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99-485Council File # �q -y,g � ��s'1� Preserned Referred To Green Sheet # 63935 Committee Date RESOLVEA, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1,1994 through December 31, 2000 Collective Bazgaining Agreement between the City of Saint Paul and the St. Paul Supervisors Organization. Requested by Department o£ Ben Blakey Bostrom Coleman x�;s Reiter Adopted by Counci - te Adoption C fieerfi d 6y Council BY: /`�`�'i/ �... Approved by May� Date RESOLUTION OF SAINT PAUL, MINNESOTA u Office of Labor Relations By: C��—y� vv�. 'xx—"- Form App ved by Attomey sY� ��1�- � � �, )�c Approv y ayor for Subm� sio to ouncil By: /p�i By: C��l ! ��z�ii .� °t`t - �lb'S ATTAC�IlVIENT TO THE GREEN SHEET Saint Paul Supervisory Organizarion Below is a summary of the changes in the Collective Bazgaining Agreement between the City and the Saint Paul Supervisory Organizafion. The new contract is for the period of January i, 1999 through December 31, 2000. Wages: 1999: 2.5% (Splits*: Ol/2/99 2.0%; 07/3/99 0.5%) 2000: 3.0% (Splits: Ol/1/2000 2.5%; 07/1/2000 0.5%) *Wage implementation dates Health Insurance: 1998: Single $193.25permonth Family $330.01 per month 1999: Single $211.61 per month Family $348.37 per month The single contribution is equivalent to full single coverage. Elimination of Administrative Fee: The Saint Paul Fire Supervisory Association and the City agreed to eliminate the administrative fee of $0.50 per month. Increase in Safety Shoe allowance: An additional twenty (20) dollars per yeaz was added towazd the cost of safety shoes. Attachment to the Green Sheet The Saint Paul Supervisory Orgatrization Page 2 Costs: 1999 Wages $178,425.98 Health Insurance Additional Safety Shoes Elimination of Adm Fee Total: $ $36,359.16 $1040.00 663.72 $216,488.86 Language Changes (summary) 2000 $214,111.18 $26,438.40 $240,549.58 �l`t -`1�'S The contract includes other changes to contract language which are housekeeping in nature. � DEYARTMENT/OFFICFJCOUNCLI.: DATE IlVTl'LATED GREEN SHEET NO.: 6393 I.ABOR RELATIONS June 1, 1999 c�9—I.�S CONTAGTPERSON&PHONE: q WI77qupp� p�pLpp� JLTLIE KRAUS 266-6513 ASSIGN 1 DEPARTMENf DIIt 4 C1TY CAUNCII., NUMBER 2CITYATfORNEY L� � CITYCLERK MI7ST BE ON COUNCII, AGENDA BY (DATE) �R BUDC'Ef DIl2' — F[N. & MGT. SERVICE DIl2. ROUTING 3 MAYOR (OR ASST.) �� q o�� TOTAL # OF SIGNATURE PAGFS 1 (Q.IP ALL LOCATIONS FOR SIGNATORE) " acr►oN �QvESrEn: This resolution approves the attached 7anuazy 1,1999 tluough December 31, 2000 Collective Bargaining Agreement between the City of Saint Paul and the St. Paui Supervisors Organization. RECOMIdIIdDATTONS: Approve (A) or Reject (R) PERSONAI. SERVICE CON112ACI'S MUST ATVSWER THE FOLLOWING � QUE5110NS: PLANNING COM��IISSION CIVII. SERV[CE COA4vIISSION 1. Has this pecson/firm ever worked imder a conusct for this depaztrnent? _CIB COM�'n'1TEE Yes No STAFF 2. Has this persodfmn ever been a ciry empioyee? _DISTRICT COLRtT Yes No . SUPPORI'S Wf➢CH COLiNCIL OBJECTIVE? 3. Does this pecsodfum possess a skitl not nortnatly possessed by any current city employce? Yes No Ezplain all yes aoswers on separate sheet aod attac6 to green shcet INiTIA1'ING PROBLEM, ISSUE, OPPOR7'IJNITY (Who, Whay When, Where, Why): r' ' nnvnrrrncES � nrrxoven: An Agreement in place through December 31, 2000. � s> DISADVANTAGES IF APPROVED: ' DISADVANTAGE5IFNOTAPPROVED: TOTAL AMOIJNT OF TRANSACTION: COSTlREVENUE BUDGETED: FUNDING SOURCE: ACfMTY NUhiBER: , ' FIlVANCIAL INFORMATION: (EXPLAIN) /� '2g`� �6»°C':nYe�b! � y'si2i V�A�E...s�e i..�..^�Cisf3t� v:s,�s�s- ,1$�� Q 1 a�� _ - � � , =: jq ��85 : �,��,�- _ - - � _ � � -_ �� ° � � 1499 200(k - _ � _- - .. � - `_COIzI:ECTIV� BARGAI�NIN� A�REEMENT, _ " ' r_. - . . _ _ _ _ ' ^ � � ' - - _ _ . ' -- _ , ` _- . _ _ _ ' ' , > " _ . ..-= " _. .._ � �',:. , � . ^.. ' >. :-.' - � behveea . � , " � _ - -, _ � � � " �. .. y : ,: � ,. � -. - � " � � : f - � � - _. ` THE CI�`Y O� SAINT FAU� -'. _ � � and'� , �� , ; `r x � _ ,- ' ' - k ' SAINT PAUI.� �IFP�RV��O�tS' 4I�GAI�IZ��IO�I t _ 4 _ � �^ �F i_ 5 S .. \ i � : .5 � ? - ' . . .� :. , . '� - . . : � 9 - - _. ., . �. � _ , .. „ , , .,r . __ . .. _ _ _ . -'- � . ... CITY OF ST. PAUL COUNCIL FILE NO. �L� -�� FINAL ORDER 0 R 1 G I N A t B � - File I�o._SE ELOW Voting Wazd_ ,2 ��.��ed - - s�.,�,� � � �q�,�, In the Matter of sidewalk reconstrucrion at the following locafions: 1. �/�.717� f.^ L' S! Z 17 t L' � S99030 - -� 599031 - Both sides Dayton Ave. from N. Csriggs St. to N. Dunlap St. Both sides Englewood Ave. from N. Lexington Pkwy. to N. O�ord St. Both sides N. Griggs St. from Selby Ave. to Dayton Ave. � �� e-a - �o (�:� �{� �R�`t �-. � s � G...--� �� . � 599032 - North side Portland Ave. from N. O�'qrd St. to N. Chatsworth� L °-��^-� St. / �.+..-�.. �-3 l`�`�9 L `�� 599033 - Both sides Sherburne Ave. from N. Chatsworth St. to N. Milton � Sx WARD 2 599034 - S99035 - ,�599036 - 599037 - Both sides Erie St. from Michigan St. to Superior St. South side Michigan St. from Webster St. to W, to Dead-End. �� South side Portland Ave. from N. Oxford St. to N. Chatsworth ��,,��9� st. � �, $otksitks Superior St. from Erie St. to Duke St. So�.��s:ae� � �. K • g9-y85 INDEX ARTICLE 'I'ITLE PAGE Preamble ..................................................1 iRecognition ................................................2 2 Savings Clause ..............................................2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4 Check Off ..................................................3 5 Work Schedules .............................................3 6 Seniority ...................................................5 7 Non-Discrimination ..........................................6 8 Discipline ..................................................6 9 LegalServices ..............................................7 10 Grievance Procedure .........................................7 11 Wages ....................................................11 12 Leavesof Absence ..........................................11 13 Insurance .................................................11 . 14 Vacation ..................................................15 15 Holidays ..................................................16 16 Severance Pay .............................................16 17 Sick Leave ................................................17 18 Mileage ..................................................18 19 Safety Shoes ...............................................20 20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Appendix ............................................. Al . � C � J PREAMBLE yy-yss This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either the "Employer" or the "City," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization; ' for the putpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the City. This Agzeement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Organization of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the rights andlor duties of the Employer, the Organizarion, or the empioyees as established under the provisions of the Public Employee Labor , Relations Act of 1984, as amended. • -1- � �� 9 I � � ARTICLE 1 - RECOGNITION 1.1 T1ie Employer recognizes the Saint Paul Supervisors' Organization as the exclusive representafive for the Wfrite Collaz Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, on December 11, 1973, in BMS Case No. 74PR-207A and as revised by Unit Clarification proceedings in BMS Case Nos. 74PR-414-A. and 78-PR-500-A dated April 16, 1977 and December 7, 1977, respectively. 12 New classifications which aze within the scape and definition of the Organization's certification as stated in Article 1.1 above shall be recognized as part of this bazgaining unit. Bisputes which may arise between the Employer and the Organization over the inclusion or exclusion of any job classifications may be refeaed by either Party to the Commissioner, Bureau of Mediation Services, State of Minnesota, for detemunation in accordance with applicable statutory provisions. Detemvnation by the Commissioner shall be subject to such review and determination as is provided by statute and such rules and regulations as aze promulgated thereunder. ARTICLE 2 - SAVINGS CLAUSE . 2.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any provision of this Agreement sha11 be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in full force and effect. ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority wluch the Employer has not officially abridged, delegated, or madified by this Agreement aze retained by the Employer. i 3.2 The employer is not required to meet and negotiate on matters of inherent marurgerial policy, which include, but which aze not limited to, such azeas of discretion or policy as the functions and programs of the Employer, its overali budget, utilization of technology, and organizational structure and selection and d'uection and number of personnel. -2- f ARTICLE 4 - CHECK OFF 4.1 The Emptoyer shail deduct tize Organi7ation's membership initiation fee assessments and • monthly dues from the pay of those employees who iadividvaity request in writing that such deductions be made. The amounts Yo be deducted shall be certified to the Employer by a representative of the Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 4.2 Any present or future employee who is not an Organization member may be required to contribute a fair shate fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall deduet said fee from the eamings of the empIoyee and transmit the same to the Organization. In no instance shall the fair share fee exceed eighty-five percent (85%) ofthe Organization's regulaz membership dues. It is aiso understood that in the event the Employer shalt make an improper fair share deduction from the eamiugs of the employee, the Organization shall be obligated to make the Employer whole where the Employer has reimbursed such employee for auy amount improperly withhe]d. 43 The Employer shall notify the Organization's President, in writing, of the names and job classifications of employees coming within the estabiished scope and definition of the Organization's bazgaining unit through new employment or by promotion. 4.4 T'he Organization shall indemnify and hold the Employer harmless against any and all • claims, suits, orders or judgments brought or issued against the EmpIoyer as a result of any action taken or not taken by the Employer under the provisions of tIus articIe. ARTICLE 5 - WORK SCHEDULES 5.1 All bazgaining unit employees are exempt from the overtitne pay provisions of the federal Fair Labor Standards Act and similat state legislation as executive or administrative employees and are salaried employees of the City who are not compensated on an hourly basis. The provisions of Section 28H (Overtime Compensation) of the Saint Paint Civil Service Commission Rules shall not apply to employees in ttus bargaining unit. -3- � � 99-42?5 5.2 The normal work schedule for full-time employees covered by this Agreement shall • consist of a minimum of eighty (80) hours within each biweekly payroll period. An empioyee is generally expected to be working during the normal business hours established by the Employer for the emgloyee's work group, subject to the leave provisions of this Agreement, applicable Civii Service Rules and applicable state and federal statutes. Due to the nature of their work, however, the job duties of persons in this bargaining unit may require the employees to work irregulaz hours, and work on holidays and weekends. Such work requirements are considered an integal part of the job. Therefore, maintaining consistent starting and quitting times and scheduling specific numbers of hours worked in any day or week may be impossible. Where their assigned duties and responsibilities petmit, however, and where their Department Head or Supervisor approves, hazgaining unit employees may exercise reasonahle and prudent discretion in scheduling or varying the times at wlvch their work is performed. 53 Employees who work more than eighty (80) hours in a two-week payroll period may be granted compensatory time with the approval of their department head or his/her designee. 5.4 Compensatory time off shall be scheduled and approved in advance. Employees and their supervisors shall diligently work together to schedule compensatory time off so that employees may make maximum use of their accrued compensatory time without unreasonably disrupting the business of the Employer. Altematively, the Employer may • pay cash in lieu of time off for some or all of an employee's accrued compensatory time at the sole discretion of the employee's Department Head subject to the DepamnenYs budgetary considerations and, if necessary, approval of the City's Budget Director. If made, such payment shail be based upon the pro rated portion of the employee's salary in effect at the time of such payment with regard to such hours liquidated by cash payment. 5.5 On occasion, the Employer may request that an employee temporarily assume responsibility for a special project or other job duties that represent a substantial addition to the duties and responsibilities generally associated with the employee's position. If the employee accepts the assignment, helshe may receive such additional compensation as may be deternuned by the employee's Department Head and the CiTy's Budget D'uector or work schedule adjustxnents (compensatory time) as may be approve,d by the employee's Depaztment Head both of which may be granted in the Employer's sole discretion. • -4- 5.6 For employees who wish to share a position, the Employer will attempt to provide . options for implementing a sharing arrangement Such an amangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who shaze a posiUon shati be pro-rated based upon tfie percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 13 of this Agreement. In the event that one of the employees participating in the shazed position is terminated or terminates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, after ten (10) days, such vacancy cannot be fiiled, the EmpIoyer shail have the option of increasing the remaining employee's work hours. 5.7 Article 5.6 shall not be subject to the provisions of Article 10 (Grievance Procedure) of this Agreement. ARTICLE 6 - SENIORITY 61 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous, regular and probationary service with the Employer from the date an employee was first certified and appointed to a class tifle covered by this Agreement, it being further undersTOOd that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class tide on the same date, the seniority shall be determined by the employee's rank on the eligible • list from which the certification was made. 6.2 Seniority shail terminate when an employee retires, resigns, or is dischazged. 63 In the event it is deternuned by the Employer that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse Iength of seniority as defined above. The Office of Human Resources wiIl identify such least senior employee in the title in wl�ich there is to be a lay-off in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in that title in any other City department, the Office of Human Resources sha[1 place the affected employee in such vacancy. If two er more vacant positions aze available, the Office of Human Resources shall decide which vacant position the affected employee shall fill. If no vacancy exists in such tifle, then the least senior employee in the City in such title shall be identified, and if the employee affected by the original departmentat reduction is more senior, he/she shatl have the right to claim that position and the Ieast senior employee in the City, in that tide, shail be laid off. For the purpose of this article, the Board of Education is not considered a City departmeni nor is a Board of Fducation empioyee considered a city employee. r� L -5- ,,, � 6.4 If the employee to be laid off as a result of Article 6.3 above is in a title in a promotional • series and has held lower titles in the series in this or any other bazgaining unit, such employee will be offered a reduction to the lughest of these tittes within the departmeat to which classification seniority as defined in Article 6.1 above would keep them from being laid off. This Article 6.4 shall not be effective until and unless the St. Paul Professional Bmployees Association, AFSCME Clerical Loca12508, and AFSCME Technicai Local 1842 collective bargaining agreements have coaesponding language. Until such corresponding language is included in such bargaining agreements, the provisions of tlus Articie 6.4 shall be applicable only to the extent that such reductions may be offered only to previously held lower titles within the department in the series which are in this bazgaining unit. 6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall e�cpire after two yeazs of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 6.6 To the eattent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. ARTICLE 7 - NON-DISCRIMINATION • 7.1 The provisions of this Agreement shall be applied equally by the Employer and the Organization to all employees covered by this Agreement in accordance with applicable city, state and federal law. ARTICLE 8 - DISCIPLINE 8.1 The Empioyer will discipline employees for just cause only. Discipline may be in any of the forms listed below. Oral reprimand; Written reprimand; Suspension Reduction; Dischazge; 8.2 All disciplinary actions, except oral reprimands, will be in written form. 83 Employees and the Organization will receive copies of written reprimands and notices of suspension, dischazge and reductions. • -6- 8.4 Employees may examine all informarion in their Employer personnel files. Files may be examined at reasonable times. � 8.5 An employee to be questioned conceming an investigation of disciplinary action shall have the right to have an Organization representative be present during such interview. ARTICLE 9 - LEGAL SERVICES 9.1 Except in cases of malfeasance in office or wi12fu1 or waaton neglect of duty, Emgloyer shall defend, hold harmless and ittdemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an atieged act or omission occurring in the performance and scope of employee's cluties. 9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal service fee or for providing auy legal service arising from any legal action where the employee is the Plaintiff. 9.3 Each employee, afrer receiving nofice of (1) a claim, demand, action, swt or proceeding against him or her, or (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the City Attomey, in writing, of such notice as soon as possible and practical after receiving the notice but in no event later than three (3) � business days after receipt thereof. ARTICLE 10 - GRIEVANCE PROCEDURE 10.1 A grievance is defined as a dispute or disageement as to the interpretation or application of the specific terms and condi6ons of this Agreement. The grocedure established by this Article shatl be the sole and exclusive procedvre for the processing of grievances azising from this Agreement or arising from terms and conditions of employment in the City of St. Paul Civil Service Rules and Salary Plan and Rates of Compensation. 10.2 The Employer will recognize representatives designated by the Organization as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The Organi�ation shall natify tbe Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer sha11 notify the Organization in writing as to its designated representatives. -7- • 9 I r � �� 103 It is recognized and accepted by the Organization and the Employer 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 normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an Organization representative shall be allowed a reasonable amount of time without loss of pay whea a grievance is investigated and presented to fhe Bmployer during normal working hours provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and wauld not be detrimental to the work program of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 10.4 Grievances, as defined by Paragraph 10.1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendaz days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting • forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by the Organization within fifteen (15) calendaz days after the Employer- designated representative's fmal answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the Organization the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Organization within ten (10} calendaz days shall be considered waived. �� -g- Step 3. If appealed, the written grievance shail be presented by the Organization and discussed with the Employer-designated Step 3 representative. The � Employer-designated representative shall give the Organization the employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resoived in Step 3 may be appeated to Step 4 within ten (10) calendar days foilowing the Employer-designated representative's final answer in Step 3. Any grievance not appeaied in writing to Step 4 by the Organization within ten (10) calendar days shall be considered waived. Optional Mediation Step If the grievance has not been sarisfactorily resolved at Step 3, either the Organization or the Employer may, within ten (10) calendar days, request mediation. If the parties agree that the grievanee is suitable for mediation, the Parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Cmevance mediation is an optional and voluntary part of the grievance resolnrion process. It is a supplement to, not a substitute for, grievance azbitrarion. When grievattce mediation is invoked, the contractual time limit for • moving the grievance to azbitration shall be delayed for the period of inediation. 3. The grievance mediation process shall be informai. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support ttieir case. The mediator may meet with Yhe paziies in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in tlus case. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the out-come. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequenfly moved to azbitration, such proceeding shatl be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions conceming resolution or offers of settlement may be used or referred to during azbitration. � �2 g y-y8s � Step 4. If the grievance remains unresolved, the Organization may within fourteen � (14) work days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The parties may mutually agree upon an azbitrator to hear and decide the dispute. If, however, the parties aze unable to so agree, either of them may request the Bureau of Mediation Services, State of Minnesota, to provide a list of nine (9) qualified azbihators from the mster maintained for such purposes by the Bureau. The Employer and the Organization shali alternately strike names from the list until only one name remains; that of the selected Arbitratot. Unless the parties agree to the contrary, the par[y who strikes the first name from the list shall be determined by the flip of a coin. 10.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Organization provided that each pariy shall be responsible for compensating its own representatives and witnesses. 10.6 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, prior to the hearing, both parties request a verbatim record of the proceedings the cost shall be shared equally. 10.7 If a grievance is not presented within the time limits set forth above, it shali be considered "waived." If a grievance is not appealed to the next step within the specified time lunit or � any agreed ea�tension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Organization may elect to take the grievance to the next step. The time limit in each step may be eattended by mutual written agreement of the Employer and the Organization. 10.8 A grievance may be initiated by the Organization using either the grievance procedure of this Agreement or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determin-ed by this grievance procedure it shall not again be submitted for azbitration under the Civil Service Rules. If an issue is detemvned by the provisions of the Civil Service Rules it shall not again be submitted for azbitra#ion nnder this grievance procedure. • -10- ARTICLE 11 - WAGES 11.1 The wage schedule for the purposes of this Agreement is set forth in Appendix A, which � is made a part of this Agreement as if more fully set forth herein. 11.2 The satary rates shown in Appendix A reflect the following: Effecrive January 2,1999 2.0% increase in all salary rates Effeciive July 3, 1999 0.5°fo increase in all salary rates Effective 7anuary 1, 2000 2.5% increase in ali salary rates Effective JuIy 1, 2000 0.5% increase in aIl saiary rates ARTICLE 22 = LEAVES OF ABSENCE 12.1 Employees may request paid or unpaid leaves of absence in accordance with the applicable provisions of state and federal law or regulation and Saint Paul Civit Service Rules. 12.2 In addition to such teaves of absence as may be ganted pursuant to law, regulation or civil service rule, employees may be granted personal leaves of absence without pay or benefits where the Employer's operation will not be unreasonably disrupted as a resuIt. Personal leaves of absence shall noi exceed twelve (] 2) months in duration and shall be � granted in the Employer's sole discretion which shali not be subject to review under the grievance/arbitration provisions oftius Agreement. ARTICLE 13 - INSURANCE 13.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be soIeIy controlted by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. -11- • 99 -485 � � Active Employee Insurance 13.2 Effective January 1, 1949 and for the remaining term of this Agreement, the Employer will contribute an amount equal to the actual cost of the single health insurance premium. Effective January 1, 1999, the Employer will contribute $330.01 towazd the cost of the family health insurance. Effective 3anuary 1, 2000, ihe Bmployer will contribute the 1999 rate, plus the amount of any January 1, 2000 increase in premiums for single coverage, toward the cost of the family health insurance premium. �J 13.3 For each eligible employee who has elected health insurance coverage, the Employer agrees, effective the first payroll geriod of 1998, to provide life insurance in an amount equal to the employee's annual salary, or $50,000, whichever is greater. Employees who waive participation in the health insurance plan shall not be eligible for life insurance benefits nor shall they be eligible to participate in any optional insurance coverages or flexibie spending accounts. Retiree Insurance 13.4 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 13.5 through 13.8 below, toward a health insurance plan offered by the Employer: 13.4(1) Be receiving benefits from a Public Employee Retirement Act at the time of retirement; and 13.4(2) Have severed hislher relationship with the City for reasons other than misconduct; and 13.4(3) Employment with Independent School District #625 will not be counted towazd the service requirement for employees hired after October�l, 1997 towazd the yeazs of service for retiree health eligibility. . Early Retirees 13.5 This Section applies to employees who: 13.5(1) 13.5(2) 13.5(3) 13.5(4) 13.5(5) 13.5(6) Retire on or after January 1, 1996, and Have completed 20 years Full-time with the City , and Were appointed before January I, 1990, and Have not attained age 65 at retirement, and Meet the terms set forth in Section 13.4 above, and Select a health insurance plan offered by the Employer. -12- Until such employees reach siaty-five (65) yeazs of age, the Employer will contribute a maximum of $350.00 per month towazd tfie cost of single or family health insurance . coverage. Any unused portion shall not be paid to the retiree. In addirion, the Employer will provide group term life insurance coverage in the amount of $5,000.00 until the retiree attains the age of 65. I�� When such early retiree attains age 65, Yhe provisions of Section 13.7 shail apply. This Sectioa shall apply to employees who: Retire on or after January 1, I996, and have comp2eted 20 years Full-time with the City, and Were appointed on or after January 1, 1990, and Have not attained age 65 at retirement, and 13.6(I} Meet the conditions of Section 13.4 above, and Select a health insurance pian offered by the Employer. 13.6(2) 13.6(3) 13.6(4) 13.6(5) Until such employees reach sixty-five (65) years of age, the Employer will contribute a masimum 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. In addition, the Employer will provide group term life insurance in the amount of $5,000.00 until the retiree attains the age of 65. When such eazly retiree attains age 65, the provisions of Section 13.8 shail apply. Regular Rerirees (Age 65 and over) 13.7 This Section shall app]y to Full-time employees who: 13.7(t) 13.7(2) I3.7(3} 13.7(4) 13.7(5) 13.7(6) Retire on or after 7anuary 1, 1996, and Were appointed prior to January 1,1990, and Have completed 20 years Fuli-time with the City, and Have attained age 65 at retirement, and Meet the conditions of Section 13.4 above, and Select a health insurance plan offered by the Employer. The Employer will contribute up to a�Y�*num of $550.00 per month toward the cost of single or family health ir,c„ra.,ce coverage. Any unused portion shali not be paid to the retiree. No life insurance coverage will be pmvided. • • -13- 99- 485 • 13.8 T1us Section shall apply to Full-time employees who: 13.8(1) 13.8(2) 13.8(3) 13.8(4) 13.8(5) 13.8(6) Retire on or after January 1,1946, and Were appointed on or after January 1, 1990, and Have completed 20 years Full-time with the City, and Have attained age 65 at retirement, and Meet the conditions of Section 13.4 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to 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. No life insurance coverage will be provided. Survivor Insurance 13.9 The surviving spouse of an employee carrying family covetage at the time of his/her death due to a job connected injury or illness which was detemuned to have arisen out of and in the course of his/her employment under worker's compensation law shall continue to be eligible for city contribution in the same proportions as is provided for retired empioyees. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the • retiree shall have the option, within thirry (30) days, to continue the current hospitalization and medicai benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. It is fiuther understood that coverage shall cease in the event of: � 13.9(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 139(2) The employment of the surviving spouse of dependent where health insurance is obtained through a group progrun 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. 13.10 A retiree may not carry Ivslfier spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 13.11 The contributions indicated in this Article shall be paid to the Employer's third party admurisuator. �C� 13.12 Employees covered by flus Ageement shall be eligible to participate in the Fle�cible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the employee. 13.13 Employees covered by this Agreement shatl 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. ARTICLE 14 - VACATION 14.1 In each calendar yeaz, each full-time employee shall be granted vacation according to the foliowing scHedule: Years of Service Less than $ years After 8 years thru I S years After 15 years and thereafter Vacation Granted 15 days 20 days 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 14.2 T'he Employee's Department Head may permit an empioyee to cazry over into the foliowing year up to $fteen days' vacation. 143 The time of vacaflon shall be approved by the empioyee's Department Head. If an employee has been granted more vacation than he has earaed up to the time of his sepazation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is sepazated from the service by reason of resignation, he shatl be granted such vacation pay as he may have eazned and not used up to the time of such sepazation, provided that he has notified the department head in writing at least fifteen calendaz days prior to the date of 3ris resignation. If an employee is sepazated from the service by reason of discharge, retirement or death, he shall be grauted such vacation pay as he may have eamed and not used ap to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacafion at the rate of one-half day's vacadon for eacfi day of sick leave credit. No employee may coavert more than ten (10) days of sick leave in each calendar year under this provision. 14.5 In addition to the provisions of the above Article 14.4 of this Ageement, an employee, with the approval of the eznployee's department head, may convert another ten (10) days of accumulated sick leave credit in excess of one hundred eighty (180) days to vacafion at a rate of one-half (1/2) day of vacation for one (1) day of sick leave credit. -15- • • • 99-5185 � ARTICLE 15 - HOLIDAYS � 15.1 The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents Day Memorial Day Independence Day Labor Day Day After Thanksgiving Veterans' Bay Thanksgiving Day Chrishnas Day Two floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shali fall on Sunday, the succeeding Monday shall be observed as the holiday. However, for those employees assigned to a work week which includes a Saturday or Sunday, the holiday shall be observed on its calendaz date. 15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the contract yeaz, subject to the approval of the employee's Department Head. � 153 ln order to be eligible for a holiday with pay, an employee's name must appeaz on the payroll the last working day before the holiday and the first working day after the holiday. It is fiuther understood that neither temporary nor other employees not heretofore eligible shali receive holiday pay. ARTICLE 16 - SEVERANCE PAY fC.�l The Employer shali provide a severance pay program as set forth in this Article. To be eligihle for the severance pay program, an employee must meet the following requirements: . 16.2 16.2(1) The employee must be voluntarily sepazated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay prograzn. • -16- 16.2(2) The employee must have at least fifteen (15) years of consecutive service in the classified or unclassified Service of the City at tfie time of � sepazation. For purposes of this Article employment with the Independent School District #625 will not be counted towazd the service requirement for employees hired after October 1, 1997 toward the yeazs of service for severance eligibility. 16.2(3) The employee must file a waiver of re-employment with the D'uector of Human Resources, w}uch will clearly indicate ti�at by requesting severance • pay, the employee waives all rights to claim reinstatement or re-employment (of any type), with the City. 16.2(4} The empIoyee must have accumulated a minimum of eighty (80) days of sick leave credits at the time of }ris separation &om service. 16.9 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 sepazation for each day of accrued sick leave. 16.4 The maximum amounY of money that any employee may obtain through this severance pay program is $10,000.00. 16.5 Upon the death of an employee who meets all of the requirements set forth above, at the • time of his/her death, payment of the severance pay allowed under these provisions shail be made to the employee's estate or spouse. I 6.6 Payment of severance pay shall be made in accordance with the provisions of City Ordinance No. 16303. ARTICLE 17 - SICK LEAVE 17.1 Employees shall accumulate sick leave credits at the rate of fifteen (15) days per year. The use of sick Ieave shall be governed by the agpticable niles of the Saint PauT Civil Service Commission which were in effect at the time this Agreement was made and any applicable state or federal statute in effect at the time the sick leave is used. C� -17- 95-y85 " 17.2 In the case of a serious illness or disability of an employee's ctuld, parent or household � member, the head of the deparnnent shall grant leave with pay in order for the employee to care for or make azrangements for the care of such sick or disabled persons. Such paid leave shali be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be without limitation where used for the purpose of attending to an employee's sick child and otherwise subject to the Employer's proper administration of the use of such benefits under the Federal Family and Medical Leave Act. 173 Depar�ent Heads or the Human Resowces D'uector may require a physician's certificate at any time during an employee's use of sick leave for the purposes stated in 17.2 above. All such certificates shall be fonvarded by the appointing officer to the Human Resources Office. If an employee is absent for the reasons set forth in Article 17.2 above for three or fewer calendar days he/she shall submit to the Department Head a certificate signed by the empioyee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be conrinued 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 Department Head and forwazded to the Human Resources Office. 17.4 No sick leave shall be granted for the above reasons unless the empioyee reports to his/her Department Head the necessity for the absence as soon as possible and practical • after the employee's expected time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was for good cause. 17.5 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. 17.6 Any employee who has accutnulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of such leave to attend the funeral of the employee's grandpazent or grandchild. ARTICLE 18 - MILEAGE 18.1 Automobile Reimbnrsement Anthorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reunbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions aze adopted. 18.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorizarion from their Department Head. . -18- Type 1. If an employee is required to use his/her own automobile OCCASION- AL,LY during employment, the employee shall be reimbursed at the rate of � $4.00 per day for each day the employee's vehicle is actualty used in performing the duties of the employee's position. In addition, the employee shall be �ia�bursed $.20 per mile for each mile actualty driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's vse but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. Type 2. If an employ� is required to use lus/her own automobile REGULARLY during employment, the employee shalI be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or desiguated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbvrsed at the rate of $.2Q • per mile driven and shall not be eligible for any per diem. 18.3 The City will provide pazking at the Civic Center Pazking 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 pazking will be provided only for the days the employee is required to have his or her own personal car available. 18.4 The Mayor shall adopt rules and regulations goveraing the procedures for automobile reimbursement, which regulations and rules shatl contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the aumber of days worked aad the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000!$300,000 for personal iajury, and $25,000 for property damage, or liability insurance ia amounts not less than $300,000 single limit coverage, with fhe City of Saint Paul named as an additional insured. Such rules and regaiations, together with any amendments thereto, shall be maintained on file with the city clerk. • -19- 99-y85 � ARTICLE 19 - SAFETY SHOES 19.1 For those employees required, by the Employer, to weaz safety shoes or boots, the Employer agrees to contribute $50.00 per yeaz towazd the purchase of one pair of such shoes or boots per calendar yeaz. Beginniug January 1, 1999, the employee may accrue up to $150.00 for the purchase of safery shoes or boots. ARTICLE 20 - DURATION AND EFFECTIVE DATE 201 This Agreement is the complete Agreement between the Organization and the Employer. During the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the Employer and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject ar matter referred to ar covered in this Agreement. 20.2 This Agreement shall be effecfive on the date it is executed by the parties and shall • continue in full force and effect through December 31, 2000 and thereafter untii modified or amended by mutual agreement of the parties. Either pariy desiring to amend, or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1984, as amended. CITY OF SAINT PAUL J eid � G � Directar of Financial Services ��t-�R Date C� SAINT PAUL SUPERVISORS' ORGANIZATION � He ga Kessler President � ��_ Date -20- � TITLES AND SALARIES ;: � i�5 436A EQUIPMENT SERVICES MANAGER (Appointed on/after 1/1/90) A B C D E F G Start 6mo. 1-yr. 2-yr. 3-yr. 4-yr. 5-yr. 10-yr. IS-yr. �1) �Z) �3) �4) �5) �6) ��) �g) �9) 1/02/99 1400.27 145239 1504.85 1572.76 1645.05 1720.83 1799.78 1852.26 1902.62 7/03/99 1407.27 1459.65 1512.37 1580.62 1653.28 1729.43 1808.78 1861.52 1912.13 1/Ol/00 1442.45 1496.14 I 550.18 1620.I4 1694.61 1772.67 1854.00 1908.06 1959.93 7/O l/00 1449.66 1503.62 155 7.93 1628.24 1703.08 1781.53 1863.27 1917.60 1969.73 GRADE O10 371 A BUILD SUPERINTEI3DENT 606A IMPOUND LOT SUPERVISOR 260A OFFICE MANAGER 316A STOREROOM MANAGER • 1/02/49 1440.27 149036 1543.72 1615.08 1689.61 1767.60 1847.65 1904.81 1957.21 7/03/99 1447.47 1497.81 1551.44 1623.16 1698.06 1776.44 1856.89 191433 1967.00 1/Ol/00 1483.66 1535.26 1590.23 1663.74 1740.51 1820.85 190331 1962.19 2016.18 7/Ol/00 1491.08 1542.94 1598.18 1672.06 1749.21 1829.95 1912.83 1972.00 2�26.26 GRADE Ol l 396A GOLF PRO/MANAGER 568 SUPERVISING DENTAL HYGIENIST 1/02/99 1478.04 1532.65 1588.18 1660.68 1736.27 1817.82 1900.06 1953.93 2011.70 7J03/99 1485.43 154031 I596.12 16b8.98 1744.95 1826.91 1909.561963.70 2021.76 1/Ol/00 1522.57 1578.82 1636.02 1710.70 1788.57 1872.58 195730 2012.79 207230 7/Ol/00 1530.18 1586.71 1644.20 1719.25 1797.51 1881.94 1967.09 2022.85 2082.66 99-Y85 . - Al - GRADE 012 205A ASSISTANT CITY CLERK A B C D E F G 10-yr. I S-yr. � � � � � �� ) �g) � 1/OZ/99 1519.28 1573.86 1631.61 1705.17 1784.20 1866.60195231 2014.04 2067.64 7/03/99 1526.88 158t.73 1639.77 2713.7Q 1793.12 1875.93 1962.072024.21 2077.98 1/Ol/00 1565.05 1621.27 1680.76 1756.54 1837.95 1922.83 2011.12 2074.71 2129.93 7/Ol/00 1572.88 162938 1689.16 1765321847.14 1932.44 2021.18 2085.08 2140.58 GRADE 013 307A BUSINESS ASSIST PROGRAM SUPERVISOR 1/02l99 1560.42 1616.21 167626 175332 183211 1917.88 2009.01 2068.74 2123.54 7/03/99 1568.22 1624.29 1684.64 1762.09 1841.27 1927.47 2019.06 2079.08 2134.16 1/Ol/00 1607.43 1664.90 1726.76 1806.14 188730 1975.66 2069.54 2131.06 2187.51 7/Ol/00 1615.47 1673.22 173539 1815.17 1896.74 1985.54 20'79.89 2141.72 2198.45 GRADE 014 595A DUPLICATING SHOP MANAGER 872 LOANS SUPERVISOR 381 RECORDER OF COUNCIL PROCEEDINGS 1/02/99 1602.77 1660.68 1721.97 1800.94 1885.40 1971.22 2063.58 2125.79 2184.68 7/03/99 1610.78 I668.98 1730.58 1809.94 1894.83 1981.08 2073.90 2136.42 2195.60 1/Ol/00 1651.05 1710.70 1773.84 1855.19 1942.20 2030.61 2125.75 2189.83 2250.49 7/01/00 165931 1'719.25 1782.71 1864.47 1951.91 2040.76 213638 2200J8 2261.74 GRADE O15 259 *PUBLIC WORKS TECfINICIAN IV 757 ASSISTANT DIR OF HUNIAN RIGHTS = 622A ENGINEERING TECH SUPERVISOR-WU 428A ENGINEERING TECHTTICIAN SUPERVISOR 1/02/99 1647.291708.41 1769.84 I849.96 1936.67 2025.77 2120.50 2187.06 2247.35 7/03/99 1655.53 1716.95 1778.691859.21 1946.35 2035.90 2131.10 2198.00 2258.59 1/Ol/00 1696.92 1759.81 1823.16 1905.69 1995.01 2086.80 218438 2252.95 2315.05 7/O i/00 1705.40 1768.67 t 832.28 1915.22 2Q04.99 2Q97.23 219530 2264.21 2326.63 . . n U -AZ- � ', � � ., 245A ADMINISTRAT'IVE ASSISTANT 383A ADMINISTRATIVE ASSISTANT 674 ADMINISTRATIVE ASSISTANT 566 ARBORIST SUPERVISOR 191 EQUIPMENT SfiRVICES MAI�TAGER (Appointed prior to 1!1/90) 048A HOUSING INFORMATTON COORDINATOR 438A SAFETY COORDINATOR (Appointed on/after 1/1/90) 1/02/99 1692.90 1755.24 1818.71 190330 1991.24 2083.59 2181.62 224735 2308.71 7l03/99 170136 1764.02 1827.80 1912.82 2001.20 2094.01 2192.53 2258.59 2320.25 1/Ol/00 1743.89 1808.12 1873.50 1960.64 2051.23 214636 224734 2315.05 2378.26 7/Ol/00 1752.61 1817.16 1882.87 1970.44 2061.49 2157.09 2258.58 2326.63 2390.15 GRADE 017 . 522 * WATER QUALITY SPECIAI,IST III 822 NUTRITIONIST III 554 PUBLIC SERVICE MANAGER - WU 644 RECREATION DIRECTOR III 364 SEIVIOR PUBLIC HEALT'H NURSE 912 SUPV OF TRAFFIC MAINTENANCE A B C D E F G 10-yr. 15-yr. �i) �2) t3) �4) (5) (6) ��) �8) �9) 1/02/99 1739.58 1803.06 1869.90 1954.56 2044.75 2141.54 2241.73 2312.02 2376.67 7/03/99 1748.28 1812.08 1879.25 1964.33 2054.97 2152.25 2252.94 2323.58 2388.55 1/Ol/00 1791.99 1857.38 1926.23 2013.44 2106.34 2206.06 2309.26 2381.67 2448.26 7/Ol/00 1800.95 1866.67 1935.86 2023.51 2116.87 221�.09 2320.81 2393.58 2460.50 GRADE 018 290A CONTRACT COMPLIANCE SUPERVISOR 258A ENVIRONMENTAL HEALTH PROGRAM SUPERVISOR 444A LIBRARIAN III (Appointed after 7(7l88) 325A MEDICAL TECHNOLOGIST SUPERVISOR 196A SUPERVISOR OF INVESTIGATION--HCTM RTS 1/02/99 1787.46 1852.09 1920.12 2011.24 2103.64 2203.87 2306.25 2377.89 244038 7l03/99 1796.40 186135 1929.72 2021.30 2114.16 2214.89 2317.78 2389.78 2452.58 i101 /00 1841.31 1907.88 1977.96 2071.83 2167.01 2270.26 2375.72 2449.52 2513.89 •7(Oi/00 1850.52 1917.42 198?.85 2082.14 2177.85 2281.612387.60 2461.77 2526.46 9 9 -Y85 -A3- GRADE 019 640A PLAN REVIEW COORDINATOR A B C D E F G 10-yr. 15-yr. �1) (2) �3) �4) (5) �6) (7) �8) �9) i/02/94 1837.57 1904.43 1973.52 2065.86 2162.76 2263.96 2371.96 2441.47 2510.71 7/03/99 1846.76 1913.95 198339 20�6.19 2173.57 2275.28 2383.82 2453.68 2523.26 1/Ol/00 1892.93 1961.80 2032.97 2128.09 2227.91 2332.16 2443.42 2515.02 2586.34 7/Ol/00 190239 1971.61 2043.13 2138.73 2239.05 2343.82 2455.64 2527.60 2599.27 GRADE 020 � 601 ACCOUNTANT IV 031A BUILD DESIGN CONTRACT ADMIN 131A COMPUTER OPERATIONS SUPERVISOR 211A COMPUTER SERVICES MANAGER 588 CONSERVATORY IvIANAGER 617 FORESTRY MANAGER 448A LIBRARIAN III (Appointed on/before 7/7/88) SZIA LICENSE MANAGER 054A SAFETY COORDINATOR (Appointed prior to 1/1/90) 350A ZONING MANAGER • 1/02/99 1887.65 1957.82 2030.18 2124.80 2223.83 2328.53 2437.59 2511.82 2582.22 7/03/99 I897.09 1967.61 204033 2135.42 2234.95 2340.17 2449.78 252438 2595.13 1/Ol/00 1944.52 2016.80 2091.34 2188.81 2290.82 2398.67 2511.02 2587.49 2660.01 7/Ol/00 1954.24 2026.88 2101.80 2199.75 2302.27 2410.66 2523.58 2600.43 2673.31 GRADE 021 569 ASSESSMENTS SUPERVISOR 098 CHIEF SURVEYOR 124A HOUSING CODE 1NSPECTION SUPVR 335A RIGHT-OF-WAY ENGINEER 1/02/99 1938.97 2012.36 2085.86 2183.85 2286.24 2395.18 2505.56 2583.22 2655.78 7/03/99 1948.66 2022.42 2046.29 2194.77 2297.67 2407.16 25 t 8.09 2596.14 2669.06 1/Oi/00 199738 2072.98 2148.70 2249.64 2355.11246734 2581.04 2661.04 2735.79 7/01/00 200737 208334 2159.44 2260.89 2366.89 2479.68 2593.95 26�435 2749.47 . -A4- , t • GRADE 022 434A DENTIST (Appointed on/after 1/1/90) 877 PARKING ADMINISTRATOR 895 SUPERVISOR BUILDING DESIGN & PLAN REVIEW 621A WATER QUALTTY SUPERVISOR A B C D E F G 10-yr. 15-yr. �1) �2) �3) �4) �5) �6) �'� �g) �9) 1/02/99 1993.55 2067.07 2144.95 2245.06 2350.72 2460.94 2576.78 2656.92 2730.58 7/03/99 2003.52 2077.41 2155.67 2256.29 2362.47 2473.24 2589.66 2670.20 2744.23 1/Ol/00 2053.61 212935 2209.56 2312.70 2421.53 2535.07 2654.40 2736.96 2812.84 7/Ol/00 2063.88 2140.00 2220.61 2324.26 2433.64 2547.75 2667.67 2750.64 2826.90 GRADE 023 496 ACCOUNTANT V 287A PARKS & RECREATION MANAGER 881 SUPERVISOR OF REHABILITATION 222A ZOO DIRECTOR • 1/02/99 2050.24 2125.96 2206.09 2308.44 2416.42 2532.23 2650.29 2733.95 2809.76 7/03/99 2060.49 2136.59 2217.12 2314.98 2428.50 2544.89 2663.54 2747.62 2823.81 1/Oi/00 2112.00 2190.00 2272.55 2377.98 2489.21 2608.51 2730.13 2816.31 2894.41 7/Ol/00 2122.56 2200.45 2283.91 2389.87 2501.66 2621.55 2743.78 283039 2908.88 GRADE 024 219A *LIBRARIAN IV 228A EMPLOYMENT PROGRAMS MANAGER 217A ENVIRONMENTAL HEALTH DIRECTOR 954 HEALTH ADMINISTR.ATION MANAGER 980 INFORMATION SERVICE MANAGER-WU 180A NUTRITIOTTIST IV 446 PUBLIC HEALTH NURSING SUPERVISOR 433A CABLE COMMUNICATIONS OFFICER A B C D E F G 10-yr. 15-yr. ( ( � ( ( � (�) ( � 1/02/99 2105.89 2184.94 2266.17 2374.15 2485.42 2602.52 2727.13 2809.76 2886.67 7/03/99 2116.42 2195.86 2277.50 2386.02 2497.85 2615.53 2740.77 2823.81 2901.10 1/Ol/00 2169.33 2250.76 2334.44 2445.67 2560.30 2680.92 2809.29 2894.41 2973.63 • 7/Ol/00 2180.18 2262.01 2346.11 245'7.90 2573.10 269432 2823.34 2908.88 2988.50 99-485 -AS- � Start 6 mo. �1) �2) 1/Q2/99 2105.89 2184.94 7/03/99 2116.42 2195.86 1/Ol/00 216933 2250.76 7/01100 2180.18 2262.01 GRADE 24T 713A SYSTEMS CONSULTANT IV 1-yr � 2266.17 2277.50 2334.44 2346.11 1.5-yr (4) 2320.16 2331.76 2390.05 2402.00 4.5 -yr 5-yr. 10-yr. 15-yr. (10) (I1) (12) (13) 1/02/99 2664.83 2727.13 2809.76 2886.67 7/03/99 2678.15 2740.77 2823.81 2901.10 1/Ol/00 2745.10 2809.29 2894.41 2973.63 7/Ol/00 2758.83 282334 2908.88 2988.50 [ef'7�7oL�i►�.� 2 (5) 2374.15 2386.02 2445.67 2457.90 2.5-yr 3-yr• � �� 2429.79 2485.42 2441.94 2497.85 2502.99 256030 2515.50 2573.10 3.5-yr. 4-yr. � � 2543.97 2602.52 2556.69 2615_53 2620.61 2680.92 2633.71 269432 539 ACCOUNTING MANAGER 406 CIVIL ENGINEER IV 411 CIVIL ENGINEER IV-WU 149 DENTIST (Appointed prior to 1/1/90) 625A LIBRARY FACILITIES MANAGER 449 MtJNICIPAL GARAGE SUPERVISOR 275A REAL ESTATE MANAGER 882 SUPERVISOR OF TECfINICAL SERVICES A B C D E F G 10-yr. 15-yr. (1) �2) �3) �4) �5) �6) �'� �8) �9) 1/02/99 2164.98 2248.42 2331.86 2440.89 2554.60 2675.912802.77 2891.21 2970.42 7/03/99 2175.80 2259.66 2343.52 2453.09 256737 2689.29 2816.78 2905.67 2985.27 1101/00 2230.20 23I6.15 2402.11 2514.42 2631.55 2756.52 2887.20 297831 3059.J0 7/Ol/00 224135 2327.73 2414.12 2526.99 2644.71277030 2901.64 2993.20 3075.20 r • • � -A6- 'i � � GRADE 026 283 BUILDING AND HOUSING INSPECTION SUPERVISOR 594A DEPUTY LIEP DIRECTOR-CUSTOMER SERV. 575A POLICE RESEARCH & GRANTS MANAGER 878 PRINCIPAL DESIGNER 100A PROGRAM ADMINISTRATOR A B C D E F G 10-yr. 15-yr. (1) (Z) �3) �4) �5) �6) (� �8) (9) 1/02/99 2227.23 2309.56 2398.58 2507.84 2629.04 2753.72 2884.00 2973.69 3055.23 7/03/99 223837 2321.11 2410.57 252038 2642.19 2767.49 2898.42 2988.56 3070.51 1/Ol/00 229433 2379.14 2470.83 258339 2708.24 2836.68 2970.88 3063.27 3147.27 7/Ol/00 2305.80 2391.04 2483.18 259631 2721.78 2850.86 2985.73 3078.59 3163.01 GRADE 027 251A LIBRARY PUBLIC SERVICES MANAGER. (Appointed prior to 111/90) 736 LICENSE AND PERMIT MANAGER 936 PRINCIPAL PLANNER 922 SENIOR PRINCIPAL PLANNER 178A TECF-INICAL & SUPPORT SERVICES MANAGER • 1/02/99 2288.45 2375.26 246432 2581.23 2702.57 2831.68 2966.27 3057.51 3143.40 7l03/99 2299.89 2387.14 2476.64 2594.14 2716.08 2845.84 2981.10 3072.80 3159.12 1/Ol/00 2357.39 2446.82 2538.56 2658.99 2783.98 2916.99 3055.63 3149.62 3238.10 7/Ol/00 2369.18 2459.05 2551.25 2672.28 2797.90 2931.57 3070.91 3165.37 3254.29 ,'��'i.7_��7�I1Y�:3 464A ADMINISTRATIVE MANAGER--PUBLIC WORKS 708C ATTORNEY V 439A VALUATION & ASSESSMENT ENGINEER ; (Appointed on/after 1/1/90) � 1/02/99 2354.08 2442.01 2534.47 2654.68 2781.55 2910.73 3049.87 3146.67 3233.75 7/03/99 2365.85 2454.22 2547.14 2667.95 2795.46 2925.28 3065.12 3162.40 3249.92 1/01100 2425.00 2515.58 2610.82 2734.65 286535 2998.41 3141.75 3241.46 3331.17 7/01/00 2437.13 2528.16 2623.87 274832 2879.68 3013.40 3157.46 3257.67 3347.83 99-�85 �tii � C� ��71� � � 773 LIBRARY SERVICES MANAGER 322A PURCHASING SYSTEMS MANAGER 914 TREASURY MANAGER A B C D E F G 10-yr. 15-yr. �1) (2) �3) �4) �5) �6) ��) �g) �9) 1/02/99 2420.83 2511.11 2606.75 2729.36 2858.51 299637 3138.83 3235.90 332637 7/03/99 2432.93 2523.67 2619.78 2743.01 2872.80 301135 3154.52 3252.08 3343.00 1/Ol/00 2493.75 2586.'76 2685.27 2811.59 2944.62 3086.63 323338 3333.38 3426.58 7/Ol/00 2506.22 2599.69 269&.70 2825.65 2959.34 3102.06 3249.55 3350.05 3443.71 GRADE 030 143A ASSISTANT CITY ENGINEER 347A DIVISION MANAGER-WU 803 MANAGER OF DATA PROCESSING 638A CITY BUILDING OFFICIAL i • 1/02/99 2488.83 258335 268133 2807.26 2939.67 3081.13 3227.88 332637 342336 7/03/99 2501.27 2596.27 2694.74 282130 2954.37 3096.54 3244.02 3343.00 3440.48 1/Ol/00 2563.80 2661.18 2762.11 2891.83 3028.23 3173.95 3325.22 3426.58 3526.49 7101/00 2576.62 26?4.49 2775.92 2906.29 304337 3189.82 3341.75 3443.71 3544.12 . GRADE 031 272A DEPUTY DIR-ECONOMIC DEVELOP 096A DEPUTY DIR-NEIGHBORHOOD & HSG 095A DEPUTY DIR-PLANNING & DESIGN 435A DIRECTOR OF MEDICAL SERVICES (Appointed prior to 1/t/90) 1/02/99 2560.05 2655.74 2757.06 288836 3025.39 3168.94 332038 3424.64 3520.58 7/03/99 2572.85 2669.02 2770.85 2902.80 3040.52 3184.78 3336.98 3441.76 3538.18 1/01100 2637.17 2735.75 2840.12 297537 3116.53 3264.40 342Q.40 3527_80 3626.63 �/Ol/00 265036 2749.43 285432 2990.25 3132.11 3280.72 3437.50 3545.44 3644.76 � -A8- . ;3 � GRADE 032 221A BUILD CODE OFFICER A B C D E F G 10-yr. 15-yr. �1) �2) �3) �4) (5) <6) ('� �8) <9) 1/02/99 2632.45 2730.48 2833.98 2970.�3 3112.18 326134 3416.10 3524.07 3621.02 7/03/99 2645.61 2744.13 2848.15 2985.58 3127.74 3277.65 3433.18 3541.69 3639.13 1/Ol/00 2711.75 2812.73 291935 3060.22 3205.93 3359.59 3519.01 3630.23 3730.I 1 7/Ol/00 272531 2826.79 2933.95 3075.52 3221.96 3376.39 3536.61 3648.38 3748.76 GRADE 033 183A ASSISTANT GENERAL MGR--WU 145A ASSOCIATE CITY ENGINEER 085 CHIEF ACCOUNTANT 513 VALUATION & ASSESSMENT ENGINEER (Appointed prior tol/1/90) 1/02/99 2707.06 2796.95 2915.11 3055.46 3201.26 3355.81 3515.28 3625.43 3727.08 7/03/99 2720.60 2810.93 2929.69 3070.74 3217.27 3372.59 3532.86 3643.56 3745.72 1/Ol/00 2788.62 2881.20 3002.93 3147.51 3297.70 3456.90 3621.18 3734.65 383936 7/Ol/00 2802.56 2895.61 3017.94 3163.25 3314.19 3474.18 3639.29 375332 3858.56 � GRADE 034 232C ATTORNEY VIII 1/02/99 2783.84 2888.36 2998.66 314331 3293.60 3450.59 361639 372936 383633 7/03/99 2797.76 2902.80 3013.65 3159.03 3310.07 3467,84 3634.47 3748.01 3855.51 2/01100 2867.70 2975.37 3088.99 3238.01 3392.82 3554.54 3'725.33 3841.71 3951.90 7/Ql/00 2882.04 2990.25 3 t04.43 3254.20 34Q9.'78 357231 3743.96 3860.92 3971.66 GRADE 035 737 DEPUTY CITY ATTORNEY 1/02/99 2863.94 2971.84 3085.51 3234.62 3387.12 3549.70 3720.06 3838.57 3945.84 7/03/99 2878.26 2986.70 3100.94 3250.79 3404.06 3567.45 3738.66 3857.76 3965.57 1/01/00 2950.22 306137 3178.46 3332.06 3489.16 3656.64 3832.13 3954.20 4064.71 7/Ol/00 2964.97 3076.68 319435 3348.72 3506.61 3674.92 3851.29 3973.97 4085.03 � 99-y85 -�- C:� 1 ! 042 DIILECTOR OF MEDICAL SERVICES (Appointed prior to 1/1/90) 1/02/99 3204.61 3327.02 3455.10 3620.88 3744.56 397935 4170.78 4301.45 4423.43 7/03/99 3220.63 3343.66 347238 3638.98 3813.53 3999.25 4191.63 4322.96 4445.55 1/Ol/00 3301.15 3427.25 3559.19 3729.95 3908.87 4099.23 4296.42 4431.03 4556.69 7/Ol/00 3317.66 3444.39 3576.99 3748.60 3928.41 4119.73 4317.90 4453.19 4579.47 � � � • -A10- Council File # �q -y,g � ��s'1� Preserned Referred To Green Sheet # 63935 Committee Date RESOLVEA, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1,1994 through December 31, 2000 Collective Bazgaining Agreement between the City of Saint Paul and the St. Paul Supervisors Organization. Requested by Department o£ Ben Blakey Bostrom Coleman x�;s Reiter Adopted by Counci - te Adoption C fieerfi d 6y Council BY: /`�`�'i/ �... Approved by May� Date RESOLUTION OF SAINT PAUL, MINNESOTA u Office of Labor Relations By: C��—y� vv�. 'xx—"- Form App ved by Attomey sY� ��1�- � � �, )�c Approv y ayor for Subm� sio to ouncil By: /p�i By: C��l ! ��z�ii .� °t`t - �lb'S ATTAC�IlVIENT TO THE GREEN SHEET Saint Paul Supervisory Organizarion Below is a summary of the changes in the Collective Bazgaining Agreement between the City and the Saint Paul Supervisory Organizafion. The new contract is for the period of January i, 1999 through December 31, 2000. Wages: 1999: 2.5% (Splits*: Ol/2/99 2.0%; 07/3/99 0.5%) 2000: 3.0% (Splits: Ol/1/2000 2.5%; 07/1/2000 0.5%) *Wage implementation dates Health Insurance: 1998: Single $193.25permonth Family $330.01 per month 1999: Single $211.61 per month Family $348.37 per month The single contribution is equivalent to full single coverage. Elimination of Administrative Fee: The Saint Paul Fire Supervisory Association and the City agreed to eliminate the administrative fee of $0.50 per month. Increase in Safety Shoe allowance: An additional twenty (20) dollars per yeaz was added towazd the cost of safety shoes. Attachment to the Green Sheet The Saint Paul Supervisory Orgatrization Page 2 Costs: 1999 Wages $178,425.98 Health Insurance Additional Safety Shoes Elimination of Adm Fee Total: $ $36,359.16 $1040.00 663.72 $216,488.86 Language Changes (summary) 2000 $214,111.18 $26,438.40 $240,549.58 �l`t -`1�'S The contract includes other changes to contract language which are housekeeping in nature. � DEYARTMENT/OFFICFJCOUNCLI.: DATE IlVTl'LATED GREEN SHEET NO.: 6393 I.ABOR RELATIONS June 1, 1999 c�9—I.�S CONTAGTPERSON&PHONE: q WI77qupp� p�pLpp� JLTLIE KRAUS 266-6513 ASSIGN 1 DEPARTMENf DIIt 4 C1TY CAUNCII., NUMBER 2CITYATfORNEY L� � CITYCLERK MI7ST BE ON COUNCII, AGENDA BY (DATE) �R BUDC'Ef DIl2' — F[N. & MGT. SERVICE DIl2. ROUTING 3 MAYOR (OR ASST.) �� q o�� TOTAL # OF SIGNATURE PAGFS 1 (Q.IP ALL LOCATIONS FOR SIGNATORE) " acr►oN �QvESrEn: This resolution approves the attached 7anuazy 1,1999 tluough December 31, 2000 Collective Bargaining Agreement between the City of Saint Paul and the St. Paui Supervisors Organization. RECOMIdIIdDATTONS: Approve (A) or Reject (R) PERSONAI. SERVICE CON112ACI'S MUST ATVSWER THE FOLLOWING � QUE5110NS: PLANNING COM��IISSION CIVII. SERV[CE COA4vIISSION 1. Has this pecson/firm ever worked imder a conusct for this depaztrnent? _CIB COM�'n'1TEE Yes No STAFF 2. Has this persodfmn ever been a ciry empioyee? _DISTRICT COLRtT Yes No . SUPPORI'S Wf➢CH COLiNCIL OBJECTIVE? 3. Does this pecsodfum possess a skitl not nortnatly possessed by any current city employce? Yes No Ezplain all yes aoswers on separate sheet aod attac6 to green shcet INiTIA1'ING PROBLEM, ISSUE, OPPOR7'IJNITY (Who, Whay When, Where, Why): r' ' nnvnrrrncES � nrrxoven: An Agreement in place through December 31, 2000. � s> DISADVANTAGES IF APPROVED: ' DISADVANTAGE5IFNOTAPPROVED: TOTAL AMOIJNT OF TRANSACTION: COSTlREVENUE BUDGETED: FUNDING SOURCE: ACfMTY NUhiBER: , ' FIlVANCIAL INFORMATION: (EXPLAIN) /� '2g`� �6»°C':nYe�b! � y'si2i V�A�E...s�e i..�..^�Cisf3t� v:s,�s�s- ,1$�� Q 1 a�� _ - � � , =: jq ��85 : �,��,�- _ - - � _ � � -_ �� ° � � 1499 200(k - _ � _- - .. � - `_COIzI:ECTIV� BARGAI�NIN� A�REEMENT, _ " ' r_. - . . _ _ _ _ ' ^ � � ' - - _ _ . ' -- _ , ` _- . _ _ _ ' ' , > " _ . ..-= " _. .._ � �',:. , � . ^.. ' >. :-.' - � behveea . � , " � _ - -, _ � � � " �. .. y : ,: � ,. � -. - � " � � : f - � � - _. ` THE CI�`Y O� SAINT FAU� -'. _ � � and'� , �� , ; `r x � _ ,- ' ' - k ' SAINT PAUI.� �IFP�RV��O�tS' 4I�GAI�IZ��IO�I t _ 4 _ � �^ �F i_ 5 S .. \ i � : .5 � ? - ' . . .� :. , . '� - . . : � 9 - - _. ., . �. � _ , .. „ , , .,r . __ . .. _ _ _ . -'- � . ... CITY OF ST. PAUL COUNCIL FILE NO. �L� -�� FINAL ORDER 0 R 1 G I N A t B � - File I�o._SE ELOW Voting Wazd_ ,2 ��.��ed - - s�.,�,� � � �q�,�, In the Matter of sidewalk reconstrucrion at the following locafions: 1. �/�.717� f.^ L' S! Z 17 t L' � S99030 - -� 599031 - Both sides Dayton Ave. from N. Csriggs St. to N. Dunlap St. Both sides Englewood Ave. from N. Lexington Pkwy. to N. O�ord St. Both sides N. Griggs St. from Selby Ave. to Dayton Ave. � �� e-a - �o (�:� �{� �R�`t �-. � s � G...--� �� . � 599032 - North side Portland Ave. from N. O�'qrd St. to N. Chatsworth� L °-��^-� St. / �.+..-�.. �-3 l`�`�9 L `�� 599033 - Both sides Sherburne Ave. from N. Chatsworth St. to N. Milton � Sx WARD 2 599034 - S99035 - ,�599036 - 599037 - Both sides Erie St. from Michigan St. to Superior St. South side Michigan St. from Webster St. to W, to Dead-End. �� South side Portland Ave. from N. Oxford St. to N. Chatsworth ��,,��9� st. � �, $otksitks Superior St. from Erie St. to Duke St. So�.��s:ae� � �. K • g9-y85 INDEX ARTICLE 'I'ITLE PAGE Preamble ..................................................1 iRecognition ................................................2 2 Savings Clause ..............................................2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4 Check Off ..................................................3 5 Work Schedules .............................................3 6 Seniority ...................................................5 7 Non-Discrimination ..........................................6 8 Discipline ..................................................6 9 LegalServices ..............................................7 10 Grievance Procedure .........................................7 11 Wages ....................................................11 12 Leavesof Absence ..........................................11 13 Insurance .................................................11 . 14 Vacation ..................................................15 15 Holidays ..................................................16 16 Severance Pay .............................................16 17 Sick Leave ................................................17 18 Mileage ..................................................18 19 Safety Shoes ...............................................20 20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Appendix ............................................. Al . � C � J PREAMBLE yy-yss This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either the "Employer" or the "City," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization; ' for the putpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the City. This Agzeement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Organization of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the rights andlor duties of the Employer, the Organizarion, or the empioyees as established under the provisions of the Public Employee Labor , Relations Act of 1984, as amended. • -1- � �� 9 I � � ARTICLE 1 - RECOGNITION 1.1 T1ie Employer recognizes the Saint Paul Supervisors' Organization as the exclusive representafive for the Wfrite Collaz Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, on December 11, 1973, in BMS Case No. 74PR-207A and as revised by Unit Clarification proceedings in BMS Case Nos. 74PR-414-A. and 78-PR-500-A dated April 16, 1977 and December 7, 1977, respectively. 12 New classifications which aze within the scape and definition of the Organization's certification as stated in Article 1.1 above shall be recognized as part of this bazgaining unit. Bisputes which may arise between the Employer and the Organization over the inclusion or exclusion of any job classifications may be refeaed by either Party to the Commissioner, Bureau of Mediation Services, State of Minnesota, for detemunation in accordance with applicable statutory provisions. Detemvnation by the Commissioner shall be subject to such review and determination as is provided by statute and such rules and regulations as aze promulgated thereunder. ARTICLE 2 - SAVINGS CLAUSE . 2.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any provision of this Agreement sha11 be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in full force and effect. ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority wluch the Employer has not officially abridged, delegated, or madified by this Agreement aze retained by the Employer. i 3.2 The employer is not required to meet and negotiate on matters of inherent marurgerial policy, which include, but which aze not limited to, such azeas of discretion or policy as the functions and programs of the Employer, its overali budget, utilization of technology, and organizational structure and selection and d'uection and number of personnel. -2- f ARTICLE 4 - CHECK OFF 4.1 The Emptoyer shail deduct tize Organi7ation's membership initiation fee assessments and • monthly dues from the pay of those employees who iadividvaity request in writing that such deductions be made. The amounts Yo be deducted shall be certified to the Employer by a representative of the Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 4.2 Any present or future employee who is not an Organization member may be required to contribute a fair shate fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall deduet said fee from the eamings of the empIoyee and transmit the same to the Organization. In no instance shall the fair share fee exceed eighty-five percent (85%) ofthe Organization's regulaz membership dues. It is aiso understood that in the event the Employer shalt make an improper fair share deduction from the eamiugs of the employee, the Organization shall be obligated to make the Employer whole where the Employer has reimbursed such employee for auy amount improperly withhe]d. 43 The Employer shall notify the Organization's President, in writing, of the names and job classifications of employees coming within the estabiished scope and definition of the Organization's bazgaining unit through new employment or by promotion. 4.4 T'he Organization shall indemnify and hold the Employer harmless against any and all • claims, suits, orders or judgments brought or issued against the EmpIoyer as a result of any action taken or not taken by the Employer under the provisions of tIus articIe. ARTICLE 5 - WORK SCHEDULES 5.1 All bazgaining unit employees are exempt from the overtitne pay provisions of the federal Fair Labor Standards Act and similat state legislation as executive or administrative employees and are salaried employees of the City who are not compensated on an hourly basis. The provisions of Section 28H (Overtime Compensation) of the Saint Paint Civil Service Commission Rules shall not apply to employees in ttus bargaining unit. -3- � � 99-42?5 5.2 The normal work schedule for full-time employees covered by this Agreement shall • consist of a minimum of eighty (80) hours within each biweekly payroll period. An empioyee is generally expected to be working during the normal business hours established by the Employer for the emgloyee's work group, subject to the leave provisions of this Agreement, applicable Civii Service Rules and applicable state and federal statutes. Due to the nature of their work, however, the job duties of persons in this bargaining unit may require the employees to work irregulaz hours, and work on holidays and weekends. Such work requirements are considered an integal part of the job. Therefore, maintaining consistent starting and quitting times and scheduling specific numbers of hours worked in any day or week may be impossible. Where their assigned duties and responsibilities petmit, however, and where their Department Head or Supervisor approves, hazgaining unit employees may exercise reasonahle and prudent discretion in scheduling or varying the times at wlvch their work is performed. 53 Employees who work more than eighty (80) hours in a two-week payroll period may be granted compensatory time with the approval of their department head or his/her designee. 5.4 Compensatory time off shall be scheduled and approved in advance. Employees and their supervisors shall diligently work together to schedule compensatory time off so that employees may make maximum use of their accrued compensatory time without unreasonably disrupting the business of the Employer. Altematively, the Employer may • pay cash in lieu of time off for some or all of an employee's accrued compensatory time at the sole discretion of the employee's Department Head subject to the DepamnenYs budgetary considerations and, if necessary, approval of the City's Budget Director. If made, such payment shail be based upon the pro rated portion of the employee's salary in effect at the time of such payment with regard to such hours liquidated by cash payment. 5.5 On occasion, the Employer may request that an employee temporarily assume responsibility for a special project or other job duties that represent a substantial addition to the duties and responsibilities generally associated with the employee's position. If the employee accepts the assignment, helshe may receive such additional compensation as may be deternuned by the employee's Department Head and the CiTy's Budget D'uector or work schedule adjustxnents (compensatory time) as may be approve,d by the employee's Depaztment Head both of which may be granted in the Employer's sole discretion. • -4- 5.6 For employees who wish to share a position, the Employer will attempt to provide . options for implementing a sharing arrangement Such an amangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who shaze a posiUon shati be pro-rated based upon tfie percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 13 of this Agreement. In the event that one of the employees participating in the shazed position is terminated or terminates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, after ten (10) days, such vacancy cannot be fiiled, the EmpIoyer shail have the option of increasing the remaining employee's work hours. 5.7 Article 5.6 shall not be subject to the provisions of Article 10 (Grievance Procedure) of this Agreement. ARTICLE 6 - SENIORITY 61 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous, regular and probationary service with the Employer from the date an employee was first certified and appointed to a class tifle covered by this Agreement, it being further undersTOOd that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class tide on the same date, the seniority shall be determined by the employee's rank on the eligible • list from which the certification was made. 6.2 Seniority shail terminate when an employee retires, resigns, or is dischazged. 63 In the event it is deternuned by the Employer that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse Iength of seniority as defined above. The Office of Human Resources wiIl identify such least senior employee in the title in wl�ich there is to be a lay-off in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in that title in any other City department, the Office of Human Resources sha[1 place the affected employee in such vacancy. If two er more vacant positions aze available, the Office of Human Resources shall decide which vacant position the affected employee shall fill. If no vacancy exists in such tifle, then the least senior employee in the City in such title shall be identified, and if the employee affected by the original departmentat reduction is more senior, he/she shatl have the right to claim that position and the Ieast senior employee in the City, in that tide, shail be laid off. For the purpose of this article, the Board of Education is not considered a City departmeni nor is a Board of Fducation empioyee considered a city employee. r� L -5- ,,, � 6.4 If the employee to be laid off as a result of Article 6.3 above is in a title in a promotional • series and has held lower titles in the series in this or any other bazgaining unit, such employee will be offered a reduction to the lughest of these tittes within the departmeat to which classification seniority as defined in Article 6.1 above would keep them from being laid off. This Article 6.4 shall not be effective until and unless the St. Paul Professional Bmployees Association, AFSCME Clerical Loca12508, and AFSCME Technicai Local 1842 collective bargaining agreements have coaesponding language. Until such corresponding language is included in such bargaining agreements, the provisions of tlus Articie 6.4 shall be applicable only to the extent that such reductions may be offered only to previously held lower titles within the department in the series which are in this bazgaining unit. 6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall e�cpire after two yeazs of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 6.6 To the eattent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. ARTICLE 7 - NON-DISCRIMINATION • 7.1 The provisions of this Agreement shall be applied equally by the Employer and the Organization to all employees covered by this Agreement in accordance with applicable city, state and federal law. ARTICLE 8 - DISCIPLINE 8.1 The Empioyer will discipline employees for just cause only. Discipline may be in any of the forms listed below. Oral reprimand; Written reprimand; Suspension Reduction; Dischazge; 8.2 All disciplinary actions, except oral reprimands, will be in written form. 83 Employees and the Organization will receive copies of written reprimands and notices of suspension, dischazge and reductions. • -6- 8.4 Employees may examine all informarion in their Employer personnel files. Files may be examined at reasonable times. � 8.5 An employee to be questioned conceming an investigation of disciplinary action shall have the right to have an Organization representative be present during such interview. ARTICLE 9 - LEGAL SERVICES 9.1 Except in cases of malfeasance in office or wi12fu1 or waaton neglect of duty, Emgloyer shall defend, hold harmless and ittdemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an atieged act or omission occurring in the performance and scope of employee's cluties. 9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal service fee or for providing auy legal service arising from any legal action where the employee is the Plaintiff. 9.3 Each employee, afrer receiving nofice of (1) a claim, demand, action, swt or proceeding against him or her, or (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the City Attomey, in writing, of such notice as soon as possible and practical after receiving the notice but in no event later than three (3) � business days after receipt thereof. ARTICLE 10 - GRIEVANCE PROCEDURE 10.1 A grievance is defined as a dispute or disageement as to the interpretation or application of the specific terms and condi6ons of this Agreement. The grocedure established by this Article shatl be the sole and exclusive procedvre for the processing of grievances azising from this Agreement or arising from terms and conditions of employment in the City of St. Paul Civil Service Rules and Salary Plan and Rates of Compensation. 10.2 The Employer will recognize representatives designated by the Organization as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The Organi�ation shall natify tbe Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer sha11 notify the Organization in writing as to its designated representatives. -7- • 9 I r � �� 103 It is recognized and accepted by the Organization and the Employer 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 normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an Organization representative shall be allowed a reasonable amount of time without loss of pay whea a grievance is investigated and presented to fhe Bmployer during normal working hours provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and wauld not be detrimental to the work program of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 10.4 Grievances, as defined by Paragraph 10.1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendaz days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting • forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by the Organization within fifteen (15) calendaz days after the Employer- designated representative's fmal answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the Organization the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Organization within ten (10} calendaz days shall be considered waived. �� -g- Step 3. If appealed, the written grievance shail be presented by the Organization and discussed with the Employer-designated Step 3 representative. The � Employer-designated representative shall give the Organization the employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resoived in Step 3 may be appeated to Step 4 within ten (10) calendar days foilowing the Employer-designated representative's final answer in Step 3. Any grievance not appeaied in writing to Step 4 by the Organization within ten (10) calendar days shall be considered waived. Optional Mediation Step If the grievance has not been sarisfactorily resolved at Step 3, either the Organization or the Employer may, within ten (10) calendar days, request mediation. If the parties agree that the grievanee is suitable for mediation, the Parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Cmevance mediation is an optional and voluntary part of the grievance resolnrion process. It is a supplement to, not a substitute for, grievance azbitrarion. When grievattce mediation is invoked, the contractual time limit for • moving the grievance to azbitration shall be delayed for the period of inediation. 3. The grievance mediation process shall be informai. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support ttieir case. The mediator may meet with Yhe paziies in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in tlus case. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the out-come. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequenfly moved to azbitration, such proceeding shatl be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions conceming resolution or offers of settlement may be used or referred to during azbitration. � �2 g y-y8s � Step 4. If the grievance remains unresolved, the Organization may within fourteen � (14) work days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The parties may mutually agree upon an azbitrator to hear and decide the dispute. If, however, the parties aze unable to so agree, either of them may request the Bureau of Mediation Services, State of Minnesota, to provide a list of nine (9) qualified azbihators from the mster maintained for such purposes by the Bureau. The Employer and the Organization shali alternately strike names from the list until only one name remains; that of the selected Arbitratot. Unless the parties agree to the contrary, the par[y who strikes the first name from the list shall be determined by the flip of a coin. 10.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Organization provided that each pariy shall be responsible for compensating its own representatives and witnesses. 10.6 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, prior to the hearing, both parties request a verbatim record of the proceedings the cost shall be shared equally. 10.7 If a grievance is not presented within the time limits set forth above, it shali be considered "waived." If a grievance is not appealed to the next step within the specified time lunit or � any agreed ea�tension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Organization may elect to take the grievance to the next step. The time limit in each step may be eattended by mutual written agreement of the Employer and the Organization. 10.8 A grievance may be initiated by the Organization using either the grievance procedure of this Agreement or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determin-ed by this grievance procedure it shall not again be submitted for azbitration under the Civil Service Rules. If an issue is detemvned by the provisions of the Civil Service Rules it shall not again be submitted for azbitra#ion nnder this grievance procedure. • -10- ARTICLE 11 - WAGES 11.1 The wage schedule for the purposes of this Agreement is set forth in Appendix A, which � is made a part of this Agreement as if more fully set forth herein. 11.2 The satary rates shown in Appendix A reflect the following: Effecrive January 2,1999 2.0% increase in all salary rates Effeciive July 3, 1999 0.5°fo increase in all salary rates Effective 7anuary 1, 2000 2.5% increase in ali salary rates Effective JuIy 1, 2000 0.5% increase in aIl saiary rates ARTICLE 22 = LEAVES OF ABSENCE 12.1 Employees may request paid or unpaid leaves of absence in accordance with the applicable provisions of state and federal law or regulation and Saint Paul Civit Service Rules. 12.2 In addition to such teaves of absence as may be ganted pursuant to law, regulation or civil service rule, employees may be granted personal leaves of absence without pay or benefits where the Employer's operation will not be unreasonably disrupted as a resuIt. Personal leaves of absence shall noi exceed twelve (] 2) months in duration and shall be � granted in the Employer's sole discretion which shali not be subject to review under the grievance/arbitration provisions oftius Agreement. ARTICLE 13 - INSURANCE 13.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be soIeIy controlted by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. -11- • 99 -485 � � Active Employee Insurance 13.2 Effective January 1, 1949 and for the remaining term of this Agreement, the Employer will contribute an amount equal to the actual cost of the single health insurance premium. Effective January 1, 1999, the Employer will contribute $330.01 towazd the cost of the family health insurance. Effective 3anuary 1, 2000, ihe Bmployer will contribute the 1999 rate, plus the amount of any January 1, 2000 increase in premiums for single coverage, toward the cost of the family health insurance premium. �J 13.3 For each eligible employee who has elected health insurance coverage, the Employer agrees, effective the first payroll geriod of 1998, to provide life insurance in an amount equal to the employee's annual salary, or $50,000, whichever is greater. Employees who waive participation in the health insurance plan shall not be eligible for life insurance benefits nor shall they be eligible to participate in any optional insurance coverages or flexibie spending accounts. Retiree Insurance 13.4 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 13.5 through 13.8 below, toward a health insurance plan offered by the Employer: 13.4(1) Be receiving benefits from a Public Employee Retirement Act at the time of retirement; and 13.4(2) Have severed hislher relationship with the City for reasons other than misconduct; and 13.4(3) Employment with Independent School District #625 will not be counted towazd the service requirement for employees hired after October�l, 1997 towazd the yeazs of service for retiree health eligibility. . Early Retirees 13.5 This Section applies to employees who: 13.5(1) 13.5(2) 13.5(3) 13.5(4) 13.5(5) 13.5(6) Retire on or after January 1, 1996, and Have completed 20 years Full-time with the City , and Were appointed before January I, 1990, and Have not attained age 65 at retirement, and Meet the terms set forth in Section 13.4 above, and Select a health insurance plan offered by the Employer. -12- Until such employees reach siaty-five (65) yeazs of age, the Employer will contribute a maximum of $350.00 per month towazd tfie cost of single or family health insurance . coverage. Any unused portion shall not be paid to the retiree. In addirion, the Employer will provide group term life insurance coverage in the amount of $5,000.00 until the retiree attains the age of 65. I�� When such early retiree attains age 65, Yhe provisions of Section 13.7 shail apply. This Sectioa shall apply to employees who: Retire on or after January 1, I996, and have comp2eted 20 years Full-time with the City, and Were appointed on or after January 1, 1990, and Have not attained age 65 at retirement, and 13.6(I} Meet the conditions of Section 13.4 above, and Select a health insurance pian offered by the Employer. 13.6(2) 13.6(3) 13.6(4) 13.6(5) Until such employees reach sixty-five (65) years of age, the Employer will contribute a masimum 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. In addition, the Employer will provide group term life insurance in the amount of $5,000.00 until the retiree attains the age of 65. When such eazly retiree attains age 65, the provisions of Section 13.8 shail apply. Regular Rerirees (Age 65 and over) 13.7 This Section shall app]y to Full-time employees who: 13.7(t) 13.7(2) I3.7(3} 13.7(4) 13.7(5) 13.7(6) Retire on or after 7anuary 1, 1996, and Were appointed prior to January 1,1990, and Have completed 20 years Fuli-time with the City, and Have attained age 65 at retirement, and Meet the conditions of Section 13.4 above, and Select a health insurance plan offered by the Employer. The Employer will contribute up to a�Y�*num of $550.00 per month toward the cost of single or family health ir,c„ra.,ce coverage. Any unused portion shali not be paid to the retiree. No life insurance coverage will be pmvided. • • -13- 99- 485 • 13.8 T1us Section shall apply to Full-time employees who: 13.8(1) 13.8(2) 13.8(3) 13.8(4) 13.8(5) 13.8(6) Retire on or after January 1,1946, and Were appointed on or after January 1, 1990, and Have completed 20 years Full-time with the City, and Have attained age 65 at retirement, and Meet the conditions of Section 13.4 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to 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. No life insurance coverage will be provided. Survivor Insurance 13.9 The surviving spouse of an employee carrying family covetage at the time of his/her death due to a job connected injury or illness which was detemuned to have arisen out of and in the course of his/her employment under worker's compensation law shall continue to be eligible for city contribution in the same proportions as is provided for retired empioyees. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the • retiree shall have the option, within thirry (30) days, to continue the current hospitalization and medicai benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. It is fiuther understood that coverage shall cease in the event of: � 13.9(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 139(2) The employment of the surviving spouse of dependent where health insurance is obtained through a group progrun 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. 13.10 A retiree may not carry Ivslfier spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 13.11 The contributions indicated in this Article shall be paid to the Employer's third party admurisuator. �C� 13.12 Employees covered by flus Ageement shall be eligible to participate in the Fle�cible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the employee. 13.13 Employees covered by this Agreement shatl 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. ARTICLE 14 - VACATION 14.1 In each calendar yeaz, each full-time employee shall be granted vacation according to the foliowing scHedule: Years of Service Less than $ years After 8 years thru I S years After 15 years and thereafter Vacation Granted 15 days 20 days 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 14.2 T'he Employee's Department Head may permit an empioyee to cazry over into the foliowing year up to $fteen days' vacation. 143 The time of vacaflon shall be approved by the empioyee's Department Head. If an employee has been granted more vacation than he has earaed up to the time of his sepazation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is sepazated from the service by reason of resignation, he shatl be granted such vacation pay as he may have eazned and not used up to the time of such sepazation, provided that he has notified the department head in writing at least fifteen calendaz days prior to the date of 3ris resignation. If an employee is sepazated from the service by reason of discharge, retirement or death, he shall be grauted such vacation pay as he may have eamed and not used ap to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacafion at the rate of one-half day's vacadon for eacfi day of sick leave credit. No employee may coavert more than ten (10) days of sick leave in each calendar year under this provision. 14.5 In addition to the provisions of the above Article 14.4 of this Ageement, an employee, with the approval of the eznployee's department head, may convert another ten (10) days of accumulated sick leave credit in excess of one hundred eighty (180) days to vacafion at a rate of one-half (1/2) day of vacation for one (1) day of sick leave credit. -15- • • • 99-5185 � ARTICLE 15 - HOLIDAYS � 15.1 The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents Day Memorial Day Independence Day Labor Day Day After Thanksgiving Veterans' Bay Thanksgiving Day Chrishnas Day Two floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shali fall on Sunday, the succeeding Monday shall be observed as the holiday. However, for those employees assigned to a work week which includes a Saturday or Sunday, the holiday shall be observed on its calendaz date. 15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the contract yeaz, subject to the approval of the employee's Department Head. � 153 ln order to be eligible for a holiday with pay, an employee's name must appeaz on the payroll the last working day before the holiday and the first working day after the holiday. It is fiuther understood that neither temporary nor other employees not heretofore eligible shali receive holiday pay. ARTICLE 16 - SEVERANCE PAY fC.�l The Employer shali provide a severance pay program as set forth in this Article. To be eligihle for the severance pay program, an employee must meet the following requirements: . 16.2 16.2(1) The employee must be voluntarily sepazated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay prograzn. • -16- 16.2(2) The employee must have at least fifteen (15) years of consecutive service in the classified or unclassified Service of the City at tfie time of � sepazation. For purposes of this Article employment with the Independent School District #625 will not be counted towazd the service requirement for employees hired after October 1, 1997 toward the yeazs of service for severance eligibility. 16.2(3) The employee must file a waiver of re-employment with the D'uector of Human Resources, w}uch will clearly indicate ti�at by requesting severance • pay, the employee waives all rights to claim reinstatement or re-employment (of any type), with the City. 16.2(4} The empIoyee must have accumulated a minimum of eighty (80) days of sick leave credits at the time of }ris separation &om service. 16.9 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 sepazation for each day of accrued sick leave. 16.4 The maximum amounY of money that any employee may obtain through this severance pay program is $10,000.00. 16.5 Upon the death of an employee who meets all of the requirements set forth above, at the • time of his/her death, payment of the severance pay allowed under these provisions shail be made to the employee's estate or spouse. I 6.6 Payment of severance pay shall be made in accordance with the provisions of City Ordinance No. 16303. ARTICLE 17 - SICK LEAVE 17.1 Employees shall accumulate sick leave credits at the rate of fifteen (15) days per year. The use of sick Ieave shall be governed by the agpticable niles of the Saint PauT Civil Service Commission which were in effect at the time this Agreement was made and any applicable state or federal statute in effect at the time the sick leave is used. C� -17- 95-y85 " 17.2 In the case of a serious illness or disability of an employee's ctuld, parent or household � member, the head of the deparnnent shall grant leave with pay in order for the employee to care for or make azrangements for the care of such sick or disabled persons. Such paid leave shali be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be without limitation where used for the purpose of attending to an employee's sick child and otherwise subject to the Employer's proper administration of the use of such benefits under the Federal Family and Medical Leave Act. 173 Depar�ent Heads or the Human Resowces D'uector may require a physician's certificate at any time during an employee's use of sick leave for the purposes stated in 17.2 above. All such certificates shall be fonvarded by the appointing officer to the Human Resources Office. If an employee is absent for the reasons set forth in Article 17.2 above for three or fewer calendar days he/she shall submit to the Department Head a certificate signed by the empioyee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be conrinued 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 Department Head and forwazded to the Human Resources Office. 17.4 No sick leave shall be granted for the above reasons unless the empioyee reports to his/her Department Head the necessity for the absence as soon as possible and practical • after the employee's expected time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was for good cause. 17.5 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. 17.6 Any employee who has accutnulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of such leave to attend the funeral of the employee's grandpazent or grandchild. ARTICLE 18 - MILEAGE 18.1 Automobile Reimbnrsement Anthorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reunbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions aze adopted. 18.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorizarion from their Department Head. . -18- Type 1. If an employee is required to use his/her own automobile OCCASION- AL,LY during employment, the employee shall be reimbursed at the rate of � $4.00 per day for each day the employee's vehicle is actualty used in performing the duties of the employee's position. In addition, the employee shall be �ia�bursed $.20 per mile for each mile actualty driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's vse but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. Type 2. If an employ� is required to use lus/her own automobile REGULARLY during employment, the employee shalI be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or desiguated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbvrsed at the rate of $.2Q • per mile driven and shall not be eligible for any per diem. 18.3 The City will provide pazking at the Civic Center Pazking 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 pazking will be provided only for the days the employee is required to have his or her own personal car available. 18.4 The Mayor shall adopt rules and regulations goveraing the procedures for automobile reimbursement, which regulations and rules shatl contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the aumber of days worked aad the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000!$300,000 for personal iajury, and $25,000 for property damage, or liability insurance ia amounts not less than $300,000 single limit coverage, with fhe City of Saint Paul named as an additional insured. Such rules and regaiations, together with any amendments thereto, shall be maintained on file with the city clerk. • -19- 99-y85 � ARTICLE 19 - SAFETY SHOES 19.1 For those employees required, by the Employer, to weaz safety shoes or boots, the Employer agrees to contribute $50.00 per yeaz towazd the purchase of one pair of such shoes or boots per calendar yeaz. Beginniug January 1, 1999, the employee may accrue up to $150.00 for the purchase of safery shoes or boots. ARTICLE 20 - DURATION AND EFFECTIVE DATE 201 This Agreement is the complete Agreement between the Organization and the Employer. During the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the Employer and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject ar matter referred to ar covered in this Agreement. 20.2 This Agreement shall be effecfive on the date it is executed by the parties and shall • continue in full force and effect through December 31, 2000 and thereafter untii modified or amended by mutual agreement of the parties. Either pariy desiring to amend, or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1984, as amended. CITY OF SAINT PAUL �"�7-�1/� rv-� �� J�eid Directar of Financial Services ��t-�R Date C� SAINT PAUL SUPERVISORS' ORGANIZATION � He ga Kessler President � ��_ Date -20- � TITLES AND SALARIES ;: � i�5 436A EQUIPMENT SERVICES MANAGER (Appointed on/after 1/1/90) A B C D E F G Start 6mo. 1-yr. 2-yr. 3-yr. 4-yr. 5-yr. 10-yr. IS-yr. �1) �Z) �3) �4) �5) �6) ��) �g) �9) 1/02/99 1400.27 145239 1504.85 1572.76 1645.05 1720.83 1799.78 1852.26 1902.62 7/03/99 1407.27 1459.65 1512.37 1580.62 1653.28 1729.43 1808.78 1861.52 1912.13 1/Ol/00 1442.45 1496.14 I 550.18 1620.I4 1694.61 1772.67 1854.00 1908.06 1959.93 7/O l/00 1449.66 1503.62 155 7.93 1628.24 1703.08 1781.53 1863.27 1917.60 1969.73 GRADE O10 371 A BUILD SUPERINTEI3DENT 606A IMPOUND LOT SUPERVISOR 260A OFFICE MANAGER 316A STOREROOM MANAGER • 1/02/49 1440.27 149036 1543.72 1615.08 1689.61 1767.60 1847.65 1904.81 1957.21 7/03/99 1447.47 1497.81 1551.44 1623.16 1698.06 1776.44 1856.89 191433 1967.00 1/Ol/00 1483.66 1535.26 1590.23 1663.74 1740.51 1820.85 190331 1962.19 2016.18 7/Ol/00 1491.08 1542.94 1598.18 1672.06 1749.21 1829.95 1912.83 1972.00 2�26.26 GRADE Ol l 396A GOLF PRO/MANAGER 568 SUPERVISING DENTAL HYGIENIST 1/02/99 1478.04 1532.65 1588.18 1660.68 1736.27 1817.82 1900.06 1953.93 2011.70 7J03/99 1485.43 154031 I596.12 16b8.98 1744.95 1826.91 1909.561963.70 2021.76 1/Ol/00 1522.57 1578.82 1636.02 1710.70 1788.57 1872.58 195730 2012.79 207230 7/Ol/00 1530.18 1586.71 1644.20 1719.25 1797.51 1881.94 1967.09 2022.85 2082.66 99-Y85 . - Al - GRADE 012 205A ASSISTANT CITY CLERK A B C D E F G 10-yr. I S-yr. � � � � � �� ) �g) � 1/OZ/99 1519.28 1573.86 1631.61 1705.17 1784.20 1866.60195231 2014.04 2067.64 7/03/99 1526.88 158t.73 1639.77 2713.7Q 1793.12 1875.93 1962.072024.21 2077.98 1/Ol/00 1565.05 1621.27 1680.76 1756.54 1837.95 1922.83 2011.12 2074.71 2129.93 7/Ol/00 1572.88 162938 1689.16 1765321847.14 1932.44 2021.18 2085.08 2140.58 GRADE 013 307A BUSINESS ASSIST PROGRAM SUPERVISOR 1/02l99 1560.42 1616.21 167626 175332 183211 1917.88 2009.01 2068.74 2123.54 7/03/99 1568.22 1624.29 1684.64 1762.09 1841.27 1927.47 2019.06 2079.08 2134.16 1/Ol/00 1607.43 1664.90 1726.76 1806.14 188730 1975.66 2069.54 2131.06 2187.51 7/Ol/00 1615.47 1673.22 173539 1815.17 1896.74 1985.54 20'79.89 2141.72 2198.45 GRADE 014 595A DUPLICATING SHOP MANAGER 872 LOANS SUPERVISOR 381 RECORDER OF COUNCIL PROCEEDINGS 1/02/99 1602.77 1660.68 1721.97 1800.94 1885.40 1971.22 2063.58 2125.79 2184.68 7/03/99 1610.78 I668.98 1730.58 1809.94 1894.83 1981.08 2073.90 2136.42 2195.60 1/Ol/00 1651.05 1710.70 1773.84 1855.19 1942.20 2030.61 2125.75 2189.83 2250.49 7/01/00 165931 1'719.25 1782.71 1864.47 1951.91 2040.76 213638 2200J8 2261.74 GRADE O15 259 *PUBLIC WORKS TECfINICIAN IV 757 ASSISTANT DIR OF HUNIAN RIGHTS = 622A ENGINEERING TECH SUPERVISOR-WU 428A ENGINEERING TECHTTICIAN SUPERVISOR 1/02/99 1647.291708.41 1769.84 I849.96 1936.67 2025.77 2120.50 2187.06 2247.35 7/03/99 1655.53 1716.95 1778.691859.21 1946.35 2035.90 2131.10 2198.00 2258.59 1/Ol/00 1696.92 1759.81 1823.16 1905.69 1995.01 2086.80 218438 2252.95 2315.05 7/O i/00 1705.40 1768.67 t 832.28 1915.22 2Q04.99 2Q97.23 219530 2264.21 2326.63 . . n U -AZ- � ', � � ., 245A ADMINISTRAT'IVE ASSISTANT 383A ADMINISTRATIVE ASSISTANT 674 ADMINISTRATIVE ASSISTANT 566 ARBORIST SUPERVISOR 191 EQUIPMENT SfiRVICES MAI�TAGER (Appointed prior to 1!1/90) 048A HOUSING INFORMATTON COORDINATOR 438A SAFETY COORDINATOR (Appointed on/after 1/1/90) 1/02/99 1692.90 1755.24 1818.71 190330 1991.24 2083.59 2181.62 224735 2308.71 7l03/99 170136 1764.02 1827.80 1912.82 2001.20 2094.01 2192.53 2258.59 2320.25 1/Ol/00 1743.89 1808.12 1873.50 1960.64 2051.23 214636 224734 2315.05 2378.26 7/Ol/00 1752.61 1817.16 1882.87 1970.44 2061.49 2157.09 2258.58 2326.63 2390.15 GRADE 017 . 522 * WATER QUALITY SPECIAI,IST III 822 NUTRITIONIST III 554 PUBLIC SERVICE MANAGER - WU 644 RECREATION DIRECTOR III 364 SEIVIOR PUBLIC HEALT'H NURSE 912 SUPV OF TRAFFIC MAINTENANCE A B C D E F G 10-yr. 15-yr. �i) �2) t3) �4) (5) (6) ��) �8) �9) 1/02/99 1739.58 1803.06 1869.90 1954.56 2044.75 2141.54 2241.73 2312.02 2376.67 7/03/99 1748.28 1812.08 1879.25 1964.33 2054.97 2152.25 2252.94 2323.58 2388.55 1/Ol/00 1791.99 1857.38 1926.23 2013.44 2106.34 2206.06 2309.26 2381.67 2448.26 7/Ol/00 1800.95 1866.67 1935.86 2023.51 2116.87 221�.09 2320.81 2393.58 2460.50 GRADE 018 290A CONTRACT COMPLIANCE SUPERVISOR 258A ENVIRONMENTAL HEALTH PROGRAM SUPERVISOR 444A LIBRARIAN III (Appointed after 7(7l88) 325A MEDICAL TECHNOLOGIST SUPERVISOR 196A SUPERVISOR OF INVESTIGATION--HCTM RTS 1/02/99 1787.46 1852.09 1920.12 2011.24 2103.64 2203.87 2306.25 2377.89 244038 7l03/99 1796.40 186135 1929.72 2021.30 2114.16 2214.89 2317.78 2389.78 2452.58 i101 /00 1841.31 1907.88 1977.96 2071.83 2167.01 2270.26 2375.72 2449.52 2513.89 •7(Oi/00 1850.52 1917.42 198?.85 2082.14 2177.85 2281.612387.60 2461.77 2526.46 9 9 -Y85 -A3- GRADE 019 640A PLAN REVIEW COORDINATOR A B C D E F G 10-yr. 15-yr. �1) (2) �3) �4) (5) �6) (7) �8) �9) i/02/94 1837.57 1904.43 1973.52 2065.86 2162.76 2263.96 2371.96 2441.47 2510.71 7/03/99 1846.76 1913.95 198339 20�6.19 2173.57 2275.28 2383.82 2453.68 2523.26 1/Ol/00 1892.93 1961.80 2032.97 2128.09 2227.91 2332.16 2443.42 2515.02 2586.34 7/Ol/00 190239 1971.61 2043.13 2138.73 2239.05 2343.82 2455.64 2527.60 2599.27 GRADE 020 � 601 ACCOUNTANT IV 031A BUILD DESIGN CONTRACT ADMIN 131A COMPUTER OPERATIONS SUPERVISOR 211A COMPUTER SERVICES MANAGER 588 CONSERVATORY IvIANAGER 617 FORESTRY MANAGER 448A LIBRARIAN III (Appointed on/before 7/7/88) SZIA LICENSE MANAGER 054A SAFETY COORDINATOR (Appointed prior to 1/1/90) 350A ZONING MANAGER • 1/02/99 1887.65 1957.82 2030.18 2124.80 2223.83 2328.53 2437.59 2511.82 2582.22 7/03/99 I897.09 1967.61 204033 2135.42 2234.95 2340.17 2449.78 252438 2595.13 1/Ol/00 1944.52 2016.80 2091.34 2188.81 2290.82 2398.67 2511.02 2587.49 2660.01 7/Ol/00 1954.24 2026.88 2101.80 2199.75 2302.27 2410.66 2523.58 2600.43 2673.31 GRADE 021 569 ASSESSMENTS SUPERVISOR 098 CHIEF SURVEYOR 124A HOUSING CODE 1NSPECTION SUPVR 335A RIGHT-OF-WAY ENGINEER 1/02/99 1938.97 2012.36 2085.86 2183.85 2286.24 2395.18 2505.56 2583.22 2655.78 7/03/99 1948.66 2022.42 2046.29 2194.77 2297.67 2407.16 25 t 8.09 2596.14 2669.06 1/Oi/00 199738 2072.98 2148.70 2249.64 2355.11246734 2581.04 2661.04 2735.79 7/01/00 200737 208334 2159.44 2260.89 2366.89 2479.68 2593.95 26�435 2749.47 . -A4- , t • GRADE 022 434A DENTIST (Appointed on/after 1/1/90) 877 PARKING ADMINISTRATOR 895 SUPERVISOR BUILDING DESIGN & PLAN REVIEW 621A WATER QUALTTY SUPERVISOR A B C D E F G 10-yr. 15-yr. �1) �2) �3) �4) �5) �6) �'� �g) �9) 1/02/99 1993.55 2067.07 2144.95 2245.06 2350.72 2460.94 2576.78 2656.92 2730.58 7/03/99 2003.52 2077.41 2155.67 2256.29 2362.47 2473.24 2589.66 2670.20 2744.23 1/Ol/00 2053.61 212935 2209.56 2312.70 2421.53 2535.07 2654.40 2736.96 2812.84 7/Ol/00 2063.88 2140.00 2220.61 2324.26 2433.64 2547.75 2667.67 2750.64 2826.90 GRADE 023 496 ACCOUNTANT V 287A PARKS & RECREATION MANAGER 881 SUPERVISOR OF REHABILITATION 222A ZOO DIRECTOR • 1/02/99 2050.24 2125.96 2206.09 2308.44 2416.42 2532.23 2650.29 2733.95 2809.76 7/03/99 2060.49 2136.59 2217.12 2314.98 2428.50 2544.89 2663.54 2747.62 2823.81 1/Oi/00 2112.00 2190.00 2272.55 2377.98 2489.21 2608.51 2730.13 2816.31 2894.41 7/Ol/00 2122.56 2200.45 2283.91 2389.87 2501.66 2621.55 2743.78 283039 2908.88 GRADE 024 219A *LIBRARIAN IV 228A EMPLOYMENT PROGRAMS MANAGER 217A ENVIRONMENTAL HEALTH DIRECTOR 954 HEALTH ADMINISTR.ATION MANAGER 980 INFORMATION SERVICE MANAGER-WU 180A NUTRITIOTTIST IV 446 PUBLIC HEALTH NURSING SUPERVISOR 433A CABLE COMMUNICATIONS OFFICER A B C D E F G 10-yr. 15-yr. ( ( � ( ( � (�) ( � 1/02/99 2105.89 2184.94 2266.17 2374.15 2485.42 2602.52 2727.13 2809.76 2886.67 7/03/99 2116.42 2195.86 2277.50 2386.02 2497.85 2615.53 2740.77 2823.81 2901.10 1/Ol/00 2169.33 2250.76 2334.44 2445.67 2560.30 2680.92 2809.29 2894.41 2973.63 • 7/Ol/00 2180.18 2262.01 2346.11 245'7.90 2573.10 269432 2823.34 2908.88 2988.50 99-485 -AS- � Start 6 mo. �1) �2) 1/Q2/99 2105.89 2184.94 7/03/99 2116.42 2195.86 1/Ol/00 216933 2250.76 7/01100 2180.18 2262.01 GRADE 24T 713A SYSTEMS CONSULTANT IV 1-yr � 2266.17 2277.50 2334.44 2346.11 1.5-yr (4) 2320.16 2331.76 2390.05 2402.00 4.5 -yr 5-yr. 10-yr. 15-yr. (10) (I1) (12) (13) 1/02/99 2664.83 2727.13 2809.76 2886.67 7/03/99 2678.15 2740.77 2823.81 2901.10 1/Ol/00 2745.10 2809.29 2894.41 2973.63 7/Ol/00 2758.83 282334 2908.88 2988.50 [ef'7�7oL�i►�.� 2 (5) 2374.15 2386.02 2445.67 2457.90 2.5-yr 3-yr• � �� 2429.79 2485.42 2441.94 2497.85 2502.99 256030 2515.50 2573.10 3.5-yr. 4-yr. � � 2543.97 2602.52 2556.69 2615_53 2620.61 2680.92 2633.71 269432 539 ACCOUNTING MANAGER 406 CIVIL ENGINEER IV 411 CIVIL ENGINEER IV-WU 149 DENTIST (Appointed prior to 1/1/90) 625A LIBRARY FACILITIES MANAGER 449 MtJNICIPAL GARAGE SUPERVISOR 275A REAL ESTATE MANAGER 882 SUPERVISOR OF TECfINICAL SERVICES A B C D E F G 10-yr. 15-yr. (1) �2) �3) �4) �5) �6) �'� �8) �9) 1/02/99 2164.98 2248.42 2331.86 2440.89 2554.60 2675.912802.77 2891.21 2970.42 7/03/99 2175.80 2259.66 2343.52 2453.09 256737 2689.29 2816.78 2905.67 2985.27 1101/00 2230.20 23I6.15 2402.11 2514.42 2631.55 2756.52 2887.20 297831 3059.J0 7/Ol/00 224135 2327.73 2414.12 2526.99 2644.71277030 2901.64 2993.20 3075.20 r • • � -A6- 'i � � GRADE 026 283 BUILDING AND HOUSING INSPECTION SUPERVISOR 594A DEPUTY LIEP DIRECTOR-CUSTOMER SERV. 575A POLICE RESEARCH & GRANTS MANAGER 878 PRINCIPAL DESIGNER 100A PROGRAM ADMINISTRATOR A B C D E F G 10-yr. 15-yr. (1) (Z) �3) �4) �5) �6) (� �8) (9) 1/02/99 2227.23 2309.56 2398.58 2507.84 2629.04 2753.72 2884.00 2973.69 3055.23 7/03/99 223837 2321.11 2410.57 252038 2642.19 2767.49 2898.42 2988.56 3070.51 1/Ol/00 229433 2379.14 2470.83 258339 2708.24 2836.68 2970.88 3063.27 3147.27 7/Ol/00 2305.80 2391.04 2483.18 259631 2721.78 2850.86 2985.73 3078.59 3163.01 GRADE 027 251A LIBRARY PUBLIC SERVICES MANAGER. (Appointed prior to 111/90) 736 LICENSE AND PERMIT MANAGER 936 PRINCIPAL PLANNER 922 SENIOR PRINCIPAL PLANNER 178A TECF-INICAL & SUPPORT SERVICES MANAGER • 1/02/99 2288.45 2375.26 246432 2581.23 2702.57 2831.68 2966.27 3057.51 3143.40 7l03/99 2299.89 2387.14 2476.64 2594.14 2716.08 2845.84 2981.10 3072.80 3159.12 1/Ol/00 2357.39 2446.82 2538.56 2658.99 2783.98 2916.99 3055.63 3149.62 3238.10 7/Ol/00 2369.18 2459.05 2551.25 2672.28 2797.90 2931.57 3070.91 3165.37 3254.29 ,'��'i.7_��7�I1Y�:3 464A ADMINISTRATIVE MANAGER--PUBLIC WORKS 708C ATTORNEY V 439A VALUATION & ASSESSMENT ENGINEER ; (Appointed on/after 1/1/90) � 1/02/99 2354.08 2442.01 2534.47 2654.68 2781.55 2910.73 3049.87 3146.67 3233.75 7/03/99 2365.85 2454.22 2547.14 2667.95 2795.46 2925.28 3065.12 3162.40 3249.92 1/01100 2425.00 2515.58 2610.82 2734.65 286535 2998.41 3141.75 3241.46 3331.17 7/01/00 2437.13 2528.16 2623.87 274832 2879.68 3013.40 3157.46 3257.67 3347.83 99-�85 �tii � C� ��71� � � 773 LIBRARY SERVICES MANAGER 322A PURCHASING SYSTEMS MANAGER 914 TREASURY MANAGER A B C D E F G 10-yr. 15-yr. �1) (2) �3) �4) �5) �6) ��) �g) �9) 1/02/99 2420.83 2511.11 2606.75 2729.36 2858.51 299637 3138.83 3235.90 332637 7/03/99 2432.93 2523.67 2619.78 2743.01 2872.80 301135 3154.52 3252.08 3343.00 1/Ol/00 2493.75 2586.'76 2685.27 2811.59 2944.62 3086.63 323338 3333.38 3426.58 7/Ol/00 2506.22 2599.69 269&.70 2825.65 2959.34 3102.06 3249.55 3350.05 3443.71 GRADE 030 143A ASSISTANT CITY ENGINEER 347A DIVISION MANAGER-WU 803 MANAGER OF DATA PROCESSING 638A CITY BUILDING OFFICIAL i • 1/02/99 2488.83 258335 268133 2807.26 2939.67 3081.13 3227.88 332637 342336 7/03/99 2501.27 2596.27 2694.74 282130 2954.37 3096.54 3244.02 3343.00 3440.48 1/Ol/00 2563.80 2661.18 2762.11 2891.83 3028.23 3173.95 3325.22 3426.58 3526.49 7101/00 2576.62 26?4.49 2775.92 2906.29 304337 3189.82 3341.75 3443.71 3544.12 . GRADE 031 272A DEPUTY DIR-ECONOMIC DEVELOP 096A DEPUTY DIR-NEIGHBORHOOD & HSG 095A DEPUTY DIR-PLANNING & DESIGN 435A DIRECTOR OF MEDICAL SERVICES (Appointed prior to 1/t/90) 1/02/99 2560.05 2655.74 2757.06 288836 3025.39 3168.94 332038 3424.64 3520.58 7/03/99 2572.85 2669.02 2770.85 2902.80 3040.52 3184.78 3336.98 3441.76 3538.18 1/01100 2637.17 2735.75 2840.12 297537 3116.53 3264.40 342Q.40 3527_80 3626.63 �/Ol/00 265036 2749.43 285432 2990.25 3132.11 3280.72 3437.50 3545.44 3644.76 � -A8- . ;3 � GRADE 032 221A BUILD CODE OFFICER A B C D E F G 10-yr. 15-yr. �1) �2) �3) �4) (5) <6) ('� �8) <9) 1/02/99 2632.45 2730.48 2833.98 2970.�3 3112.18 326134 3416.10 3524.07 3621.02 7/03/99 2645.61 2744.13 2848.15 2985.58 3127.74 3277.65 3433.18 3541.69 3639.13 1/Ol/00 2711.75 2812.73 291935 3060.22 3205.93 3359.59 3519.01 3630.23 3730.I 1 7/Ol/00 272531 2826.79 2933.95 3075.52 3221.96 3376.39 3536.61 3648.38 3748.76 GRADE 033 183A ASSISTANT GENERAL MGR--WU 145A ASSOCIATE CITY ENGINEER 085 CHIEF ACCOUNTANT 513 VALUATION & ASSESSMENT ENGINEER (Appointed prior tol/1/90) 1/02/99 2707.06 2796.95 2915.11 3055.46 3201.26 3355.81 3515.28 3625.43 3727.08 7/03/99 2720.60 2810.93 2929.69 3070.74 3217.27 3372.59 3532.86 3643.56 3745.72 1/Ol/00 2788.62 2881.20 3002.93 3147.51 3297.70 3456.90 3621.18 3734.65 383936 7/Ol/00 2802.56 2895.61 3017.94 3163.25 3314.19 3474.18 3639.29 375332 3858.56 � GRADE 034 232C ATTORNEY VIII 1/02/99 2783.84 2888.36 2998.66 314331 3293.60 3450.59 361639 372936 383633 7/03/99 2797.76 2902.80 3013.65 3159.03 3310.07 3467,84 3634.47 3748.01 3855.51 2/01100 2867.70 2975.37 3088.99 3238.01 3392.82 3554.54 3'725.33 3841.71 3951.90 7/Ql/00 2882.04 2990.25 3 t04.43 3254.20 34Q9.'78 357231 3743.96 3860.92 3971.66 GRADE 035 737 DEPUTY CITY ATTORNEY 1/02/99 2863.94 2971.84 3085.51 3234.62 3387.12 3549.70 3720.06 3838.57 3945.84 7/03/99 2878.26 2986.70 3100.94 3250.79 3404.06 3567.45 3738.66 3857.76 3965.57 1/01/00 2950.22 306137 3178.46 3332.06 3489.16 3656.64 3832.13 3954.20 4064.71 7/Ol/00 2964.97 3076.68 319435 3348.72 3506.61 3674.92 3851.29 3973.97 4085.03 � 99-y85 -�- C:� 1 ! 042 DIILECTOR OF MEDICAL SERVICES (Appointed prior to 1/1/90) 1/02/99 3204.61 3327.02 3455.10 3620.88 3744.56 397935 4170.78 4301.45 4423.43 7/03/99 3220.63 3343.66 347238 3638.98 3813.53 3999.25 4191.63 4322.96 4445.55 1/Ol/00 3301.15 3427.25 3559.19 3729.95 3908.87 4099.23 4296.42 4431.03 4556.69 7/Ol/00 3317.66 3444.39 3576.99 3748.60 3928.41 4119.73 4317.90 4453.19 4579.47 � � � • -A10- Council File # �q -y,g � ��s'1� Preserned Referred To Green Sheet # 63935 Committee Date RESOLVEA, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1,1994 through December 31, 2000 Collective Bazgaining Agreement between the City of Saint Paul and the St. Paul Supervisors Organization. Requested by Department o£ Ben Blakey Bostrom Coleman x�;s Reiter Adopted by Counci - te Adoption C fieerfi d 6y Council BY: /`�`�'i/ �... Approved by May� Date RESOLUTION OF SAINT PAUL, MINNESOTA u Office of Labor Relations By: C��—y� vv�. 'xx—"- Form App ved by Attomey sY� ��1�- � � �, )�c Approv y ayor for Subm� sio to ouncil By: /p�i By: C��l ! ��z�ii .� °t`t - �lb'S ATTAC�IlVIENT TO THE GREEN SHEET Saint Paul Supervisory Organizarion Below is a summary of the changes in the Collective Bazgaining Agreement between the City and the Saint Paul Supervisory Organizafion. The new contract is for the period of January i, 1999 through December 31, 2000. Wages: 1999: 2.5% (Splits*: Ol/2/99 2.0%; 07/3/99 0.5%) 2000: 3.0% (Splits: Ol/1/2000 2.5%; 07/1/2000 0.5%) *Wage implementation dates Health Insurance: 1998: Single $193.25permonth Family $330.01 per month 1999: Single $211.61 per month Family $348.37 per month The single contribution is equivalent to full single coverage. Elimination of Administrative Fee: The Saint Paul Fire Supervisory Association and the City agreed to eliminate the administrative fee of $0.50 per month. Increase in Safety Shoe allowance: An additional twenty (20) dollars per yeaz was added towazd the cost of safety shoes. Attachment to the Green Sheet The Saint Paul Supervisory Orgatrization Page 2 Costs: 1999 Wages $178,425.98 Health Insurance Additional Safety Shoes Elimination of Adm Fee Total: $ $36,359.16 $1040.00 663.72 $216,488.86 Language Changes (summary) 2000 $214,111.18 $26,438.40 $240,549.58 �l`t -`1�'S The contract includes other changes to contract language which are housekeeping in nature. � DEYARTMENT/OFFICFJCOUNCLI.: DATE IlVTl'LATED GREEN SHEET NO.: 6393 I.ABOR RELATIONS June 1, 1999 c�9—I.�S CONTAGTPERSON&PHONE: q WI77qupp� p�pLpp� JLTLIE KRAUS 266-6513 ASSIGN 1 DEPARTMENf DIIt 4 C1TY CAUNCII., NUMBER 2CITYATfORNEY L� � CITYCLERK MI7ST BE ON COUNCII, AGENDA BY (DATE) �R BUDC'Ef DIl2' — F[N. & MGT. SERVICE DIl2. ROUTING 3 MAYOR (OR ASST.) �� q o�� TOTAL # OF SIGNATURE PAGFS 1 (Q.IP ALL LOCATIONS FOR SIGNATORE) " acr►oN �QvESrEn: This resolution approves the attached 7anuazy 1,1999 tluough December 31, 2000 Collective Bargaining Agreement between the City of Saint Paul and the St. Paui Supervisors Organization. RECOMIdIIdDATTONS: Approve (A) or Reject (R) PERSONAI. SERVICE CON112ACI'S MUST ATVSWER THE FOLLOWING � QUE5110NS: PLANNING COM��IISSION CIVII. SERV[CE COA4vIISSION 1. Has this pecson/firm ever worked imder a conusct for this depaztrnent? _CIB COM�'n'1TEE Yes No STAFF 2. Has this persodfmn ever been a ciry empioyee? _DISTRICT COLRtT Yes No . SUPPORI'S Wf➢CH COLiNCIL OBJECTIVE? 3. Does this pecsodfum possess a skitl not nortnatly possessed by any current city employce? Yes No Ezplain all yes aoswers on separate sheet aod attac6 to green shcet INiTIA1'ING PROBLEM, ISSUE, OPPOR7'IJNITY (Who, Whay When, Where, Why): r' ' nnvnrrrncES � nrrxoven: An Agreement in place through December 31, 2000. � s> DISADVANTAGES IF APPROVED: ' DISADVANTAGE5IFNOTAPPROVED: TOTAL AMOIJNT OF TRANSACTION: COSTlREVENUE BUDGETED: FUNDING SOURCE: ACfMTY NUhiBER: , ' FIlVANCIAL INFORMATION: (EXPLAIN) /� '2g`� �6»°C':nYe�b! � y'si2i V�A�E...s�e i..�..^�Cisf3t� v:s,�s�s- ,1$�� Q 1 a�� _ - � � , =: jq ��85 : �,��,�- _ - - � _ � � -_ �� ° � � 1499 200(k - _ � _- - .. � - `_COIzI:ECTIV� BARGAI�NIN� A�REEMENT, _ " ' r_. - . . _ _ _ _ ' ^ � � ' - - _ _ . ' -- _ , ` _- . _ _ _ ' ' , > " _ . ..-= " _. .._ � �',:. , � . ^.. ' >. :-.' - � behveea . � , " � _ - -, _ � � � " �. .. y : ,: � ,. � -. - � " � � : f - � � - _. ` THE CI�`Y O� SAINT FAU� -'. _ � � and'� , �� , ; `r x � _ ,- ' ' - k ' SAINT PAUI.� �IFP�RV��O�tS' 4I�GAI�IZ��IO�I t _ 4 _ � �^ �F i_ 5 S .. \ i � : .5 � ? - ' . . .� :. , . '� - . . : � 9 - - _. ., . �. � _ , .. „ , , .,r . __ . .. _ _ _ . -'- � . ... CITY OF ST. PAUL COUNCIL FILE NO. �L� -�� FINAL ORDER 0 R 1 G I N A t B � - File I�o._SE ELOW Voting Wazd_ ,2 ��.��ed - - s�.,�,� � � �q�,�, In the Matter of sidewalk reconstrucrion at the following locafions: 1. �/�.717� f.^ L' S! Z 17 t L' � S99030 - -� 599031 - Both sides Dayton Ave. from N. Csriggs St. to N. Dunlap St. Both sides Englewood Ave. from N. Lexington Pkwy. to N. O�ord St. Both sides N. Griggs St. from Selby Ave. to Dayton Ave. � �� e-a - �o (�:� �{� �R�`t �-. � s � G...--� �� . � 599032 - North side Portland Ave. from N. O�'qrd St. to N. Chatsworth� L °-��^-� St. / �.+..-�.. �-3 l`�`�9 L `�� 599033 - Both sides Sherburne Ave. from N. Chatsworth St. to N. Milton � Sx WARD 2 599034 - S99035 - ,�599036 - 599037 - Both sides Erie St. from Michigan St. to Superior St. South side Michigan St. from Webster St. to W, to Dead-End. �� South side Portland Ave. from N. Oxford St. to N. Chatsworth ��,,��9� st. � �, $otksitks Superior St. from Erie St. to Duke St. So�.��s:ae� � �. K • g9-y85 INDEX ARTICLE 'I'ITLE PAGE Preamble ..................................................1 iRecognition ................................................2 2 Savings Clause ..............................................2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4 Check Off ..................................................3 5 Work Schedules .............................................3 6 Seniority ...................................................5 7 Non-Discrimination ..........................................6 8 Discipline ..................................................6 9 LegalServices ..............................................7 10 Grievance Procedure .........................................7 11 Wages ....................................................11 12 Leavesof Absence ..........................................11 13 Insurance .................................................11 . 14 Vacation ..................................................15 15 Holidays ..................................................16 16 Severance Pay .............................................16 17 Sick Leave ................................................17 18 Mileage ..................................................18 19 Safety Shoes ...............................................20 20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Appendix ............................................. Al . � C � J PREAMBLE yy-yss This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either the "Employer" or the "City," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization; ' for the putpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the City. This Agzeement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Organization of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the rights andlor duties of the Employer, the Organizarion, or the empioyees as established under the provisions of the Public Employee Labor , Relations Act of 1984, as amended. • -1- � �� 9 I � � ARTICLE 1 - RECOGNITION 1.1 T1ie Employer recognizes the Saint Paul Supervisors' Organization as the exclusive representafive for the Wfrite Collaz Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, on December 11, 1973, in BMS Case No. 74PR-207A and as revised by Unit Clarification proceedings in BMS Case Nos. 74PR-414-A. and 78-PR-500-A dated April 16, 1977 and December 7, 1977, respectively. 12 New classifications which aze within the scape and definition of the Organization's certification as stated in Article 1.1 above shall be recognized as part of this bazgaining unit. Bisputes which may arise between the Employer and the Organization over the inclusion or exclusion of any job classifications may be refeaed by either Party to the Commissioner, Bureau of Mediation Services, State of Minnesota, for detemunation in accordance with applicable statutory provisions. Detemvnation by the Commissioner shall be subject to such review and determination as is provided by statute and such rules and regulations as aze promulgated thereunder. ARTICLE 2 - SAVINGS CLAUSE . 2.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any provision of this Agreement sha11 be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in full force and effect. ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority wluch the Employer has not officially abridged, delegated, or madified by this Agreement aze retained by the Employer. i 3.2 The employer is not required to meet and negotiate on matters of inherent marurgerial policy, which include, but which aze not limited to, such azeas of discretion or policy as the functions and programs of the Employer, its overali budget, utilization of technology, and organizational structure and selection and d'uection and number of personnel. -2- f ARTICLE 4 - CHECK OFF 4.1 The Emptoyer shail deduct tize Organi7ation's membership initiation fee assessments and • monthly dues from the pay of those employees who iadividvaity request in writing that such deductions be made. The amounts Yo be deducted shall be certified to the Employer by a representative of the Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 4.2 Any present or future employee who is not an Organization member may be required to contribute a fair shate fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall deduet said fee from the eamings of the empIoyee and transmit the same to the Organization. In no instance shall the fair share fee exceed eighty-five percent (85%) ofthe Organization's regulaz membership dues. It is aiso understood that in the event the Employer shalt make an improper fair share deduction from the eamiugs of the employee, the Organization shall be obligated to make the Employer whole where the Employer has reimbursed such employee for auy amount improperly withhe]d. 43 The Employer shall notify the Organization's President, in writing, of the names and job classifications of employees coming within the estabiished scope and definition of the Organization's bazgaining unit through new employment or by promotion. 4.4 T'he Organization shall indemnify and hold the Employer harmless against any and all • claims, suits, orders or judgments brought or issued against the EmpIoyer as a result of any action taken or not taken by the Employer under the provisions of tIus articIe. ARTICLE 5 - WORK SCHEDULES 5.1 All bazgaining unit employees are exempt from the overtitne pay provisions of the federal Fair Labor Standards Act and similat state legislation as executive or administrative employees and are salaried employees of the City who are not compensated on an hourly basis. The provisions of Section 28H (Overtime Compensation) of the Saint Paint Civil Service Commission Rules shall not apply to employees in ttus bargaining unit. -3- � � 99-42?5 5.2 The normal work schedule for full-time employees covered by this Agreement shall • consist of a minimum of eighty (80) hours within each biweekly payroll period. An empioyee is generally expected to be working during the normal business hours established by the Employer for the emgloyee's work group, subject to the leave provisions of this Agreement, applicable Civii Service Rules and applicable state and federal statutes. Due to the nature of their work, however, the job duties of persons in this bargaining unit may require the employees to work irregulaz hours, and work on holidays and weekends. Such work requirements are considered an integal part of the job. Therefore, maintaining consistent starting and quitting times and scheduling specific numbers of hours worked in any day or week may be impossible. Where their assigned duties and responsibilities petmit, however, and where their Department Head or Supervisor approves, hazgaining unit employees may exercise reasonahle and prudent discretion in scheduling or varying the times at wlvch their work is performed. 53 Employees who work more than eighty (80) hours in a two-week payroll period may be granted compensatory time with the approval of their department head or his/her designee. 5.4 Compensatory time off shall be scheduled and approved in advance. Employees and their supervisors shall diligently work together to schedule compensatory time off so that employees may make maximum use of their accrued compensatory time without unreasonably disrupting the business of the Employer. Altematively, the Employer may • pay cash in lieu of time off for some or all of an employee's accrued compensatory time at the sole discretion of the employee's Department Head subject to the DepamnenYs budgetary considerations and, if necessary, approval of the City's Budget Director. If made, such payment shail be based upon the pro rated portion of the employee's salary in effect at the time of such payment with regard to such hours liquidated by cash payment. 5.5 On occasion, the Employer may request that an employee temporarily assume responsibility for a special project or other job duties that represent a substantial addition to the duties and responsibilities generally associated with the employee's position. If the employee accepts the assignment, helshe may receive such additional compensation as may be deternuned by the employee's Department Head and the CiTy's Budget D'uector or work schedule adjustxnents (compensatory time) as may be approve,d by the employee's Depaztment Head both of which may be granted in the Employer's sole discretion. • -4- 5.6 For employees who wish to share a position, the Employer will attempt to provide . options for implementing a sharing arrangement Such an amangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who shaze a posiUon shati be pro-rated based upon tfie percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 13 of this Agreement. In the event that one of the employees participating in the shazed position is terminated or terminates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, after ten (10) days, such vacancy cannot be fiiled, the EmpIoyer shail have the option of increasing the remaining employee's work hours. 5.7 Article 5.6 shall not be subject to the provisions of Article 10 (Grievance Procedure) of this Agreement. ARTICLE 6 - SENIORITY 61 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous, regular and probationary service with the Employer from the date an employee was first certified and appointed to a class tifle covered by this Agreement, it being further undersTOOd that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class tide on the same date, the seniority shall be determined by the employee's rank on the eligible • list from which the certification was made. 6.2 Seniority shail terminate when an employee retires, resigns, or is dischazged. 63 In the event it is deternuned by the Employer that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse Iength of seniority as defined above. The Office of Human Resources wiIl identify such least senior employee in the title in wl�ich there is to be a lay-off in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in that title in any other City department, the Office of Human Resources sha[1 place the affected employee in such vacancy. If two er more vacant positions aze available, the Office of Human Resources shall decide which vacant position the affected employee shall fill. If no vacancy exists in such tifle, then the least senior employee in the City in such title shall be identified, and if the employee affected by the original departmentat reduction is more senior, he/she shatl have the right to claim that position and the Ieast senior employee in the City, in that tide, shail be laid off. For the purpose of this article, the Board of Education is not considered a City departmeni nor is a Board of Fducation empioyee considered a city employee. r� L -5- ,,, � 6.4 If the employee to be laid off as a result of Article 6.3 above is in a title in a promotional • series and has held lower titles in the series in this or any other bazgaining unit, such employee will be offered a reduction to the lughest of these tittes within the departmeat to which classification seniority as defined in Article 6.1 above would keep them from being laid off. This Article 6.4 shall not be effective until and unless the St. Paul Professional Bmployees Association, AFSCME Clerical Loca12508, and AFSCME Technicai Local 1842 collective bargaining agreements have coaesponding language. Until such corresponding language is included in such bargaining agreements, the provisions of tlus Articie 6.4 shall be applicable only to the extent that such reductions may be offered only to previously held lower titles within the department in the series which are in this bazgaining unit. 6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall e�cpire after two yeazs of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 6.6 To the eattent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. ARTICLE 7 - NON-DISCRIMINATION • 7.1 The provisions of this Agreement shall be applied equally by the Employer and the Organization to all employees covered by this Agreement in accordance with applicable city, state and federal law. ARTICLE 8 - DISCIPLINE 8.1 The Empioyer will discipline employees for just cause only. Discipline may be in any of the forms listed below. Oral reprimand; Written reprimand; Suspension Reduction; Dischazge; 8.2 All disciplinary actions, except oral reprimands, will be in written form. 83 Employees and the Organization will receive copies of written reprimands and notices of suspension, dischazge and reductions. • -6- 8.4 Employees may examine all informarion in their Employer personnel files. Files may be examined at reasonable times. � 8.5 An employee to be questioned conceming an investigation of disciplinary action shall have the right to have an Organization representative be present during such interview. ARTICLE 9 - LEGAL SERVICES 9.1 Except in cases of malfeasance in office or wi12fu1 or waaton neglect of duty, Emgloyer shall defend, hold harmless and ittdemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an atieged act or omission occurring in the performance and scope of employee's cluties. 9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal service fee or for providing auy legal service arising from any legal action where the employee is the Plaintiff. 9.3 Each employee, afrer receiving nofice of (1) a claim, demand, action, swt or proceeding against him or her, or (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the City Attomey, in writing, of such notice as soon as possible and practical after receiving the notice but in no event later than three (3) � business days after receipt thereof. ARTICLE 10 - GRIEVANCE PROCEDURE 10.1 A grievance is defined as a dispute or disageement as to the interpretation or application of the specific terms and condi6ons of this Agreement. The grocedure established by this Article shatl be the sole and exclusive procedvre for the processing of grievances azising from this Agreement or arising from terms and conditions of employment in the City of St. Paul Civil Service Rules and Salary Plan and Rates of Compensation. 10.2 The Employer will recognize representatives designated by the Organization as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The Organi�ation shall natify tbe Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer sha11 notify the Organization in writing as to its designated representatives. -7- • 9 I r � �� 103 It is recognized and accepted by the Organization and the Employer 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 normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an Organization representative shall be allowed a reasonable amount of time without loss of pay whea a grievance is investigated and presented to fhe Bmployer during normal working hours provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and wauld not be detrimental to the work program of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 10.4 Grievances, as defined by Paragraph 10.1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendaz days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting • forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by the Organization within fifteen (15) calendaz days after the Employer- designated representative's fmal answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the Organization the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Organization within ten (10} calendaz days shall be considered waived. �� -g- Step 3. If appealed, the written grievance shail be presented by the Organization and discussed with the Employer-designated Step 3 representative. The � Employer-designated representative shall give the Organization the employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resoived in Step 3 may be appeated to Step 4 within ten (10) calendar days foilowing the Employer-designated representative's final answer in Step 3. Any grievance not appeaied in writing to Step 4 by the Organization within ten (10) calendar days shall be considered waived. Optional Mediation Step If the grievance has not been sarisfactorily resolved at Step 3, either the Organization or the Employer may, within ten (10) calendar days, request mediation. If the parties agree that the grievanee is suitable for mediation, the Parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Cmevance mediation is an optional and voluntary part of the grievance resolnrion process. It is a supplement to, not a substitute for, grievance azbitrarion. When grievattce mediation is invoked, the contractual time limit for • moving the grievance to azbitration shall be delayed for the period of inediation. 3. The grievance mediation process shall be informai. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support ttieir case. The mediator may meet with Yhe paziies in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in tlus case. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the out-come. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequenfly moved to azbitration, such proceeding shatl be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions conceming resolution or offers of settlement may be used or referred to during azbitration. � �2 g y-y8s � Step 4. If the grievance remains unresolved, the Organization may within fourteen � (14) work days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The parties may mutually agree upon an azbitrator to hear and decide the dispute. If, however, the parties aze unable to so agree, either of them may request the Bureau of Mediation Services, State of Minnesota, to provide a list of nine (9) qualified azbihators from the mster maintained for such purposes by the Bureau. The Employer and the Organization shali alternately strike names from the list until only one name remains; that of the selected Arbitratot. Unless the parties agree to the contrary, the par[y who strikes the first name from the list shall be determined by the flip of a coin. 10.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Organization provided that each pariy shall be responsible for compensating its own representatives and witnesses. 10.6 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, prior to the hearing, both parties request a verbatim record of the proceedings the cost shall be shared equally. 10.7 If a grievance is not presented within the time limits set forth above, it shali be considered "waived." If a grievance is not appealed to the next step within the specified time lunit or � any agreed ea�tension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Organization may elect to take the grievance to the next step. The time limit in each step may be eattended by mutual written agreement of the Employer and the Organization. 10.8 A grievance may be initiated by the Organization using either the grievance procedure of this Agreement or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determin-ed by this grievance procedure it shall not again be submitted for azbitration under the Civil Service Rules. If an issue is detemvned by the provisions of the Civil Service Rules it shall not again be submitted for azbitra#ion nnder this grievance procedure. • -10- ARTICLE 11 - WAGES 11.1 The wage schedule for the purposes of this Agreement is set forth in Appendix A, which � is made a part of this Agreement as if more fully set forth herein. 11.2 The satary rates shown in Appendix A reflect the following: Effecrive January 2,1999 2.0% increase in all salary rates Effeciive July 3, 1999 0.5°fo increase in all salary rates Effective 7anuary 1, 2000 2.5% increase in ali salary rates Effective JuIy 1, 2000 0.5% increase in aIl saiary rates ARTICLE 22 = LEAVES OF ABSENCE 12.1 Employees may request paid or unpaid leaves of absence in accordance with the applicable provisions of state and federal law or regulation and Saint Paul Civit Service Rules. 12.2 In addition to such teaves of absence as may be ganted pursuant to law, regulation or civil service rule, employees may be granted personal leaves of absence without pay or benefits where the Employer's operation will not be unreasonably disrupted as a resuIt. Personal leaves of absence shall noi exceed twelve (] 2) months in duration and shall be � granted in the Employer's sole discretion which shali not be subject to review under the grievance/arbitration provisions oftius Agreement. ARTICLE 13 - INSURANCE 13.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be soIeIy controlted by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. -11- • 99 -485 � � Active Employee Insurance 13.2 Effective January 1, 1949 and for the remaining term of this Agreement, the Employer will contribute an amount equal to the actual cost of the single health insurance premium. Effective January 1, 1999, the Employer will contribute $330.01 towazd the cost of the family health insurance. Effective 3anuary 1, 2000, ihe Bmployer will contribute the 1999 rate, plus the amount of any January 1, 2000 increase in premiums for single coverage, toward the cost of the family health insurance premium. �J 13.3 For each eligible employee who has elected health insurance coverage, the Employer agrees, effective the first payroll geriod of 1998, to provide life insurance in an amount equal to the employee's annual salary, or $50,000, whichever is greater. Employees who waive participation in the health insurance plan shall not be eligible for life insurance benefits nor shall they be eligible to participate in any optional insurance coverages or flexibie spending accounts. Retiree Insurance 13.4 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 13.5 through 13.8 below, toward a health insurance plan offered by the Employer: 13.4(1) Be receiving benefits from a Public Employee Retirement Act at the time of retirement; and 13.4(2) Have severed hislher relationship with the City for reasons other than misconduct; and 13.4(3) Employment with Independent School District #625 will not be counted towazd the service requirement for employees hired after October�l, 1997 towazd the yeazs of service for retiree health eligibility. . Early Retirees 13.5 This Section applies to employees who: 13.5(1) 13.5(2) 13.5(3) 13.5(4) 13.5(5) 13.5(6) Retire on or after January 1, 1996, and Have completed 20 years Full-time with the City , and Were appointed before January I, 1990, and Have not attained age 65 at retirement, and Meet the terms set forth in Section 13.4 above, and Select a health insurance plan offered by the Employer. -12- Until such employees reach siaty-five (65) yeazs of age, the Employer will contribute a maximum of $350.00 per month towazd tfie cost of single or family health insurance . coverage. Any unused portion shall not be paid to the retiree. In addirion, the Employer will provide group term life insurance coverage in the amount of $5,000.00 until the retiree attains the age of 65. I�� When such early retiree attains age 65, Yhe provisions of Section 13.7 shail apply. This Sectioa shall apply to employees who: Retire on or after January 1, I996, and have comp2eted 20 years Full-time with the City, and Were appointed on or after January 1, 1990, and Have not attained age 65 at retirement, and 13.6(I} Meet the conditions of Section 13.4 above, and Select a health insurance pian offered by the Employer. 13.6(2) 13.6(3) 13.6(4) 13.6(5) Until such employees reach sixty-five (65) years of age, the Employer will contribute a masimum 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. In addition, the Employer will provide group term life insurance in the amount of $5,000.00 until the retiree attains the age of 65. When such eazly retiree attains age 65, the provisions of Section 13.8 shail apply. Regular Rerirees (Age 65 and over) 13.7 This Section shall app]y to Full-time employees who: 13.7(t) 13.7(2) I3.7(3} 13.7(4) 13.7(5) 13.7(6) Retire on or after 7anuary 1, 1996, and Were appointed prior to January 1,1990, and Have completed 20 years Fuli-time with the City, and Have attained age 65 at retirement, and Meet the conditions of Section 13.4 above, and Select a health insurance plan offered by the Employer. The Employer will contribute up to a�Y�*num of $550.00 per month toward the cost of single or family health ir,c„ra.,ce coverage. Any unused portion shali not be paid to the retiree. No life insurance coverage will be pmvided. • • -13- 99- 485 • 13.8 T1us Section shall apply to Full-time employees who: 13.8(1) 13.8(2) 13.8(3) 13.8(4) 13.8(5) 13.8(6) Retire on or after January 1,1946, and Were appointed on or after January 1, 1990, and Have completed 20 years Full-time with the City, and Have attained age 65 at retirement, and Meet the conditions of Section 13.4 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to 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. No life insurance coverage will be provided. Survivor Insurance 13.9 The surviving spouse of an employee carrying family covetage at the time of his/her death due to a job connected injury or illness which was detemuned to have arisen out of and in the course of his/her employment under worker's compensation law shall continue to be eligible for city contribution in the same proportions as is provided for retired empioyees. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the • retiree shall have the option, within thirry (30) days, to continue the current hospitalization and medicai benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. It is fiuther understood that coverage shall cease in the event of: � 13.9(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 139(2) The employment of the surviving spouse of dependent where health insurance is obtained through a group progrun 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. 13.10 A retiree may not carry Ivslfier spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 13.11 The contributions indicated in this Article shall be paid to the Employer's third party admurisuator. �C� 13.12 Employees covered by flus Ageement shall be eligible to participate in the Fle�cible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the employee. 13.13 Employees covered by this Agreement shatl 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. ARTICLE 14 - VACATION 14.1 In each calendar yeaz, each full-time employee shall be granted vacation according to the foliowing scHedule: Years of Service Less than $ years After 8 years thru I S years After 15 years and thereafter Vacation Granted 15 days 20 days 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 14.2 T'he Employee's Department Head may permit an empioyee to cazry over into the foliowing year up to $fteen days' vacation. 143 The time of vacaflon shall be approved by the empioyee's Department Head. If an employee has been granted more vacation than he has earaed up to the time of his sepazation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is sepazated from the service by reason of resignation, he shatl be granted such vacation pay as he may have eazned and not used up to the time of such sepazation, provided that he has notified the department head in writing at least fifteen calendaz days prior to the date of 3ris resignation. If an employee is sepazated from the service by reason of discharge, retirement or death, he shall be grauted such vacation pay as he may have eamed and not used ap to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacafion at the rate of one-half day's vacadon for eacfi day of sick leave credit. No employee may coavert more than ten (10) days of sick leave in each calendar year under this provision. 14.5 In addition to the provisions of the above Article 14.4 of this Ageement, an employee, with the approval of the eznployee's department head, may convert another ten (10) days of accumulated sick leave credit in excess of one hundred eighty (180) days to vacafion at a rate of one-half (1/2) day of vacation for one (1) day of sick leave credit. -15- • • • 99-5185 � ARTICLE 15 - HOLIDAYS � 15.1 The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents Day Memorial Day Independence Day Labor Day Day After Thanksgiving Veterans' Bay Thanksgiving Day Chrishnas Day Two floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shali fall on Sunday, the succeeding Monday shall be observed as the holiday. However, for those employees assigned to a work week which includes a Saturday or Sunday, the holiday shall be observed on its calendaz date. 15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the contract yeaz, subject to the approval of the employee's Department Head. � 153 ln order to be eligible for a holiday with pay, an employee's name must appeaz on the payroll the last working day before the holiday and the first working day after the holiday. It is fiuther understood that neither temporary nor other employees not heretofore eligible shali receive holiday pay. ARTICLE 16 - SEVERANCE PAY fC.�l The Employer shali provide a severance pay program as set forth in this Article. To be eligihle for the severance pay program, an employee must meet the following requirements: . 16.2 16.2(1) The employee must be voluntarily sepazated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay prograzn. • -16- 16.2(2) The employee must have at least fifteen (15) years of consecutive service in the classified or unclassified Service of the City at tfie time of � sepazation. For purposes of this Article employment with the Independent School District #625 will not be counted towazd the service requirement for employees hired after October 1, 1997 toward the yeazs of service for severance eligibility. 16.2(3) The employee must file a waiver of re-employment with the D'uector of Human Resources, w}uch will clearly indicate ti�at by requesting severance • pay, the employee waives all rights to claim reinstatement or re-employment (of any type), with the City. 16.2(4} The empIoyee must have accumulated a minimum of eighty (80) days of sick leave credits at the time of }ris separation &om service. 16.9 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 sepazation for each day of accrued sick leave. 16.4 The maximum amounY of money that any employee may obtain through this severance pay program is $10,000.00. 16.5 Upon the death of an employee who meets all of the requirements set forth above, at the • time of his/her death, payment of the severance pay allowed under these provisions shail be made to the employee's estate or spouse. I 6.6 Payment of severance pay shall be made in accordance with the provisions of City Ordinance No. 16303. ARTICLE 17 - SICK LEAVE 17.1 Employees shall accumulate sick leave credits at the rate of fifteen (15) days per year. The use of sick Ieave shall be governed by the agpticable niles of the Saint PauT Civil Service Commission which were in effect at the time this Agreement was made and any applicable state or federal statute in effect at the time the sick leave is used. C� -17- 95-y85 " 17.2 In the case of a serious illness or disability of an employee's ctuld, parent or household � member, the head of the deparnnent shall grant leave with pay in order for the employee to care for or make azrangements for the care of such sick or disabled persons. Such paid leave shali be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be without limitation where used for the purpose of attending to an employee's sick child and otherwise subject to the Employer's proper administration of the use of such benefits under the Federal Family and Medical Leave Act. 173 Depar�ent Heads or the Human Resowces D'uector may require a physician's certificate at any time during an employee's use of sick leave for the purposes stated in 17.2 above. All such certificates shall be fonvarded by the appointing officer to the Human Resources Office. If an employee is absent for the reasons set forth in Article 17.2 above for three or fewer calendar days he/she shall submit to the Department Head a certificate signed by the empioyee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be conrinued 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 Department Head and forwazded to the Human Resources Office. 17.4 No sick leave shall be granted for the above reasons unless the empioyee reports to his/her Department Head the necessity for the absence as soon as possible and practical • after the employee's expected time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was for good cause. 17.5 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. 17.6 Any employee who has accutnulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of such leave to attend the funeral of the employee's grandpazent or grandchild. ARTICLE 18 - MILEAGE 18.1 Automobile Reimbnrsement Anthorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reunbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions aze adopted. 18.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorizarion from their Department Head. . -18- Type 1. If an employee is required to use his/her own automobile OCCASION- AL,LY during employment, the employee shall be reimbursed at the rate of � $4.00 per day for each day the employee's vehicle is actualty used in performing the duties of the employee's position. In addition, the employee shall be �ia�bursed $.20 per mile for each mile actualty driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's vse but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. Type 2. If an employ� is required to use lus/her own automobile REGULARLY during employment, the employee shalI be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or desiguated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbvrsed at the rate of $.2Q • per mile driven and shall not be eligible for any per diem. 18.3 The City will provide pazking at the Civic Center Pazking 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 pazking will be provided only for the days the employee is required to have his or her own personal car available. 18.4 The Mayor shall adopt rules and regulations goveraing the procedures for automobile reimbursement, which regulations and rules shatl contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the aumber of days worked aad the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000!$300,000 for personal iajury, and $25,000 for property damage, or liability insurance ia amounts not less than $300,000 single limit coverage, with fhe City of Saint Paul named as an additional insured. Such rules and regaiations, together with any amendments thereto, shall be maintained on file with the city clerk. • -19- 99-y85 � ARTICLE 19 - SAFETY SHOES 19.1 For those employees required, by the Employer, to weaz safety shoes or boots, the Employer agrees to contribute $50.00 per yeaz towazd the purchase of one pair of such shoes or boots per calendar yeaz. Beginniug January 1, 1999, the employee may accrue up to $150.00 for the purchase of safery shoes or boots. ARTICLE 20 - DURATION AND EFFECTIVE DATE 201 This Agreement is the complete Agreement between the Organization and the Employer. During the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the Employer and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject ar matter referred to ar covered in this Agreement. 20.2 This Agreement shall be effecfive on the date it is executed by the parties and shall • continue in full force and effect through December 31, 2000 and thereafter untii modified or amended by mutual agreement of the parties. Either pariy desiring to amend, or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1984, as amended. CITY OF SAINT PAUL J eid � G � Directar of Financial Services ��t-�R Date C� SAINT PAUL SUPERVISORS' ORGANIZATION � He ga Kessler President � ��_ Date -20- � TITLES AND SALARIES ;: � i�5 436A EQUIPMENT SERVICES MANAGER (Appointed on/after 1/1/90) A B C D E F G Start 6mo. 1-yr. 2-yr. 3-yr. 4-yr. 5-yr. 10-yr. IS-yr. �1) �Z) �3) �4) �5) �6) ��) �g) �9) 1/02/99 1400.27 145239 1504.85 1572.76 1645.05 1720.83 1799.78 1852.26 1902.62 7/03/99 1407.27 1459.65 1512.37 1580.62 1653.28 1729.43 1808.78 1861.52 1912.13 1/Ol/00 1442.45 1496.14 I 550.18 1620.I4 1694.61 1772.67 1854.00 1908.06 1959.93 7/O l/00 1449.66 1503.62 155 7.93 1628.24 1703.08 1781.53 1863.27 1917.60 1969.73 GRADE O10 371 A BUILD SUPERINTEI3DENT 606A IMPOUND LOT SUPERVISOR 260A OFFICE MANAGER 316A STOREROOM MANAGER • 1/02/49 1440.27 149036 1543.72 1615.08 1689.61 1767.60 1847.65 1904.81 1957.21 7/03/99 1447.47 1497.81 1551.44 1623.16 1698.06 1776.44 1856.89 191433 1967.00 1/Ol/00 1483.66 1535.26 1590.23 1663.74 1740.51 1820.85 190331 1962.19 2016.18 7/Ol/00 1491.08 1542.94 1598.18 1672.06 1749.21 1829.95 1912.83 1972.00 2�26.26 GRADE Ol l 396A GOLF PRO/MANAGER 568 SUPERVISING DENTAL HYGIENIST 1/02/99 1478.04 1532.65 1588.18 1660.68 1736.27 1817.82 1900.06 1953.93 2011.70 7J03/99 1485.43 154031 I596.12 16b8.98 1744.95 1826.91 1909.561963.70 2021.76 1/Ol/00 1522.57 1578.82 1636.02 1710.70 1788.57 1872.58 195730 2012.79 207230 7/Ol/00 1530.18 1586.71 1644.20 1719.25 1797.51 1881.94 1967.09 2022.85 2082.66 99-Y85 . - Al - GRADE 012 205A ASSISTANT CITY CLERK A B C D E F G 10-yr. I S-yr. � � � � � �� ) �g) � 1/OZ/99 1519.28 1573.86 1631.61 1705.17 1784.20 1866.60195231 2014.04 2067.64 7/03/99 1526.88 158t.73 1639.77 2713.7Q 1793.12 1875.93 1962.072024.21 2077.98 1/Ol/00 1565.05 1621.27 1680.76 1756.54 1837.95 1922.83 2011.12 2074.71 2129.93 7/Ol/00 1572.88 162938 1689.16 1765321847.14 1932.44 2021.18 2085.08 2140.58 GRADE 013 307A BUSINESS ASSIST PROGRAM SUPERVISOR 1/02l99 1560.42 1616.21 167626 175332 183211 1917.88 2009.01 2068.74 2123.54 7/03/99 1568.22 1624.29 1684.64 1762.09 1841.27 1927.47 2019.06 2079.08 2134.16 1/Ol/00 1607.43 1664.90 1726.76 1806.14 188730 1975.66 2069.54 2131.06 2187.51 7/Ol/00 1615.47 1673.22 173539 1815.17 1896.74 1985.54 20'79.89 2141.72 2198.45 GRADE 014 595A DUPLICATING SHOP MANAGER 872 LOANS SUPERVISOR 381 RECORDER OF COUNCIL PROCEEDINGS 1/02/99 1602.77 1660.68 1721.97 1800.94 1885.40 1971.22 2063.58 2125.79 2184.68 7/03/99 1610.78 I668.98 1730.58 1809.94 1894.83 1981.08 2073.90 2136.42 2195.60 1/Ol/00 1651.05 1710.70 1773.84 1855.19 1942.20 2030.61 2125.75 2189.83 2250.49 7/01/00 165931 1'719.25 1782.71 1864.47 1951.91 2040.76 213638 2200J8 2261.74 GRADE O15 259 *PUBLIC WORKS TECfINICIAN IV 757 ASSISTANT DIR OF HUNIAN RIGHTS = 622A ENGINEERING TECH SUPERVISOR-WU 428A ENGINEERING TECHTTICIAN SUPERVISOR 1/02/99 1647.291708.41 1769.84 I849.96 1936.67 2025.77 2120.50 2187.06 2247.35 7/03/99 1655.53 1716.95 1778.691859.21 1946.35 2035.90 2131.10 2198.00 2258.59 1/Ol/00 1696.92 1759.81 1823.16 1905.69 1995.01 2086.80 218438 2252.95 2315.05 7/O i/00 1705.40 1768.67 t 832.28 1915.22 2Q04.99 2Q97.23 219530 2264.21 2326.63 . . n U -AZ- � ', � � ., 245A ADMINISTRAT'IVE ASSISTANT 383A ADMINISTRATIVE ASSISTANT 674 ADMINISTRATIVE ASSISTANT 566 ARBORIST SUPERVISOR 191 EQUIPMENT SfiRVICES MAI�TAGER (Appointed prior to 1!1/90) 048A HOUSING INFORMATTON COORDINATOR 438A SAFETY COORDINATOR (Appointed on/after 1/1/90) 1/02/99 1692.90 1755.24 1818.71 190330 1991.24 2083.59 2181.62 224735 2308.71 7l03/99 170136 1764.02 1827.80 1912.82 2001.20 2094.01 2192.53 2258.59 2320.25 1/Ol/00 1743.89 1808.12 1873.50 1960.64 2051.23 214636 224734 2315.05 2378.26 7/Ol/00 1752.61 1817.16 1882.87 1970.44 2061.49 2157.09 2258.58 2326.63 2390.15 GRADE 017 . 522 * WATER QUALITY SPECIAI,IST III 822 NUTRITIONIST III 554 PUBLIC SERVICE MANAGER - WU 644 RECREATION DIRECTOR III 364 SEIVIOR PUBLIC HEALT'H NURSE 912 SUPV OF TRAFFIC MAINTENANCE A B C D E F G 10-yr. 15-yr. �i) �2) t3) �4) (5) (6) ��) �8) �9) 1/02/99 1739.58 1803.06 1869.90 1954.56 2044.75 2141.54 2241.73 2312.02 2376.67 7/03/99 1748.28 1812.08 1879.25 1964.33 2054.97 2152.25 2252.94 2323.58 2388.55 1/Ol/00 1791.99 1857.38 1926.23 2013.44 2106.34 2206.06 2309.26 2381.67 2448.26 7/Ol/00 1800.95 1866.67 1935.86 2023.51 2116.87 221�.09 2320.81 2393.58 2460.50 GRADE 018 290A CONTRACT COMPLIANCE SUPERVISOR 258A ENVIRONMENTAL HEALTH PROGRAM SUPERVISOR 444A LIBRARIAN III (Appointed after 7(7l88) 325A MEDICAL TECHNOLOGIST SUPERVISOR 196A SUPERVISOR OF INVESTIGATION--HCTM RTS 1/02/99 1787.46 1852.09 1920.12 2011.24 2103.64 2203.87 2306.25 2377.89 244038 7l03/99 1796.40 186135 1929.72 2021.30 2114.16 2214.89 2317.78 2389.78 2452.58 i101 /00 1841.31 1907.88 1977.96 2071.83 2167.01 2270.26 2375.72 2449.52 2513.89 •7(Oi/00 1850.52 1917.42 198?.85 2082.14 2177.85 2281.612387.60 2461.77 2526.46 9 9 -Y85 -A3- GRADE 019 640A PLAN REVIEW COORDINATOR A B C D E F G 10-yr. 15-yr. �1) (2) �3) �4) (5) �6) (7) �8) �9) i/02/94 1837.57 1904.43 1973.52 2065.86 2162.76 2263.96 2371.96 2441.47 2510.71 7/03/99 1846.76 1913.95 198339 20�6.19 2173.57 2275.28 2383.82 2453.68 2523.26 1/Ol/00 1892.93 1961.80 2032.97 2128.09 2227.91 2332.16 2443.42 2515.02 2586.34 7/Ol/00 190239 1971.61 2043.13 2138.73 2239.05 2343.82 2455.64 2527.60 2599.27 GRADE 020 � 601 ACCOUNTANT IV 031A BUILD DESIGN CONTRACT ADMIN 131A COMPUTER OPERATIONS SUPERVISOR 211A COMPUTER SERVICES MANAGER 588 CONSERVATORY IvIANAGER 617 FORESTRY MANAGER 448A LIBRARIAN III (Appointed on/before 7/7/88) SZIA LICENSE MANAGER 054A SAFETY COORDINATOR (Appointed prior to 1/1/90) 350A ZONING MANAGER • 1/02/99 1887.65 1957.82 2030.18 2124.80 2223.83 2328.53 2437.59 2511.82 2582.22 7/03/99 I897.09 1967.61 204033 2135.42 2234.95 2340.17 2449.78 252438 2595.13 1/Ol/00 1944.52 2016.80 2091.34 2188.81 2290.82 2398.67 2511.02 2587.49 2660.01 7/Ol/00 1954.24 2026.88 2101.80 2199.75 2302.27 2410.66 2523.58 2600.43 2673.31 GRADE 021 569 ASSESSMENTS SUPERVISOR 098 CHIEF SURVEYOR 124A HOUSING CODE 1NSPECTION SUPVR 335A RIGHT-OF-WAY ENGINEER 1/02/99 1938.97 2012.36 2085.86 2183.85 2286.24 2395.18 2505.56 2583.22 2655.78 7/03/99 1948.66 2022.42 2046.29 2194.77 2297.67 2407.16 25 t 8.09 2596.14 2669.06 1/Oi/00 199738 2072.98 2148.70 2249.64 2355.11246734 2581.04 2661.04 2735.79 7/01/00 200737 208334 2159.44 2260.89 2366.89 2479.68 2593.95 26�435 2749.47 . -A4- , t • GRADE 022 434A DENTIST (Appointed on/after 1/1/90) 877 PARKING ADMINISTRATOR 895 SUPERVISOR BUILDING DESIGN & PLAN REVIEW 621A WATER QUALTTY SUPERVISOR A B C D E F G 10-yr. 15-yr. �1) �2) �3) �4) �5) �6) �'� �g) �9) 1/02/99 1993.55 2067.07 2144.95 2245.06 2350.72 2460.94 2576.78 2656.92 2730.58 7/03/99 2003.52 2077.41 2155.67 2256.29 2362.47 2473.24 2589.66 2670.20 2744.23 1/Ol/00 2053.61 212935 2209.56 2312.70 2421.53 2535.07 2654.40 2736.96 2812.84 7/Ol/00 2063.88 2140.00 2220.61 2324.26 2433.64 2547.75 2667.67 2750.64 2826.90 GRADE 023 496 ACCOUNTANT V 287A PARKS & RECREATION MANAGER 881 SUPERVISOR OF REHABILITATION 222A ZOO DIRECTOR • 1/02/99 2050.24 2125.96 2206.09 2308.44 2416.42 2532.23 2650.29 2733.95 2809.76 7/03/99 2060.49 2136.59 2217.12 2314.98 2428.50 2544.89 2663.54 2747.62 2823.81 1/Oi/00 2112.00 2190.00 2272.55 2377.98 2489.21 2608.51 2730.13 2816.31 2894.41 7/Ol/00 2122.56 2200.45 2283.91 2389.87 2501.66 2621.55 2743.78 283039 2908.88 GRADE 024 219A *LIBRARIAN IV 228A EMPLOYMENT PROGRAMS MANAGER 217A ENVIRONMENTAL HEALTH DIRECTOR 954 HEALTH ADMINISTR.ATION MANAGER 980 INFORMATION SERVICE MANAGER-WU 180A NUTRITIOTTIST IV 446 PUBLIC HEALTH NURSING SUPERVISOR 433A CABLE COMMUNICATIONS OFFICER A B C D E F G 10-yr. 15-yr. ( ( � ( ( � (�) ( � 1/02/99 2105.89 2184.94 2266.17 2374.15 2485.42 2602.52 2727.13 2809.76 2886.67 7/03/99 2116.42 2195.86 2277.50 2386.02 2497.85 2615.53 2740.77 2823.81 2901.10 1/Ol/00 2169.33 2250.76 2334.44 2445.67 2560.30 2680.92 2809.29 2894.41 2973.63 • 7/Ol/00 2180.18 2262.01 2346.11 245'7.90 2573.10 269432 2823.34 2908.88 2988.50 99-485 -AS- � Start 6 mo. �1) �2) 1/Q2/99 2105.89 2184.94 7/03/99 2116.42 2195.86 1/Ol/00 216933 2250.76 7/01100 2180.18 2262.01 GRADE 24T 713A SYSTEMS CONSULTANT IV 1-yr � 2266.17 2277.50 2334.44 2346.11 1.5-yr (4) 2320.16 2331.76 2390.05 2402.00 4.5 -yr 5-yr. 10-yr. 15-yr. (10) (I1) (12) (13) 1/02/99 2664.83 2727.13 2809.76 2886.67 7/03/99 2678.15 2740.77 2823.81 2901.10 1/Ol/00 2745.10 2809.29 2894.41 2973.63 7/Ol/00 2758.83 282334 2908.88 2988.50 [ef'7�7oL�i►�.� 2 (5) 2374.15 2386.02 2445.67 2457.90 2.5-yr 3-yr• � �� 2429.79 2485.42 2441.94 2497.85 2502.99 256030 2515.50 2573.10 3.5-yr. 4-yr. � � 2543.97 2602.52 2556.69 2615_53 2620.61 2680.92 2633.71 269432 539 ACCOUNTING MANAGER 406 CIVIL ENGINEER IV 411 CIVIL ENGINEER IV-WU 149 DENTIST (Appointed prior to 1/1/90) 625A LIBRARY FACILITIES MANAGER 449 MtJNICIPAL GARAGE SUPERVISOR 275A REAL ESTATE MANAGER 882 SUPERVISOR OF TECfINICAL SERVICES A B C D E F G 10-yr. 15-yr. (1) �2) �3) �4) �5) �6) �'� �8) �9) 1/02/99 2164.98 2248.42 2331.86 2440.89 2554.60 2675.912802.77 2891.21 2970.42 7/03/99 2175.80 2259.66 2343.52 2453.09 256737 2689.29 2816.78 2905.67 2985.27 1101/00 2230.20 23I6.15 2402.11 2514.42 2631.55 2756.52 2887.20 297831 3059.J0 7/Ol/00 224135 2327.73 2414.12 2526.99 2644.71277030 2901.64 2993.20 3075.20 r • • � -A6- 'i � � GRADE 026 283 BUILDING AND HOUSING INSPECTION SUPERVISOR 594A DEPUTY LIEP DIRECTOR-CUSTOMER SERV. 575A POLICE RESEARCH & GRANTS MANAGER 878 PRINCIPAL DESIGNER 100A PROGRAM ADMINISTRATOR A B C D E F G 10-yr. 15-yr. (1) (Z) �3) �4) �5) �6) (� �8) (9) 1/02/99 2227.23 2309.56 2398.58 2507.84 2629.04 2753.72 2884.00 2973.69 3055.23 7/03/99 223837 2321.11 2410.57 252038 2642.19 2767.49 2898.42 2988.56 3070.51 1/Ol/00 229433 2379.14 2470.83 258339 2708.24 2836.68 2970.88 3063.27 3147.27 7/Ol/00 2305.80 2391.04 2483.18 259631 2721.78 2850.86 2985.73 3078.59 3163.01 GRADE 027 251A LIBRARY PUBLIC SERVICES MANAGER. (Appointed prior to 111/90) 736 LICENSE AND PERMIT MANAGER 936 PRINCIPAL PLANNER 922 SENIOR PRINCIPAL PLANNER 178A TECF-INICAL & SUPPORT SERVICES MANAGER • 1/02/99 2288.45 2375.26 246432 2581.23 2702.57 2831.68 2966.27 3057.51 3143.40 7l03/99 2299.89 2387.14 2476.64 2594.14 2716.08 2845.84 2981.10 3072.80 3159.12 1/Ol/00 2357.39 2446.82 2538.56 2658.99 2783.98 2916.99 3055.63 3149.62 3238.10 7/Ol/00 2369.18 2459.05 2551.25 2672.28 2797.90 2931.57 3070.91 3165.37 3254.29 ,'��'i.7_��7�I1Y�:3 464A ADMINISTRATIVE MANAGER--PUBLIC WORKS 708C ATTORNEY V 439A VALUATION & ASSESSMENT ENGINEER ; (Appointed on/after 1/1/90) � 1/02/99 2354.08 2442.01 2534.47 2654.68 2781.55 2910.73 3049.87 3146.67 3233.75 7/03/99 2365.85 2454.22 2547.14 2667.95 2795.46 2925.28 3065.12 3162.40 3249.92 1/01100 2425.00 2515.58 2610.82 2734.65 286535 2998.41 3141.75 3241.46 3331.17 7/01/00 2437.13 2528.16 2623.87 274832 2879.68 3013.40 3157.46 3257.67 3347.83 99-�85 �tii � C� ��71� � � 773 LIBRARY SERVICES MANAGER 322A PURCHASING SYSTEMS MANAGER 914 TREASURY MANAGER A B C D E F G 10-yr. 15-yr. �1) (2) �3) �4) �5) �6) ��) �g) �9) 1/02/99 2420.83 2511.11 2606.75 2729.36 2858.51 299637 3138.83 3235.90 332637 7/03/99 2432.93 2523.67 2619.78 2743.01 2872.80 301135 3154.52 3252.08 3343.00 1/Ol/00 2493.75 2586.'76 2685.27 2811.59 2944.62 3086.63 323338 3333.38 3426.58 7/Ol/00 2506.22 2599.69 269&.70 2825.65 2959.34 3102.06 3249.55 3350.05 3443.71 GRADE 030 143A ASSISTANT CITY ENGINEER 347A DIVISION MANAGER-WU 803 MANAGER OF DATA PROCESSING 638A CITY BUILDING OFFICIAL i • 1/02/99 2488.83 258335 268133 2807.26 2939.67 3081.13 3227.88 332637 342336 7/03/99 2501.27 2596.27 2694.74 282130 2954.37 3096.54 3244.02 3343.00 3440.48 1/Ol/00 2563.80 2661.18 2762.11 2891.83 3028.23 3173.95 3325.22 3426.58 3526.49 7101/00 2576.62 26?4.49 2775.92 2906.29 304337 3189.82 3341.75 3443.71 3544.12 . GRADE 031 272A DEPUTY DIR-ECONOMIC DEVELOP 096A DEPUTY DIR-NEIGHBORHOOD & HSG 095A DEPUTY DIR-PLANNING & DESIGN 435A DIRECTOR OF MEDICAL SERVICES (Appointed prior to 1/t/90) 1/02/99 2560.05 2655.74 2757.06 288836 3025.39 3168.94 332038 3424.64 3520.58 7/03/99 2572.85 2669.02 2770.85 2902.80 3040.52 3184.78 3336.98 3441.76 3538.18 1/01100 2637.17 2735.75 2840.12 297537 3116.53 3264.40 342Q.40 3527_80 3626.63 �/Ol/00 265036 2749.43 285432 2990.25 3132.11 3280.72 3437.50 3545.44 3644.76 � -A8- . ;3 � GRADE 032 221A BUILD CODE OFFICER A B C D E F G 10-yr. 15-yr. �1) �2) �3) �4) (5) <6) ('� �8) <9) 1/02/99 2632.45 2730.48 2833.98 2970.�3 3112.18 326134 3416.10 3524.07 3621.02 7/03/99 2645.61 2744.13 2848.15 2985.58 3127.74 3277.65 3433.18 3541.69 3639.13 1/Ol/00 2711.75 2812.73 291935 3060.22 3205.93 3359.59 3519.01 3630.23 3730.I 1 7/Ol/00 272531 2826.79 2933.95 3075.52 3221.96 3376.39 3536.61 3648.38 3748.76 GRADE 033 183A ASSISTANT GENERAL MGR--WU 145A ASSOCIATE CITY ENGINEER 085 CHIEF ACCOUNTANT 513 VALUATION & ASSESSMENT ENGINEER (Appointed prior tol/1/90) 1/02/99 2707.06 2796.95 2915.11 3055.46 3201.26 3355.81 3515.28 3625.43 3727.08 7/03/99 2720.60 2810.93 2929.69 3070.74 3217.27 3372.59 3532.86 3643.56 3745.72 1/Ol/00 2788.62 2881.20 3002.93 3147.51 3297.70 3456.90 3621.18 3734.65 383936 7/Ol/00 2802.56 2895.61 3017.94 3163.25 3314.19 3474.18 3639.29 375332 3858.56 � GRADE 034 232C ATTORNEY VIII 1/02/99 2783.84 2888.36 2998.66 314331 3293.60 3450.59 361639 372936 383633 7/03/99 2797.76 2902.80 3013.65 3159.03 3310.07 3467,84 3634.47 3748.01 3855.51 2/01100 2867.70 2975.37 3088.99 3238.01 3392.82 3554.54 3'725.33 3841.71 3951.90 7/Ql/00 2882.04 2990.25 3 t04.43 3254.20 34Q9.'78 357231 3743.96 3860.92 3971.66 GRADE 035 737 DEPUTY CITY ATTORNEY 1/02/99 2863.94 2971.84 3085.51 3234.62 3387.12 3549.70 3720.06 3838.57 3945.84 7/03/99 2878.26 2986.70 3100.94 3250.79 3404.06 3567.45 3738.66 3857.76 3965.57 1/01/00 2950.22 306137 3178.46 3332.06 3489.16 3656.64 3832.13 3954.20 4064.71 7/Ol/00 2964.97 3076.68 319435 3348.72 3506.61 3674.92 3851.29 3973.97 4085.03 � 99-y85 -�- C:� 1 ! 042 DIILECTOR OF MEDICAL SERVICES (Appointed prior to 1/1/90) 1/02/99 3204.61 3327.02 3455.10 3620.88 3744.56 397935 4170.78 4301.45 4423.43 7/03/99 3220.63 3343.66 347238 3638.98 3813.53 3999.25 4191.63 4322.96 4445.55 1/Ol/00 3301.15 3427.25 3559.19 3729.95 3908.87 4099.23 4296.42 4431.03 4556.69 7/Ol/00 3317.66 3444.39 3576.99 3748.60 3928.41 4119.73 4317.90 4453.19 4579.47 � � � • -A10-