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86-394 N�HITE - CITV CLERK PINK - FINANCE G I TY OF SA I NT PAU L Coun il � /� ' / CANARV - DEPARTMENT ��-� .{�iY BLUE - MAYOR File NO. �� ✓7 Council Reso.lu ion Presented y Referred To 1 -'I 1� �"�� L� Committee: Dat � °_��^ Out of Committee By Dat RESOLVED, that the Council of the City of Saint Paul hereby pproves and ratifies the attached 1986 - 1987 Collective Bargaining Agreement between the City of Saint Paul and the City Attorneys' Professional Associati n. COUNCILMEN Requested by Department f: Yeas Drew Nays � �_ ��"'� [n Favor Nicosia Scheibel � Sonnen Against Tids�a. W ilson Adopted by Council: Date ��R � — �6 Form Ap(Rroved y ity orney � Certified Pas e ouncil et BY � sy Approved Mavo . e \—�� - � Approved b Mayoc f u ' n to Council � B PUBl1SHED �� ' 5 1986 Personnel Office ` ' DEPARTMENT �:39�No 4151 Jim Lombardi CONTACT 7301 PHONE 2-25-86 DATE r�en e� ASSIGN NUMBE� FOR ROUTING ORDER Cli All Locations for Si nature : Department Director � Director of Management/Mayor Finance and Management Services Director 4 City Clerk Budget Director City Attorney WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purp e/ Rati ale) : This resolution approves the 1986-87 Agreement between the City and the t. Pau1 City Atto�neys' Professional Association. The changes in the new Agreement are shown on the attached sheet. RECEIVEp FEB 2 ? roQ� COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATED: c�rY A rro� 1986 $38,673 �:L-C�.i�t/� � 1987 - $40,4�3 FEB 2 r;� (`1iAY0R'S OFFI E FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor' signa- ture n t re- Total Amount of Transaction: quired if under $10,00 ) Funding Source: Activity Number: ATTACHMENTS (List and Number All Attachments) : 1 . Resolution 2. Copy for City Clerk DEP TMENT RE �EW CITY ATTORNEY RE IEW � es ouncil Resolution Required? Resolution Requi ed? Yes N�o ` Yes Insurance Required? Insurance Suffic ent? Yes �IVo Yes No Insurance Attached: (SEE REVERSE SIDE FOR INSTRUCTIONS) Revised 12/84 . �� . . q�f _. . ... , (/�' v� � ' /7 _ Z. '• _.�� _�J - -- �-. `�ITY UF -SAIi�TT PA.TJL � ':,ii�j�i:'i' O�'FICE OF T33� CITY COIINCIL . - - Committee Repart F:i�ance �Iana ement 8� Personnel Commi ee. MARCH 21, 1986 1. Approval of minutes from meeting held March 13, 1986. app oved 2. Resolution amending the 1986 budget by adding $28,500 to the inancing Plan and to the Spending Plan for PED operations fund (laid over f om 3/13/86). referred back to Council w/o recommendation 3. Resolution amending the 1986 budget by. transferring $28,.500 f om Contingent Reserve to Department of Planning and Economic Development - ED Contributions (laid over from 3/13/86). referred back to Council w/o recomm ndation 4. Resa]�ution approving_1986-1987 agreement between the city and the City Attorneg's Professional A�societion. apprnved J 5. Resolution approving the 1986-1987 agreement between ISD No. 25 and AFSCME� District 14, Locals 844 and 1842. approved ' 6. Resolution establishing the rate of pay for Communications Te hnician II � in Grzde 335, Section I D 5 of the Salary Plan and Rates of C mpensation Resolution. approved 7. Resolution amending the Community Development Block Grant Yea XI Program by adding $155,000 to Langford Recreation Center from Unspeci ied � Contingency. approved � 8. Resolution authorizing contract with the State Department of ealth whereby the city shall provide tubal ligation services for low-income women. withdrawn 9. Resolution approving an agreement between the city and Ramsey County whereby they agree to cooperate in participation with Twin Ci y Urban Area Corps Program. laid over to 3/28 10. Resolution authorizing an agreement with the city and Minneap lis whereby they agree to cooperate in participation with the Twin City A ea Urban Corps Program. laid over to 3/28 11. Administrative Orders: D-7931: Budget revision in Community Services Department - C pital • � Improvement Program (laid over from 3/13/86). dis ssed D-7932: Addition of $9,488.60 to the contract for Survival T aining Center (laid over from 3/13/86) . discussed CTTY HALL SEVENTFi FLOOR SAINT AUL,MINNESOTA 55102 . ��'as ...,..�...,..�.,_...... .;_..,.,m....a...,.-.,..,....s..,.�,._--------. . _...__.._____---•.--,..-.._.._..,.�..y..,,_..�R. ._...T...�,-.�,..-ti : - (��-�� %� 1986-87 Agreement between the City and the St. Paul City At orneys' Professional Association. Changes are as follows: 1 . Severance Pay - Employees retiring under the "Rule of S" will be eligible for Se�erence Pay. 2. Insurance - New caps on Employer's contributions t be pro-rated for half-time employees. New eligibili y requirements for earl retiree insurance. 3. Vacation - New language placing the earning and u ing of vacation on : a fiscal year rather than a calendar y ar. No change in the amount of vacation earned. 4. Holiday - Martin Luther King Day added as an add tional paid holiday. 5. Non-Discrimination - New article added 6. Wages - 1986 - 4.5% increase 1987 - 4.5% increase � ��_ �G-3y� � 1986 - 1987 COLLECTIVE BARGAINING AGREEMENT - between - THE CITY OF SAINT PAUL - and - THE CITY ATTORNEYS PROFESSIONAL ASSOCIATION � �-��9� INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Severance Pay 2 . III Management Rights q IV Residence ,5 V Check Off and Service Fee 6 VI Maternity Leave g VII Discipline g VIII Strikes, Lockouts, Work Interference 10 IX Grievance Procedure 11 X Wages 16 XI Saving Clause 17 XII Insurance lg XIII Vacation 22 %IV Holidays 23 � Leaves of Absence Zq XVI Duration and Effective Date 25 Appendix A A1 - ii - �, � �,�,�'�-..�9� PREAMBLE , This AGREEMENT entered into between the City of Saint Pa 1, hereinafter referred to as either the "EMPLOYER" or the "CITY", and the C ty Attorneys Professional Association, hereinafter referred to as "C.A.P.A " or the "ASSOCIATION", for the purpose of fostering and promoting ha onious relations between the CITY and the ASSOCIATION in order that a high lev 1 of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by pro iding a fuller and more complete understanding on the part of both the CITY a d the ASSOCIATION of their respective rights and responsibilities. The provisions of this AGREEMENT shall not abrogate the r ghts and/or duties of the II�LOYER, the ASSOCIATION, or the employees as e tablished under the provisions of the Public Employee Labor Relations Act of 19 1, as amended. - iii - � �-��-3 �� ARTICLE I - RECOGNITION 1.1 The CITY recognizes C.A.P.A. as the exclusive representat ve for the City Attorneys Prafessional Association, as certified by the S ate of Minnesota Bureau of Mediation Services, dated September 2 , 1979, Case . No. 75-PR-764-A. This unit above consists of the followi g: Attorney I Attorney VI Attorney II Attorney VII Attorney III Law Clerk Attorney IV Legal Assistant I Attorney V Legal Assistant II 1.2 Employees employed in the above class titles and assigned to confidential and/or supervisory positions are not included in this Agr ement. - 1 - ARTICLE II - SEVERANCE PAY 2.1 The employer shall provide a severance pay program as set forth in this Article. 2.2 To be eligible for the severance pay program, an employee must meet the following requirements: 2.21 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. 2.22 The employee must be voluntarily separated from City employwent 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. 2.23 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- requirement. 2.24 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. 2.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 2.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, .he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave sub�ect to a maximum of $6,500. 2.4 The provisions of this Article II shall apply only to employees retiring on or after December 30, 1985. - 2 - . � ��'� -�� ARTICLE II SEVERANCE PAY (cont.) 2.5 For the Purpose of this severance program, a death o an employee shall be considered as separation of employment, and i the_ employee would have met all of the requirements set forth abo , at the time of his or her death, payment of the severance pay wi be made to the employee's estate or spouse. � 2.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School D strict No. 625 employment is not considered a separation of employme t, and such transferee shall not be eligible for the City severan e program. 2.7 The manner of payment of such severance pay shall be de in ac�ordance with the provisions of City Ordinance No. 1490. 2.8 This severance pay program shall be subject to and go erned by the provisions of City Ordinance No. 11490 except in thos cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article sha 1 control. 2.9 The provisions of this article ehall be effective as f December 24, 1983. 2.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this article or Ci y Ordinance No. 11490, as amended by City Ordinance No. 16303, se tion 1, section 6, draw severance pay. However, an election by the empl yee to draw severance pay under either this article or the ordina ce 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. - 3 - ARTICLE III - MANAGEMENT RIGHTS 3.1 The ASSOCIATION recognizes the right of the �LOYER to operate and manage its affairs in all respects in aceordance with applicable laws and regulations of appropriate suthorities. The rights and suthority which the EMPLOYER has not officially abridged, delegated, or modified by this ' AGREEMENT are retained by the EMPLOYER. 3.2 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. - 4 - . � �� ARTICLE IV - RESIDENCE 4.1 Employees covered by this AGREEMENT shall have no residen y requirements or restrictions. - 5 - ARTICLE V - CHECK OFF AND SERVICE FEE 5.1 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 EI�LOYER by a represent- ' ative 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. 5.2 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. 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. It is also understood that in the event the CITY shall make an improper fair ehare deduction from the earnings of an employee, the ASSOCIATION shall be obligated to make the CITY whole to the extent that the CITY shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. - 6 - . � �� --�� ARTICLE V - CHECK OFF AI�'D SERVICE FEE (continued) 5.3 The ASSOCIATION agrees to idemnify and hold the EMPLOYER rmless against any and all claims, suits, order or judgments brought or sued against the CITY as a result of any action taken or not taken by t e CITY under the provisions of this Article. 5.4 The ASSOCIATION agrees that a service fee of twenty-five c nts ($0.25) per member, per month shall be deducted by the City of St. Paul from the amount withheld for dues or fairshare prior to remittance f dues or fairshare to the ASSOCIATION. - 7 - ARTICLE VI - MATERNITY LEAVE 6.1 Maternity Leave. Maternity is defined as the physical etate 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. - 8 - . G� �� -�9� ARTICLE VII - DISCIPLINE 7.1 Discharges will be preceded by a five (5) day prelimina suspension without pay. During said period the employee and/or ASS CIATION may request, and shall be entitled to a meeting with the EMP OYER representative who initiated the suspension with intent o discharge. During the five (5) day period, the EMPLOYER may affirm he suspension and discharge in accordance with Civil Service Rules or y modify, or withdraw same. - 9 - ARTICLE VIII - STRIKES, LOCKOUTS, WORK INTERFERENCE 8.1 The ASSOCIATION and the EMPLOYER agree that there shall be no strikes, work stoppages, slow-downs, eitdown, stay-in, or other concerted � interference with the EMPLOYER'S business or affairs by said ASSOCIATION and/or members thereof, and there shall be no bannering during the � existance of this AGREEMENT without first using all possible means of peaceful settlement of any controverey which may arise. Employees engaging in same shall be liable for disciplinary action. - 10 - . � ��:�y� � ARTICLE IX - GRIEVANCE PROCEDURE 9.1 A grievance is defined as a dispute or disagreement as t the interpret- ation or application of the specific terms and condition of this � AGREEMENT. • 9.2 The EI�LOYER will recognize representatives designated b the ASSOCIATIOr as the grievance representatives of the bargaining unit ving the duties and responsibilities established by this Article. The A OCIATION shall notify the EMPLOYER in writing of the names of such Asso ation Representatives and of their successors when designated. The EMPLOYER shall notify the ASSOCIATION in writing as to its designa ed representatives. 9.3 It is recognized and accepted by the ASSOCIATION and the LOYER that the processing of grievances as hereinafter provided is 1 mited by the job duties and responsibilities of the employees and shal therefore be accomplished during normal working hours when consistent ith such employee duties and responsibilities. The aggrieved empl yee and an Association Representative shall be allowed a reasonable mount of time without loss of pay when a grievance is investigated and resented to the EMPLOYER during normal working hours provided that the em loyee and Association Representative have notified and received the approval of designated supervisor and provided that such absence is r asonable and would not be detrimental to the work programs of the EME'L ER. It is understood that the EMPLOYER shall not use the above limi tion to hamper the processing of grievances. - 11 - ARTICLE IX - GRIEVANCE PROCEDURE (continued) 9.4 Grievances, as defined by Section 9.1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpretation or application of this AGREII�NT shall, within twenty-one (21) - calendar days after such alleged violation has occurred, present such grievance to the employee's supervisor as designated by the EMPLOYER. The Employer-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ASSOCIATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ASSOCIATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the Employer-designated Step 2 zepresentative. The Employer-designated representative shall give the Association Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not - 12 - � �. ��G�� ARTICLE IX - GRIEVANCE PROCEDURE (continued) appealed in writing to Step 3 by the ASSOCIATIO within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written ,grievance shall be pre ented by the Association and discussed with the Employer-des gnated Step 3 representative. The Employer-designated represe tative shall give the ASSOCIATION the Employer's answer in iting within ten (10) calendar days after receipt of such Step 3 rievance. A grievance not resolved in Step 3 may be appeale to Step 4 within ten (10) calendar days following the Emp yer-designated representative's final answer in Step 3. Any g evance not appealed in writing to Step 4 by the ASSOCIATIO within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ASSOCIATION shall be submitted to arbitration su 3ect to the provisions of the Public Employment Labor Relati ns Act of 1971, as amended. If a mutually acceptable arbi rator cannot be agreed upon, the selection of an arbitrator s all be made in accordance with the "Rules Governing the Arbitra ion of Grievances" as established by the Public Employm nt Relations Board. Step 5. The arbitrator shall have no right to amend, mod fy, nullify, ignore the terms and conditions of this AGREEMEN . The arbitrator shall consider and decide only the sp cific issue(s) submitted in writing by the EMPLOYER and the ASS CIATION, and - 13 - ARTICLE IX - GRIEVANCE PROCEDURE (continued) 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, copies to both parties and the Bureau of Mediation Service within thirty (30) days following the 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 binding on both the EMPLOYER and the ASSOCIATION and 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. 9.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ASSOCIATION 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. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. - 14 - , � �� -�� . � ARTICLE IX - GRIEVANCE PROCEDURE (continued) 9.6 If a grievance is not presented within the time limits e t forth above, it shall be considered "waived". If a grievance is not ppealed to the . next step within the specified time limit or any agreed xtension thereof, it shall be considered settled on the basis of he EI�LOYER'S ' last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the ASSOCIATIO may elect to treat the grfevance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ASSOCIATION in each step. 9.7 It is understood by the ASSOCIATION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this c ntract or by the provisions of the Civil Service Rules of the City of aint Paul. If an issue is determined by this grievance procedure it sha 1 not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provision of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedu e. - 15 - ARTICLE X - WAGES 10.1 Effective January 7, 1984, all salary rates applicable to titles in this bargaining unit shall be increased $72.80 bi-weekly. 10.2 Effective January 5, 1985, all salary rates applicable to titles in this bargaining unit shall be increased �67.88 biweekly. 10.3 The wage schedule is attached for purposes of reference only and is not a part of this contract. 10.4 Notwithstanding 10.1 and 10.2, salary rates shall be reduced in the amounts necessary to equalize payment to individual employees and City employees who receive different pension benefits. - 16 - _ � ��-�9y ARTICLE XI - SAVING CLAUSE 11.1 This AGREEMENT is subject to the laws of the United Sta es, the State of Minnesota. In the event any provisions of this AGREEME T shall be held to be contrary to law by a court of competent 3urisdict n from whose _ final 3udgment or decree no appeal has been taken withi the time provided, such provisions shall be voided. All other pr visions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. A1 other provisions of this AGREEMENT shall continue in full forc and effect. — 17 — � ARTICLE XII - INSURANCE 12.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 12.2 The EMPLOYER will for the period of this AGREII�ENT 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 contributions and life insurance contributions as are provided by the EMPLOYER for active employees under this Agreement. 12.3 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 (SOZ) of such health insurance contributions and life insurance contributions as are provided by the Employer for full-time employees who retire under this Agreement. 12.4 Not withstanding Article 12.2, 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 unitl such retirees reach sixty-five (65) years of age, the Employer will contribute fifty percent (50�) of such health insurance contributions as are provided by this Article 12.4 for full-time employees who retire. - 18 - . . P�-�--3g�` ARTICLE XII - INSURANCE 12.5 Employees who retire after execution of this Agreement m t meet the following conditions at the time of retirement to be eligible for t e City contributions to health insurance set forth in Articles 12.2 and 12.3. 12.51 Be receiving benefits from a public employee re iree act at the time of retirement. . AND 12.52 Have severed his relationship with the City of t. Paul under one of the early retiree plans. 12.6 Effective January 1, 1987, in addition to meeting the eli ibility requirements stated in 12.51 and 12.52 above, retiring employees must lso meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 12.2, 12.3 and 12.4 12.61 Must be at least 58 years of age and have compl ted 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 ha�e completed at least thirty (30) years f service. 12.7 Effective January 1, 1987, full-time employees who retire and who meet the conditions set forth in 12.51 and 12.52 but who meet none f the conditions set forth in 12.61, shall be eligible for the following perce tages of the amount contributed by the Employer toward health insurance for a ive employees in the same health plan. Such retirees shall be eligible for suc 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� 90� 83 80� 80' $2 70Z 70� 81 60' 607 80 50� 50� 12.8 A Retiree may not carry his/her spouse as a dependent if s ch spouse is also a a City retiree or City employee and eligible for and ie en olled in the City health insurance program. - 19 - ARTICLE XII - INSURANCE 12.9 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 s75.00 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. 12. 10 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. 12. 11 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 (50�) 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 (50�) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. 12.12 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. 12.13 For each eligible employee the Employer agrees to contribute the cost of �5,000 of life insurance coverage or �1.32 per month whichever amount is less. Any increase in this Life insurance premium shall be paid by the employee. 12.14 The contributions indicated in this Article 12 shall be paid to the Employer's Group Health and Welfare Plan. 12.15 Any cost of any premium for any City-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 12 shall be paid by the employee. - 20 - . - �,��<< ARTICLE XIII - VACATION 13.1 Vacation credits shall accumulate at the rates shown bel for each full hour on the payroll, excluding overtime. Years of Service Hours of Vac tion lst year thru 8th year .0577 9th year thru 15th year .0770 16th year and thereafter .0962 13.2 The head of the department may permit an employee to carr over into the "vacation year" beginning December 7, 1985 and each "vaca ion year" thereafter 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) . 13.3 The above provisions of vacation shall be sub�ect to the S int Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 13.4 If an employee has an accumulation of sick leave credits i excess of one hundred and eighty days, he may convert any part of such e cess of vacation at the rate of one-half day's vacation for each day of sic leave credit. No employee may convert more than ten (10) days of sick le ve in each calendar year under this provision. - 21 - • ARTICLE XIV - HOLIDAYS 14.1 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. 14.2 The floating holidays set forth in Section 14.1 above may be taken at any time during the contract year, subject 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 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. - 22 - � _ ��-"�-�y ARTICLE XV - LEAVES OF ABSENCE 15.1 Any employee who has accumulated sick leave credits as p ovided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness o in�ury of the , employee, quarantine established and declared by the Bur au of Health, death of the employee's mother, father, spouse, child, b other, sister, mother-in-law, father-in-law, or other person who is a m mber of the household; and may be granted leave with pay for such ti e as is actually necessary for office visits to a doctor, dentist, optome rist, etc. , or in the case of sudden sickness or disability of a mem er of his household, making arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave. 15.2 Any employee who has accumulated sick leave credits, as ovided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grand hild. - 23 - ARTICLE XVI - NON-DISCRIMINATION 16.1 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 membership or non-membership in the UNION. 16.2 Employees will perform their duties and responsbilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. - 24 - . (r� �'� -�y ARTICLE XVII - DURATION AND EFFECTIVE DATE 17. 1 Complete Agreement With Waiver of Bargaining. This AGRE MENT shall represent the complete AGREEMENT between the ASSOCIATION and the EMPLOYER. The parties acknowledge that during the negot ations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make requests and proposals with respect to any subje t or matter not removed by law from the area of collective bargaining, a d 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 EMPLOYER and the ASSOCIATION, or the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to barg in collectively with respect to any subject or matter referred to or cove ed in this AGREEMENT. 17.2 Except as herein provided this AGREEMENT shall be effecti e as of January 1, 1986 and shall continue in full force and effect thru Dec mber 31, 1987, and thereafter until modified or amended by mutual agreement f the parties. Either party desiring to amend or modify this AGREEMENT s all notify the other in writing so as to comply with the provisions of the Pub ic Employment Labor Relations Act of 1971. - 25 - ARTICLE XVII - DURATION AND EFFECTIVE DATE (continued) 17.3 This constitutes a tentative agreement between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, the City Council and is also subject to the ratification by the ASSOCIATION. WITNESSES CITY OF SAINT PAUL CITY ATTORNEYS PROFESSIONAL ASSOCIATION / ' _____ ` ' �/-��,..K- .�L_ ..� � �".. �' Labor Re atio President �� Labor Relation DATED: February 18, 1986 - 26 - l�= �� -�� APPENDIX A Law Clerk Effective A B C D E F 10-yr. 1 -yr. 20-yr. 25-yr. 1-4-86 763.40 790.19 819.98 851.99 884.00 916.75 937.59 9 9.93 969.43 978.93 1-3-87 797.75 825.75 856.88 890.33 923.78 958.00 979.78 10 3.13 1012.63 1022. 13 Legal Assistant I 1-4-86 960.67 1000. 13 1041.07 1082.75 1128.17 1175.08 1202.62 12 .90 1240.40 1249.90 1-3-87 1003.90 1045.14 1087.92 1131.47 1178.94 1227.96 1256.74 12 .29 1295.79 1305.29 Legal Assistant II 1-4-86 1059.66 1099.88 1146.78 1192.94 1243.56 1294.17 1328.41 136 .16 1370.66 1380.16 1-3-87 1107.34 1149.37 1198.39 1246.62 1299.52 1352.41 1388.19 142 .41 1431.91 1441.41 PROFESSIONAL/ADMINISTRATIVE TITLES Attorney I Effective A B C D E F G 10-yr. 15-yr. 1-4-86 1058.19 1095.42 1133.39 1183.25 1234.62 1288.96 1345. 4 1379.03 1417.00 1-3-87 1105.81 1144.71 1184.39 1236.50 1290. 18 1346.96 1406. 9 1441.09 1480.77 Attorney II 1-4-86 1143.06 1183.25 1224.95 1278.54 1335.11 1394.67 1457. 4 1496.66 1535.37 1-3-87 1194.50 1236.50 1280.07 1336.07 1395.19 1457.43 1523. 5 1564.01 1604.46 Attorney III 1-4-86 1302.37 1348.52 1396.16 1459.45 1524.22 1593.44 1666. 9 1709.57 1756.47 1-3-87 1360.98 1409.20 1458.99 1525. 13 1592.81 1665. 14 1741. 8 1786.50 1835.51 Attorney IV 1-4-86 1372.35 1422.21 1472. 10 1538.34 1608.32 1682.01 1757. 1 1806.35 1854.73 1-3-87 1434.11 1486.21 1538.34 1607.57 1680.69 1757.70 1836. 8 1887.64 1938. 19 Attorney V 1-4-86 1640.33 1699.88 1761.67 1842.08 1926.94 2015.53 2108. 8 2168.15 2226.95 1-3-87 1714.14 1776.37 1840.95 1924.97 2013.65 2106.23 2203. 7 2265.72 2327. 16 Attorney VI 1-4-86 1778.06 1842.82 1911.31 1999.15 2092.20 2188.98 2290.9 2355.72 2419.76 1-3-87 1858.07 1925.75 1997.32 2089.11 2186.35 2287.48 2394. 2461.73 2528.65 ATTORNEY VII 1-4-86 1877.80 1946.29 2017.75 2112.30 2210.56 2314.04 2422.7 2489.72 2557.47 1-3-87 1962.30 2033.87 2108.55 2207.35 2310.04 2418.17 1531.7 2601.76 2672.56 ATTORNEY VIII 1-4-86 1932.36 2002.90 2076.51 2173.89 2275. 10 2381.68 2493.6 2562.63 2632.42 1-3-87 2019.32 2093.03 2169.95 2271.72 2377.48 2488.86 2605.8 2677.95 2750.88 - A1 -