87-1476 WHITE - CITV CLER�K COI111C1I
PINK - FINANCE � G I TY OF SA I NT PA U L ��—/��
CANARV - DEPARTMgNT
BLUE - MAVOR File NO•
' , Council Resolution --
Presented B � E��`'�`" ��/'`
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Referre� To Committee: Date
Out of Committee By Date
RES'�LVED, that the Council of the City of Saint Paul hereby approves and
ratifieslthe attached 1987-1989 Collective Bargaining Agreement between the
City of 9�aint Paul and the Plumbers Local 34.
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COUNCILME[V Requested by Department of:
Yeas pfeW � Nays �
PERSONN
N"°S'e [n Favor
Rettman
Scheibel i � �� -
Sonnen __ Ageinst '�'�
�er.aeoLc�lU�-
Ll�ilrrr► i n p
UCiT — � �9t77 Form proved y Cit A rne
Adopted by Council: Date C
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Certified Yass d � cil Se tar BY
By�
Approv y Ylav r. Date _ � � � .' �-�' Appr ed by Mayor for Submi n o Counci
P�� 0�± 17 1987
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Pr�RSONN�L-LABO x��TZOrts DEPARTM�NT �� y�� �81$h0
JAMES LoMBAx�I ,� COWTACT
298-4221 PHONE
SEPTEMBER 10, 987 DATE ��� �, Q,r
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ASSIGN NUNBER R ROUTING ORDER C1 i Al l Locatians for Si nature : _
� De`partment Director 3 Director of Management/Mayor
Fina_nce an Management Services Director � 4 City Clerk
Budget .Dir ctor
City Attor ey :
WH T WILL BE A HIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpo�e/
Rationale) :
THIS RESOLUTION APPROVES A T987-1989 AGREEMENT BETWE$N THE CITY AND PLUMBERS LOCAL 34. THE
CHANGES IN THE W AGREEMENT INCLUDE THE DELETION OF ALL REFERENCES TO THE TITLE OF WATER METER
REPAIRER. THE ITLE HAS BEEN REMOVED FROM THIS BARGAINING UNI'T AND PLACED IN ANOTHER UNIT.
OTHER CHANGES I CLUDE A NEW LEGAL SERVICE ARTICLE AND A NEW WAGE S�HEDULE. THE WAGE INCREASE
IS BASED ON THE OUTSIDE UNION SETTLEMENT AND CONSISTS OF THE FOLLOWING TOTAL PACKAGE INCREASES:
5-1-87 $ 30 per hr. 5-1-88 $ .20 p��r hr. 5-1-89 $ .20 per hr.
11-1-87 $ 10 per hr. 11-1-88 $ .20 per hr. 11-1-89 $ . 12 per hr. �
COST BENEFIT UDGETARY AND PERSONNEL IMPACTS ANTICIPA7E0:
FINANCIAL IMPAC : RECE�VE�
1987 - $10,795
_ � �9s.� - s,so� EP 151987 .
1989 - 7,639 ^ �� .
����� nnaYOas oFFic�
TOTAL: 26,738 '
FINANCING SOUR E AND BUDGET ACTIVITY NUP�ER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amoun of"Transaction: quired if under
" $10,00Q)
Fur�ding; Sou ce:
Activity Nu ber:
ATTACHMENTS L st and Number All Attachments :
1 - RFSOLUTION '
1 - COPY CITY LERK
DEP TMENT R EW CITY ATTORNEY REVIEbi
Yes uncil Resolution Required? ' Resolution Required? Yes No
Yes No nsurance Required? Insurance Sufficient? Yes No �/�
Yes nsurance Attached: ��
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(SEE •REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/84
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1987 - 1989
' MAINTENANCE LABOR AGREEMENT
I - between -
ITHE CITY OF SAINT PAUL
' - and -
I,
UNITED ASSOCIATION
IPLUMBERS LOCAL 34
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INDEX
ARTZCLE 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
X Call Back 10
XI ; Work Location, Residency 11
XII Wages 12
XIII � Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV ' Severance Pay 16
XVI Holidays 18
XVII Disciplinary Procedures 19
XVIII Absences From Work 20
%IX ' Seniority 21
XX Jurisdiction 22
XXI , Separation 23
XXII Tools 24
XXIIZ! Grievance Procedure 25
XXIV Right of Subcontract 30
XXV � Non-discrimination 31
XXVI Severability 32
RXVIL Waiver 33
XXVIII City Mileage Plan 34
XXIX ' Safety 35
XXX � Legal Services 36
XXXIII Duration and Pledge 37
� Appendix A Al
, Appendix B B1
Appendix C C1
� Appendix D D1
Appendix E E1
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� P R E A M B L E
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This AGREEMENT is entered into between the City of Saint Paul, herein-
after referred to as the EMPLOYER and the United Association Plumbers Local 34
here�.nafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objeGtive the promotion of the responsibilities of the City of Saint Paul
for �he benefit of the general public through effective labor-management
coopeiration.
The EMPLOYER and the UNION both realize that this goal depends not
only 'on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the EMPLOYER,
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the UNION, and the individual employees will best serve the needs of the
general public.
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ARTICLE I - PURPOSE ,
1.1 The EMPLOYER and the UNION agree that the purpose for entering into
this AGREEMENT is to:
1.11 Achieve orderly 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 EMPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully
resolve disputes as to the application or inter-
pretation of this AGREEMENT without loss of
manpower productivity.
1.2 The EMPLOYER 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 26 (SEVERABILITY) .
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ARTICLE II - RECOGNITION
2.1 IThe EMPLOYER recognizes the UNION as the exclusive representative
'for collective bargaining purposes for all personnel having an �
employment status of regular, probationary, provisional, temporary,
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and emergency employed in the classes of positions defined in 2.2
'as certified by the Bureau of Mediation Services in accordance with
Case No. 73-PR-527-A dated May 11, 1973 and Case No. 86-PR-951 dated
May 14, 1986.
2.2 The classes of positions recognized as being exclusively represented
�by the UNION are as listed in Appendix A.
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ARTICLE III - EMPLOYER 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.
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ARTICLE IV - UNION RIGHTS
4.1 The ENIPLOYER shall deduct from the wages of employees who authorize
�uch 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 EMPLOYER 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
�LOYER from any and all claims or charges made
against the II�LOYER as a result of the implementation
' of this ARTICLE.
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4.2 �'he UNION may designate one (1) employee from the bargaining unit to
�ct 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 23 (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 EMPLOYER where employees
covered by this AGREEMENT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREEMENT establishes the "terms and conditions of employment"
defined by M.S. 179.63, Subd. 18 for all employees exclusively �
represented by the UNION. This AGREEMENT shall 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 six (6) months' 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 23
(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 responsi-
bilities 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
II�LOYER without appeal to the provisions of Article 23
(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 shall receive a written
notice of the reasons for demotion, a copy of which
shall be sent to the UNION.
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ARTICLE VII - PAILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy
of employment and compensation shall 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
Articles 12 (WAGES) and 13 (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 between 7:00 a.m. and 5:.30 p.m.
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8.2 The normal work week shall be five (5) consecutive normal �ork days Monday
through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
judgment to establish second and third shifts or a work week of other
than Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
13ours of work per normal work day or per normal work week.
8.5 �11 employees shall be at the location designated by their supervisor,
�teady 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.
8.6 All employees are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK) .
8.7 Employees reporting for work at the established starting 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
�ork prior to leaving home, or during the previous work day.
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ARTICLE IX - OVERTIME
9.1 Time on the payroll in excess of the normal hours set forth above
shall be "overtime work" and shall be done only by order of the
head of the department. An employee shall be recompensed for work
done in excess of the normal hours by being granted compensatory
tfine on a time-and-one-half basis or by being paid on a time-and-
one-half basis for such overtime work. The basis on which such
overtime shall be paid shall be determined solely by the EMPLOYER.
9.2 The rate of one and one-half (1 1/2) the basic hourly rate shall be the
overtime rate 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 in excess of 40 hours in a seven (7)
day period.
9.3 For the purpose of calculating overtime compensation overtime hours
worked shall not be "pyramided", compounded, or paid twice for the
same hours worked.
9.4 Overtime hours worked as provided by this ARTICLE shall be paid in cash
or compensatory time as determined by the Employer.
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, ARTICI�E X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and
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alfter an employee has completed a normal work day or normal work
week.
10.2 �mployees 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
alccordance with Article 9 (OVERTIME) , when applicable, and sub3ect
�o the minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal
wjork 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, RESIDENCY
11.1 Employees shall report to work location as assigned by a designated
EMPLOYER 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.
11.3 The resolution pertaining to residency approved July 26, 1979, under
Council File No. 273378 shall apply to all employees covered by this
AGREEMENT.
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ARTICLE XII - WAGES
12.1 �he basic hourly wage rates as established by Appendix C shall be
paid for all hours worked by an employee.
12.2 �mployees 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 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 Vacation as established in Section 1 H of the Salary Plan and
Rates of Compensation Resolution (6446) , however, employees
in this bargaining unit, covered by this vacation provision,
', shall be granted vacation at the rate of 160 hours in each
!, calendar year.
�2.24 Ten (10) legal holidays as established by Resolution No.
' 6446, Section l, Subdivision I.
12.25 Severence benefits as established by Ordinance No. 11490
with a maximum payment of $4,000 or as established by
Article XV of this AGREEMENT.
12.26 The EMPLOYER will for the period of this AGREEMENT provide
for employees who are eligible for City's Health and Welfare
benefits and who have retired since September 1, 1974 and
until such employees reach sixty-five (65) years of age such
health and life insurance benefits as were provided by the
EMPLOYER at the time such employees retired.
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ARTICLE XII - WAGES (continued)
12.27 In order to be eligible for the benefits under the provision
of 12.26 the employee must:
12.27.1 Be receiving benefits from a public employee
retiree act at the time of retirement.
12.27.2 Have severed his relationship with the City
of Saint Paul under one of the early retiree
plans.
12.27.3 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.
12.3 Regular employees not covered by the fringe benefits listed in Article 12.2
shall be considered, for the purposes 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 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary, and emergency employees shall be considered, for the
purposes 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 in their behalf as provided for by Article 13 (FRINGE
BENEFITS).
12.5 All regular employees employed 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 13 (FRINGE BENEFITS) .
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ARTICLE XIII - FRINGE BENEFITS
13.1 �he EMPLOYER shall make contributions on behalf of and/or make
�ieductions from the wages of employees covered by this AGREEMENT
in accordance with Appendix D for all hours worked.
13.2 Effective May 1, 1985 provisional, probationary and regular participating
employees shall be eligible for a paid holiday for Labor Day, the first
Monday in September in accordance with the St. Paul Salary Plan and Rates
of Compensation.
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ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN
14.1 The selection of personnel for the class of position Plumber
Foreman shall remain solely with the EMPLOYER.
14.2 The class of position Plumber Foreman shall be filled by employees
of the bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" shall be made only at the direction of a
designated EMPLOYER supervisor.
14.4 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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ARTIC�E X�1 - SEVERANCE PAY
15.1 The employer shall provide a severance pay program as set forth
in this Article.
15.2 �o be eligible for the severance pay program, an employee must meet
the following requirements:
15.21 The employee must be 58 years of age or older or must be
, eligible for pension under the "rule of 85" or the "rule of 90"
I provisions of the Public Employees Retirement Association
' (PERA) . The "rule of 85" or "rule of 90" criteria shall also apply
to employees covered by a public pension plan other than PERA.
15.22 The employee must be voluntarily separated from City employment
or have been subject to separation by layoff or compulsory
, retirement. Those employees who are dicharged for cause,
I, misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
15.23 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.
15.24 The employee must file a waiver of reemployment with the
Personnel 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.
15.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
15.3 �f an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
�everance pay in an amount equal to one-half of the daily rate of
�ay 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
r,ick leave days. '
15.4 �he maximum amount of money that any employee may obtain through this
�everance pay program is $6,500.
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ARTICLE XV - SEVERANCE PAY (continued)
15.5 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.
15.6 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.
15.7 The manner of payment of such severance pay shall be made in accordance
with the provisions of City Ordinance No. 11490.
15.8 This sevrance pay program shall be subject to and governed by the
provisions of City Ordinance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the provisions of this article shall control.
15.9 The provisions of this article shall be effective as of May 1, 1984.
15.10 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. However, 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.
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ARTICI�E XVI - HOLIDAYS
16.1 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)
i 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
Veteran's Day, November 11
, Thanksgiving Day, fourth Thursday in November
��, Christmas Day, December 25
16.2 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
F?riday shall be considered the designated holiday.
16.3 11he ten (10) holidays shall be considered non-work days.
16.4 If, in the �udgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or
"called back" in accordance with Article 10 (CALL BACK) .
16.5 P�articipating employees as defined in Articles 12.3, 12.4 and 12.5 working
oln the holidays listed below shall be paid on a straight time basis.
Martin Luther King Day Presidents' Day
Columbus Day Veterans' Day
16.6 P�rticipating employees as defined in Article 12.3, 12.4 and 12.5 working
o� the Holidays listed below shall be paid at the rate of two (2) times the
b�sic hourly rate for all hours worked.
New Year's Day Thanksgiving Day
Memorial Day Christmas Day
Independence Day
16.7 P�rticipating employees as defined in Articles 12.3, 12.4 and 12.5 working on
L�bor Day shall be recompensed for work done on this day by being granted
compensatory time on a time and one-half basis or by being paid on a time and
one-half basis for such hours worked, in addition to his regular holiday pay.
16.8 I� an employee other than a Participating Employee entitled to a holiday
is required to work on Martin Luther King Day (effective 1986) , President's
D�y, Christopher Columbus Day, or Veterans' Day, he shall be granted another
d�y off with pay in lieu thereof as soon thereafter as the convenience of the
department permits, or he shall be paid on a straight time basis for such
hours worked, in addition to his regular holiday pay. If an employee other
than a participating employee entitled to a holiday is required to work on New
Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or
C�ristmas Day, he shall be recompensed for work done on this day by being
g anted compensatory time on a time and one-half basis or by being paid on a
t�Cme and one-half basis for such hours worked, in addition to his regular
holiday pay. Eligibility for Holiday pay shall be determined in accordance
w�th Section I, Subsection I of the St. Paul Salary Plan and Rates of Compen-
sation.
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ARTICLE XVII - DISCIPLINARY PROCEDURES
17.1 The EMPLOYER shall have the right to impose disciplinary actions on
employees for �ust cause. �
17.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
17.21 Oral reprimand.
17.22 Written reprimand.
17.23 Suspension.
17.24 Demotion.
17.25 Discharge.
17.3 Employees who are suspended, demoted, or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service Commission,
or a designated Board of Review, shall 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 23
(GRIEVANCE PROCEDURE) .
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ARTICLE XVIII - ABSENCES FROM WORK
18.1 Employees who are unable to report for their normal work day have
the responsibility to notify their supervisor of such absence as
soon as possible, but in no event later than the beginning of such
work day.
18.2 Failure to make such notification may be grounds for discipline as
provided in Article 17 (DISCIPLINARY PROCEDURES) .
18.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
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ARTICLE XIX - SENIORITY
19.1 Seniority, for the purposes of this AGREEMENT, shall be defined as
follows:
19.11 "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.
19.12 "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.
19.2 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 injury; is
granted to allow an employee to accept an appointment to the
unclassified service of the EI�LOYER or to an elected or appointed
full-time position with the UNION,
19.3 Seniority shall terminate when an employee retires, resigns, or is discharged.
19.4 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
each Department based on inverse length of "Class Seniority". Employees
laid off shall have the right to reinstatement in any lower-paid class
title previously held in this bargaining unit provided, employee has greater
"Class Seniority" than the employee being displaced.
19.5 In the event it is determined by the EMPLOYER that it is necessary to reduce
the number of Plumbing Inspectors in the Fire Deparment, employees will be laid
off in inverse order of their "Class Seniority". However employees being laid
off who were appointed to the title of Plumbing Inspector prior to July 1,
1985 and transferred to the Fire Department shall have the right to displace
Plumbing Inspectors in the Department of Community Services provided the
employee has greater "Class Seniority" than the employee being displaced.
19.6 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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ARTI�LE XX - JURISDICTION
20.1 �Disputes concerning work jurisdiction between and among unions is
�recognized as an appropriate sub�ect to determination by the various
,unions representing employees of the EMPLOYER.
20.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction
by any mutual agreements between the unions involved.
20.3 ;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 ENIPLOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
20.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 20.2 and 20.3 above shall be sub�ect to disciplinary
�ction as provided in Article 17 (DISCIPLINARY PROCEDURES) .
20.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
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ARTICLE XXI - SEPARATION
21.1 Employees having a probationary or regular employment status shall
be considered separated from employment based on the following
actions:
21.11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
21.12 Retirement. As provided in Article 15.
21.13 Discharge. As provided in Article 17.
21.14 Failure to Report for Duty. As provided in Article 18.
21.2 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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ARTIC�E XXII - TOOLS
22.1 All employees shall personally provide themselves with the tools
of the trade as listed in Appendix B.
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ARTICLE XXIII - GRIEVANCE PROCEDURE
23.1 The EMPLOYER 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.
23.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such 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.
23.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
17.3, for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREEMENT.
23.4 Grievances shall be resolved in conformance with the following procedure:
Step l. 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
employee's supervisor. If the matter is not resolved •
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' ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
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 section(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.
5t, ep 2. Within seven (7) calendar days after receiving the written
� grievance a designated EMPLOYER supervisor shall meet with
I, the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the 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'S answer shall
'� be considered waived.
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ARTICLE XXIII - 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
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 EMPLOYER in Step 3, by written notice to the
EMPLOYER, request arbitration of the grievance. The
arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of the
EMPLOYER and the 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 may request the
Public Employment Relations Board to submit a panel �
of five (5) arbitrators. Both the EMPLOYER and the
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ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
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.
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23.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
�dd to, or subtract from the provisions of this AGREEMENT. The
arbitrator shall consider and decide only the specific issue submitted
i,n writing by the EMPLOYER and the UNION and shall have no authority
to make a decision on any other issue not so submitted. The arbitrator
shall be without power to make decisions contrary to or inconsistent with
ar 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 shall
be based solely on the arbitrator's interpretation or application of the
eixpress terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
an the EMPLOYER, the UNION and the employees.
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ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
23.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided �that
each party shall be responsible for compensating its own representative
and witnesses. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
pays for the record.
23.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
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ARTICLE XXIV - RIGHT OF SUBCONTRACT
24.1 The EMPLOYER ma at an time
� y, y during the duration of this AGREEMENT,
icontract 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.
24.2 The sub-contracting of work done by the employees covered by this
AGREEMENT shall in all cases be made only to employers who qualify
in accordance with Ordinance No. 14013.
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ARTICLE XXV - NON-DISCRIMINATION
25.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembership or nonmembership in the UNION.
25.2 Employees will perform their duties and responsibilities in a
nondiscriminatory manner as such duties and responsibilities
involve other employees and the general public.
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ARTICLE XXVI - SEVERABILITY
26.1' In the event that any provision(s) of this AGREEMENT is declared
' to be contrary to law by proper legislative, administrative, or
'judicial authority 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.
26.2 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 �udicial determination.
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ARTICLE XXVII - WAIVER �
27.1 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
sub�ect 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.
27.2 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.
27.3 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.
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ARTICLE XXVIII - CITY MILEAGE
28.11Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursement
' of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adopted.
28.2�'Method of Computation: To be eligible for such reimbursement, all
� officers and employees must receive written authorization from the
,Department Head. -
'Type 1. If an employee is required to use his/her own automobile
,OCCASIONALLY during employment, the employee shall be reimbursed at
the rate of $3.00 per day for each day the employee's vehicle is
'actually used in performing the duties of the employee's position.
,In addition, the employee shall be reimbursed 15� per mile for each
mile actually driven.
;If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
�employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
�rate of $3.00 per day for each day of work. In addition, the employee
;shall be reimbursed 15C per mile for each mile actually driven.
!If such employee is required to drive an automobile during employment
�nd the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
tiesires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible for
any per diem.
28.3 '�he City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
i�ho are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
�o have his or her own personal car available.
28.4 �ules and Regulations: The Mayor shall adopt rules and regulations
�overning the procedures for sutomobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
�teports indicating miles driven and shall file monthly affidavits stating
�he number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
�►ot less than $100,000/$300,000 for personal injury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
$nsured. These rules and regulations, together with the amendment thereto,
$hall be maintained on file with the city clerk.
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ARTICLE XXIX - SAFETY
29.1 Accident and injury free operations shall be the goal fo the EMPLOYER
and EMPLOYEES. To this end the EMPLOYER and EMPLOYEE will, to the
best of their ability abide by, and live up to the requirements of
the several State and Federal Construction Safety Codes and Regulations.
29.2 To this end the EMPLOYER shall from time to time issue rules or
notices to his EMPLOYEES regarding on the �ob safety requirements.
Any EMPLOYEE violating such rules or notices shall be subject to
disciplinary action. No EMPLOYEE may be discharged for refusing to
work under unsafe conditions.
29.3 Such safety equipment as required by governmental regulations, shall
be provided without cost to the EMPLOYEE. At the EMPLOYER'S option,
the EMPLOYEES may be required to sign for safety equipment and shall
be obligated to return same upon discharge, layoff, quit or other
termination in comparable condition as when issued, providing reason-
able wear and tear. The EMPLOYER shall have the right to withhold
the cost of such safety equipment if not returned.
29.4 The EMPLOYER agrees to pay $10.00 toward the cost of each pair of safety
shoes purchased by an EMPLOYEE that is a member of this unit. The EMPLOYER
shall contribute for the cost of two pair of shoes per year and shall not
be responsible for any additional cost for any additional shoes thereafter.
This reimbursement of $10.00 per pair of shoes shall be made only after
investigation and approval by the immediate supervisor of that employee.
This $10.00 per pair of shoes contribution to be made by the EMPLOYER
shall apply to those employees who must wear protective shoes or boots
for their employment.
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ARTIC�.E XXX - LEGAL SERVICES
30.1 �xcept in cases of malfeasance in office or willful or wanton neglect of duty,
or indifference to rights of others, the employer shall defend, save harmless
�nd indemnify employee against tort claim or demand whether groundless or other-
wise arising out of alleged acts or omission occurring in the performance
or scope of the employee`s duties.
30.2 Notwithstanding the provisions of section 30.1 the employer shall not be
�equired to defend or indemnify any employee against personal liability,
qr damages, costs or expense (a) resulting from a claim, suit, verdict,
t,inding, determination or judgment that the employee has committed an
intentional tort or torts, including but not limited to slander, libel and/or
other defamatory harms; or (b) arising out of cross claims, counterclaims,
a!ffirmative defenses and/or separate actions brought against such employee
i� response to or resulting from claims, allegations, demands or actions
(whether or not litigation was actually commenced) brought, made or instituted
by such employee.
30.3 Notwithstanding the provisions of section 30.1 or 30.2, the employer may at its
sple discretion defend an employee against allegations, claims, demands or
a�tions wholly or in part based on or arising out of claimed intentional
tarts, and in such cases, the employee consents to the extent lawfully
permitted to such representation without regard to actual or potential
cbnflicts of interest.
30.4 E�ch employee, within 20 days after receiving notice of (1) a tort claim
or demand, action, suit or proceeding against him or her, (2) a �udgment,
verdict, finding or determination, either of which arises out of alleged
or found acts or omissions occurring in the performance or scope of the
euhployee's duties, shall notify the City by giving written notice thereof
tq the Office of the City Clerk.
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ARTICLE XXXI - DURATION AND PLEDGE
31.1 This AGREEMENT shall become effective as of the date of signing,
except as specifically provided otherwise in this Agreement 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 31.2.
31.2 If either party desires to terminate or modify this AGREEMENT,
effective as of the date of expiration, the party wishing to modify
or 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 so terminated or modified effective as of the expiration
date.
31.3 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 concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT;
31.3.1 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.
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ARTZCLE �XXI - DUR.ATION AND PLEDGE (continued)
, 31.3.2 The EMPLOYER will not engage in, instigate, or
condone any lockout of employees.
, 31.3.3 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
' subject to ratification by the UNION.
�AGREED to this 4th day of September 1987, and attested to as the full
and complete understanding of the parties for the period of time herein speci-
fied 1�y the signature of the following representative for the EMPLOYER and the
UNION'.
WITNESSES:
CITY QF SAINT PAUL UNITED ASSOCIATION PLUMBERS LOCAL 34
.
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Labor �Relations Manager Bus ness Manager
� ,�tot,e.'��-
Perso Director
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APPENDIX A � �
The classes of positions recognized by the EMPLOYER as being
exclusively represented by the UNION are as follows:
Plumber-Foreman
Apprentice
Plumber
Senior Plumbing Inspector
Plumbing Inspector
Plumbing Inspector--Water Department
and other classes of positions that may be established by the EM1'LOYER
where the duties and responsibilities assigned comes within the
3urisdiction of the UNION.
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APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions and not receiving
the fringe benefits listed in Article 12.2 shall be: _
Effec. Effec. Effec. Effec. Effec. Effec. Effec.
4-25-87 8-1-87 11-7-87 5-7-88 11-5-88 5-6-89 11-4-89
Plumber . . . . . . . $18.14* $18.05* $18.14* $18.34* $18.53* $18.72* $18.84*
Plumber-Foreman . . . $19.59* $19.49* �19.59* $19.78* $19.97* $20.16* $20.28*
Plumbing Inspector. . $19.59* $19.49* $19.59* $19.78* $19.97* $20.16* $20.28*
Plumbing Inspector-
Water Department. . . $19.59* $19.49* $19.59* $19.78* $19.97* $20.16* $20.28*
Senior Plumbing Insp. $20.55* $20.45* �20.55* �20.74* $20.93* $21.13* $21.24*
The basic hourly wage rate for temporary and emergency employees appointed to
the following classes of positions shall be:
Effec. Effec. Effec. Effec. Effec. Effec. Effec.
4-25-87 8-1-87 11-7-87 5-7-88 11-5-88 5-6-89 11-4-89
Plumber . . . . . . . �18.87* $18.77* $18.87* $19.07* $19.27* $19.47* $19.59*
Plumber-Forema.n . . . $20.37* $20.27* $20.37* �20.57* $20.77* �20.97* $21.09*
Plumbing Inspector. . $20.37* $20.27* $20.37* $20.57* $20.77* $20.97* $21.09*
Plumbing Inspector-
Water Department. . . �20.37* $20.27* $20.37* $20.57* �20.77* $20.97* $21.09*
Senior Plumbing . . . �21.37* �21.27* �21.37* $21.57* �21.77* $21.97* �22.09*
Apprentice 0- 6 months . . . . . . . . . . 50Z of Plumber rate
7-12 months . . . . . . . . . . 55� of Plumber rate
13-18 months . . . . . . . . . . 60� of Plumber rate
19-24 months . . . . . . . . . . 65� of Plumber rate
25-30 months . . . . . . . . . . 70Z of Plumber rate
31-36 months . . . . . . . . . . 75X of Plumber rate
37-42 months . . . . . . . . . . 80� of Plumber rate
43-48 months . . . . . . . . . . 85� of Plumber rate
49-54 months . . . . . . . . . . 90Z of Plumber rate
55-60 months . . . . . . . . . . 95� of Plumber rate
*This rate includes the $1.57 taxable vacation contribution.
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APPEI�TDIX C (continued)
'The basic hourly wage rate for regular employees appointed to the
follqwing classes of positions who are receiving the fringe benefits listed
in Article 12,2 shall be: �
� Effec. Effec. Effec. Effec. Effec. Effec.
, 4-25-87 11-7-87 5-7-88 11-5-88 5=6-89 11-4-89
Plumb�er . . . . . $18.79 $18.87 ** ** *** ***
Plumb�er-Foreman . $20.04 $20.12 ** ** *** ***
Plumbling Inspector $20.04 $20.12 ** ** *** ***
Plumb�3ng Inspector-
Water� Department. . $20.04 $20.12 ** ** *** ***
Senior Plumbing Insp. $20.87 $20.96 ** ** *** ***
If the Union elects to have the contributions listed in Appendix D increased
or decreased, the Employer may ad�ust the above applicable rates for participating
emploj�ees in such a way that the total cost of the package (wage rate plus contri-
butio�s) remains constant.
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APPENDIX C (continued) ,
**The May 7, 1988 and November 5, 1988 hourly rates in this contract shall be
the rates as shown below less the cost of sick leave usage for 1987 and less the
cost of holiday, pension and vacation for 1988 and less the cost of 'health and life
insurance for the period May, 1987 thru April, 1988 incurred by the employer for
employees in this bargaining unit.
May 7, 1988 Nov. 5, 1988
Plumber $23.62 $23.82
Plumber Foreman $25.12 $25.32
Plumbing Inspector $25.12 $25.32
Plumbing Inspector-Water Dept. $25.12 $25.32
Senior Plumbing Inspector $26.12 �26.32
***The May 6, 1989 and November 4, 1989 hourly rates in this contract shall
be the rates as shown below less the cost of sick leave usage for 1988 and less the
cost of holiday, pension and vacation for 1989 and less the cost of health and life
insurance for the period May, 1988 through April, 1989 incurred by the employer for
employees in this bargaining unit.
May 6, 1989 Nov. 4, 1989
Plumber $24.02 $24.14
Plumber Foreman $25.52 $25.64
Plumbing Inspector $25.52 $25.64
Plumbing Inspector-Water Dept. $25.52 $25.64
Senior Plumbing Inspector $26.52 $26.64
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 em-
ployer to employees in comparable classifications in the Agreement between Local
34 and Twin Cities Piping Industry Association.
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, � APPENDIX C (continued)
I�The total ac
p kage cost shall exclude any costs of payments made for industry
promation and/or advertisement or any other purposes not directly and clearly
benefiicial to the public employer.
IIn the event Local 34 and any plumbing contractor affiliated or not affiliated
with ITwin Cities Piping Industry Association and doing business in the seven county
metropolitan area agree to a total commercial package different from the above total
commercial package such differences shall be immediately applicable to the total
compensation paid to employees covered by this Agreement.
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APPENDI% D
Effective May 1, 1987, the EI�LOYER shall:
(1) contribute $1.57 per hour from which payroll deductions have ,
been made for all hours worked by participating employees �as
defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT,
to a UNION designated Credit Union.
(2) contribute $1.53 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT, to the Health and Welfare Fund. Effective August 1, 1987
this contribution shall be �1.63 per hour.
(3) contribute $2.78 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the
Pension Fund.
(4) contribute $ .11 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the
Journeyman and Apprenticeship Training Fund.
(5) contribute � .03 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT to the
General Benefit Fund.
All cQntributions made in accordance with this Appendix shall be forwarded to
the Twin City Pipe Traders Service Association.
The Employer shall establish Workman's Compensation and Unemployment Compensation
programs as required by Minnesota Statutes.
The E1�LOYER'S fringe benefit obligation to participating employees as defined
in Articles 12.3, 12.4 and 12.5 is limited 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
EI�LOYER has forwarded contributions and/or deductions.
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� APPE�TDIX E
WORKING CONDITIONS FOR SENIOR PLUMBING INSPECTORS
AND PLUMBING INSPECTORS
.
As a �l,result of the 1974 settlement, the Parties have established craftdetermined
rates for Senior Plumbing Inspectors and for Plumbing Inspectors, with the specific
understanding that such agreement is restricted to established rates of pay for
such 'classif ications.
I
It is, consequently, agreed that the Employer in applying Article 3 EMPLOYER RIGHTS
of the MAINTENANCE LABOR AGREEMENT, shall have the right to operate the Department
in tl�e 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 assign-
ments or over rates of pay for work performed, nor will any jurisdictional claims
or r�'Istrictions 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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