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86-73 WHITE - C�TV CIERK � PINK - FINANCE GITY OF SAINT PALTL Council / CANARV - DEPARTMENT � / � BLUE - MAVOR Flle NO• `� ` �� ou cil Resolution Presented Referred To �1 ��141� C�C Committee: Date � — � '� � Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1986-198� Collective Bargaining Agreement between the City of Saint Paul and the Classified Confidential Employees Association. COUNCILMEN Requested by Department of: Yeas Drew Nays � ��A�' P NNEL ICE Nicosia ln Favor Scheibel ((� � Sonnen _ Agaillst B _._ Tedesco W i Ison JAN � J 1986 Form A roved y Cit t ey Adopted by Council: Date � Certified Pas d y ouncil Se ary BY c By� A►ppr d y lVlavor: Date � ,��I�� 8� Appcov Mayor for Submi io to Council By BY PUBLISHED �`c� i - 1986 . � �r=��- �� 1986 - 1987 AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION I N D E X ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Checkoff 3 III Hours of Work 4 IV Work Breaks 6 V Holidays 7 VI Employee Rights Grievance Procedure 8 VII Mileage 12 VIII Residency 13 IX Vacation 14 X Insurance 15 XI Working Out of Classification 20 XII Employee Records 21 XIII Bulletin Boards 22 XIV Wages 23 XV Maintenance of Standards 24 XVI Leaves of Absence 25 XVII Military Leave of Absence 27 XVIII Management Rights 28 XIX Seniority 29 XX Discipline 32 XXI Legal Services 33 XXII No Strike - No Lockout 34 XXIII Severance Pay 35 XXIV Non-Discrimination 37 XXV Terms of Agreement 38 Appendix A1 - ii - P R E A M B L E This AGREEMENT entered into by the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the City of Saint Paul Classified Confidential Employees Association, hereinafter referred to as the ASSOCIATION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the ASSOCIATION, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. - iii - ARTICLE I - RECOGNITION l.l The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certi- fication by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.1 below. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All classified confidential employees employed in the City Attorney, Budget Director, Mayor and Personnel Offices in the classifications of: Clerical and Technical Group Affirmative Action Technician Data Processing Adie Budget Technician I Duplicating Equipment Operator Budget Technician II Duplicating Equip. Oper. Supv. Budget Technician III Duplicating Equip. Oper. Trainee Budget Technician IV EDP Programmer Civil Service Transaction Clerk I EDP Programmer Analyst Civil Service Transaction Clerk II EDP Programmer Trainee Clerk I Field Representative I Clerk II Personnel Clerk-Board of Education Clerk III Personnel Technician I Clerk IV Personnel Technician II Clerical Supervisor Personnel Technician III Clerk-Typist I Planning Technician I Clerk-Typist II Planning Technician II Clerk-Typist III Public Information Technician Clerk-Stenographer I Secretary Clerk-Stenographer II Service Worker II Clerk-Stenographer III Trainee (Clerical) Professional Group Affirmative Action Recruiter EDP Systems Analyst I Accountant I Employee Benefits Coordinator Accountant II Manpower Coordinator I Accountant III Office Services Admin. Supervisor Budget Analyst I Personnel Assistant I Budget Analyst II Personnel Assistant II Budget Analyst III Personnel Assistant III Budget Analyst IV Urban Corps Coordinator - 1 - ARTICLE I - RECOGNITION (continued) 1.3 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the ASSOCIATION, and upon notification by the ASSOCIATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article I, Section 1.3. - 2 - ARTICLE II - CHECK OFF 2.1 The EMPLOYER agrees to deduct the ASSOCIATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a repre- sentative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The ASSOCIATION agrees to indemnify and hold the �LOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. - 3 - ARTICLE III - HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7 3/4) consecutive hours per day, excluding a forty-five (45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38 3/4) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 Employees in this bargaining unit working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and onehalf basis or by being paid on a time and onehalf basis for such overtime work. The overtime rate or one and onehalf shall be computed on the basis of 1/80th of the biweekly rate. 3.7 Employees working in a title listed under the heading, "Professional Group" in Article 1.2 who work more than seven and three/fourths (7 3/4) hours in any 24 hour period or more than thirtyeight and three/fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 3.8 below. 3.8 It is understood by the parties that Section 28.H OVERTIME of Resolution No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading, "Professional Group" in Article 1.2. In unusual - 4 - ARTICLE III - HOURS OF WORK (continued) � circumstances a department head may grant these employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three/fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on a straight time basis for the extra hours worked. 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. 3.10 Call-In Pay. When an employee is called to work he shall receive two hours' pay if not put to work. If he is called to work and commences work, he shall be guaranteed four hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. - 5 - � ARTICLE IV WORK BREAKS 4.1 Rest Periods. All employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. ,; - 6 - ARTICLE V HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year�s Day Columbus Day Martin Luther King Day Veterans'Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency, nor other employees not heretofore eligible shall receive holiday pay. 5.4 Not withstanding Article 5.3, effective April 1, 1984 a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixtyseven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. - 7 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with ASSOCIATION rules and regulations as the grievance representative of the bargaining unit. The ASSOCIATION shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the ASSOCIATION 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. 6.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article XX for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the ASSOCIATION. 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 - 8 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the ASSOCIATION within seven (7) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2. Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the ASSOCIATION steward and attempt to resolve the grievence. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the ASSOCIATION within three (3) work days following this meeting. The ASSOCIATION may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the ASSOCIATION within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated II�PLOYER supervisor shall meet with the ASSOCIATION Business Manager or his designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the EMPLOYER shall reply in writing to the ASSOCIATION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the ASSOCIATION may refer the grievance to Step 4. Any grievance not referred in writing by the ASSOCIATION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. - 9 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the ASSOCIATION may within seven (7) work 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 ASSOCIATION within seven (7) work days after notice has been given. If the parties fail to mutally 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 ASSOCIATION shall have the right to strike two (2) � names from the panel. The ASSOCIATION 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. 6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the ASSOCIATION 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 or modifying or varying in any way the application of laws, rules, or regulations having the force ' and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator�s inter- pretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the II�PLOYER, the ASSOCIATION and the employees. - 10 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) ' Y , 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EI�LOYER and the ASSOCIATION, provided that each party shall be responsible for compensating its own repre- sentatives 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. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the ASSOCIATION. 6.8 It is understood by the ASSOCIATION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - 11 - ARTICLE VII - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 7.2 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 15C per mile driven and shall not be eligible for any per diem. Type 2. If an employee is required to use his/her own 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 and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. 7.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal 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 insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 12 - ARTICLE VIII - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to all employees covered by this agreement. - 13 - � ARTICLE IX - VACATION 9.1 Each full-time employee working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall accumulate vacation credits at the rates shown below for each full hour on the payroll, ex- cluding overtime. Years of Service Hours of Vacation lst year thru 4th year .0385 Sth year thru 9th year .0577 lOth year thru 15th year .0654 16th year thru 23rd year .0808 24th year and thereafter .1000 9.2 Each full-time employee working under a title listed under the heading "Professional Group" in Article 1.2 shall accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Hours of Vacation lst year thru 8th year .0577 9th year thru 15th year .0777 16th year and thereafter .0962 9.3 The head of the department may permit an employee to carry over into the calendar year of 1986 up to one hundred and sixty (160) hours of vacation. Into the "vacation year" beginning December 6, 1986 and each "vacation year" thereafter the head of the department may permit an employee to carry over up to eighty (80) hours of vacation. For the purpose of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year) . 9.4 The above provisions of vacation shall be sub�ect to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. - 14 - ARTICLE X - INSURANCE ' 10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 10.2 The EMPLOYER will for the period of this AGREEMENT provide for full-time 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 and life insurance benefits as are provided by the EMPLOYER for active employees under this Agreement. 10.3 The Employer will for the period of this Agreement provide for half-time employees who retire after the time of execution of this Agreement and until such employees reach sixty-five (65) years of age fifty percent (507) of such health insurance contributions and life insurance contributions as are provided by the Employer for full-time employees who retire under this Agreement. 10.4 Not withstanding Article 10.2, the Employer will for the period of this Agreement contribute for full-time employees who retire after December 31, 1985 and who select the Blue Cross Health insurance provided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such retiree coverage or $106.32 per month whichever is less. For such retirees selecting family coverage the Employer will contribute the cost of such family coverage or $284.12 per month, whichever is less. For half-time employees who retire after December 31, 1985 and who select the Blue Cross health insurance provided by the Employer and until such retirees reach sixty-five (65) years of age, the Employer will contribute fifty percent (SO') of such health insurance contributions as are provided by this Article 10.4 for full-time employees who retire. - 15 - ARTICLE X - INSURANCE (cont.) 10.5 Effective January 1, 1987, the amount of the Employer's contribution toward retiree coverage in Article 10.4 will be ad3usted in dollars to reflect the cost of such Blue Cross coverage or $125.00 per month, whichever is less. The Employer's contribution toward family coverage shall remain limited to $284.12 per month. 10.6 Employees who retire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the City contributions to health insurance set forth in Article 10.2. 10.61 Be receiving benefits from a public employee retiree act at the time of retirement. AND 10.62 Have severed his relationship with the City of St. Paul under one of the early retiree plans. 10.7 Effective January 1, 1987, in addition to meeting the eligibility requirements stated in 10.61 and 10.62 above, retiring employees must also meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 10.2, 10.3 and 10.4. 10.71 Must be at least 58 years of age and have completed 25 years of employment with the City of St. Paul OR The combination of their age and their years of service must equal eighty-five (85) or more. OR Must have completed at least thirty (30) years of service. 10.8 Effective January 1, 1987, full-time employees who retire and who meet the conditions set forth in 10.61 and 10.62 but who meet none of the conditions set forth in 10.71, shall be eligible for the following percentages of the amount contributed by the Employer toward health insurance for active employees in the same health plan. Such retirees shall be eligible for such contribution until they reach sixty-five (65) years of age. Combination of Age Contribution For Contribution For and Years of Service Single Coverage Family Coverage 84 90� 907 83 80� 807 82 707 70' 81 607 60� 80 507 50� - 16 - ARTICLE X - INSURANCE (cont.) 10.9 A Retiree may not carry his/her spouse as a dependent if such spouse is also a a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 10.10 For each eligible employee covered by this Agreement who is employed full-time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $72.65 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $185.00 per month, whichever is less. 10.11 For the purpose of this Article, full-time employment is defined as appearing on the payroll at least 32 hours per week or at least 64 hours per pay period excluding overtime hours. 10.12 For each eligible employee covered by this Agreement who is employed half-time who selects employee insurance coverage, the Employer agrees to contribute fifty percent (507) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. For each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (507) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least 20 hours but less than 32 hours per week or at least 40 hours but less than 64 hours per pay period excluding overtime hours. 10.13 Not withstanding Article 10.12, employees covered by this Agreement and employed half-time prior to January 1, 1986 shall receive the same insurance contributions as a full-time employee. This Article 10.13 applies only to employees who were employed half-time during the month of December, 1985 and shall continue to apply only as long as such employee remains continuously employed half-time. - 17 - ' ARTICLE X - INSURANCE (cont.) 10.14 Effective January 1, 1987, the amount of Employer's contribution toward the employee coverage in Article 10.10 will be adjusted in dollars to reflect the cost of the highest January 1, 1987 premium rate for employee coverage or $85.00 per month, whichever is less. The Employer's contribution toward family coverage shall remain limited to $185.00 per month. 10.15 Employees eligible for insurance coverage may select any one of the following coverages. Group Health Coordinated Health Care Share Blue Cross-Blue Shield CMM HMO-Minnesota Physicians Health Plan Med Center In the event the Employer makes available to employees, a health insurance plan not listed above, this Agreement may be reopened by mutual agreement of the Employer and Union to add such plan to the above list in this Article 10.15. 10.16 For each eligible employee the Employer agrees to contribute the cost of $5,000 of life insurance coverage. 10.17 In addition to the $5,000 life insurance coverage in 10.16 for each full-time employee working under a title listed under the heading "Professional Group" in Article 1.2, the Employer agrees to contribute the cost of additional life insurance coverage or $0.51 per thousand dollars of coverage per month, which- ever amount is less. The total amount of life insurance coverage provided under this section and section 10.16 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. - 18 - ARTICLE X - INSURANCE (cont.) 10.18 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Plan. 10.19 Any cost of any premium for any City-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the employee. - 19 - ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classifi- cation held by such employee. The rate of pay for an approved outofclass assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. 11.2 For the following classifications, the provisions of 12.1 shall not apply to performance of the duties of the next higher classification in the job series: Clerk I Clerk-Stenographer I Duplicating Equipment Operator Trainee Clerk-Typist I - 20 - ARTICLE XII - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed with the Personnel Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargainfng unit may file a grievance or a discrimiation complaint and there shall be not retaliation by the City of Saint Paul for such action. - 21 - ARTICLE XIII - BULLETIN BOARDS 13.1 The EMPLOYER shall provide reasonable bulletin space for use by the UNION in posting notices of UNION business and activities, said bulletin board space shall not be used by the UNION for political purposes other than UNION elections. Use of this bulletin board is subject to approval of the department head. - 22 - ARTICLE XIV - WAGES 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the employer from the following: 1. Reorganizing 2. Abolishing classifications � 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassi- fication takes place. 14.2 Notwithstanding section 15.1, salary rates in Appendix A shall be reduced in the amounts necessary to equalize payment to individual HRA employees and City employees who receive different pension benefits. - 23 - ARTICLE XV - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 24 - ARTICLE XVI - LEAVES OF ABSENCE 16.1 Leave of Absence. After three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250) . 16.2 Sick Leave. Sick Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than onehalf hour past his regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250, of the City of Saint Paul. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of the time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, motherinlaw, fatherinlaw, or other person who is a member of the house- hold; and may be granted leave with pay for such time as is actually the case of sudden sickness or disability of a member of his household, making arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave. 16.4 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by the proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and sub3ect to such conditions as are imposed by law. Such leaves of absence as are granted under Article 18 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statue. - 25 - ARTICLE XVI - LEAVES OF ABSENCE (continued) 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty. Any employee who is required during his regular working hours to appear in court as a �uror or witness except as a witness in his own behalf against the CITY, shall be paid his regular pay while he is so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a juror or witness. 16.7 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 16.8 Any employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive representative. 16.9 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. 16.10 Education Leave. Leave with pay may be granted for educational purposes at the option of the employer. - 26 - ARTICLE XVII - MILITARY LEAVE OF ABSENCE 17.1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, nor or hereafter organized or constituted under Federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and, further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. - 27 - � ARTICLE XVIII - MANAGEMENT RIGHTS 18.1 The ASSOCIATION recognized the right of the CITY to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the CITY has not officially abridged, delegated or modified by this AGREEMENT are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. - 28 - ARTICLE XIX - SENIORITY 19.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 19.3 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 seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A layoff shall be based on inverse length of total seniority in all titles listed on the corresponding line under Column B. Department will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Personnel Department shall place the affected employee in such vacancy. If two or more vacant positions are available the Personnel Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position - 29 - ARTICLE XIX - SENIORITY (continued) and the least senior City employee in such titles shall be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Column B Clerk I Clerk I, Clerk II Clerk II Clerk I, Clerk II Clerk-Typist I Clerk-Typist I, Clerk-Typist II Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I Clerk-Steno I, Clerk-Steno II Cashier I Cashier I, Cashier II Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Data Entry Operator I Data Entry Operator I, Data Entry Operator II Data Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equipment Duplicating Equipment Operator Trainee, Operator Trainee Duplicating Equipment Operator Duplicating Equipment Operator Duplicating Equipment Operator, Duplicating Equipment Oper. Trainee 19.4 In cases where there are promotional series, such as Clerk I, II, III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. - 30 - ARTICLE XIX - SENIORITY (continued) 19.5 In cases where an employee to be laid off has held no regular appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the title within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current title, so long as there is either a vacancy or if no vacancy exists a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regular appointment to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactorily complete a six-month probationary period in such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Board of Education for Board of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. - 31 - ARTICLE XX - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the ASSOCIATION will receive copies of written reprimand and notices of suspension and discharge. 20.4 Employees may examine all information in their EMPLOYER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ASSOCIATION representative be present. 20.7 Grievances relating to this Article shall be processed in accordance with existing Civil Service procedures, except that oral and written reprimands shall be taken up in the grievance procedure under Article VI. - 32 - ARTICLE XXI - LEGAL SERVICES • 21.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the employer shall defend save harmless and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occuring in the performance or scope of the employees duties. - 33 - ARTICLE XXII - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part af the full perfor- mance of their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of this article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to return to his full duties within twenty-four (24) hours of such warning may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this Agreement. - 34 - ARTICLE XXIII - SEVERANCE PAY 23.1 The employer shall provide a severancy pay program as set forth in this Article. 23.2 To be eligible for the severance pay program, an employee must meet the following requirements: 23.21 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) . The "rule of 85" or the "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 23.22 The employee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.23 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. 23.24 The employee must file a waiver of reemployment with the Director of Personnel, 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. 23.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 23.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 35 - ARTICLE XXIII - SEVERANCE PAY (continued) 23.5 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. 23.6 For the purpose of this severance program, a transfer from the City of St. 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. 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.8 This severance pay program shall be sub�ect 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. 23.9 The provisions of this article shall be effective as of December 24, 1983. 23.10 Any emploqee hired prior to December 31, 1983 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. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this article upon meeting the qualifications herein. - 36 - ARTICLE XXIV - NON-DISCRIMINATION 24.1 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 ASSOCIATION. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. � � - 37 - ARTICLE XXV - TERMS OF AGREEMENT 25.1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the complete AGREEMENT between the ASSOCIATION and the CITY of Saint Paul. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the CITY and the ASSOCIATION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be oligated to bargain collectively with respect to any sub�ect or matter referred to or covered in this AGREEMENT. 25.2 Savings Clause. This AGREEMENT is subject 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 hold to be contrary to law by a court of competent �urisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All,other provisions shall continue in full force and effect. 25.3 Terms of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1986, thru December 31, 1987 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing by June 1, that it desires to modify or terminate this AGREEMENT. In witness whereof, the parties have caused this AGREEMENT to be executed this 20th day of December, 1985. - 38 - ARTICLE XXV - TERMS OF AGREEMENT (continued) 25.4 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, the City Council and is also subject to ratifi- cation by the City of Saint Paul Classified Confidential Employees Association. 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Rf O O Oo N V O� 1� V �O O� N 0o rt O� l� �I p� rj rt p O O i--� N O N �O OD C� N .P O� r+ N O� • tD fD OG �h M 1 ri R' fD �-h r7 N w O r+ r-� �-+ �--� �-+ � r-� rr � F-� r► C W N O O O O O t0 O �O �O �O Oo pp f-+ P� �-fi N r't O l� V W C� �-+ W 0� r-� C� tJt �-+ 00 l� Vf � � r'! � W V C� O ln �D N OD O O� �O 00 N l� � r'► N rt � � W l� O i--� N �O l� W 00 00 ln l� .L� M fD f) w a V l� l� �O 11i 00 V� V N � V l� T O� • fD p O �-' Cj '.� ln r7 r'1 N r r+ . ►+ �-+ r� f--� �--� r� 1 a" I W N O O O O O �O O �G �D �O 0o OD N `C � !D �' h�+ ln 00 W V N A �O t�+ V O� N �O ln Q M l� W N C� lf� �D A 00 N V �C O� �O 00 h-+ W 1 . n»r r-� h-� • . �, �9 ln M �D 00 �O ln O� V � �O 00 W W O �O �O r'1 � v �C 'L! 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M • O1 _ £d _ �1 � H m o r � ►-� � r-� � r � � r-• � ►-i r � tzf rD �' p' � C t I 1 I 1 I 1 I I I I I I I rh v� �o �o � �o �n o0 00 00 00 00 00 00 �+, ro b �v M w � w � w � w � wr w .� w � �o t+7 fD �--� W m P� 1 1 1 I I 1 1 I I I I I I I c� z t� �o � rt C o0 00 00 00 00 00 00 00 00 00 00 00 00 0o rr C7 F+ o� C �p c�D C V o� V o� � o� V o� V o� V v� v C� C DC C fD m rD m m n 'r! � - rw � � � � a �e � w � oo w �. �- �. � �. _ m p rr v� p � �- o 0 0 �c �c �o �c o0 0o ao 0o v (p � W � 00 W V N r V C� N �-+ v V W �+ V � • W C r't W 00 V i--� ln O� N W N O� V W tJ� O t.n f� n �n w �t y o ��!,' I--� r't �C N � �-' O N tr V N t0 l� W V W l� � �C fD V O V l� V r-� 00 00 r+ W N � N W r7 fD W • fA � 1-� V � V � N � p r i--� r-+ rr r r+ r-� r+ �-+ fD i �c y �o rv �--� �-- o 0 0 0 �o �c �c �o ao 00 0o a �e oo a' ao � ao � rn rn �-• o rn v� � � � � �-• •• � � �o a r., w v, v o � � � 000� o � c. o . . . . . . . . . . . . . . td W h'S N M W OD tJ� ln O� �O W O r+ 00 l� N O� N p pt O at � l� 0o i� o� �G Oo O i--� v� V O� Oo N a n � rt m � � N fA �'t U1 � �+ �-+ f-+ ►.+ r.+ r. h.+ �. � rf� tU hh N N r-� i--� r+ O O O �O t0 �O �O 00 00 `C O � O �O � O� � O ln ln O �O V� l� O V l� �s K a n v �-- c� o� rn �c o �►+ �o c� v o� �c �- . a, . . �dai . . �y . . �droa+ . . � . . ro �dr� wa • • c-� ro !A � N C/] N 1� � l� N tD G V O C7 �O V F-� fD G W N I-+• G� 00 F-� fD C7 C �h V �C � r7 t7 V+ rt V r+ C]. ln N r't R. O l� "d �D W N ri LL O V fD r+ O W ri 'd f3. r�n �O O � fD (D I cD OV tn OG � fn 00 I-� � tn 00 F� Fr �v �v �c b m o � ro � o �o a � o ro co ng r� fA fA ri N r-� F-+ � r i-+ � � r+ r-+ p r �-+ � � � �' 7q � � O � �1 A � 9 fn 9 w N H N i--� cD H ►-� �--�00 O O DO fD H O �O fD �O �O 00 fD OC H rt �O 0� h-� H �' rt ln �O fD � C� F+ fD tn O M �O l� 1-+ (D W �O'd OD l� I--� M fD I-'� rr V p t�1 I-�r p'' 'U �' W tn f) o� t� n tn tn p1 v �O H f� Oo l� ri �o �I H W f) C ln ln �-h A �' • • H � • � • cD H � • • fD • �D H � a" N • • C O pC !-r r't Ul �i V l� '.� ln �-+ fD Ly i--� l� O V A tD '.y 00 r U1 O� O A fD '.y W �O 7i C G �O �OF-� NWf� F+ I� OfD NO� �' A I+ O� NfD NO �' n fD F+ ',a NO � H f� (A A a" f� M � a' f� � � � M A f� tU f� O r-� D'' �-' F+ � F+ W p I-'� r'f F+ � W r7 r'1 ,'a p v+ w �++ su ww � � w N � wHw r� wr rt I I-+ I �--� �-' p �-+ r-+ n � � r-+ � � F'� f� � �-' rr rY � ►.+� f) M :y O O F+`C F-+�C l� W N tv F+ rv � �+ O P1 F+� O O F+� O �o N W tb � �o �O � H ',y ry ti � ln H V � N H O tn l� �O p W H 00 W C W OD ',7 W I-� H l.n r+ H G (� l� W C N V � H O� � ll� O� � H l!� 00 tD N V � � H l� N H H fD �'t O r'i • • • �-.� • • • • H • • • . H fD fD • • CrJ fD C� fD � fD W � N � H 00 0� 1� r+ H H O� t0 H l� �O H fD A O �O f� C+7 r7 �-h � M V C� t1� O� H i--� � O� W H �D 1� O � �' V �O a' CA O � � � H W µ p' n � A f� A N rt fD r7 i--� �-+ r-� r+ r-� r-� i--� r-• r-� r-• � r-� W F+ l� l� W N N N r-+ i-+ �-+ O O O N �O �O W is! At r7 W V r+ N O� O� O �O l� W C� V W p �O A p r+ O � 00 ln O� �O r-� v ln 1� � C� v �-+ O �I W M� . . . . . . . . . . . . tay O O'� F-� �O N W N V 1� 11� O �O O O� N A V O C /D p lJ� O� ln W W J �-+ W ln � r-+ r-� r�+ O� O r't f� ts► ri 00 (b r-� fD rr r+ rr f+ rr � r+ � rr � r-• r+ � r� � W pl lJ� l� W W N N N �--� � r+ ►-� O O �O I--� fp p. n N l!� � O �O W N V � � O ut r+ v O W O tD O i� t,n O� ln �O V l� � �-+ M V O� N � r7 O O . �C, fD � O � O� O W O+ 00 00 �O O� ln O 1� N ln �'S �"S fD 00 � W V �O r-+ O� V W O� O 00 00 �O V r+ I r't r► a' cD �h �' pt tb O Ol 1-r r'f � � r-� r+ r-+ i-+ �-+ r �-+ �-+ �-+ r-+ �-+ �-+ I-� � h�h tD ri ln l� l� W W N N N r+ r+ r-+ O O �C ln M � �D O l� W V Vi O �O L� W QO l� �O I �� OW 00 OW �Otn ln .L� 1� 0� NOO� �o �t a� a v+ w rn w w o w o i.,+ o �c o �c o f� p� N N l� W V OD O V r W tn OD � p r-• fD � O ln � � �C � a' fl r r+ i--� r-� r+ r+ �--� r-� r+ r �-+ r+ r-+ i-+ N rt •� (D � tJi V� A W W N N N N �--� �-' O O O O l� A� V O r-� ln l� 0o V i--� O tn l� �D ln r-� � pl na�. �--� I--� W O� W W W C� N 0� 00 V V �O V� �+�' � o� ln M �'i . . . . . . . . . . . . . . CL � 1 V� W O� W W O W O tn O �D O �O O `C 'd N N � W V OD O V r-� W ln 00 � O N W M fD O � M � n G� A `C �"S � (D r+ �--� r-+ r-+ r r r-+ � r� r-+ �-+ r+ r-� r N ri tD f3. � lJ� �.n l� W W N N N N r-+ r+ t-+ O O l!� p1 rt 00 r N O� 11� �O 00 W N V C� �--� O� N 1 Ul � N O� �O O� O� C� �O ln r� r-� O O N 00 l�`C � (p O.-� • • • rj ;D 1 � � W � W W O W O ln O �O O �O O 'O O �C � N N 1� W V 0o O V r-� W tn 00 �-+ O tn C �"t �e �p v rt _ �d _ r r+ h� i-+ �-+ � � r-� r-+ r+ ►� � � �--� 9 � �' I I 1 1 i 1 I 1 I 1 1 I 1 1 M 7d +'d fD fD 00 00 00 00 00 00 00 rh O ''d w � wr w � w � wr wt� w � to �itly ca w i i i i i i i i i i i i i i � r� v� c� ao 00 0o ao 0o ao ao 00 00 0o w o0 00 0o r► �n 7d" m � v rn .i a� � rn � rn v c� � o� v c� C r"'i � co 0 � �-• �• �-• � � � - C.i C.r W N r-� O O O O �O �O 00 00 Oo 00 V p� pt W V �-+ O� 00 W i--� V O O� lJ� � O V r � � � O W l� O� r+ ln �O ln 1� ln tn Oo ln O �^ P1 W OD � O O OD W N W �O �O O N O l� ,'a � n � � O �O O� �O �O O lr C� ln 0� N O OD � H "�' W � H I+ � v F-+ F-+ r h-+ 1-+ I--+ Y-+ F+ W W �-+ r r O O O �O �O Oo 00 0p Op y � i-+ r-� OD N ln O N V O� r 1� O 0� ln W O 7d fD � � � � 00 00 l� ln O ln r O 00 O V r+ aa v V O� r-� ln O N N 00 V O W 00 00 C� N N Ud H � �-+ V O W N W lJ� O� N �O i-+ lJ� O `C ro w t�r rT y fD fD r-� r-� r�+ �+ r--� �-+ r�+ r-� H � U1 l� W N r � i-+ �-+ O �C �O �O Oo 00 0o y W V O lJ� O� r+ O ln OD W N 0� V W [-� � � �O V � N �O �O W ln O 00 N W O N C=7 'Lf T! r+ r-� � V �O ln O ln W � �t O N �l f') � rt ri � V brJ l� V C �'d td ln v C=f tn ln 'd Gd '� N r-� ''d GJ 'y tn rr „'�' O� Oo O fD fD � M tD G � fD � �h tD � f� A1 rA �n m a ar � a �v n a �+, n a � � r,, �c � oo w m oo � v, av w v, oa o �v w � p r-� � fD �-+ i--� � O N r-� r-� O r-� � O fD �i r-+ O fD G O n rt r7 ln l� r7 N N p rY N r-�� r r+ p 1'T g O �O p 1'f � �O �O �,' �O 0� fD r-' l� O� �+ C� 'J N V fD l.n O � S31 N 00 Cj rf V N fD r-� V cn p� � rn a � o o m a �c c� �n o0 00 �e a rr oo r m a w o �c n � � v, � • • �t N � . . . . �+ p r. • • r � � . . . . �p M M � O W V W '+d p1 N N t7d O N pl e', lJ� N p7 �'t �O � (7 N �D C7 rj 0 0 owr a� o u� a ►-� o � m vo a ►-� �e � v� a � vrno oo �-- Q � G �C W �C � m �C [a �C H O 1� r'i M Uf C� fA Ul fD fA U1 ',� UJ (n �-t f� r7 O W rf �-h I+ rY A f-+� rt r� p. �p SU W r i--• �-+ i-+ O �A i-+ r I-'� r r-� W t7 i--� � W O �O F'� �O �O Ul "� "� ln V� H W N M 1"f Fi N N rt N r-� r7 H F+� O O R H �--� V `� ln r+ a a 00 ►-' C N V W Qt H 00 W � r+ C� W H O 00 W Qt 0p l� Q1 �p �I ,'a O� OD �O r !+ � H 00 N lJ� W � p r+ � � . . �} . . �y O O . . . . p � . . n . . �y . . rY W ln O r-� OD p � l� r-� O 00 W l� �O O O� N '",tl O ln tC l� r'1 W W [=J � fD (D l� N �O O� rY F-I � C� O 1� �O H N O� r+ H I 1 O H ri H (� H �.+, R' � r'S H t1. r j P� Qt Fy G � � � r�7 F-+ f--� r r-+ r � rr �-+ � r-+ r-� F+� ►-� �--� O O O �O r't �-h �"h O� lJ� W W W N ¢1 N N r't r-� O C� N O O� W O� �O �O W ln �O rt V N fD W QO �O W OD � t"f 't! "d O .L� l� l� W ln O V N rS tn O� . . . . O fD fD • • . . • rt . . • . f-+ r N 00 M H O N N N O� W l� l� N W \O l!f O� l� K9 t fD fD r-+ V 00 l� � V1 O� l!i ln Q� � � � � b (7 fY F... �.. fp r-� r � �-+ `-+ r�+ � � r+ r-� r-� O r r--� I+ F+ v O� l� l� � W W N r-+ i-+ N V O O C p � � V O� O N C� l� 00 �O W i-+ W 11� r-� F+. A f� �O W � r W r-� O N r-� �O 00 N � fD fD O C� ln l� O V O W O Oo 00 0o N O� ,l7 � tA U1 O 0� l� V ln V �G Oo �O O r� � fD fD O O t-� � � i-+ F-+ � � r f-• r r-• r-� � o-..� C C OC V ln 1� � l� W W N �-+ � r-� O O fD N O N O l� O� O V r-� N V tn O �C � r+ Ft M O W V N � �-+ V 0o O� W ln V� O W O r7 rt O� O �i V lJ� � W O O� OD Vi �1 W � �C N fD ~ V r OD l� V W N ln W .P 00 ln O r! �r � W P� � r r-� r� r-+ r+ �+ r � � � � r-� r-� � � 00 V ln l� l!� l� 1� W N N r+ r+ r-� O � � V� V lJ� 00 O A N O� O� O 00 W N V r-� w w W � N tJ� 01 r-� i-+ O N V 00 V O N lA �s n �C `C �O r-� ln V O �-+ W a+ N 00 ln W 00 ln `C O� N �O W O ln V C� r O� ln V ln 00 i"t � ln . V V r �--� �O �O 0� 00 O� lJ� rt rt w w � � � m �, � Personnel Office DEPARTMENT �� p N. i��►� , Jeanette Sobania CONTACT 1 PH N E � 4z2 o r �n e December 23, 1985 DATE� Q/ ,, � ASS GN NUMBER FOR ROUTING ORDER Cli All Locations for Si nature : Department Director � Director of Management/Mayor Finance and Management Services Director 4 City Clerk udget Director City Attorney WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpose/ Rationale) : This resolution approves the 1986-1987 Agreement between the City of St. Paul and the Classified Confidential Employees Association. The changes in the new Agreement are shown below: lr.: Additiona:l Ho.liday - Martin Luther King Day 2. Vacation - New language placing the earning and using of vacation on a fiscal year rather than a calendar year. No change in the amount of vacation earned. 3. Insurance - New caps on Employer's contribution with contributions to be pro-rated for half-time employees. New Eligibility requirements for early retiree insurance. �� 4. Severance Pay - Employees retiring under the "rule of 85" will be eligible for severance pay. 5. Wages - 1986 - 4z% increase _ -_� 1987 - 4z% increase � FINANGIAL IMPACT 1 , 1986 - $42, 171 '�� V � 1987 - $44,069 �� \ FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor's signa- ture not re- Total Amount of Transaction: quired if under $10,00Q) Funding Source: Activity Number: ATTACHMENTS (List and Number All Attachments) : 1 . Resolution C'�`��C1� 2. Copy for City Clerk ''' " ��t1. 2 ��, � +�:� r�;�Y��s o�,�c� DE ARTMENT EVIEW CITY ATTORNEY REVIEW Yes o Council Resolution Required? Resolution Required? Yes No Yes Insurance Required? Insurance Sufficient? Yes No ��y Yes No Insurance Attached: "a (SEE REVERSE SIDE FOR INSTRUCTIONS) Revised 12/84 � C�� -�� . CITY OF SBINT PAUL '?rii'iii:jitl OFFrICE OF TH� CIT'g COUYCIL C�mmittee Re ort , - �� F"`° � p x, . � _ ' liijj� �� ti- J :-I, �^ �:��.ance l�an.a�e�ment, & Pe.r rsannel ��mmi��ee.' L� . -,., . .� . ., � JANUARY 16, 1986 1. Approval of minutes from meetings held December 19, 1985 and January 9, 1986. Approved r 2. Resoluti.on approving 1985-1986 agreement between Independent School District No. 625 and Teamstezs Local 320, and Teamsters Local 320 representing the Food Service Personnel. Approved .. 3. $eso�u,C.�;� approving 1986-1987 collec"tive bargaining agreement between the City aacl the Classified Confidential Employees Association. ApProv�l 4. Resolution amending the Salary Plan and Rates of Compensation Resolution regarding accounting for the earning of vacation. Approved CTTY HAI-I- SEVF�iTH FLOOR SAIIVT PAUL,MINNF,SOTA SS10Z s�40