87-1366 WHITE - C�TV CLERK
PINK• �- Flf�(ANCE GITY OF SAINT PAUL Council / /
CANARV - DEPARTMENT File NO. �� /�`� �"
BLUE - MAVOR
�ouncil Resolution
Presented By ''������" I` �
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and
ratifies the attached 1987 — 1990 Agreement between the City and Electricians
Local 110.
COUNCILMEN Requested by Department f:
Yeas Drew Nays
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Rettman
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sor,,,e„ __ Against
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Form pprove b 'ty Attorney
Adopted by Council: Date
Certified Pa• ed by Council Sec tary BY V �
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. App o by Mavor: JCr � � �87 pppro ed by Mayor for S ssion to Council
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�I�ISNED S�-P 2 6 1987
PE$SONNEL - LABOR RELATIONS DE PAR�MENT �i���� "' ����� _O v 1�5
JAMES�LOMBARDI �,, CONTACT
z98-4221 PNONE
AUGUST 3, 1987 DATE e�� e'�
ASSIGN NUNB ER FOR. ROUTING ORDER Cli All Lacations for Si nature :
De�partment� Director 3 Director of Management/Mayor
Finance and Management Services Director - 4 City Clerk
udget Director ��VED
City Attorney �
WHAT_ WILL BE ACH:IEYED BY TAK�P�B ACTION O�UI�E1f��EHED MATERIALS? (Purpose/
Rationale) :
SEE ATTACi�IMENT �YOR'S OFF�CE
. \.� �� —
�\ �� .
COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATEQ:
SEE ATTACHMENT
FINANCING SOURCE AND $UOGET ACTIVITY NUh�ER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amount of'Transaction: quired if under
� �10,000)
Funding Sou:rce: _
Activity Number: •
ATTACHMENTS (List and Number All Attachments) :
1 - COUNCIL RESOLUTION '
RECEFU�D
1 - ATTACHI�NT
i - cz� _cLExx (coPY) ` AU G 101987
CITY ATTOF�NEY
DfPARTMENT REVIEW CITY ATTORNEY REYIfW
Yes No Council Resolution Required? ' Resotution Required? Yes Wo r
Yes No Insurance Required? Insurance Sufficient? Yes No
Yes No Insurance Attached:
� � � (SEE •REVERSE SIDE FOR INSTRUCTIONSj
Revised 12/84
: ..�,
. ���'l-i3� �
This resolution approves the 1987 — 1990 Agreement between the City
and Electricians Local 110.
The changes in the new Agreement are in wage and fringes only. The
total package hourly increases are as shown below.
May, 1987 $ .50
Sept. , 1987 $ .10
May, 1988 $ .53
Sept. , 1988 $ .15
May, 1989 To be determined later.
Based on outside settlement.
These total package increases are based on the outside union
settlement.
FINANCIAL IMPACT:
38 employees
May, 1987 thru April, 1988 $ 44,779
May, 1988 thru April, 1989 $ 49,780
May, 1989 thru April, 1990 $ 40,000 (est.)
> r,� _.
• ��-�1/��l
,
May, 1987 thru April, 1990
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and -
INTERNATIONAL BROTHERHOOD OF
_ ELECTRICAL WORKERS, LOCAL 110
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I N D E R
.
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of the Agreement 5
VI Probationary Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work 8
IX -Overtime 9
R Call back 10
RI Work Location 11
XII Wages and Fringe Benefits 12
XIII Selection of Foreman and General Foreman 14
RIV Early Retirement Insurance Benefits 15
RV Holidays 16
RVI Disciplinary Procedures 18
XVII Absences from Work 19
RVIII Seniority 20
RIX Jurisdiction 21
XX Separation and Retirement 22
XRI Tools 23
RXII Grievance Procedure 24
RRIII Right of Subcontract 29
RXIV Non-Discrimination 30
XXV Severability 30
XXVI Waiver 32
XXVII City Mileage Plan 33
XXVIII Maternity Leave 34
XXIX Severance Pay 35
XXX Duration and Pledge 37
Appendix A A1
Appendix B B1
Appendix C C1
Appendix D D1
Appendix E E1
Appendix F F1
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PREAMBLE
= I
This AGREEMENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLOYER and the International Brotherhood
of Electrical Workers, Local 110 hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as
its ob3ective the promotion of the responsibilities of the City of
Saint Paul for the benefit of the general public through effective
labor�management cooperation.
The EMPLOYER and the UNION both realize that this goal depends
not only on the words in the AGREEMENT but rather primarily on at-
Attitudes between people at all levels of responsibility. Constructive
attitudes of the EMPLOYER, the UNION, and the individual employees will best
serve the needs of the general public.
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. ����i���
ARTICLE I - PURPOSE
.
1.1 The EMPLOYER and the UNION agree that the purpose for entering
into this AGREEMENT is to:
1.11 Achieve orderlq and peaceful relations, thereby
establishing a system of uninterrupted operations
and the highest level of employee performance that
is consistent with the safety and well-being of all
concerned;
1.12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the II�LOYER and the UNION;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of
this AGREEMENT without loss of manpower productivity.
1.2 The E1�II'LOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER.
If any part of this AGREEMENT is in conflict with such legislation,
the latter shall prevail. The parties, on written notice, agree
to negotiate that part in conflict so that it conforms to the
statute as provided by Article 25 (SEVERABILITY).
- 1 -
ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative ,
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2
i
as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-477-A dated April 16, 1973. ,
2.2 The classes of positions recognized as being exclusively represented
by the UNION are as listed in Appendix A.
- 2 -
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ARTICLE III - �LOYER RIGHTS
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of
technology; to establish and modify the organizational structure;
to select, direct, and determine the number of personnel; and to
perform any inherent managerial function not specifically limited
by this AGREEMENT.
3.2 Any "term or condition of employment" not established by this
AGREEMENT shall remain with the EMPLOYER to eliminate, modify, or
establish following written notification to the UNION.
- 3 -
ARTICLE IV - UNION RIGHTS
4.1 The EI�LOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The II�LOYER shall not deduct dues from the wages
of employees covered by this AGREEMENT for any other
labor organization.
4.12 The UNION shall indemnify and save harmless the
EMPLOYER from any and all claims or charges made
� against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit
in each department to act as a Steward and shall inform the EMPLOYER
in writing of such designation. Such employee shall have the rights
and responsibilities as designated in Article 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the II�LOYER where employees
covered by this AGREEMENT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREEMENT established the "terms and conditions of employment" '
defined by M.S. 179.63, Subd. 18 for all employees exclusively
represented by the UNION. This AGREEMENT ehall supersede such
"terms and conditions of employment" established by Civil Service
Rule, Council Ordinance, and Council Resolution.
�
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ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation,
in a regular employment status shall serve a (6) month's probationary
period during which time the employee's fitness and ability to
perform the class of positions' duties and responsibilities shall
be evaluated.
6.11 ' At any time during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE).
6.12 An employee terminated during the probationary period
shall receive a written notice of the reason(s) for
such termination, a copy of which shall be sent to the
UNION.
6.2 All personnel promoted to a higher class of positions shall serve
a six (6) months' promotional probationary period during which
time the employee's fitness and ability to perform the class of
positions' duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period
an employee may be demoted to the employee's
previously held class of positions at the discretion of
the EMPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE).
6.22 An employee demoted during the promotional
probationary period shall be returned to the
employee's previously held class of positions and
ehall receive a written notice of the reasons for
demotions, a copy of which shall be sent to the UNION.
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ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the
philosophy of employment and compensation ehall be a "cash"
hourly wage and "industry" fringe benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked
at the basic hourly wage rate and hourly fringe benefit rate as
found in Article 12 (WAGES AND FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated
or earned by an employee except as specifically provided for
in this AGREEMENT; except those employees who have individually
optioned to be "grandfathered" as provided by 12.2.
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ARTICLE VIII - HOURS OF WORK
8.1 The normal work day shall be eight (8) consecutive hours per day, excluding
a thirty (30) minute unpaid lunch period.
8.2 The normal work week shall be five (5) consecutive normal work days in any
seven (7) day period.
8.3 Shifts other than the regular daytime shift Monday through Friday may be
established. Such shifts must be maintained for a period of at least one
(1) work week. The second shift ehall be a regularly scheduled shift which
follows a regularly scheduled first shift of five (5) hours or greater.
The third shift shall be a regularly scheduled shift which follows a regularly
scheduled second shift of five (5) hours or greater.
8.4 For employees on a shift basis, this shall be construed to mean an average of
forty (40) hours a week.
8.5 This section shall not be construed as, and is not a guarantee of, any hours
of work per normal work day or per normal work week.
8.6 An employee normally working on a particular shift may be transferred from that
_ shift to another shift upon one week's notice; provided, however, that in the
event of a vacancy, an employee may be assigned to another shift to fill such
vacancy upon 24 hours' notice.
8.7 Al1 employees shall be at the work location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.8 All employees are subject to call-back by the EI�LOYER as provided
by Article 10 (CALL BACR) .
8.9 Employees reporting for work at the established etarting time and for whom
no work is available shall receive pay for two (2) hours, at the basic hourly
rate, unless notification has been given not to report for work prior to
leaving home, or during the previous work day.
8.10 The employer shall be required to give no less than six and one-half (6}) hours
notice, when an employee is to be laid off.
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ARTICLE IX - OVERTIME
9.1 All overtime compensated for by the EMPLOYER must receive prior
authorization from a designated EMPLOYER supervisor. No overtime
work claim will be honored for payment or credit unless approved
in advance. An overtime claim will not be honored, even though
shown on the time card, unless the required advance approval has
been obtained.
9.2 The overtime rate of one and one-half (1}) the basic hourly rate
shall be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one
normal work day and
9.22 Time worked on a sixth (6th) day following a normal
work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be
paid for work performed under the following circumstances:
9.31 Time worked on a seventh (7th) day following a
normal work week; and
9.32 Time worked in excess of twelve (12) consecutive hours
in a twenty-four (24) hour period, provided, that all
"emergency" work required by "Acts of God" shall be
compensated at the rate of one and one-half (1}).
9.4 For the purposes of calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid twice
for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid
in cash or in compensatory time. The basis on which overtime shall
be paid shall be determined solely by the II�LOYER. Compensatory
time off must be approved by the EMPLOYER.
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ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
_ I
employee has started a normal work day or normal work week and ;
after an employee has completed a normal work day or normal work
week.
10.2 Employees called back shall receive a minimum of four (4) hours
pay at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject
to minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their
normal work day shall complete the normal work day and be compensated
only for the overtime hours worked in accordance with Article 9
(OVERTIME).
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ARTICLE XI - WORK LOCATION
11.1 Employees shall report to work location as assigned by a designated
EI�LOYER supervisor. During the normal work day employees may
be assigned to other work locations at the discretion of the
EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than their original assignment, and who are required to
furnish their own transportation shall be compensated for mileage.
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ARTICLE RII - WAGES AND FRINGE BENEFITS
12.1 The basic hourly wage rates as established by Appendix C shall be
paid for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below
shall continue to be covered by such benefits. They shall be
subject to all other provisions of the AGREEMENT, but shall not
have hourly fringe benefit contributions and/or deductions made on
their behalf as provided for by Article 12.7 (FRINGE BENEFITS).
12.21 Insurance benefits as established by the City of Saint Paul.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 In each calendar year, each full-time employee who is
eligible for vacation shall be granted vacation according
to the following schedule:
Years of Service Vacation Granted
Less than 5 years 15 days
After 5 years thru 15 years 20 days
After 15 years and thereafter 25 days
Employees who work less than full-time shall be granted
vacation on a pro rata basis.
The above provisions of vacatioa ehall be sub�ect to
the Saint Paul Salary Plan and Rates of Campensation,
Section I, Subdivieion H.
12.24 Ten (10) legal holidays as established by the
" Saint Paul Salary Plan and Rates of Compensation,
Section l, Subdivision I.
12.25 Severance benefits as established by Ordinance No. 11490
with a maximum payment of �4,000 or ss established by
Article 29 of this Agreement.
12.3 Regular employees covered by the Fringe Benefits in 12.2 shall
have the right to transfer from this coverage. Employees zequesting
such transfer shall be considered participating employees and will
no longer be covered by the fringe benefits in 12.2 but shall be
covered by 12.4.
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ARTICLE %III - SELECTION OF FOREMAN AND GENERAL FOREMAN
13.1 The selection of personnel for the class of positions Electrician--
General Foreman and Foreman shall rem�in solely with the E1�LOYER.
13.2 The class of positions Electrician--General Foreman and Foreman i
shall be filled by employees of the bargaining unit on a '
�
"temporary assignment".
�
� 13.3 All "temporary assignments" shall be made only at the direction
of a designated EMPLOYER supervisor.
13.4 Such "temporary assignments" shall be made only in cases where
the class of positions is vacant for more than one (1) normal
work day.
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ARTICLE XII - WAGES AND FRINGE BENEFITS (continued)
12.4 Regular employees not covered by the fringe benefits listed in
Article 12.2 shall be considered, for the purpose of this AGREII�NT,
participating employees and shall be compensated in accordaace
with Article 12.1 (WAGES) and have fringe benefit contributions
and/or deductions made on their behalf as provided for by Article 12.7.
12.5 Provisional, temporary, and emergency employees shall be considered,
for the purposes of this AGREEMENT, participating employees and
shall be compensated in accozdance with Article 12.1 (WAGES) and
have fringe benefit contributions and/or deductions made in their
behalf as provided for by Article 12.7.
12.6 All regular employees employed in a title in this bargaining unit
after February 15, 1974, shall be considered, for the purpose of this
AGREEMENT, participating employees and shall be compensated in accordance
with Article 12.1 (WAGES) and have fringe benefit contributions and/or
deductions made on their behalf as provided for by Article 12.7.
Employees who promote, transfer or reduce to any title in this bargaining
unit from any title which is not in this bargaining unit shall not be
allowed to use any accumulated sick leave credits while they are in
such title.
If the employee promotes, transfers or reduces to any title which is not
in this bargaining unit and if sick leave is allowed under the new title,
the accumulated sick leave the employee had at the time such employee
became a member of this bargaining unit shall be reinstated.
12.7 The EMPLOYER shall make contributions on behalf of and/or make
deductions from the wages of employees covered by this AGREEMENT .
in accordance with Appendix D for all hours worked.
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ARTICLE RIV - EARLY RETIREMENT INSURANCE BENEFITS
14.1 For those employees that are covered by the Fringe Benefits Article
12, the EMPLOYER will provide life, hospital and medical insurance for
early retirees who have retired since July 24, 1974, in the same
proportionate amounts of premium as provided by EMPLOYER for active
employees.
14.2 In order to be eligible for the benefits under this early retiree provision,
the employees must:
14.21 Be receiving benefits from a public employee retirement
act at the time of retirement.
14.22 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
14.33 Inform the Personnel Office of the City of Saint Paul in
writing within 60 days of employee's early retirement date
that he or she wishes to be eligible for early retiree
insurance benefits.
14.3 Notwithstanding any provision of this Article to the contrary, EMPLOYER
premium payments on behalf of early retirees shall commence June 1, 1977,
and shall not be interpreted to apply retroactively or act in reimbursement.
14.4 Any obligation of the EI�LOYER to an early retiree as defined herein shall
cease when such early retiree reaches age sixty-five (65) .
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ARTICLE RV - HOLIDAYS
15.1 The following ten (10) days shall be designated as holidays:
New Year's Day, January 1 -
Martin Luther King Day, Third Monday in January (effective 1986)
Presidents' Day, third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday,
the following Monday shall be considered the designated holiday. When any
of these three (3) holidays falls on a Saturday, the preceding Friday shall
be considered the designated holiday. For those employees assigned to a
work week other than Monday through Friday, these three holidays shall be
observed on the calendar date of the holiday.
15.3 The ten (10) holidays shall be considered nonwork days.
15.4 If, in the judgment of the El�LOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) .
15.5 Participating employees as defined in Articles 12.3, 12.4, 12.5 and 12.6
assigned to work on Martin Luther King Day, President's Day, Columbus Day
or Veteran's Day shall be compensated on a straight time basis for such
hours worked.
15.6 Participating employees as defined in Articles 12.3, 12.4, 12.5 and 12.6
assigned to work on New Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day shall be compensated at the rate of two (2)
times the basic hourly rate for all hours worked.
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ARTICLE VX - HOLIDAYS (cont.)
15.7 If an employee other than a Participating Employee is required to work
on a designated holiday, he shall be compensated at a rate of two (2)
times the basic hourly rate for such hours worked.
15.8 The day after Thanksgiving Day and the day before Christmas Day shall be
considered work days. All employees working on these days shall be
compensated on a straight time basis.
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ARTICLE XVI - DISCIPLINARY PROCEDURES
16.1 The EMPLOYER shall have the right to impose disciplinary actions
on employees for �ust cause.
16.2 Disciplinary actions by the EI�LOYER shall include only the
� following actions:
16.21 Oral reprimand
16.22 Written reprimand
16.23 Suspension
16.24 Demotion
16.25 Discharge
16.3 Employees who are suspended, demoted or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Co�ission or a designated Board of Review. The Civil Service
Commission, or a designated Board of Review, ehall be the sole and
exclusive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be considered
a "grievance" for the purpose of processing through the provisions
of Article 22 (GRIEVANCE PROCEDURE) .
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ARTICLE XVII — ABSENCES FROM WORK
17.1 Employees who are unable to report for their aormal work day
have the responsibility to notify their supervisor of euch absence
as soon as possible, but in no event later than the beginning of
such work day.
17.2 Failure to make such notification may be grounds for discipline
as provided in Article 16 (DISCIPLINARY PROCEDURES).
17.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
II�IPLOYER on the part of the employee.
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ARTICLE XVIII - SENIORITY
18.1 Seniority, for the purposes of this AGREEMENT, shall be defined
as follows:
18.11 "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from the
last date of employment in any and all class titles
covered by this AGREEMENT.
18.12 "Class Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from the
date an employee was first appointed to a class title
covered by this AGREEMENT.
18.2 Seniority shall not accumulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than
thirty (30) calendar days; is granted because of illness or in3ury;
ie granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed
fulltime position with the UNION.
18.3 Seniority shall terminate when an employee retires, resigns,
or is discharged.
18.4 In the event it is determined by the E1�LOYER that it is necessary to
reduce the work force employees will be laid off bq class title
within each Department based on inverse length of "Class Seniority."
Recall from layoff shall be inverse order of layoff, except that recall
rights shall expire after two years of layoff.
18.5 The selection of vacation periods shall be made by class title
based on length of "Class Seniority", subject to the approval
of the EMPLOYER.
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ARTICLE XIX - JURISDICTION
19.1 Disputes concerning work �urisdiction between and among unions
is recognized as an appropriate subject for determination by
the various unions representing employees of the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work �urisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment
of work, the unions involved and the EMPLOYER shall meet as soon
as mutually possible to resolve the dispute. Nothing in the
foregoing shall restrict the right of the EMPLOYER to accomplish
the work as originally assigned pending resolution of the dispute
or to restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER
and as clarified by Sections 19.2 and 19.3 above shall be sub3ect
to disciplinary action as provided in Article 16 (DISCIPLINARY
PROCEDURES).
19.5 There shall be no work stoppage, slow down, or any disruption
of work resulting from a work assignment.
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ARTICLE XX - SEPARATION AND RETIREMENT
20.1 Employees having a probationary or regular employment status
shall be considered separated from employment based on the
following actions:
20.11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
20.12 Retirement. All employees shall retire from
employment with the EhIPLOYER no later than the last
calendar day of the mont� in which an employee
. becomes seventy years old.
20.13 Discharge. As provided in Article 16.
20.14 Failure to Report for Duty. As provided for in
Article 17.
20.2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER
before the completion of a normal work day.
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ARTICLE XRI - TOOLS
21.1 All employees shall personally provide themselves with the
tools of the trade as listed in Appendix E.
- 23 - � .
ARTICLE XXII - GRIEVANCE PROCEDURE
22.1 The II�LOYER shall recognize Stewards selected in accordance
with UNION rules and regulations as the grievance representative `
of the bargaining unit. The UNION shall notify the EMPLOYER
in writing of the names of the Stewards and of their successors
when so named.
22.2 It is recognized and accepted by the EMPLOYER and the UNION
that the processing of grievances as hereinafter provided is
limited by the job duties and responsibilities of the emploqees
and shall therefore be accomplished during working hours only
when consistent with such employee duties and responsibilities.
The Steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours,
provided, the Steward and the employee have notified and received
the approval of their supervisor to be absent to process a
grievance and that such absence would not be detrimental to
the work programs of the EMPLOYER.
22.3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appeal of disciplinary action
as provided by 16.3, for the processing of grievances, which are
defined as an alleged violation of the terms and conditions of
this AGREEMENT.
22.4 Grievances shall be resolved in conformance with the following
procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to
resolve the matter on an informal basis with the
- 24 -
. ��'�-�i3��
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
employee's supervisor. If the matter is not resolved
to the employee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
the UNION. The written grievance shall set forth the
nature of the grievance, the facts on which it is based,
the alleged sections(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the
AGREEMENT not reduced to writing by the UNION within
seven (7) calendar days of the first occurrence of the
event giving rise to the grievance or within the use of
reasonable diligence should have had knowledge of the
first occurrence of the event giving rise to the
grievance, shall be considered waived.
Step 2. Within seven (7) calendar days after receiving the
written grievance a designated II�LOYER supervisor shall
• meet with the UNION Steward and attempt to resolve the
grievance. If, as a result of this meeting, the grievance
remains unresolved, the EI�LOYER shall reply in writing
to the UNION within three (3) calendar days following
this meeting. The UNION may refer the grievance in
writing to Step 3 within seven (7) calendar days following
receipt of the EMPLOYER's written answer. Any grievance
not referred in writing by the UNION within seven (7)
calendar days following receipt of the EMPLOYER'B answer
shall be considered waived.
- 25 -
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYER
supervisor shall meet with the UNION Business Manager
or his designated representative and attempt to resolve
the grievance. Within seven (7) calendar days following
this meeting the EMPLOYER shall reply in writing to
the UNION stating the EMPLOYER'S answer concerning
the grievance. If, as a result of the written
response the grievance remains unresolved, the UNION
may refer the grievance to Step 4. Any grievance not
referred to in writing by the UNION to Step 4 within
seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
. Step 4. If the grievance remains unresolved, the Union may
within seven (7) calendar days after the response of
the EI�LOYER in Step 3, by written notice to the
EMPLOYER, request arbitration of the grievance. The
arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of
the EMPLOYER and the UNION within seven (7) calendar
days after notice has been given. If the parties
fail to mutually agree upon an arbitrator within the
said seven (7) day period, either party maq request
the Public Employment Relations Board to submit a
- 26 -
. ���T-�.���
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
panel of five (5) arbitrators. Both the EMPLOYER
and the UNION shall have the right to strike two
(2) names from the panel. The Union shall strike
the first (lst) name; the EMPLOYER shall then
strike one (1) name. The process will be repeated
and the remaining person shall be the arbitrator.
22,5 The arbitrator shall have no right to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this AGREEMENT.
The arbitrator shall consider and decide only the specific issue
submitted in writing by the EI�LOYER and the UNION and shall
have no authority to make a decision on any other issue aot so
submitted. The arbitrator ehall be without power to make decisions
contrary to or inconsistent with or modifying or varying in any way
the application of laws, rules, or regulations having the force and
effect of law. The arbitrator's decision shall be submitted in
writing within thirty (30) days following close of the hearing or
the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension. The decision sha11 be based
solely on the arbitrator's interpretation or application of the
express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and
binding on the II�LOYER, the UNION, and the employees.
- 27 -
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be bome equally by the II�LOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute postponement that leads to the arbitrators making a
charge, the canceling party or the party asking for the postponement
shall pay this charge. 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.
22.7 The time limits in each step of this procedure may be extended
by mutual agreement of the EMPLOYER and the UNION.
- 28 -
�,C�-�.����
ARTICLE RXIII - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this
AGREEMENT, contract out work done by the employees covered
by this AGREEMENT. In the event that such contracting would
result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90)
calendar day notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered
by this AGREEMENT shall in all cases be made only to employers
who qualifq in accordance with Ordinance No. 14013.
- 29 -
ARTICLE XXIV - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or diecrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the UNION.
24.2 Employees will perform their duties and responsibilities in
a non-discriminatory manner as such duties and responsibilities
involve other employees and the general public.
- 30 -
. �--�r-�.���
ARTICLE XXV - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared
to be contrary to law by proper legislative, administrative, or
judicial suthority from whose finding, determination, or decree
no appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations
to place "the voided provisions of the AGREEMENT in compliance
with the legislative, administrative, or judicial determination.
- 31 - •
ARTICLE XXVI - WAIVER
26.1 The EMPLOYER and the UNION acknowledge that during the meeting
and negotiating which resulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
subject concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the
exercise of this right are fully and completely set forth in
this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment
whether specifically covered or not specifically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually
agree to modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
conditions of employment, to the extent they are inconsistent
with this AGREEMENT, are hereby superseded.
- 32 -
��-�y,���
ARTICLE XXVII - CITY MILEAGE
27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursement
of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provieions are adopted.
27.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written suthorization from the
Department Head.
Type 1. If an employee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at
the rate of �3.00 per day for each day the employee's vehicle is
actually used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed 15C per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use his/her own sutomobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15C per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee ehall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible for
any per diem.
27.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
27.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for sutomobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for personal in�ury, and $25,000 for
property damage, or liability insurance in amounts not less than �300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk. �
- 33 -
ARTICLE XXVIII - MATERNITY LEAVE
28.1 Maternity Leave. Maternity fs defined as the physical state of
pregnancy of an employee, commencing eight (8) months before the
estimated date of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the event
of an employee's pregnancy, the employee may apply for leave
without pay at any time during the period stated above and the
employer may approve such leave at its option, and such leave
may be no longer than one (1) year.
- 34 -
. " C��i���
ARTICLE XXIX - SEVERANCE PAY
29.1 The employer ehall provide a severance pay program as set forth
in this Article.
29.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
29.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" provisions
of the Public Employees Retirement Aseociation (PERA). The
"rule of 90" criteria shall also apply to employees covered
by a public pension plan other than PERA.
29.22 The employee must be voluntarily separated from City employment
or have been subject to separation by layoff or compulsory
retirement. Those employees who are diecharged for cause, �
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
29.23 The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of this Article, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
quirement.
29.24 The employee must file a waiver of reemployment with the
Pereonnel Director, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
29.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
29.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
severance pay in an amount equal to one-half of the dailq rate of
pay for the position held by the employee on the date of separation
for each day of accrued sick leave subject to a maximum of 200 accrued
sick leave daqs.
29.4 The maximum amount of money that any emploqee may obtain through the
severance pay program is ;6,500.
- 35 -
ARTICLE XXIX - SEVERANCE PAY (cont.)
29.5 For the purpose of this severance program, a death of an employee
shall be considered as separation of employment, and if the employee
would have met all of the requirements set forth above, at the time
of his or her death, payment of the severance pay will be made to
the employee's estate or spouse.
29.6 For the purpose of this severance program, a transfer from the
City of Saint Paul employment to Independent School District No. 625
employment is not considered a separation of employment, and such
transferee shall not be eligible for the City severance program.
29.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of City Ordinance No. 11490.
29.8 This severance pay program shall be subject to and governed by
the provieions of City Ordinance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the provisions of this article shall control.
29.9 The provisions of this article shall be effective as of May 1, 1987.
_ 29.10 Any employee hired prior to February 15, 1974 may, in any event, and
upon meeting the qualifications of this article or City Ordinance
No. 11490, as amended by City Ordinance No. 16303, section 1, section 6,
draw severance pay. Aowever, an election by the employee to draw
severance pay under either this article or the ordinance shall constitute
a bar to receiving severance pay from the other.
- 36 -
, ��-,���.���
ARTICLE XXX - DURATION AND PLEDGE
30.1 This agreement ehall become effective as of May 1, 1987 and
shall remain in effect through the 30th day of April, 1990, and
continue in effect from year to year thereafter unless notice
to change or to terminate is given in the manner provided in 30.2.
30.2 If either party desires to terminate or modify this AGREEMENT,
effective as of the date of expiration, the party wishing to
modify oi terminate the AGREEMENT shall give written notice to
the other party, not more than ninety (90) or less than sixty .
(60) calendar days prior to the expiration date, provided, that
the AGREEMENT may only be eo terminated or modified effective
as of the expiration date.
30.3 In consideration of the terms and conditions of employment
established by this AGREEMENT and the recognition that the
GRIEVANCE PROCEDURE herein established is the means by which
grievances conceming its application or interpretation may
be peacefully resolved, the parties hereby pledge that during
the term of the AGREEMENT:
30.31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in
which employees fail to report for duty, willfully
absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part
from the full, faithful performance of their
duties of employment.
- 37 -
ARTICLE XXX - DURATION AND PLEDGE (continued)
30.32 The EMPLOYER will not engage in, instigate, or
condone any lock-out of employees.
30.33 This constitutes a tentative agreement between
the parties which will be recommended by the City
Negotiator, but is subject to the approval of the
Administration of the City and is also sub�ect
to ratification by the UNION.
AGREED to this 31st day of JULY, 1987 and attested to as the full
and complete understanding of the parties for the period of time herein
specified by the signature of the following representative from the
Et�LOYER and the UNION.
WITNESSES:
INTERNATIONAL BROTHERHOOD OF
CITY F SAINT PAUL w ELECTRICAL WORKERS, LOCAL 110
�
%n�` 2 ,.
Labor Rela ions Manager Busines nager
Personnel Director
- 38 -
. ��������
APPENDIX A
The classes of positions recognized as being exclusively represented
by the UNION are as follows:
Electrician--General Foreman
Electrician--Foreman
Electrician
Lighting Maintenance Worker
Apprentice Electrician
Senior Electrical Inspector
Electrical Inspector
and other classes of positions that may be established by the El�LOYER
where the scope of the work duties and responsibilities assigned comes
within the jurisdiction of the UNION.
— A1 —
APPENDIX B
For all normal work weeks established pursuant to the provisions
i
of Article VIII of this contract, which includes Sunday, the following
provisions shall apply and govern:
1. All regular electricians employed prior to January 1, 1976
shall be offered assignment to the work week on a seniority
basis, and all such employees shall have the right to refuse
assignment to the workweek. This refusal is subject to the
provisions listed below.
2. All regular electricians employed subsequent to January 1,
1976 may be assigned to vacancies in this work week.
3. All regular electricians shall have the right to bid on and
obtain assignment of a position occupied by an electrician
with lesser class seniority within 30 calendar days from the
._ date that said position was last filled.
4. Any regular electrician may be assigned, on a temporary basis,
to the workweek, to replace an electrician who is absent
because of vacation, illness, paid military leave, jury duty
or any other leave acceptable to both parties. These tem-
porary assignments shall be made on the basis of seniority and
in no instance shall any one employee be required to work on
such temporary basis for more than 15 work days or the total
temporary assignment to exceed 90 work days.
- B1 -
. ��-T�.���
APPENDI% C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions who are not covered
by the provisions of Article 12.2.
Effective Effective Effective Effective
4-25-87 11-07-87 5-07-88 5-06-89
Electrician . . . . . . . . . . . �18.16* 18.16* 18.42* **
Electrician-Foreman . . . . . . . $19.42* 19.74* 20.01* **
Electrician-General Foreman . . . $20.27* 20.80* 21.06* **
Electrical Inspector. . . . . . . $19.42* 19.74* 20.01* **
Senior Electrical Inspector . . . $20.27* 20.80* 21.06* **
Lighting Maintenance Worker
(Hired prior to May 2, 1981
75Z of Electrician Rate) . .�13.62* 13.62* 13.82* **
Lighting Maintenance Worker (Hired after May 2, 1981)
0 - 6 months . . SOZ of Electrician Rate
7 - 12 months . . 55� of Electrician Rate
13 - 18 months . . 60� of Electrician Rate
19 - 24 months . . 65� of Electrician Rate
25 - 30 months . . 75x of Electrician Rate
The basic hourly wage rate for temporary and emergency employees appointed to
the following classes of positions shall be:
Effective Effective Effective Effective
4-25-87 11-07-87 5-07-88 5-06-89
Electrician . . . . . . . . . . $18.89* 18.89* 19.16* **
Electrician-Foreman . . . . . . �20.20* 20.53* 20.81* **
Electrician-General Foreman . . �21.08* 21.63* 21.90* **
Electrical Inspector. . . . . . $20.20* 20.53* 20.81* **
Senior Electrical Inspector . . $21.08* 21.63* � 21.90* **
Lighting Maintenance Worker
0 - 6 months . . SOx of Electrician Rate
7 - 12 months . . SSZ of Electrician Rate
13 - 18 months . . 60� of Electrician Rate
19 - 24 months . . 65S of Electrician Rate
25 - 30 months . . 75Z of Electrician Rate
*This rate includes 9}Z Vacation Contribution
**The May 6, 1989 Temporary Rate shall be the May, 1989 rate paid by the
employer to employees in comparable classifications under the agreement
between Local 110 and NECA. The rate for provisional, regular and
probationary employees who are not covered by the provisions of Article 12.2
shall be the temporary rate divided by 1.04. The rate for Lighting
Maintenance Workers hired prior to May 2, 1981 shall be seventy-five percent
(75�) of the regular Electrician rate.
- C1 -
APPENDIX C (continued)
Apprentice Electrician (prior to May 1, 1984)
lst 950 hours. . . 50� of Joumeyman Rate
2nd 950 hours. . . SSX of Journeyman Rate
3rd 950 hours. . . 60x of Journeyman Rate
4th 950 hours. . . 65� of Journeyman Rate
5th 950 hours. . . 70� of Journeyman Rate
6th 950 hours. . . 75z of Journeyman Rate
7th 950 hours. . . 80� of Joumeyman Rate
8th 950 hours. . . 85� of Journeyman Rate
Apprentice Electrician (on or after May 1, 1984)
lst 950 hours. . . . 48x of the �ourneyman rate
2nd 950 hours. . . . 48x of the �ourneyman rate
3rd 950 hours. . . . SSx of the journeyman rate
4th 950 hours. . . . 60z of the joumeyman rate
Sth 950 hours. . . . 70X of the �ourneyman rate
6th 950 hours. . . . 75� of the �ourneyman rate
7th 950 hours. . . . 80Z of the �ourneyman rate
8th 950 hours. . . . 85x of the �ourneyman rate
The basic hourly wage rate for regular employees appointed to the following
classes of positions, who are covered by the provisions of Article 12.2 of this
AGREII�NT, shall be:
Effec Effec Effec Effec Effec Effec
4-25-87 9-26-87 11-07-87 5-07-88 9-25-88 5-06-89
Electrician . . . . . . . . . $18.60 $18.67 $18.67 *** *** ****
Electrician-Foreman . . . . . �19.67 �19.75 $20.03 *** *** ****
Electrician-General Foreman. . �20.40 �20.49 �20.94 *** *** ****
Electrical Inspector . . . . . �19.67 �19.75 �20.03 *** *** ****
Senior Electrical Inspector. . �20.40 �20.49 s20.94 *** *** ****
Apprentice Electrician
(hired prior to March 16, 1974)
(85x of Electrician rate) . . ;15.81 �15.87 ;15.87 *** *** ****
***The May 7, 1988 and September 25, 1988 hourly wage rates in this contract
will be the rates showa below less the cost of sick leave usage for 1987 and
less the cost of vacations and holidays for 1987, and less the cost of pensions
for 1988, and less the cost of health and life insurance for the period May 1,
1987 thru April, 1988 incurred by the employer for employees in this bargaining
unit.
The 1988 hourly wage rates for Apprentice Electricians (hired prior to
March 16, 1974) shall be 85Z of the base rate for Electrician.
5-07-88 9-25-88
Electrician . . . . . . . . . . . �24.78 $24.93
Electrician-Foreman . . . . . . . �26.47 $26.62
Electrician-General Foreman . . . �27.59 �27.74
Electrical Inspector . . . . . . �26.47 �26.62
Senior Electrical Inspector . . . �27.59 �27.74
- C2 -
. ��-��-���'
****The May 6, 1989 hourly wage rates in this contract for the titles listed
below will be the total pack.age paid by the employer to employees in comparable
classifications in the May 1, 1989 agreement between Local 110 and the National
Electrical Contractors Association less the cost of sick leave usage for 1988
and less the cost of vacations and holidays for 1988 and less the cost of
pensions for 1989, and less the cost of health and life insurance for the
period May 1, 1988 thru April, 1989 incurred by the employer for employees in
this bargaining unit. The 1989 hourly wage rates for Apprentice Electrician
(Hired prior to March 16, 1974) shall be 85� of the base rate for Electrician.
Electrician
Electrician-Foreman
Electrician-General Foreman
Electrical Inspector
Senior Electrical Inspector
Employees who work on a regularly assigned shift, beginning earlier than
6 a.m. or ending later than 6 p.m., provided that at least five hours of the
shift are worked between the hours of 6 p.m. and 6 a.m., there shall be paid a
night differential for the entire shift.
Employees who work on a regularly assigned shift, beginning earlier than 6 a.m.
or ending later than 6 p.m., but less than five hours of the shift are worked
between the hours of 6 p.m. and 6 a.m., there shall be paid a night differential for
the hours worked between the hours of 6 p.m. and 6 a.m.
The night differential shall be 5z of the base rate, and shall be paid only for
those night shifts actually worked.
The total compensation (wages and fringes) received by employees covered by
this Agreement shall be equivalent in money to the total package paid by the
employer to employees in comparable classifications in the Agreement between Local
110 and the National Electrical Contractors Association. (NECA)
The total package cost shall exclude any costs of payments made for industry
promotion and/or advertisement or any other purposes not directly and clearly
beneficial to the public emploqer.
In the event Local 110 aad NECA amend their bargaining agreement to provide for
either a wage or benefit freeze or reduction during the period of this Agreement,
such freeze or reduction shall be immediately applicable to the total compensation
paid to employees covered by this Agreement.
- C3 -
APPENDIX D
Effective April 25, 1987, the �LOYER shall:
(1) Contribute �1.30 per hour for all hours worked by all participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Health and Welfare Fund. Effective September 26, 1987 this
contribution shall become �1.40 per hour.
(2) Contribute �.60 per hour for all hours worked by participating employees as
defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Pension Fund. No pension contribution shall be made for
apprentices who started working as an apprentice on or after May 1, 1984 until
they have worked 5700 hours as an apprentice.
(3) Contribute �.06 per hour for all hours worked by all participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Apprenticeship Training Fund.
(4) Contribute �.06 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Seniority Fund. No seniority fund contribution shall be
made for apprentices who started working as an apprentice on or after May 1,
1984 until they have worked 5700 hours as an apprentice.
(5) Contribute �.52 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Reserve Trust Fund. For apprentices who started working
as an apprentice on or after May 1, 1984, this reserve trust contribution shall
be limited to #.OS per hour for the first 5700 hours of apprentice work.
(6) Contribute 3X of the gross wages earned by all participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement
to the Union's designated National Employees Benefit Fund (N.E.B.F.).
(7) Contribute 9}x of all wages earned bq participating employees as defined in
Articles 12.3, 12.4 and 12.5 covered by this Agreement, to a Union designated
Vacation and Holiday Fund. This contribution is sub�ect to all payroll
deductions. For apprentices who etarted working as an apprentice on or after
May 1, 1984 this regular Vacation and Holiday Fund contribution 8ha11
be based on hours worked as an apprentice as ehown below.
1ST 1900 HItS 1901 THItU 3800 HRS 3801 THRU 5700 HRS 5701 THRU 7600 HRS
5 x 6 Z 7 x 9 Z
(8) Contribute $.75 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Annuitq Fund. For apprentices who started working as an
apprentice on or after May 1, 1984, this Annuity Fund contribution shall be
limited to �0.25 per hour for the first 6,650 hours of apprentice work.
(9) Contribute �1.45 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Flexible Benefit Fund. For apprentices who started working
as an apprentice on or after May 1, 1984, this Flexible Benefit Fund
contribution shall be limited to �.20 per hour for the first 6650 hours of
apprentice work.
- D1 -
������� �
APPENDIX "D" (continued)
(10) Effective I"�Y �ributionhofathis � 251willtbebdeterminedlatba leteradate��25 per
hour. The dist
(11) Effective September 25, 1988 the above total contributions shall be increased
$.15 per hour.
The EMPLOYER shall establish Workman's Compensation and Unemployment � �
Compensation programs as required by Minnesota Statutes.
Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered
by this AGREEMENT shall not be eligible for, governed by, or accumulate
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe
benefits that are or may be established by Personnel Rules, Council Ordinance,
or Council Resolution.
The EMPLOYER'S fringe benefit obligation to participating employees covered
by this AGREEMENT, as defined in Articles 12.3, 12.4 and 12.5 is limited solely
to the contributions and/or deductions established by this AGREEMENT. The
actual level of benefits provided to employees shall be the responsibility
of the trustees of the various funds to which the EMPLOYER has forwarded
contributions and/or deductions.
- D2 -
�. .
� APPENDIX E
Pocket Tool Punch and Belt
6" Rule
9" or 10" Aluminum Level
8" Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches 3/8" - 3/4"
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps 6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench
File Rasp 12" 1/2 Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and 4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square .
Knife
Long Nose Plier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hammer, Ball Peen
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. �� ��,���
' APPENDIX E (CONTINUED)
Scratch Awl
Drills - in accordance with Tap sizes 9/32 and 3/8
Fuse Puller
Angle Screw Driver
Tool Box to hold the above tools �
The EMPLOYER shall furnish all other necessary tools or equipment.
Employees will be held responsible for tools or equipment issued to them,
providing the EMPLOYER furnishes the necessary lockers, "gang box" or
other safe place for storage.
The EMPLOYER shall replace with similar tools of equal value and quality i
any of the above listed tools which are turned in by an employee which are no
;
longer serviceable because of wear or breakage, providing the employee has been
employed for nine (9) continuous months or more.
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APPENDIR F
WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS '
AND ELECTRICAL INSPECTORS
As a result of the 1974 settlement, the Parties have established
craft-determined rates for Senior Electrical Inspectors and for
Electrical Inspectors, with the specific understanding that such
agreement is restricted to establishing rates of pay for such class-
ifications.
It is, consequently, agreed that the Employer in applying Article III -
EMPLOYER RIGHTS - of the MAINTENANCE LABOR AGREEMENT, shall have the
right to operate the Department in the same manner as heretofore,
with management rights unaffected, and that the establishment of
separate rates for these classifications as well as for Inspector
classifications in other Bargaining Units, may not result in disputes
over assignments or over rates of pay for work performed, nor will
any jurisdictional claims or restrictions be asserted by the Union
because members of various Inspector classifications are assigned to
work which is also performed by other Inspector classifications.
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A G E N A M A T E R I A L S
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COUNCIL ID4� ��3 DATE RECEIVED d; /s� � 7
AGENDA DATE AGENDA ITEM 1�
SUBJECT p� ,� �
ORIGINATOR �S�:y�-��/ CONTACT 1�-y�, ��jG,�� ,
RESEARCH STAFF ASSIGNED DATE SENT TO CLERK � Z ��
COUNCIL ACTION
MASTER FILE INFO AVAILABLE . — %��� � � ;,u•F�.�t.�,«:t
• � DATE FILE CLOSED
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