The URL can be used to link to this page

85-216 WHITE - CITV CLERK PINK - FINANCE G I TY OF SA I NT PA U L Council /� CANARV - DEPARTMENT File NO. ��_° ` /� BLUE - MAVOR 1 Council Resolution Presente By �y Referred To �%< <��"� L� Committee: Date � ��'�� Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1985-1986 Agreement between the City of St. Paul and the St. Paul Fire Supervisory Association. Approved: Civil Servi ce Commission, Chair COUNCILMEfV Requested by Department of: Yeas �F N�� /'' � PERSONNEL pk'FICE Drew In Favor Masanz � � Nicosia �sehs�bsl— __ A ga i n s t BY Tedesco Wilson FEB 1 �+ 1g85 Form App e City tt rn Adopted by Council: Date � Certified P•s e Council et BY t�ppro by INavor. Date � FEB 19 1985 Approved by Mayor for ission to Council — Y Pu�FS�t�� ►��? 2 3 1985 . Perso::nel G'ff�.Ee A_ � DEPARTh1ENT �--�p�T`/�D � �an s��,A.,{A '� CONTACT 298-4221 PHONE � �� T1ar_pmhF+r 2n� 7 984 �TE � � (Routing and Explanation Sheet) Assign Number for Routing Order (Clip All locations for Mayoral Signature)• .�. partment Di rector a Ci t,y Attorney � Di rector of Management/Mla�yor Finance and Management Services Director R�,C�►�/ED City Clerk JAN 1 8 Budget Di rector 1985 MAYOR'S OFFICE What Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale): This resolution approves the 1985-1986 Agreement between the City and the St. . Paul Fire Supervisory Association. This new Agreement includes changes in the Insurance Article, �ioliday Article, Severance Pay Article, Administrative Service Fee Article and Wages. The new title of Deputy Fire Chief has been included in thass Agreement. These changes are on the attached sheet. Financial , Budgetary and Personnel Impacts Mticipated: 1985: $35,356 1986: $37,035 Funding Source and Fund Activity Number Char4ed or Credited: Attachments (List and Number all Attachments�: 1. Resolution 2. Agreement 3. Copy for City Clerk DEPARTMENT REVIEW CITY ATTORNEY REVIE61 Yes No Council Resolution Required? Resolution Required? �/ Yes No Yes No Insurance Required? Insurance Sufficient? Yes No �/� Yes No Insurance Attached? Revision of October, 1982 ��PP RPVP1"CP Sicip for 'InstruCtions) . � . + .� � , . ��/� 1985-1986 Agreement between the City and the St. Paul Fire Supervisory Association. These changes implement the new insurance plan, grants an additional tour of duty holiday, (which may be taken in time-off or money) , and Martin Luther King Holiday in 1986, increases the Administrative Service Fee, and increases the wages. The 1985 wage increase is 4.75$ plus a slight adjustment for the Supervisor of Communications and District Fire Chief. Because of the reduction in insurance costs the total package cost for this settlement is approximately 4.5% for the first year. The wage increase in the second year (1986) is 4.5� across athe board. � � �"=;�-''"_.�::�� Cx�.�� o� S.r�,.�zlv� �'.�iT� ��',�-�/� _';:,:; (� �<.:.,� � ?::� -- �. `'�' orrxcr, oz ��xr � . -j ;'_-�:�c;::-.�:1 �;I � � i r� r � C.I'1.'X COU\'CIL ;:-.� ,;,,;�::. � �;y�; S��r_,,^,, �_t:.:l �:.� •;� '—.m _ -��; ;;,.,�.� . ,/; D o �'e : February 7, 1985 �`4; ..+;,;;- f -�;�.:,;• '.- . . ...._ � 0 f�l I1/1 f��" E � F� � P O � `�' �'O = �Qtn? Pau 1 Ci�� Coc��c�:i� �� J� % �•0 9�'3�T3 I(t��.' O�'1 FINANCE ' C F-2�1 R JAMES SCHEIBEL I. Resolution approving Maintenance Labor Agreeme�t between ISD n625 and Painte:s Union, Local �61, School Service E;�loyees, Local No. 284, r4anual and Maintenance S�.ipervisors' ssociation and General Drivers Local Union No. 120. (Personnel) �- �.v�.�' �"�` ��;��g �85-1986 Agreeme t between the City and the St. Paul Fire Sunervisory Association. (Personnel)��j'��I.�� 4�' 3. Resolution approving 1984-1985 Collective Bargaining Agreement between the City and the City Attorney's Professional Association. (Personnel)�f��er/ ! `� 4. Resolution approving 1985-1986 b4emorandum of Understanding pertaining to Assistant Fire Chief or Deputy Chief of Police. (Personnel) ` �� L-� '� d uF�i� l Lt� �-'C�.�. ---�. Resolution-amendin� Section 4 of the ivil Servi e Rules pertaining to announce:aents of available positions. (Personnel) � ��V��- 6. Resolution changing the grade for the titles of Deputy Chief of Police and Assistant i. �F{re chief in the Salary Plan and Rates o£ Compensation Resolution. (Personnel) e`�u�n �tijv�g the rat�e�of-pa��r Libra� Aide in the Sa . Compensation Resolution. (Personnel) � Y Iary Plan a.d Rates of � P�r�vec( 8. Resolution amending the Salary PIan and Rates of �Comoensation(�Resolution regardin� Plasterer Inspector's saiary steps. (Personnel) �� Up�J �r�� 9. Resolution amending the I985 budget and addino $17,648 to the Financing Plan and t,a ; the Spending Plan for Special Construction Project Inspections. (Comm. Services)j..�n��r� � ¢i 1 10. Resolution amending the I984 Capital Impravement Bud�et and transferring �68,050 f�om Specifie,d Contingency to Arlington Hills Branch Library Rehab. (Comm. Services) ,�P r�� ' CO�r•tITTEE-OFrTHE-NHOLE - Ite:ns 11, 1� and 13 11. Resolution amending Section 5.D of the Civil Service Rules pertaining to Residence and allowing 5 points on only one certified appointment for each applicant. (Personael) �—�� C�VC,'�' � ��c�-S 1?. Resolution amending '�e�tion 14 of the Civil Service Rules pertaining to promotion requirements. � � �� -��.� ' (�V e�-� 13. Resolution placin� the public funds rema.ining for District 2's Citizen Farticipation activities in reserve until District 2 is reorganized. i (} �=� r�� ) : ,��j� C;TY HALL SEVENT3�7 FLOOI: ' r� �� W✓ SAINT PAUL. rill`;�'ESOTA 551C�3 '�C=„12y u . , �� i� 1985 - 1986 AGREEMENT between - THE CITY OF SAINT PAUL and - THE SAINT PAUL FIRE SUPERVISORY ASSOCIATION �� INDEX � ARTICLE TITLE PAGE I Purpose 1 II Definitions 2 III Recognition 3 IV Security 4 V Employer Authority 5 VI Grievance Procedure 6 VII Savings Clause 11 VIII Uniform Allowance 12 IX Legal Services 13 X Seniority 14 XI Call Back 15 XII Insurance 16 XIII Vacation 19 XIV Holidays 20 XV Sick Leave and Maternity Leave 21 XVI Severance Pay 22 XVII Wages 24 XVIII Residence 25 XIX Incapacitation 26 XX Duration and Effective Date 27 Appendix A A1 Appendix B B1 ii - _ . ��.�-a�� ARTICLE I PURPOSE 1. 1 The Employer and the Saint Paul Fire Supervisory Association (SPFSA) agree that the purpose of entering into this AGREEMENT is to: l.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well being of all concerned. 1.12 Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application of interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. - 1 - ARTICLE II - DEFINITIONS 2.1 ASSOCIATION: Saint Paul Fire Supervisory Association (SPFSA) 2.2 II�PLOYER: The City of Saint Paul 2.3 ASSOCIATION MEMBER: A member of Saint Paul Fire Supervisory Association (SPFSA). . 2.4 EMPLOYEE: A member of the exclusively recognized bargaining unit as certified by the State Bureau of Mediation Services in Case No. 78-PR-1056-A dated August 1, 1978. 2.5 VACANCY: As determined by the department head, a funded position opening in a class specified in Article 3.2. 2.6 POSITION: Any specific office, employment or �ob in the Fire Department in a class specified in Article 3.2. 2.7 TOUR OF DUTY: A. For a fifty-six (56) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenty-four (24) hour period from 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendar day. B. For a forty (40) hour work week employee: The performance of �ob duties and acceptance of the responsibilities of a position for a consecutive and uninterruted eight (8) hour period within a calendar day. 2.8 DEPARTMENT: The fire department of the City of Saint Paul as established and amended from time to time pursuant to Section 9.01 of the City Charter. 2.9 OVERTIME: Work performed by an EMPLOYEE in excess of the EMPLOYEE'S tour � of duty by order of the EMPLOYER. - 2 - , � ��i� ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the SPFSA as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for supervisory Fire Department personnel. 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Supervisor of Fire Communications Assistant Fire Marshal District Fire Chief Emergency Paramedical Services Chief Fire Marshal Fire Training Officer Deputy Fire Chief 3.3 In the event the EMPLOYER and the ASSOCIATION are unable to agree as to the inclusion or exclusion of a new or modified �ob position, the issue shall be submitted to the Bureau of Mediation Services for determination. - 3 - ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of EMPLOYEES who authorize such a deduction in writing an amount necessary to cover monthly ASSOCIATION dues and assessments. Such monies shall be remitted as directed by the ASSOCIATION. 4.2 The ASSOCIATION may designate EMPLOYEES from the bargaining unit to act as stewards and shall inform the EMPLOYER ia writing of such choice. 4.3 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the city as a result of any action taken or not taken by the city under the provisions of this article. 4.4 The ASSOCIATION agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paul. - 4 - , � �� ARTICLE V - EMPLOYER AUTHORITY 5.1 The SPFSA recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respecte in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of iaherent managerial policy, which include but are not limited to, such areas of discretion of policy as the functions aad programs of the employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. - 5 - ARTICLE VI - GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the inter pretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by civil service rules or statutory provisions shall not be considered grievances and sub�ect to the grievance procedure hereinafter set forth. No disciplinary action which may be appealed to a civil service or merit system authority will be considered a grievance and sub3ect to the grievance procedure herein. 6.2 SPFSA REPRESENTATIVES The EMPLOYER will recognize representatives designated by the SPFSA as the grievance representatives of the bargaining unit having the duties and responsibilit�es established by this Article. The SPFSA shall notify the II�LOYER in writing of the names of such SPFSA representatives and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the SPFSA ar.d the EMPLOYER that processing of grievances as hereinafter provided is limited by the 3ob duties and responsibilities of the EI�LOYEE and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the SPFSA shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided the EMPLOYEE and the SPFSA representatives havP notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work program of the EMPLOYER. - 6 - . �.��a�� ARTICLE VI - GRIEVANCE PROCEDURE (continued) 6.4 PROCEDURE Grievances, as defined by Section 5.1 shall be resolved in con- formance with the following procedure: Step 1. An EMPLOYEE claiming a violation concerning the interpretation of application of the Contract shall within twenty-one (Z1) calendar days after such alleged violation has occurred present such grievance to the EMPLOYEE'S super- visor as designated by the EMPLOYER. The EMPLOYER-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed in Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Contract allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER-designated representative's final answer in Step 1. Any grievance not appealed in writ- ing to Step 2 by the SPFSA within ten (10) calendar days shall be considered waived. SteP 2. If appealed, the written grievance shall be pre- sented by the SPFSA, and discussed with the EMPLOYER- designated Step 2 representative. The EMPLOYER-designated representative shall give the SPFSA the E1�'LOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 - 7 - ARTICLE VI - GRIEVANCE PROCEDURE (continued) 6.4 PROCEDURF.-Step 2 (continued) may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated repre- sentative's Step 2 answer. Any grievance not appealed in writing to Step 3 by the SPFSA within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be pre- sented by the SPFSA to, and discussed with the II�LOYER-designated Step 3 representative. The EMPLOYER-designated representative shall give the SPFSA the EMPLOYER'S answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the SPFSA to Step 4 within ten (10) calendar days following the EMPLOYER-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the SPFSA within ten (10) calendar days shall be con- sidered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbit- rator shall be made in accordance with the "Rules • Governing the Arbitration of Grievances" as estab- lished by the Public Employment Relations Board. - 8 - . � ��s �i� � ARTICLE VI - GRIEVANCE PRO�EI3ZT&E^� (cont.) 6.5 ARBITRATOR'S AUTHORITY The arbitrator shall have to right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the SPFSA, and shall have no authority to make a decision on any other issue not so submitted. 6.6 The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the appli- cation 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 the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 6.7 The fees and expenses for the arbitrator's service and proceedings shall be borne equally by the EMPLOYER and the SPFSA, provided that each party shall be responsible for compensating its own re- presentatives 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. If both parties desire a ver- batim record of the proceedings, the cost shall be shared equally. - 9 - ARTICLE VI — GRIEVANCE PROCEDURE (continued) 6.8 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the SPFSA may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit on each step may be extended by mutual written agreement of the employer and the SPFSA in each step. 6.9 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved employee(s) . - 10 - . , ��-�a�� ARTICLE VII - SAVINGS CLAUSE 7.1 This AGREEMENT is sub3ect to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. - 11 - ARTICLE VIII — UNIFORM ALLOWANCE 8.1 The 1972 base of One Hundred T�enty Dollars ($120.00) as a clothing allowance on a voucher system will be increased January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniform is stipulated and attached as Appendix A. 8.2 It is further understood that Fire Prevention Employees shall receive a clothing allowance which is Thirty ($30.00) dollars greater than that provided herein for other employees. — 12 — ��5�rl� ARTICLE IX - LEGAL SERVICES 9. 1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the EI�LOYER shall defend, save harmless and indemnify an EMPLOYEE, and/or his estate, against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occuring in the performance and scope of the EMPLOYEE'S duties. - 13 - ARTICLE X - SENIORITY 10. 1 Department Seniority For the purposes of this AGREEMENT seniority shall be defined as the length of continuous and uninterrupted employment in the fire department. 10.2 Loss of Department Seniority An EMPLOYEE will lose acquired department seniority in the following instances: 10.31 Resignation 10.32 Discharge 10.33 Retirement 10.3 Work Force Reduction In the event of a reduction in the department work force, such reduction shall occur in accordance with Section 22 of the Civil Service Rules as of the date of the signing of this AGREEMENT. 10.4 Reduction in Rank Reduction in rank shall be in accordance with the Civil Service Rules as of the date of the signing of this AGREEMENT. (Except as indicated below) 10.41 Reduction in rank for periods up to but no more than 30 consecutive calendar days will be by platoon seniority. 10.42 Reduction in rank for more than 30 consecutive calendar days shall be in accordance with the Civil Service Rules as of the date of the signing of this AGREEMENT. - 14 - . ��-�� ARTICLE XI - CALL BACK 11.1 II�LOYEES required to report for work by the EMPLOYER during scheduled off-duty time will be compensated the straight time rate. The minimum payment under this Article will be four (4) times the EMPLOYEE'S hourly rate. An early report of two (2) hours or less or an extension of a normally scheduled tour of duty shall not qualify an EMPLOYEE for this minimum payment. - 15 - ARTICLE XII INSURANCE 12.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for EMPLOYEES such health and life insurance benefits as are provided by ErIPLOYER at the time of the execution of this AGREEMENT. 12.2 The EMPLOYER will for the period of this AGREEMENT provide� for EMPLOYEES who retire after the time of execution of this AGREEMENT and until such EMPLOYEES reach sixty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER. - 12.3 Effective January 1, 1985, for each employee who retires during the term of this AGREEMENT and is eligible for early retiree benefits under the terms set forth in this article and who selects employee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $87.06 per month, whichever is less. In addition, for each eligible early retiree who selects dependent's insurance coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $203.86 per month, whichever is less. Effective January, 1986, the dollar caps specified in this Article 12.3 shall be ad�usted to equal the January, 1986 premium cost for the health insurance plan offered to the City by Blue Cross-Blue Shield for early retirees. In order to be eligible for City benefits under the early retiree provision, the Employee must: 12.31 Be receiving benefits from a public employee retirement act. 12.32 Have severed his/her relationship with the City of St. Paul under one of the early retiree plans. - 16 - ��jT-�f� ARTICLE %II - INSURANCE (continued) 12.4 In the event of the death of an active employee or an early retiree the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premium applicable to dependents of active employees. It is fur- ther understood that coverage shall cease in the event of: 12.41 Subsequent remarriage of the surviving spouse of the deceased - employee or retiree. 12.42 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtain through a group program provided by said EN�LOYER. It is further understood however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical in- surance coverage for the first ninety (90) days of said em- ployment. 12.5 City-provided life insurance in existence at time of retirement shall continue to be provided by the City after an employee shall take early retirement, but such coverage shall terminate at age 65. 12.6 For each eligible employee covered by this AGREEMENT selecting a health insurance program supplied to the City, the City shall pay the entire cost of such coverage, or $70.00 per month whichever is less. For each employee selecting family coverage, the City shall pay the entire cost of such family coverage or $180.00 per month, whichever is less. - 17 - ARTICLE XII - INSURANCE (cont.) 12.7 The Employer will attempt to prevent any changes in the benefits offered by the Health Maintenance Organizations plans. However, employees selecting one of the plans offered by one of the Health Maintenance Organizations agree to accept any changes in benefits which the specific Aealth Maintenance Organization implements. The Fee for Service Health plan is understood to be the plan designated as Alternate 5 bid by Blue Cross-Blue Shield for January 1, 1985. 12.8 For each employee who is eligible for such coverage, the City agrees to contribute the cost of $5,000 of life insurance or $2.07 per month, whichever is less. - 18 - . � �� ARTICLE XIII - VACATION 13.1 EMPLOYEES shall be granted in each calendar year vacation at the rate of two (2) times the number of hours designated as the work week. After five (5) years of continuous employment in EMPLOYER'S fire department, II�LOYEES shall be granted vacation at the rate of three (3) times the number of hours designated as the work week. After fifteen (15) years of continuous employment in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of four and two-tenths (4.2) times the number of hours designated as the work week. After twenty-five (25) years of continuous employment in II�LOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. 13.2 The department head may permit EMPLOYEES to carry over into the follow- ing calendar year vacation time equivalent to two work weeks. Vacation schedules shall be fixed by the department head. An EMPLOYEE not working full-time shall be granted vacation on a pro-rata basis. 13.3 EMPLOYEES separated from employment by reason of resignation shall be granted such vacation pay as has been earned and remains unused at the time of separation, provided notification of resignation has been sent to the department head, in writing, at least fifteen (15) calendar days prior to the date of resignation. EMPLOYEES separated from employment by reason of discharge, retirement or death shall be granted such vacation pay as has been earned and remains unused at the time of separation. EMPLOYEES granted more vacation time than earned at the time of separation from employment shall pay the EMPLOYER for such unearned vacation. - 19 - ARTICLE XIV - HOLIDAYS 14.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one additional floating holiday which is to be added to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 14.2 Effective 1986 and in addition to 14.1 above, add one additional holiday (Martin Luther King Day) to the vacation schedule by in- creasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 14.3 In addition to what is provided in Section 14.1 and 14.2 above and the St. Paul Ordinance No. 6446, add one additional tour of duty holiday. In each year of this agreement, this tour of duty Holiday may, at the option of the employee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking time off on the additional tour od duty Holiday provided herein. If the Employer has not received and approved an employee's request for his/her additional tour of day Holiday time off by November 15 of each calendar year, such employee can only receive payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last regularly scheduled pay day of that calendar year. 14.4 For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. - ZO - , . ��'S=ai� ARTICLE XV - SICK LEAVE AND MATERNITY LEAVE 15.1 Sick leave shall be granted in accordance with the Civil Service Rules. 15.2 Modify the sick leave conversion to vacation policy, to allow eligibility for conversion when one hundred eighty (180) days have been accumulated. 15.3 Maternity Leave. Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 21 - ARTICLE XVI -- SEVERANCE PAY 16.1 The employer shall provide a severance pay program as set forth in this Article. 16.2 To be eligible for the severance pay program, an employee must meet the following requirements: 16.21 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" provisions of the Public Employees Retirement Association (PERA) . 16.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off 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. 16.23 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. 16.24 The employee must file a waiver of re-employment with the Director of Persoanel, which will clearly indicate that by requesting severancy pay, the employee waives all claims to reinstatement or reemployment (of any type) , with the City _ or with Sndependent School District No. 625. 16.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 16.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave sub�ect to a maximum of 200 accrued sick leave days. 16.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 22 - . . ��'� ARTICLE XVI SEVERANCE PAY (continued) 16.5 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 may be made to the employee's estate or spouse. 16.6 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. 16.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 16.8 This severance pay program shall be sub�ect to and governed by the pro- visions of City Ordinance No. 11490 except in those cases.where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. 16.9 Any employee covered by this bargaining unit, 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. - 23 - ARTICLE XVII — WAGES 17.1 The wage schedule for the purpose of this AGREEMENT shall be Appendix B attached hereto. - 24 - . ' ��=a�� ARTICLE XVIII — RESIDENCE 18.1 The residency requirements as passed by the City Council on December 30, 1983 under Council File No. 279643 shall apply to all employees covered by this AGREEMENT. = 25 — ARTICLE XIX - INCAPACITATION 19.1 EMPLOYEES in�ured during the course of employment and thereby rendered incapable of performing 3ob duties and responsibilities shall receive full wages during the period of incapacity, not be exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 19.2 EMPLOYEES disabled through in�ury or sickness other than specified in Section 19.1 above shall receive full wages for a period equal to accumulated sick leave, plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available to members in this unit only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per member of the Saint Paul Fire Department (based on the 1972 Annual Report method of calculating same), of eight (8) days or less. 19.3 EMPLOYEES in3ured on incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of in3ury or incapacity provided they are physically capable of resuming their �ob. 19.4 Except as. specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. • - 26 - �� ARTICLE XX - DURATION OF AGREEMENT 20.1 I�cept as herein provided, this AGREEMENT shall be effective ae of the date the AGREEMENT is executed by the parties and shall contiaue in full force and effect thru the 31st day of December, 1986 and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1971. 20.2 The wage schedule attached hereto as Appendix "B" shall take force and effect at such time ae is specified in the administrative resolution recognizing and approving this AGREEMENT ia accordance with Section 12.09 of the St. Paul City Charter. Signed this 4th day of January, 1985 CITY OF SAINT PAUL SAINT PAUL FIRE SUPERVISORY ASSOCIATION , � . /. ' ' ��, � L bor el ons rec r President �. ✓ - 27 - � ��.�-a�� APPENDIX A Regulation "West Point" long sleeve police shirt. . . . . . . . . . Regulation "West Point" short sleeve police shirt . . . . . . . . . Ranking Officer's white uniform shirt, long sleeve, West Point 7500C Ranking Officer's white uniform shirt, short sleeve, West Point 7500C Jersey type long sleeve sweat shirt, navy blue - Wilson 8632. . . . Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . Jacket - Light weight, waist style Fechheimer 32100 . . . . . . . . Surcoat - Energy 100FD - Sizes 48 - 50 add lOZ - longs add 10�. . . Jacket - California thermal chief - Horace Small. . . . . . . . . . Parka - Navy - Butwin 111SP Regular sizes 34 - 46. . . . . . . . . . . . . . . . . . . . . Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . . 50 . . . . . . . . . . . . . . . . . . . . . . . . 52 . . . . . . . . . . . . . . . . . . . . . . . . Long . . . . . . . . . . . . . . . . . . . . . . . Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . . . . . . . . . . . . . . Sewing Costs: No cost when ordered with �acket, otherwise . . Caps Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . Chiefs Navy-Stype Midwest-N.W. . . . . . . . . . . . . . . . . 8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . . Belts - leather - black - 1'� inch . . . . . . . . . . . . . . . . . Shoes Wedge style oxford - Red Wing shoe �101 . . . . . . . . . . . Slip on style oxford - FLOAT-AWAYS #J5347. . . . . . . . . . . Slip on style oxford - FLOAT-AWAYS �J5318. . . . . . . . . . . Lace style oxford - FLOAT-AWAYS Z5096. . . . . . . . . . . . . Slip on style oxford Weinbrenner 1635. . . . . . . . . . . . . Slip on style oxford Weinbrenner 1435. . . . . . . . . . . . . Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . . Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . . Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . Socks � Munsingerwear #40 . . . . . . . . . . . . . . . . . . . . . . Munsingwear #415 - stretch style . . . . . . . . . . . . . . . � Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . . � A1 - APPENDIX B . • BI-WEEKLY RATES Supervisor of Fire Communications Effective Date A B C D E F 10-yr 15-yr 1-5-85 1123.97 1180.14 1239.15 1289.20 1355.14 1410.06 1483.28 1519.90 1-4-86 1174.55 1233.25 1294.91 1347.21 1416.12 1473.51 1550.03 1588.30 Assistant Fire Marshal 1-5-85 1123.97 1180.14 1239.15 1289.20 1355.14 1410.06 1483.28 1519.90 1-4-86 1174.55 1233.25 1294.91 1347.21 1416.12 1473.51 1550.03 1588.30 District Fire Chief Emergency Paramedical Services Chief Fire Marshal Fire Training Officer 1-5-85 1254.89 1317.65 1383.54 1439.38 1513.01 1574.34 1656.09 1697.00 1-4-86 1311.36 1376.94 1445.80 1504.15 1581.10 1645.19 1730.61 1773.37 Deputy Fire Chief 1-5-85 1369.38 1438.77 1510.71 1571.69 1652.09 1719.06 1808.31 1852.99 1-4-86 1431.00 1503.51 1578.69 1642.42 1726.43 1796.42 1889.68 1936.37 - Bl -