declared by proper suthority or any of the military or naval forces - 17 - ARTICLE RIII - MILITARY LEAVE OF ABSENCE 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. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- c� ��—�' . ARTICLE XIV - LEGAL SERVICE � . 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE � i and/or his estate against any claim or demand, whether groundless or �; i otherwise, arising out of an alleged act or omission occurring in the i i performance and scope of II�LOYEE'S duties. � i -19- ARTICLE XV - WORRING OUT OF CLASSIFICATION � 15.1 Eh�LOYER shall avoid, whenever possible, working an E1�LOYEE on an � out-of-class assignment for a prolonged period of time. Any EI�LOYEE working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days during a qear shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) 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 respon- sibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 20 - . _ ��y� ' ARTICLE RVI - INSURANCE ' 16.1 The II�LOYER will continue for the period of this AGREEMENT to provide for EI�LOYEES such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 16.2 The EMPLOYER will for the period of this AGREEMENT provide for EMPLOYEES who retire after the time of execution of this AGREEMENT, and until such EI�LOYEES reach sixty-five (65) years of age, such health insurance benefits as are provided by the EMPLOYER for such EMPLOYEES. 16.3 Effective January 1, 1987 for each employee who retires during the term of this AGREEMENT and is eligible for early retiree benefits under the terms set forth in this article and who selects employee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or �106.32 per month, whichever is less. In addition, for each eligible early retiree who selects dependent's insurance coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $212.09 per month, whichever is less. In order to be eligible for City benefits under the early retiree provision, the Employee must: 16.31 Be receiving benefits from a public employee retirement act. 16.32 Have severed his/her relationship with the City of Saint Paul under one of the early retiree plans. - 21 - ARTICLE XVI - INSURANCE (continued) 16.4 In the event of the death of an active employee or an early retiree, the • dependents of such emploqee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, in- cluding such improvements as may be made from time to time, which said de- pendents previously had, at the premium applicable to dependents of active employees. It is further underetood that coverage shall cease in the event of: 16.41 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.42 The employment of the surviving epouse where hospitalization and medical insurance coverage is obtained through a group program provided bq said II�LOYER. It is further understood, however, that in said event, the surviving spouse ehall have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 16.5 City-provided life insurance in existence at time of retirement shall continue to be provided by the City after an employee shall take early retirement, but such coverage shall terminate at age 65. 16.6 For each eligible employee covered by this AGREEMENT selecting a health in- surance program supplied to the City, the City shall pay the entire cost of such coverage, or �70.00 per month whichever is less. For each employee selecting family coverage, the City shall pay the entire cost of such family coverage or �180.00 per month, whichever is less. 16.7 Not withstanding Article 16.6, for each eligible employee covered by this � AGREEMENT selecting the health insurance program supplied to the City by HMO- Minnesota, the City shall pay the entire cost of such coverage, or $70.00 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by HMO-Minnesota, the City shall pay the entire cost of such dependent's coverage or �138.00 per month, which- � ever is less. This Article, 16.7, applies only to employees who were covered - 22 - _ ��'� -. ARTICLE XVI - INSURANCE (continued) - by the health insurance program supplied to the City by HMO-Minnesota as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. 16.8 Not withstanding Article 16.6, for each eligible employee covered by this AGREEMENT selecting the health insurance program supplied to the City by Physicians Aealth Plan, the City shall pay the entire cost of such coverage, or $78.98 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Physicians Health Plan, the City shall pay the entire cost of such dependent's coverage or �174.32 per month, whichever is less. This Article 16.8, applies only to employees who were covered by the health insurance program supplied to the City by Physicians Health Plan as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. 16.9 The Employer will attempt to prevent any changes in the benefits offered by the Health Maintenance Organizations plans. However, employees selecting one of the plans offered by one of the Health Maintenance Organizations agree to accept any changes in benefits which the specific Health Maintenance Organi- zation implements. 16.10 For each employee who is eligible for such coverage, the City agrees to con- tribute the cost of �5,000 of life insurance or $2.07 per month, whichever is less. - 23 - ARTICLE XVII - SAFETY ' 17.1 EI�LOYER and EMPLOYEE shall cooperate in the enforecement of all appli- cable regulations for the enforcement of �ob safety. If an EMPLOYEE feels that his work duties or responsibilities require such EMPLOYEE to be in a eituation that violates federal or state safety standards, the matter shall be immediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. - 24 - ARTICLE RVIII - SPECIAL ALLOWANCES . ��7-��// � 18.1 In addition to other compensation payable, Police Officers and Sergeants . assigned to motorcycle duty may be granted an allowance not to exceed Nine and 20/100 ($9.20) Dollars biweekly as payment for additional uniforms and equipment, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service on motorcycle duty. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 (�4.60) Dollars biweekly as payment for keeping uniforms and equipment in condition, provided that such allowance shall only be paqable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police Officers in charge of police dogs and who are required to keep the dogs in their homes, transport them in their private cars, etc. , a sum not to exceed Thirty-Five and 00/100 ($35.00) Dollars biweekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be payable only during the time the employee is performing duties as outlined above. - 25 - ARTICLE RIX - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned ehift beginning � earlier than 6 a.m. or ending later than 6 p.m. , and providing that over four (4) hours of the shift are between 6 p.m. and 6 a.m. shall be paid a differential of ;39.20 biweekly for those shifts actually worked by the employee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m. , but four or less hours of the shift worked are between the hours of 6:00 p.m. and 6:00 a.m. , shall be paid a night differential of �0.49 per hour for the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. - 26 - � �� ARTICLE XX - VACATION 20.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru 5 years 13 days after 5 years 18 days after 10 years 21 days after 15 qears 23 days after 20 years 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. - 27 - ARTICLE XXI - HOLIDAYS � 21.1 Holidays recognized and observed. The following days shall be recognized i and observed as paid holidays: New Years' Day Columbus Day Martin Luther Ring Day (1986) Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Two floating holidays � Labor Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, � on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday ehall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract qear, subject to the approval of the Department head of any employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an II�LOYEE'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 oa the payroll the last working day before the holiday and on three � other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 28 - _ �� ' ARTICLE XXII - SEVERANCE PAY � 22.1 The employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.21 The employee must be voluntarily separated from City employment or have been subject to separation, lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any � other disciplinary reason are not eligible for the City severance pay program. 22.22 The employee must file a waiver of re-employment with the Personnel Director, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) , with the City or with Independent School District No. 625. i 22.23 The employee must have an accumulated balance of at least (80) days of sick leave credits at the time of his/her ' separation from service. 22.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service with the City. YEARS OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At Least 20 $4,000 21 $4,600 22 $5,200 � 23 $5,800 24 $6,400 � 25 $7,000 - 29 - ARTICLE XXII - SEVERANCE PAY (continued) 22.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be sub�ect to and governed by the pro- visions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. - 30 - ��-��r� Article XXIII - WAGE SCHEDULE 23.1 Salary ranges applicable to titles covered by this AGREEMENT shall be as shown below: WAGE SCHEDULE I Effective A B C D E F 10-yr. 15-yr. POLICE OFFICER 1-5-85 872.42 916.03 961.84 1000.66 1051.83 1094.46 1151.31 1179.75 � 1-4-86 911.68 957.25 1005.12 1045.69 1099.16 1143.71 1203.12 1232.84 *DETECTIVE *POLICE-SERGEANT SERGEANT 1-5-85 1003.27 1053.43 1106.11 1150.76 1209.62 1258.65 1324.00 1356.70 1-4-86 1048.42 1100.83 1155.88 1202.54 1264.05 1315.29 1383.58 1417.75 LIEUTENANT 1-5-85 1123.66 1179.84 1238.84 1288.85 1354.77 1409.69 1482.89 1519.52 1-4-86 1174.22 1232.93 1294.59 1346.85 1415.73 1473.13 1549.62 1587.90 CAPTAIN 1-5-85 1258.49 1321.42 1387.50 1443.50 1517.34 1578.85 1660.83 1701.86 1-4-86 1315.12 1380.88 1449.94 1508.46 1585.62 1649.90 1735.57 1778.44 COMMUNICATIONS TECHNICIAN II 1-5-85 880.36 918.24 961.21 997.85 1037.63 1081.21 1109.61 1138.05 1-4-86 919.98 959.56 1004.46 1042.75 1084.32 1129.86 1159.54 1189.26 COMMUNICATIONS TECHNICIAN LEADWORKER 1-5-85 933.98 974.16 1019.74 1058.62 1100.82 1147.05 1177.19 1207.36 1-4-86 976.01 1018.00 1065.63 1106.26 1150.36 1198.67 1230.16 1261.69 SUPERINTENDENT OF POLICE RADIO DIVISION 1-5-85 1089.76 1134.99 1182.23 1231.48 1292.80 1348.09 1413.43 1449.60 ' 1-4-86 1138.80 1186.06 1235.43 1286.90 1350.98 1408.75 1477.03 1514.83 I The above January 5, 1985 rates represents an adjustment of the January 5, 1985 rates which were included in the 1985-1986 Collective Bargaining A.greement between the City of St. Paul and the St. Paul Police Federation. This ad�ustment involves the inclusion of three tenths of a percent (0.3�) in^rease which had been excluded - 31 - Article XXIII - WAGE SCHEDULE I (continued) from the 1985-1986 Agreement in lieu of a liability insurance policy covering the members of the Federation. An insurance policy could not be obtained and therefore the inclusion of this adjustment at this time settles the issue of liability insurance which was negotiated in the 1985-1986 Collective Bargaining Agreement. The above January 4, 1986 rates represents a four and one-half percent (4.52) increase over the ad�usted January 5, 1985 rates. WAGE SCHEDULE II Effective A B C D E F 10-yr. 15-yr. POLICE OFFICER � 1-3-87 989.17 1038.62 1090.56 1134.57 1192.59 1240.93 1305.39 1337.63 1-2-88 1033.68 1085.36 1139.64 1185.63 1246.26 1296.77 1364.13 1397.82 1-1-89 1080.20 1134.20 1190.92 1238.98 1302.34 1355.13 1425.52 1460.73 *DETECTIVE *POLICE-SERGEANT SERGEANT 1-3-87 1137.54 1194.40 1254.13 1304.76 1371.49 1427.09 1501.18 1538.26 1-2-88 1188.73 1248.15 1310.57 1363.47 1433.21 1491.31 1568.73 1607.48 1-1-89 1242.22 1304.31 1369.54 1424.83 1497.70 1558.42 1639.33 1679.82 LIEUTENANT 1-3-87 1274.03 1337.73 1404.63 1461.33 1536.07 1598.35 1681.34 1722.87 1-2-88 1331.36 1397.93 1467.84 1527.09 1605.19 1670.28 1757.00 1800.40 1-1-89 1391.27 1460.83 1533.89 1595.81 1677.43 1745.44 1836.07 1881.42 CAPTAIN 1-3-87 1426.91 1498.25 1573.18 1636.68 1720.40 1790.14 1883.09 1929.61 1-2-88 1491.12 1565.67 1643.97 1710.33 1797.82 1870.70 1967.83 2016.44 1-1-89 1558.22 1636.13 1717.95 1787.30 1878.72 1954.88 2056.38 2107.18 COMMUNICATIONS TECHNICIAN II 1-3-87 942.98 983.55 1029.57 1068.82 1111.43 1158.11 1188.53 1218.99 1-2-88 966.55 1008.14 1055.31 1095.54 1139.22 1187.06 1218.24 1249.46 1-1-89 990.72 1033.34 1081.69 1122.93 1167.70 1216.74 1248.70 1280.70 COMMUNICATIONS TECHNICIAN LEADWORKER 1-3-87 1000.41 1043.45 1092.27 1133.92 1179.12 1228.64 1260.91 1293.23 1-2-88 1025.42 1069.54 1119.58 1162.27 1208.60 1259.36 1292.43 1325.56 1-1-89 1051.06 1096.27 1147.57 1191.32 1238.81 1290.84 1324.74 1358.70 SUPERINTENDENT OF POLICE RADIO DIVISION 1-3-87 1204.85 1254.85 1307.08 1361.54 1429.34 1490.46 1562.70 1602.69 1-2-88 1251.84 1303.79 1358.06 1414.64 1485.08 1548.59 1623.65 1665.19 1-1-89 1299.41 1353.33 1409.67 1468.40 1541.51 1607.44 1685.35 1728.47 - 32 - ('�--� �7-�yr ARTICLE XXIII - WAGE SCHEDULE II (Continued) The above rates in Wage Schedule II include a Comparable Worth adjustment which implements 100� of the Comparable Worth increases recommended by the City's Comparable Worth study. The total Comparable Worth adjustments are spread over the life of this contract as shown below. 1-3-87 1-2-88 1-1-89 Police Officer 6.0� 2.5� 2.SZ *Detective 6.0� 2.5� 2.5Z *Police Sergeant 6.0� 2.5� 2.5% Sergeant 6.07 2.57 2.5� Lieutenant 6.0� 2.SZ 2.5� Captain 6.02 2.SZ 2.SZ Superintendent of Police Radio Div. 3.3� 1.4� 1.3� The above rates in Wage Schedule II also include a general wage increase as shown below: 1-3-87 1-2-88 1-1-89 Police Officer 2.5� 2.0� 2.OZ *Detective 2.5' 2.0� 2.OZ *Police Sergeant 2.5� 2.02 2.0� Sergeant 2.5� 2.0� 2.0� Lieutenant 2.5Z 2.0� 2.0� Captain 2.5� 2.0� 2.OZ Communications Technician II 2.5� 2.52 2.SZ Communications Technician Leadworker 2.5� 2.SZ 2.5Z Superintendent of Police Radio Div. 2.5� 2.5� 2.52 - 33 - ARTICLE XXIV - LIABILITY FOR INJURIES WHEN EI�LOYED OFF-DUTY 24.1 If an EMPLOYEE has been allowed to procure off-duty employment by the EI�LOYER and the E1�LOYEE is in�ured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the Et�LOYER, and the EMPLOYEE agrees to pursue such rights as are available to him against the off-duty employer. 24.2 If the in3ury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the ecope of services anticipated to be performed by the �LOYEE for his off-duty employer, then the EMPLOYEE shall be deemed to be performing the work of a peace officer for EMPLOYER and ehall be accorded all such rights and benefits as are presently available to him under this CONTRACT and applicable law. - 34 - �- �j-d'`�/ . ~ ARTICLE RRV - SICK LEAVE SUSPENSION • 25.1 During any period in which an EMPLOYEE is absent from work on eick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his regular City employment. Violation of the provisions of this paragraph by any II�LOYEE shall be grounds for suspension or discharge. - 35 - ARTICLE XXVI — RESIDENCE • 26.1 The residency requirements as passed by the City Council on � December 30, 1982 under Council File No. 279643 shall apply to all employees covered by this agreement. - 36 - � � �rr " ° ARTICLE XXVII - INCAPACITATION •� 27.1 EI�LOYEES in�ured during the course of employment and thereby rendered incapable of performing �ob duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 27.2 II�LOYEES disabled through in3ury or sickness other than specified in Section 27.1 above ehall receive full wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, aceumulated sick leave ehall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 27.3 EI�LOYEES in3ured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) qears from the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 37 - ^ 1 ARTICLE XXVIII — PREMIUM PAY , ' 28.1 Effective January 3, 1987 any Police Officer who is assigned to the - , duties of a Field Training Officer shall be paid a differential of $0.90 per hour above his/her regular base rate for those shifte actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 28.2 Effective January 3, 1987 any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of �0.60 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 28.3 Effective Januarq 3, 1987 any employee designated as a member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team shall be paid a differential of $0.60 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. I - 38 - I , � �� ' � ARTICLE XXIX - MATERNITY LEAVE ' , � 29.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year.- - 39 - ARTICLE XXX - DURATION AND EFFECTIVE DATE ' � . , 30.1 Except as herein provided, this AGREEMENT shall be effective as of January 1, 1987 and shall continue in full force and effect until December 31, 1989 and thereafter until notified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. CITY F SAINT PAUL SAINT PAUL POLICE FEDERATION � Labor ation Manager Saint Paul Polic ation President e w I Per el Director Saint Pa P ice Fede ti n Saint Paul Police ed ra ion DATED: June 1 , 1987 - 40 - � �� APPENDIX A (Continued) � Unit Price , � Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .s 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .� 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .� 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 2.95 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .� 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees sesigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster -A2- � APPENDIX A • ` Unit Price . Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .�125.00 � Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . .� 35.95 Jackete, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .� 17.95 Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 2.50 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . . .� 5.95 Trousers, winter. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 34.95 Trousers, intermediate. . . . . . . . . . . . . . . . . . . . . . . . . .� 29.50 Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 25.50 Pante (Radio Division). . . . . . . . . . . . . . . . . . . . . . . . . .� 6.95 Shirts, winter (Colored). . . . . . . . . . . . . . . . . . . . . . . .� 7.95 Shizts, winter (Ranking Officer). . . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, summer (Colored). . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, summer (Ranking Officer). . . : . . . . . . . . . . . . . . . . .� 7.95 Shirts, short sleeve (Radio Division) . . . . . . . . . . . . . . . . . .� 6.50 Shirts, long sleeve (Radio Division) . . . . . . . . . . . . . . . . . . .� 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.25 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 19.00 Altemate Shoes. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 19.00 Ranch Wellington Boote. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 12.95 Alteraate Overshoes. . . . . . . . . . . . . . . . . . . . . . . . .� 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 3.95 Socks (Black or Navy Blue). . . . . . . . . . . . . . . . . . . . . . . .$ 1.SO Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . .� 1.75 Rubber Leggings . . . . . . -. . . . . . . . . . . . . . . . . . . . . . .S 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 7.50 Uniform Caps, winter. . . . . . . . . . . . . . . . . . . . . . . . . . .� 8.75 Uniform Caps, summer. . . . . . . . . . . . . . . . . . . . . . . . . . .� 8.75 Sam Browne Belts. . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . .� 16.25 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 2.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 Handcuf f s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuf f Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .� 3.04 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 -A1-