86-322 WHITE - CITY CLERK
PINK - FINANCE � COUfl II // �j
CANARV - DEPARTMENT GITY OF �AINT PAUL f � �} �(
BIUE - MAVOR . � Flle NO. `✓�V,
Council Resolution
Presented
Referred To � N�I�IC.:C. - -- Committee: Date a^°���
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby pproves and
ratifies the attached Labor Agreement between the Independent Sch o1 District
No. 625 and District Lodge No. 77, International Association of M chinists and
Aerospace Workers AFL-CIO.
COUNCILMEN Requested by Department o :
Yeas Nays
Drew � P ICE
�"'"tR��'y'°� In Favor
Nicosia 1
Scheibel d
Sonnen Against BY
Tedesco
W i Ison
Adopted by Council: Date MAR � � j986 For ppro ed b City Att rney
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Certified Ya s d Council Se ar BY �
By
Approv Mavor: Date App by Mayor for Sub ' sion o uncil
By B
�}��nn n,o!^va �? "' ��1Q�
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�r�nnnPl nfficP i � � DEPARTMENT ��/"� 0
?N. 4138
d.e����::a-Sob�nia CONTACT
422� PHONE
February 12, 1986 oATE reen e e
ASSI N NUMBER FOR ROUTING ORDER (Cli All Locations for Si nature : /1
L
Department Director 3 Direct�� of nagement/Mayor
Finance and Management Services Director �,- City Clerk
udget Director
.2 City Attorney �
WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpo e/
Ratio ale) :
This resolution approves the 1985-1987 Agreement between the Independen School':District ��625
and the Machinists Lodge No. 77. The changes in the Agr�ement are sho on the attached sheet.
The School Board has approved this Agfeement.
COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATED: ;ec�►�vc RECEIVED
None. Applies only to the School District.
�E 3 1 :; FEB 14 tQR�
r�AYC�'S OFFI E �Ty qTTORNEy
FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor' signa-
ture t re-
Total Amount of Transaction; quire if under
$10,0 )
Funding Source:
Activity Number:
ATTACHMENTS (List and Number All Attachments) :
1 . Resolution
2. Copy for City Clerk
DEPARTMENT REVIEW CITY ATTORNEY R VIEW
Yes No Council Resolution Required? Resolution Requ red? Yes No
Yes No Insurance Required? Insurance Suffi ient? Yes No
Yes No Insurance Attached:
(SEE REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/84 ,
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INDEPENDENT SCHOOL DISTRICT #625
BOARD OF EDUCATION ,
SAINT PAUL PUBLIC SCHOOLS
DATE: December 17, 1985
TOPIC: A roval of an e lo ent a reemeat for 1985-1987 ith Machinists
Lod e No. 77
A. PERTINENT FACTS:
. 1) Changes in this contract are as follows:
- New provision for $6. annual deducti n from pay for
administrative service fee.
- Health and Hospitalization Insurance:
. Effective Januarq 1, 1986, Emploqer's contribution for
single insurance coverage will be $10 .30 monthly.
. Also effective January 1, 1986, Emplo er's contribution
for family insurance coverage will be $152.17 monthly.
. For employees who will retire after a option of
agreement through 1986, coverage cont nued under earlq
retiree provision to age 65.
. For employees retiring after Januarq , 1987, the
District will make no insurance premi contribution.
. For employees who have retired in 198 and
subsequently, employees at age 65 (or older) will be
covered by the Onion's insurance plan at no cost to
the Emploqer.
- Holidays: Martin Luther King Day on the t ird Mondaq in
Januarq is added to the available holidays
- Severance Paq: New standard Severance Paq Plan increases
maximum paqment from $4,000 to $6,500.
- Term: This new two-year Agreement is for he period Julq 1,
1985 (wage change effective 7-6-85) throug June 30, 1987.
- Wa es: The package settlement is SOC per our effective
July 6, 1985; wage decrease of 9C per hour effective Januarq
4, 1986 and application of the 9C to insur nce; 4X wage
increase effective July S, 1986.
2) The District has four employees in this bargain g unit.
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JULY, 1985 THROUGH JUNE, 1987 '
LABOR AGREEMENT
Between
� INDEPENDENT SCHOOL DISTRICT N0. 625
And
DISTRICT LODGE N0. 77
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS AFL-CIO
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INDEX I
ARTICLE TITLE PAGE
I Recognition I�I 1
II Definitions I 2
III Maintenance of Standards 3
IV Check Off and Administrative Service Fee 3
V Union Rights 4
VI Management Rights I 4
VII Discipline 5
VIII Hours, Overtime Pay 5
I% Tool Insurance and Clothing 6
% Jury Duty 6
XI Legal Services 7
XII Mileage - Independent School District No. 6 7
XIII Insurance 8
. XIV Holidays 10
XV Vacation 11
XVI Grievance Procedures i 12
%VII Savings Clause � 15
XVIII Severance Pay 16
XIX Wage Schedule ', 18
XX Strikes, Lockouts, Work Interference 18
RRI Sick Leave
18
XXII Maternity Leave 18
XXIII Safety Shoes 19
XXIV Duration and Effective Date I�, 20
Appendix A A-1, A-2
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THIS AGREEMENT IS BETWEEN INDEPENDENT SCHOOL DISTRICT N0. 625 AND •
DISTRICT LODGE 4E77, INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE
WORKERS AFL-CIO.
This Agreement has been entered into between Independent School
District No. 625, hereafter referred to as the EI�LOYER, and District Lodge
4t77, International Association of Machinists and Aerospace Workers AFL-CIO,
hereafter referred to as the UNION. This AGREEMENT has as its purposes the
promotion of harmonious relations between the II�iPLOYER and the UNION, the
establishment of an equitable and peaceful procedure for the resolution of
differences and the establishment of rates of pay, benefits, hours of work,
and other conditions of employment. The parties hereto pledge that they
shall pursue the above objectives in full compliance with the requirements
. of the Public Employment Labor Relations Act of the State of Minnesota of
1971, as amended.
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� ARTICLE I - RECOGNITION
1.1 The EMPLOYER recognizes the UNION as the sole and exc lusive bargaining
agent for the purposes of establishing wages, bene its, hours, and
other conditions of employment for all of its employe as outlined in
the certification by the State of Minnesota, Bure u of Mediation
Services, dated August 15, 1973, in case No. 74-PR- 7-A, and as set
forth below:
All regular, probationary, and provisional vehic e and equipment
maintenance personnel who are employed by the Ci y of Saint Paul
or who have their "terms and conditions 'of employment"
established by the governing body of the City f Saint Paul in
the classifications of Audio-visual Equipment Repairman, Auto
Body Repairman, Auto Body Repairman Helper Auto Washer,
Equipment Repairman, Fire Buildings Repairer, ' Fire Equipment
Serviceman, Machinist, Mechanic-Welder, Parking eter Repairman,
Parts Runner, Tire Repairman, Traffic Si n, Utilityman,
Utilityman I, Vehicle Mechanic, Vehicle Mech ic Leadworker,
Vehicle Maintenance Worker (Heavy), Vehicle Ma ntenance Worker
(Light) , Vehicle Mechanic Trainee, Welder, and We der Leadworker,
excluding supervisory, confidential, temporary, l emergencq, and
employees exclusively represented by other la or or emploqee
organizations.
• 1.2 The parties agree that any new classifications which re an expansion
of the above bargaining unit or which derive from the classifications
set forth in this Agreement shall be recognized as a pa'rt of this
bargaining unit, and the parties shall take all step � required under
the Public Employment Relations Act to accomplish said�, objective.
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ARTICLE II - DEFINITIONS �
2.1 Collective Bargaining. The II�LOYER will bargain collectively with
the UNION with respect to rates of pay, hours, and conditions
pertaining to employment for all of the employees in the unit
hereinbefore set forth.
2.2 Discrimination. The II�LOYER will not interfere with, restrain or
coerce the employees covered by this AGREEMENT because of inembership
in or activity on behalf of the UNION. The EMPLOYER will not
discriminate in respect to hire, tenure of employment or any term or
condition of employment against any employee covered by this AGREEMENT
because of inembership in or activity on behalf of the UNION, nor will
it discourage or attempt to discourage membership in the UNION, or
attempt to encourage membership in another Union.
2.3 This AGREEMENT shall designate and define benefits with the exception
of pension benefits that shall be granted to the employees by the
EMPLOYER. If, subsequent to this AGREEMENT, any governing body passes
a provision which shall create a cost benefit for an employee in this
unit, the cost of such benefit shall be paid by the employee until
such time as the responsibility of the cost is subsequently
negotiated. This provision shall not compel either party to reopen
negotiations during the course of an existing contract.
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� ARTICLE III - MAINTENANCE OF STANDARDS II
3. 1 The parties agree that all conditions of employment r lating to wages,
hours of work, overtime differentials, vacations, ' and all other
general working conditions shall be maintained at n t less than the
highest minimum standard as set forth in the Civil ervice Rules of
the City of Saint Paul (Resolution No. 3250) and the aint Paul Salary
Plan and Rates of Compensation at the time of the signing of this
AGREEMENT, and the conditions of employment shall be 'mproved wherever
specific provisions for improvement are made el ewhere in this
AGREEMENT.
ARTICLE IV - CHECK OFF AND ADMINISTRATIVE SERVICE FEE
4.1 Dues. The EMPLOYER agrees to deduct the UNION memb rship dues once
each month from the pay of those employees who indivi ually request in
writing that such deductions be made. The amounts to be deducted
shall be certified to the EMPLOYER by a representat ve of the UNION
and the aggregate deductions of all employees sh 11 be remitted
together with an itemized statement to the representa ive by the first
of the succeeding month after such deductions are de or as soon
thereafter as is possible.
4.2 Fair Share. Any present or future employee who is no a UNION member
Sshall be required to contribute a fair share fee for rvices rendered
by the UNION. Upon notification bq the UNION, th EI�LOYER shall
check off said fee from the earnings of the emploqee nd transmit the
same to the UNION. In no instance shall the requi ed contribution
exceed a pro rata share of the specific expenses incu , ed for services
rendered by the representative in relationship to egotiations and
administration of grievance procedures. This provis on shall remain
operative only so long as specifically provided bq M nnesota law and
as otherwise legal.
4.3 Administrative Service Fee. The Association alrees that an
administrative fee of $6.00 per employee, per year s all be deducted
by the Employer from the employee's earnings. This nnual deduction
shall be made from the first paycheck received in IJanuary of each
year.
4.4 The UNION will indemnify, defend, and hold the I LOYER harmless
against any claims and all suits, orders or judgm nts brought or
issued against the EMPLOYER, its officers or employees,, as a result of
any action taken or not taken by the EMPLOYER under t e provisions of
this section.
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ARTICLE V - UNION RIGHTS �
5.1 The UNION may designate employees within the bargaining unit to serve
as Union Stewards.
5.2 The UNION shall furnish the EMPLOYER and appropriate department heads
with a list of Stewards and alternates, and shall, as soon as
possible, notify said appropriate City officials in writing of any
changes thereto. Only those who are Officers and Stewards shall be
recognized by the EMPLOYER for the purpose of ineetings.
ARTICLE VI - MANAGEMENT RIGHTS
6.1 The UNION recognizes the right of the EMPLOYER to operate and manage
its affairs in all respects in accordance with applicable laws and
regulations of appropriate authorities. The rights and authority
which the EMPLOYER has not officially abridged, delegated or modified
by this AGREEMENT are retained by the II�LOYER.
6.2 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.
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� ARTICLE VII - DISCIPLINE
7.1 The EMPLOYER will discipline employees for �u t cause only.
Discipline will be in the form of:
a) Oral reprimand;
b) Written reprimand; i
c) Suspension;
d) Reduction; '�I
e) Discharge.
7.2 Emploqees and the UNION will receive copies of writte reprimands and
notices of suspension and discharge.
7.3 Discharges will be preceded by a five- (5) day preli nary suspension
without pay. During said period, the employee a d/or UNION may
request, and shall be entitled to a meeting wi h the Employer
Representative who initiated the suspension with inte t to discharge.
During said five- (5) day period, the EI�LOYER imay affirm the
suspension and discharge in accordance with Civil Se �.ce Rules or may
modify or withdraw same.
7.4 Grievances relating to this Article shall be processlld in accordance
with existing Civil Service procedures, except that ral and written
• reprimands shall be taken up in the grievance procedu e under Article
XVI.
ARTICLE VIII - HOURS, OVERTIME PAY
8. 1 Hours of Employment-- The normal work day and the rmal work week
shall be 8 hours excluding � hour for lunch in any wenty-four hour
period and 40 hours in any seven-day period. (For employees on a
shift basis, this shall be construed to mean an averag of forty hours
a week.) The normal work week shall consist of �ive consecutive
normal work daqs.
8.2 Call-in Pay-- When an employee is called to work, he s all receive two
hours' pay if not put to work. If he is called to wo k and commences
work, he shall be guaranteed four hours' pay. T �ese provisions,
however, shall not be effective when work is unable to proceed because
of adverse weather conditions. .
8.3 Overtime-- Time on the payroll in excess of the normal hours set forth
above shall be "overtime work" and shall be done only by order of the
head of the department.
8.4 An employee shall be recompensed for work done in exce s of the normal
hours by being granted compensatory time on a time-an -one-half basis
� or by being paid on a time-and-one-half basis for suc overtime work.
The basis on which such overtime shall be paid shal be determined
solely by the EMPLOYER. The overtime rate of one-an -one-half shall
be computed on the basis of 1/80th of the biweekly rat .
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ARTICLE IX - TOOL INSURANCE AND CLOTHING ,
9.1 The EMPLOYER will provide three changes of coveralls per week in
accordance with existing practices.
9.2 The �LOYER agrees to reimburse employee for tools damaged by fire or
vandalism or for tools as maq be stolen; however, such liability for
reimbursement shall only apply in the event that the employee's tools
are stored on the IIKPLOYER'S premises and in such places as EMPLOYER
shall designate, and, further, only if the tools are destroyed or
stolen in their entirety as a result of a fire, vandalism or proven
theft from the EMPLOYER'S premises. '
ARTICLE X - JURY DUTY
10.1 Any employee who is required during his regular working hours to
appear in court as a juror or witness except as a witness in his own
behalf against the EMPLOYER 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 EMPLOYER
and be deposited with the Employer Business Office. Anq 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 �uror or witness. �
ARTICLE XI - LEGAL SERVICES
11. 1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the EMPLOYER 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 in
the performance and scope of the employee's duties.
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� ARTICLE XII - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625I
12.1 Employees of the School District under policy adopted ,by the Board of
Education may be reimbursed for the use of their 'automobiles for
school business. To be eligible for such reimburs ment, employees
must receive authorization from the District Mi eage Committee
utilizing one of the following plans:
PLAN "A", effective with the adoption of thi Agreement, is
reimbursed at the rate of 23C per mile. In add tion, a maximum
amount which can be paid per month is establishe by an estimate
furnished by the employee and the employee's supe isor.
Another consideration for establishing the maxi m amount can be
the experience of another working in the s me or similar
position.
Under this plan, it is necessary for the emp �oyee to keep a
record of each trip made.
PLAN "C" provides for reimbursement based on a Ilper month "lump
sum" amount. This amount is determined by the e loyee's driving
experience under Plan "A" for a period of 3 to months. Those
employees receiving an auto allowance under this lan must report
� monthly the number of days the car was avail ble during the
month. A deduction must be made from the lump sum amount for
each day the employee is on vacation. A deduc on need not be
made for an occasional day of illness or for a holliday.
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ARTICLE XIII - INSURANCE � �
13.1 The employer shall contribute an amount set forth below to a fund
which shall be established and administered by the union for the
purpose of securing health, life, medical, and hospitalization
insurance benefits for members of this unit. The responsibility of
securing such insurance programs shall be that of the union.
13.2 Effective January 1, 1986, for each eligible employee covered by this
Agreement who selects single insurance coverage.the Employer will
contribute $102.30 per month.
13.3 Effective January 1, 1986, for each eligible employee covered by this
Agreement who selects family insurance coverage, the Employer will
contribute $152.17 per month.
13.4 Any cost in premiums for single or family insurance coverage in excess
of the amounts stated in Articles 13.2 and 13.3 above shall be paid by
the employee.
13.5 Eligibility for the Employer's monthly contribution shall begin the
first daq of the seventh month following the employee's employment by
the Employer. Eligibility shall continue each month thereafter during
which the employee is on the payroll the first workday.
13.6 The administration of any insurance programs established by the union �
for the protection of the members of this unit and eligible early
retirees shall be the sole responsibility of the union. The union
shall be responsible for the implementation, solicitation, enrollment,
eligibility, and payment of premiums for insurance programs
established pursuant to this article.
13.7 All contributions and deductions described above shall be forwarded to
depositories as directed by the union. The union shall notify the
Employer of the name of the employee and the amount to be contributed
or deducted from the employees' payroll, and the Employer shall take
the necessary steps to make such contributions and payroll deductions
and to forward the amounts to the Trust Fund designated by the union.
If an employee does not consent to the amount of deduction set forth
by the union, the Employer shall not be responsible for failure of
premium payment.
13.8 It shall be the responsibility of the union to advise employees as to
their health and hospital insurance status, benefits, and rights.
13.9 For employees who retire after the time of execution of this Agreement
and prior to January 1, 1987 and until such time such employees reach
sixty-five (65) years of age, the Employer will �for the period of this
Agreement contribute such insurance payments as are provided by the
Employer for such employees at the time of their retirement. Said
payments shall be made to the Trust Fund designated by the union.
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• Article XIII - Insurance (continued)
13.10 For employees who retire after December 31, 1986, the Employer
will discontinue making any insurance payments pon the date of
retirement. Continued insurance coverage for su h retirees will
be provided through District Lodge 77's Health nd Welfare Fund
subject to rules of the fund.
13.11 Effective January 1, 1987, all retirees who reti d after
December 31, 1981 who are sixty-five years of ge or older or
upon reaching sixtq-five (65) years of age will covered by the
union's Insurance Plan at no cost to the Empl yer. Insurance
coverage will be provided through District Lodge 77's Health and
Welfare Fund subject to rules of the fund.
13.12 In order to be eligible for the benefits under t early retiree
provision in Articles 13.9 above, the employee m t:
a) Be receiving benefits from a public employe retirement act
at the time of retirement.
b) Have severed his/her relationship with th� City of Saint
Paul/Independent School District No. 625 u der one of the
early retiree plans. '
� c) Inform the Personnel Office of the City ol Saint Paul in
writing within 60 days of employee's earlq retirement date
that he/she wishes to be eligible for early retiree
insurance benefits.
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ARTICLE XIV - HOLIDAYS •
14.1 Holidays Recognized and Observed - The following days shall be
recognized and observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Columbus Day �
Veterans' Day
Thanksgiving Day
Christmas Daq
Two floating holidays.
Eligible employees shall receive pay for each of the holidays
listed above on which they perform no work. Whenever any of the
holidays listed above shall fall on Saturday, the preceding Friday
shall be observed as the holidaq. Whenever any of the holidays
listed above shall fall on Sunday, the succeeding Monday shall be
observed as the holidaq.
14.2 The floating holidays set forth in Section 14.1 above may be taken at
any time during the contract year, sub�ect to the approval of the �
department head of any employee.
14.3 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 holidaq. 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.
14.4 In the case of Board of Education Employees, if Martin Luther King
Day, Presidents' Day, Columbus Day or Veterans' Day falls on a day
when school is in session, the Employee shall work that day at
straight time and another day shall be designated as the holiday.
This designated holiday shall be a day on which school is not in
session and shall be determined by agreement between the employee and
the supervisor.
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� ARTICLE XV - VACATION I
15.1 In each calendar year, each full-time employee s all be granted
vacation according to the following schedule:
Years of Service Vacation Gran ed
Less than 8 years 15 days �
After 8 years through 15 years 20 days
After 15 years and thereafter 25 days. i
15.2 Employees who work less than full time shall be grant d vacation on a
pro rata basis. �
15.3 The head of the department may permit an employee tolcarry over into
the following year up to ten days' vacation.
15.4 The above provisions of vacation shall be subject t the Saint Paul
Salary Plan and Rates of Compensation, Section I, Sub ivision H.
15.5 If an employee has an accumulation of sick leave cred ts in excess of
one hundred and eighty days, he maq convert any part f such excess to
vacation at the rate of one-half day's vacation for ach day of sick
leave credit.
• 15.6 The maximum number of days' vacation allowed by the c version of sick
leave credits shall be no more than five days in any ne year so that
the maximum vacation time which may be taken in any o e year shall be
forty days including the regular vacation period.
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ARTICLE XVI - GRIEVANCE PROCEDURES ,
16.1 The EMPLOYER shall recognize stewards selected in accordance with
UNION rules and regulations as the grievance representative of the
bargaining unit. The UNION shall notify the II�PLOYER in writing of
the names of the stewards and of their successors when so named.
16.2 It is recognized and accepted by the II�LOYER and the UNION that the
procesaing 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.
16.3 The procedure established by this Article shall be the sole and
exclusive procedure, except for the appeal of disciplinary action as
provided by Article VII, for the processing of grievances, which are
defined as an alleged violation of the terms and conditions of this
AGREEMENT.
Grievances shall be resolved in conformance with the following
procedure: �
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to
resolve the matter on an informal basis with the
employee's supervisor. If the matter is not resolved
to the employee's satisfaction by the informal
discussion, it may be reduced to writing and referred
to Step 2 by the UNION. The written grievance shall
set forth the nature of the grievance, the facts on
which it is based, the alleged section(s) of the
AGREEMENT violated, and the relief requested. Any
alleged violation of the AGREEMENT not reduced to
writing by the UNION within seven (7) calendar days of
the first occurrence of the event giving rise to the
grievance or within the use of reasonable diligence
should have had knowledge of the first occurrence of
the event giving rise to the grievance, shall be
considered waived.
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� Article XVI - Grievance Procedures (continued)
Step 2. Within seven (7) calendar days afte' receiving the
written grievance, a designated Emp oyer Supervisor
shall meet with the Union Steward 'and attempt to
resolve the grievance. If, as a result of this
meeting, the grievance remains unresol ed, the EMPLOYER
shall reply in writing to the UNION ithin three (3)
calendar days following this meeting.. The UNION may
refer the grievance in writing to Ste 3 within seven
(7) calendar days following receipt o the EMPLOYER'S
written answer. Any grievance not re' erred in writing
by the UNION within seven (7) calenda days following
receipt of the II�LOYER's answer sha 1 be considered
waived.
Step 3. Within seven (7) calendar days follow ng receipt of a
grievance referred from Step 2, a de gnated Employer
Supervisor shall meet with the Union usiness Manager
or his designated representative and a tempt to resolve
the grievance. Within seven (7) calendar daqs
following this meeting, the EI�LOYER shall reply in
writing to the UNION stating the LOYER'S answer
concerning the grievance. If, as result of the
. written response, the grievance remain unresolved, the
UNION may refer the grievance to Step Any grievance
not referred in writing by the UNION o Step 4 within
seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered aived.
Step 4. If the grievance remains unresolved,� the UNION maq
within seven (7) calendar days afterjthe response of
the II�LOYER in Step 3, by written� notice to the
EMPLOYER, request arbitration of the grievance. The
arbitration proceedings shall be c nducted by an
arbitrator to be selected by mutual greement of the
EMPLOYER and the UNION within seven ( ) calendar days
after notice has been given. If the parties fail to
mutually agree upon an arbitrator with the said seven
(7) day period, either party may re est the Public
Employment Relations Board to submit panel of five
(5) arbitrators. Both the EI�LOYER an the UNION shall
have the right to strike two (2) names, from the panel.
The UNION shall strike the first lst) name; the
EMPLOYER shall then strike one (1) n e. The process
will be repeated and the remaining per on shall be the
arbitrator.
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Article XVI - Grievance Procedures (continued) .
16.4 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 II�LOYER and the UNION and shall have no authority
to make a decision on any other issue not so submitted. The
arbitrator shall be without power to make decisions contrary to or
inconsistent with 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 interpretation
or application of the express terms of this AGREEMENT and to the facts
of the grievance presented. The decision of the arbitrator shall be
final and binding on the II�LOYER, the UNION, and the employees.
16.5 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and THE UNION, provided that
each party shall be responsible for compensating its own
representatives 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.
16.6 The time limits in each step of this procedure may be extended by •
mutual agreement of the EMPLOYER and the UNION.
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* ARTICLE XVII - SAVINGS CLAUSE
17.1 This AGREEMENT is sub�ect to the laws of the United S ates, the State
of Minnesota, and the City of Saint Paul. In the eve t any provision
of this AGREEMENT shall hold to be contrary to la by a court of
competent �urisdiction from whose final �udgment or ecree no appeal
has been taken within the time provided, such pro ision shall be
voided. All other provisions shall continue in full f rce and effect.
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ARTICLE XVIII - SEVERANCE PAY �
18.1 The Employer shall provide a severance pay program as set forth in
this Article.
18.2 To be eligible for the severance pay program, an� employee must meet
the following requirements:
18.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" provisions of
the Public Employees Retirement Association (PERA).
18.22 The employee must be voluntarily separated from School
District 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 this
severance pay program.
18.23 The employee must have at least ten (10) years of
consecutive service under the classified or unclassified
Civil Service at the time of separation.
18.24 The employee must file a waiver of re-employment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to �
reinstatement or re-employment (of any type) with the City of
Saint Paul or with Independent School District No. 625.
18.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
18.3 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.
18.4 The maximum amount of money that any employee may obtain through
this severance pay program is $6,500.
18.5 For the purpose of this severance pay 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.
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• Article XVIII - Severance Pay (continued) I
18.6 For the purpose of this severance pay program, a transfer from
Independent School District No. 625 employment o City of Saint
Paul employment is not considered a separation o employment, and
such transferee shall not be eligible for this s verance program.
18.7 The manner of payment of such severance pay s all be made in
accordance with the provisions of the School D 'strict Severance
Pay Plan alreadq in existence. !
18.8 This severance pay program shall be subject to and governed by
the provisions of the original School District S verance Pay Plan
(which allows $4,000 maximum payment) except in hose cases where
the, specific provisions of this Article con lict with said
Severance Pay Plan and in such cases, the pr visions of this
Article shall control.
18.9 The provisions of this Article shall be effecti e as of January
1, 1986.
18.10 Any employee hired prior to December 31, 1983 ma , in any event,
and upon meeting the qualifications of this Article or the
original School District Basic Severance Pay P1 n (which allows
� $4,000 maximum payment) , draw severance pay. However, an
election by the employee to draw severance pay der either this
Article or the basic School District Severance Pay Plan shall
constitute a bar to receiving severance pay fro the other. Any
employee hired after December 31, 1983 shall be ntitled only to
the benefits of this Article upon meeting th qualifications
herein.
18.11 An employee of Independent School District No. 6 5 shall not be
eligible for the severance pay provision of this Article if such
employee is also eligible and a recipient of arly Retirement
Incentive payment under the Memorandum of Agreem t with the exclusive
representative dated October 19, 1983.
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ARTICLE XIX - WAGE SCHEDULE �
19.1 The wage schedule for purposes of this contract shall be Appendix A,
attached hereto.
19.2 The Vehicle Mechanic Leadworker rate will be 25C per hour higher than
the Vehicle Mechanic rate.
ARTICLE XX - STRIKES, LOCKOUTS, WORK INTERFERENCE
20.1 The UNION and the IIKPLOYER agree that there shall be no strikes, work
stoppages, slowdowns, sitdown, stay-in, or other concerted
interference with the EMPLOYER'S business or affairs by any of the
said UNION and/or the members thereof, and there shall be no bannering
during the existence of this AGREII�iENT without first using all
possible means of peaceful settlement of any controversy which may
arise. Employees engaging in same shall be liable for disciplinarq
action.
ARTICLE XXI - SICK LEAVE
21.1 Sick Leave with Pay. During any period in which an employee is absent �
from work on sick leave with pay, the employee shall not be employed
or engaged in any occupation for compensation outside of his regular
City employment. Violation of the provision of this paragraph by any
employee shall be grounds for suspension or discharge.
ARTICLE XXII - MATERNITY LEAVE
22.1 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 II�PLOYER may approve
such leave at its option, and such leave may be no longer than one (1)
year.
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• ARTICLE XXIII - SAFETY SHOES
23.1 The EMPLOYER agrees to pay $10.00 toward the cost f each pair of
safety shoes purchased by an employee who is a memb r of this unit.
The EMPLOYER shall contribute toward the cost of tw pairs of shoes
per year and shall not be responsible for any additio al cost for any
additional shoes thereafter. This reimbursement of $ 0.00 per pair of
shoes shall be made only after investigation and pproval by the
immediate supervisor of that employee. This $10.00 p r pair of shoes
contribution to be made by the II�LOYER shall appl only to those
employees who must wear protective shoes or b ots for their
employment.
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� ARTICLE XXIV - DURATION AND EFFECTIVE DATE
a
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24.1 The Employer and the Association acknowledge that ring the meeting
and negotiating which resulted in this Agreement, e ch had the right
and opportunity to make proposals with respect to anq sub�ect
conceraing the terms aad conditions of employment. e agreements aad
understandings reached by the parties after the exer ise of this right
are fullq and completelq set forth in this Agree nt. Any and all
prior agreements, resolutions, practices, polici s or rules or
regulations regarding the terms and conditions of ployment to the
extent they are inconsistent with this Agree nt are hereby
superseded. In those areas where Civil Servic' Rules are not
inconsistent with this Agreement, the Civil Se ice Rules shall
continue to be in effect.
24.2 Except as herein provided, thi8 AGREEMII�iT shall be e fective as of the
date it is executed by the parties and ahall conti ue in full force
and effect through Juae 30, 1987. Eitlier party des ring to amend or
modify this AGREII�TT shall notifq the other in iting so as to
complq with the provisions of the Public Employmen Labor Relations
Act of 1971.
24.3 Thia constitutes a tentative agreement between the pl� rties which .will
be recommended by the School Board Negotiator, but s sub�ect to the
� appronal of the School Board, the Administration of 'ithe City, and is
also sub�ect to ratification by the Association. I
.
WITNESSES:
INDEPENDENT SCHOOL DISTRICT N0. 625 DISTRICT LODGE NO.I 77,
INTERNATIONAL AS CIATION OF
MACHINISTS AND OSPACE WORKERS,
AFL-CIO
� �
BY: BY•`\ C��� 1J�4
Scho 1 Board Negot tor Business Man �er ��,
�;
BY: BY:
Chairman, Board of Education
DATED THIS I �� day of /��e--. , 1985
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� APPENDIX A
The wage rates and salary ranges for classifications in this unit e shown below:
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 6, 1985 JANUARY 4, 1986 I JULY 5, 1986
Auto Body Repairman $14.18 $14.09 $14.65
Machinist 14.18 14.09 ' 14.65
Mechanic-Welder 14.18 14.09 1/+.65
Tire Repairman 13.64 13.55 14.09
Vehicle Mechanic 14.18 14.09 14.65
Vehicle Mechanic Leadworker 14.45 14.36 14.93
Welder 14.18 14.09 14.65
Welder Leadworker 14.45 14.36 14.93
Auto Body Repairman Helper: �
Starting 60X of Auto Body Repairman ate
after 6 months 65x of Auto Body Repairman te
after 1 year 70% of Auto Body Repairman te
• after 2 years 757 of Auto Body Repairman ate
after 3 years and thereafter 80% of Auto Body Repairman ate.
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 6, 1985 JANUARY 4, 1 86 JULY 5, 1986
START 6 MOS. START 6 OS. START 6 MOS.
Audio Visual Equipment Repairman $12.00 $12.70 $11.91 $12 61 $12.39 $13.11
Auto Washer 9.39 9.88 9.30 9 79 9.67 10.18
Equipment Repairman 11.55 12.22 11.46 12' 13 11.92 12.62
Fire Buildings Repairer 11.55 12.22 11.46 12 13 11.92 12.62
Fire Equipment Serviceman 11.55 12.22 11.46 12 13 11.92 12.62
Parking Meter Repair Worker 11.55 12.22 11.46 12 13 11.92 12.62
Traffic Sign Worker 11.55 12.22 11.46 12' 13 11.92 12.62
*Utilityman 11.55 12.22 11.46 12113 11.92 12.62
Utilityman I 10.66 11.26 10.57 11 17 10.99 11.62
Vehicle Maintenance Worker (Heavy) 11.55 12.22 11.46 12 13 11.92 12.62
Vehicle Maintenance Worker (Light) 10.66 11.26 10.57 11 �' 17 10.99 11.62
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� Appendix A (continued)
EFFECTIVE JULY 6, 1985 EFFECTIVE JANUARY 4, 19 6 EFFECTIVE JULY S, 1986
START 6 MOS. 1 YR. START 6 MOS. 1 Y . START 6 MOS. 1 YR.
Food Service
Equipment $7.67 $7.92 $8.22 $7.58 $7.83 $8.�3 $7.88 $8.14 $8.46
Specialist
Helper
Parts Runner 6.65 7.42 8.22 6.56 7.33 8. 3 6.82 7.62 8.46
Communications
Technician 7.47 7.72 8.22 7.38 7.63 8. I3 7.68 7.94 8.46
Helper
Vehicle Mechanic Trainee �
First 2,000 hours 607� of the Vehicle Mechanic base rate I
Third 1,000 hours 65X of the Vehicle Mechanic base rate
Fourth 1,000 hours 70X of the Vehicle Mechanic base rate
Fifth 1,000 hours 75% of the Vehicle Mechanic base rate
Sixth 1,000 hours 80X of the Vehicle Mechanic base rate
Seventh 1,000 hours 85y of the Vehicle Mechanic base rate
Eighth 1,000 hours 907 of the Vehicle Mechanic base rate.
• The above July 6, 1985 rates represent a $0.50 per hour increase ol�er the
July 1, 1984 rates.
The above January 4, 1986 rates represent a $0:09 per hour decreas from the
July 6, 1985 rates. (The .09 per hour is being added to the Emplo er's
insurance contribution.)
The above July 5, 1986 rates represent a four per cent (4X) increa e over
the January 1, 1986 rates.
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CITY OF SAINT PAUL ���� ���
� ,;���"���������: OFFICE OF THE CITY COUD7CIL
�.n� tn;n.
.. �Ommlttee Re Ort �
P
F:i�.an�e Mana m�nt � Persann�l �a ittee.
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1. Approval of minutes from meeting held February 27, 1986. a roved
2. Resolution concurring in the Mayor's recommendation to use is executive
powers to reduce spending to match current revenue projecti ns (letter of.
Mayor accompanies resolution notifying Council of a revenue shortage for
finance the adopted 1986 budget) . withdrawn
3. Resolution amending the salary plan and rates of compensati n resolution to
change the� compensation for the position of Human,: Rights An lyst -
Researcher. approved
4. Resolution authorizing funding of staff for assessment col ction on CSO
related sewer and paving projects. approved
5. Resolution approving Officials' Surety Bond No. 96854. roved
6. Resolution. authorizing agreements with Saint Paul Police 0 ficers- for rental
of snowmobiles as needed to be used as Police patrol vehic P, during the .
1986 Winter "Carnival. withdrawn
7. ��solution ap�aroving July 198,� through June l•�87 Labor Agr .�a+tr.� be�aeen _
Independent School District No. b25 and District Lodge No. 77, I�ternationai
Association of Machinists .and Aer�rspace Workers AFL-CIO. a raved �
8. Resolution approving Memorandum of Agreement which amends he ?985-1986
Collective Bargaining Agreement between the City and Plumb rs Local No.
34. laid over indefinitely
9. Resolution declaring certain Water Department property in adnais �?eights
as surplus property and authorizing sale of the property t Keith T. Harstad
for the fair market value. approved
10. Administrative Orders:
D-7885: Transfers of PIR for seventh floor air conditioni g. discussa�I
D-7890: Budget to reflect payment made to United Way. discussed
D-7893: Surplus in Fringe Benefit budget transferred to c ver deficit in .
Salary budget. discussed
CITY HALL SEVENTH FLOOR - T PAL}'L,MINNESOTA SSI02
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