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86-395 WHITE - CITV CLERK .. PINK -.FINANC£ GITY OF SA�NT PAUL Cou il ///��r CANARV - DEPARTMENT Q� ��y� BLUE - MAVOR Flle NO. �� un il Resolution Present By '- � �s-r_ Referred To j-� !_1�,� C� Committee: Dat 3 �/I A Out of Committee By Dat RESOLVED, that the Council of the City of Saint Paul hereby pproves and ratifies the attached 1986-1987 Agreements between Independent Sc ool District ��625 and AFSCME District 14, Locals 844 and Local 1842, pertaini to the clerical and technical employees of the School District. ► COUNCILMEN Requested by Department o : Yeas Drew Nays � CE M"'"` �n�� tn Favor Nicosia � Scheibel Sonnen __ Against �odeeee— Wilson APR 1 - � Form A prove by C'ty A rney Adopted by Council: Date Certified Pass ncil Sec ry BY By A►pproved Mav • ate �` �a�APR 1�- � Approved b Mayor or ub i 'on to Council < B BY PU�I;��D �,,�� R� Personnel Dffice DEPARTMENT P�o~3/�'S Np 4153 . Jim Lombardi CONTACT 7301 PHONE February 25, 1986 � DATE 1 e�� ,, � ASSIG NUMBER FOR ROUTING ORDER Cli All Locations for Si nature : Department Director 3 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 se/ , Rati nale) : This resolution approves the 1986-87 Agreements between Independent Sch ol District 4k625 and i�iFSCME District 14, Locals 844 and Local 1842. These Agreements pe tain to the clerical and the technical employees of the School District. The changes are listed on the attached sheet. These new Agreements hav been approved by the St. Paul School Board. COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATED: R EC EIVE D None. Pertains only to St. Paul School District. ��L��J��"7 F E� 2 `:' FE8 2 7 ��a� rrAYO�'S OFFICE CITY ATTORNEY 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 DEP TMENT R VIEW CITY ATTORNEY RE IEW � Yes Council Resolution Required? Resolution Requi ed? �Yes �N Yes N� Insurance Required? Insurance Suffic ent? Yes �No Yes ,.�No Insurance Attached: (SEE REVERSE SIDE FOR INSTRUCTIONS) Revised 12/84 � ,�-�. r ,i�,fi�°"�/1?_ _� /- { Changes in employment agreements for 1986-1987 with America Federation of State, County, and Municipal Employees (AFSCME) Council No. 14, Lo als 844 & 1842, representing clerical employees and technical employees. 1 . Changes in these contracts are as follows: - Holidays: Martin Luther King Day is added as an add tional holiday. - Vacation: Language is amended to provide for the ea ning of vacation time in the context of the tax year rathe than calendar year. No change in vacation time earned. - Insurance: New caps are established for the maximum ontribution by the Employer, with contributions prorated for half-time employees. Changeover to the new Blue Cross Comprehensive Major edical plan is accomplished. New eligibility requirements are established for earl retiree insurance. - Severance Pay: Language is amended to extend eligib lity to employees retiring under the "rule of 85" ("ru e of 90" was already in place) . - Wages: 1986 - 4.5% increase on all rates 1987 - 4.5% increase on all rates. 2) The District has 290 employees in the clerical unit and 54 employees in the technical unit. 3) The cost impact of these new Agreements has been calcul ted by the Office of Business Affairs as follows: Clerical Technical 1986 - $ 239,770. 1986 - $ 57,920. 1987 - $ 322,830. 1987 - $ 72,950. C�',�"r-� �-�' � , Agreement between . • , SAINT PAUL PUBLIC SCH OLS INDEPENDENT SCHOOL DISTRIC 625 And LO�AL UNION 844 • 4 DISTRICT COUNCIL 1 OF THE AMERICAN FEDERATIO OF STATE, COUNTY, AND MUNICIP L EMPLOYEES, AFL-CIO � 1986 - 87 • �4�^�� • INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Check Off 4 III Hours of Work 4 Q IV Work Breaks 5 V Holidays 6 � VI Employee Rights--Grievance Procedure 7 VII Mileage--Independent School District No. 62 10 VIII Vacation 10 IX Insurance 11 X Working Out of Classification 14 XI Employee Records 14 XII Bulletin Boards 15 XIII Wages 15 XIV Maintenance of Standards 15 XV Leaves of Absence 16 • XVI Military Leave of Absence 18 XVII Management Rights 18 XVIII Seniority 19 XIX Discipline 21 XX Vacancies 22 XXI No Strike--No Lockout 22 XXII Severance Pay 23 XXIII Emergency and Temporary Employees 25 XXIV Non-discrimination 25 XXV Terms of Agreement 26 • A-1/A-7 Appendix A . • - ii - PREAMBLE • This AGREEMENT, entered into by Independent School District No. 625, hereinafter referred to as the EMPLOYER, and Local Union 844, affiliated with Cbuncil 14 of the American Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the UNION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the UNION, 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. a w • r • - iii - �� • ARTICLE I - RECOGNITION 1. 1 The EMPLOYER recognizes the UNION as the sole a d exclusive bargaining agent for the purpose of establishing sal ries, wages, hours, and other conditions of employment for all of its employees as outlined in the certification by t e State of Minnesota Bureau of Mediation Services, dated July 2, 1973, in Case No. 74-PR-61-A and as amended and as set fort in Section 1.2 below. + 1.2 The bargaining unit covered by this AGRFEMENT shal consist of the following: All office, clerical, and a inistrative personnel who are employed by the City of Saint Pau or who have . their "terms and conditions of employment" establ'shed by the governing body of the City of Saint Paul, and whos employment service exceeds the lesser of 14 hours per week or 3 per cent of the normal work week and more than 67 work days per ear, in the classification of: Accounting C1erk I Clerk II Accounting Clerk II Clerk III Accounting Machine Operator I Clerk IV Accounting Machine Operator II Clerk-Steno rapher I Animal Control Supervisor Clerk-Steno rapher II • Ass't. Recorder of Council Proceedings Clerk-Steno rapher II--Renewal Ass't. Supervisor of Elections Clerk-Steno rapher III Ass't. Supervisor of Water Billi.ng Clerk-Steno rapher III-Renewal Auditing Clerk I Clerk-Typis I Bank Clerk Clerk-Typis I--Renewal Building Permit Clerk Clerk-Typis II Cashier--Civic Center Clerk-Typis II--Renewal Cashier I Clerk-Typis III Cashier II Complaint 0 fice Supervisor Cashier--Civic Center Computer Op rations Ass't.--Library Chief Meter Reader Computer Op rations Sup�rvisor ' Clerical Supervisor Computer Op rator Clerk I Computer Op rator--Library � Counselor A de Trainee Data Entry perator I Data Entry perator II Data Entry perator III Data Proces ing Aide Disbursemen Auditing Clerk--Schools Disbursemen Auditing Supervisox • - 1 - ARTICLE I - RECOGNITION (continued) • Dog Warden Police Communications Clerk Duplicating Equipment Opr. Trainee Police Community Officer Duplicating Equipment Operator Police Records Clerk Duplicating Equipment Opr. Supervisor Police Stenographer Duplicating Equipment Operator (Health Primate House Attendant Bureau) Energy Clerk Procurement Specialist I Field Clerk I Procurement Specialist II Field Clerk II Procurement Specialist III Field Clerk III Procurement Specialist Trainee ' Film Clerk Trainee Property Clerk I . Film Clerk Refectory Attendant Fire Property Clerk Refectory Manager Health Service Aide I Refectory Supervisor Health Service Aide II Registration Clerk Information Systems Specialist Relocation Clerk Inventory Control Supervisor Secretary Keypunch Operator Service Worker II Laboratory Helper Storehouse Helper Landfi.11 Caretaker Storekeeper I Library Clerk Lighting Complaint Clerk Storekeeper I--Police • Maintenance Trainee Storekeeper II Management Trainee Storekeeper (Food Service) Marine Mammal Keeper-Trainee Storekeeper (Voting Machines) Messenger Storekeeper--Water Department Meter Reader Stores Clerk Office Supply Room Operator Stores Clerk--Renewal Park Concession Manager Stores Clerk (School Cafeterias) Park Guide Supervisor of Water Billing Parking Lot Attendan.t II Technical Trainee Parking Meter Collector I Telephone Operator + Parking Meter Collector II Trainee (Clerical) Parking Meter Monitor (Child Development) Parking Meter Monitor Supervisor (Storehouse) ` Parts Storekeeper Transportation Assistant Payroll Audit Clerk Transportation Coordinator I Payroll Supervisor I Transportation Coordinator II Payroll Supervisor II Vehicle Maintenance Clerk Payroll Supervisor III Workers' Compensation Admin. Clerk Payroll Supervisor (Schoals) Workers' Compensation Clerk Permit and License Clerk I Zoo Keeper I • Permit and License Clerk II Zoo Keeper II. Planning Aide Trainee - 2 - ��-��s • ARTICLE I — RECOGNITION (continued) 1.3 Any present or future employee who .is not a UNION member sha]_1 be required to contribute a fair share fee for service rendered by the UNION and, upon notification by the UNION, the EMP OYER shall check off said fee from the earnings of the employee and ransmit the same to the UNION. In no instance shall the required cont ibution exceed a pro rata share of the specific expenses incurred for ervices rendered by the representative in relationship to gotiations and administration of grievance procedures. This provi ion shall remain operative only so long as specifically provided by M"nnesota law, and „ as otherwise legal. 1.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against • any and all claims, suits, orders or judgments b ought or issued against the EMPLOYER as a result of any action take or not taken by the EMPLOYER under the provisions of this Article I, ection 1.3. • • - 3 - ARTICLE II - CHECK OFF • 2. 1 The EMPLOYER agrees to deduct the UNION 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 representative of the UNION 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 thereaf_ter as is possible. 2.2 The UNION 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. � 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 All employees in this bargaining unit 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 one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 Normal work schedules showing the employee's shifts, 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. • - 4 - ��s • ARTICLE IV - WORK BREAKS 4. 1 Rest Periods. All employees' work schedules sha 1 provide for a fifteen-minute rest period during each one-half hift. The rest period shall be scheduled by management at approxima ely the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full half hift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. � • � • - 5 - ARTICLE V - HOLIDAYS • S. 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 perf.orm 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 fal.l on Sunday, the succeeding Monday shall be observed as 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 Notwithstanding Article 5.3, effective April l, 1984, a temporary employee shall be eligible for hol.iday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. � 5.5 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 determined by agreement between the employee and the supervisor. • - 6 - ��;=��.� • ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with UNION rules and regulations as the grievance repr sentative of the bargaining unit. The UNION shall notify the EMPLO ER in writing of the names of the stewards and of their successors whe so named. 6.2 It is recognized and accepted by the EMPLOYER and t e UNION that the processing of grievances as hereinafter provided is 1'mited by the job duties and responsibilities of the employees and s all therefore be accomplished during working hours only when cons stent with such ' employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay whe a grievance is processed during working hours, provided the steward and the employee � have notified and received the approval of their upervisor to be absent to process a grievance and that such abse ce would not be detrimental to the work programs of the EMPLOYER. 6.3 The procedure established by this Article shall e the sole and exclusive procedure, except for the appeal of disci linary action as provided by Article XIX for the processing of grie ances, which are defined as an alleged violation of the terms and c nditions of this AGREEMENT. • 6.4 Grievance shall be resolved in conformance wit the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved with or wi hout the steward shall attempt to resolve the matter on a informal basis with the employee's supervisor. If th 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 grievanc shall set forth the nature of the grievance, the facts on w ich it is based, the alleged section(s) of the AGREEMENT vio ated, and relief requested. Any alleged violation of th AGREEMENT not reduced to writing by the UNION within se n (7) work days • of the first occurrence of the event gi ing rise to the grievance shall be considered waived. ` Step 2. Within seven (7) work days after receiving he written grievance, a designated EMPLOYER superviso shall meet with the UNION steward and attempt to resolve th grievance. If, as a result of this meeting, the g ievance remains unresolved, the EMPLOYER shall reply in wri ing to the UNION within three (3) work days following th s meeting. The UNION may refer the grievance in writing o Step 3 withln seven (7) work days following receipt o the EMPLOYER'S written answer. Any grievance not referr d in writing by • the UNION within seven (7) work days foll wing receipt of the EMPLOYER'S answer shall be considered w ived. - 7 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) • Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2, a designated EMPLOYER supervisor shall meet with the UNION Business Manager or his designated representative, 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 UNION, stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the UNION may refer the grievance to Step 4. Any grievance not referred in writing by the UNION to Step 4 within seven (7) work days following ` receipt of the EMPLOYER'S answer shall be considered waived. Step 4. If the grievance remains unresolved, the UNION may within � seven (7) 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 UNION within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to submit a panel of five (5) arbitrators. Both the EMPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION • shall strike the first (lst) name; the EMPI.OYER 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 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) s 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 EMPLOYER, the UNION, and the employees. 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the UNION, provided that each party shall be responsible for compensating its own 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. - 8 - ��(v �� • ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (�onti ued) 6.7 The time limits in each step of this procedure m y be extended by mutual agreement of the EMPLOYER and the UNION. 6.8 It is understood by the UNION and the F.MPLOYER that grievance may be determined by either the grievance procedure of th's contract or by the provisions of the Civil Service Rules of the C'ty of Saint Paul. If an issue is determined by this grievance proce re, it shall not again be submitted for arbitration under the Civil ervice Rules. If an issue is determined by the provisions of the Ci il Service Rules, L it shall not again be submitted for arbitration un er this grievance procedure. • • - 9 - ARTICLE VII - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625 • 7.1 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 reimbursement, employees must receive authorization from the District Mileage Committee utilizing one of the following plans: PLAN "A", effective with the adoption of this AGRREMENT, is reimbursed at the rate of. 23G per mile. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. � Another consideration for establishing the maximum amount can be , the experience of another working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. ARTICLE VIII - VACATION 8. 1 Vacation credits shall accumulate at the rates .shown below for each full hour on the payroll, excluding overtime. • Years of Service Hours of Vacation lst year through 4th year .0385 5th year through 9th year .0577 lOth year through 15th year .0654 16th year through 23rd year ,0808 ?_4th year and thereafter . 1000 � 8.2 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). 8.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subd. H. • - 10 - � OcP ^�� • ARTICLE IX - INSURANCE 9. 1 The �mployer will continue for the period of this Ag eement to provide for employees such health and life insurance benefit as are provided by Employer at the time of execution of this Agreeme t. 9.2 The Employer will for the period of this Agree ent provide for full-time employees who retire after the time of xecution of this Agreement and until such em lo ees reach sixt -five 65) ears of a e, such health insurance benefits and life insurance benefits as are � provided by the Employer for active employees under his Agreement. 9.3 The Employer will for the period of this Agree ent provide for - half-time employees who retire after the time of xecution of this Agreement and until such em loyees reach sixt -five 65) ears of a e fifty per cent (50%) of such health insurance contr butions and life insurance contributions as are provided by the Emplo er for full-time employees who retire under this Agreement. 9.4 Notwithstanding Article 9.2, the Employer will for t e period of this Agreement contribute for full-time employees who ret e after December 31, 1985 and who select the Blue Cross health insu ance provided by the Employer and until such retirees reach sixty-f e (65) ears of a e, the cost of such retiree coverage or $106.32 pe month, whichever • is less. For such retirees selecting family coverage, he Employer will contribute the cost of such family coverage or $2 4. 12 per month, whichever is less. For half-time employees who retire after December 1, 1985 and who select the Blue Cross health insurance provided by the Employer and until such retirees reach sixt -five (65) years of e, the Employer will contribute fifty per cent (50%) of such ealth insurance contributions as are provided by this Article 9 4 for full-time employees who retire. 9.5 Effective January 1, 1987 the amount of the Employ r's contributian toward retiree coverage in Article 9.4 will be adjus ed 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 covera e shall r.emain limited to $284.12 per month. 9.6 Em lo ees who retire after execution of this A reem t must meet the following conditions at the time of retirement to be eligible for the Employer contributions to health insurance set forth n Article 9.2: 9.61 Be receiving benefits from a public employee ret ree act at the time of retirement AND • 9.62 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. - 11 - ARTICLE IX - INSURANCE (continued) • 9.7 Effective January l, 1987, in addition to meeting the eligibility requirements stated in 9.61 and 9.62 above, retiring employees must �1so meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 9.2, 9.3, and 9.4: 9.71 Must be at least 58 years of age and have completed 25 years of employment with Independent School District No. 625 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. � 9.8 Effective January 1, 1987, full-time employees who retire and who meet the conditions set forth in 9.61 and 9.62 but who meet none of the conditions set forth in 9.71, 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 years of age. Combination of Age Contribution for Contribution for • and Years of Service Single Coverage Family Coverage g4 9oy 9oi 83 80% 80% 82 70% 70% 81 60% 60% 80 50% 50%. 9.9 A retiree may not carry his/her spouse as a dependent if such spouse is also a City/I.S.D. 4�625 retiree or City/I.S.D. 4t625 employee and eligible for and is enrolled in the City/I.S.D. #625 health insurance program. 9. 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 eaeh 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. 9. 11 For the purpose of this Article, full-time employment is defined as appe�ring on the payroll at least 32 hours per week or at least 64 hours per pay period, excluding overtime hours. • - 12 - ��_��.5� • ARTICLE IX - INSURANCE (continued) 9. 12 For each eligible employee covered by this Agreemen who is employed half time who selects employee insurance coverage, t Employer agrees to contribute fifty per cent (50%) of the amount contributed for full-time employees selecting employee coverage in t e same insurance plan. For each half-time employee who selects family insura ce coverage, the Employer will contribute fifty per cent (50%) of the amount contributed for full-time employees selecting famil coverage in the same insurance plan. � For the purpose of this Article, half-time employme t is defined as appearing on the payroll at least 20 hours but less han 32 hours per week or at least 40 hours but less than 64 hours per pay period, - excluding overtime hours. 9. 13 Notwithstanding Article 9. 12, employees covered by t is Agreement and employed half time prior to January 1, 1986 shall eceive the same insurance contributions as a full-time employee. T is Article 9. 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. 9. 14 Effective January 1, 1987 the amount of Employer's co tribution toward the employee coverage in Article 9.10 will be adjust d in dollars to • reflect the cost of the highest January 1, 1987 remium rate for employee coverage or $85.00 per month, whichever is 1 ss. - The Employer's contribution toward family cover ge shall remain limited to $185.00 per month. 9. 15 Employees eligible for insurance coverage may select any one of the following coverages: Blue Cross-Blue Shield CMM Coordinated Health Care Group Health HMO-Minnesota Med Center Physicians Health Plan Share. � In the event the Employer makes available to emp oyees a health insurance plan not listed above, this Agreement may be reopened by , mutual agreement of the Employer and Union to add s ch plan to the above list in this Article 9. 15. 9. 16 For each eligible employee, the Employer agrees to con ribute the cost of $5,000 of life insurance coverage. 9. 17 The contributions indicated in this Article 9 shall be paid to the Employer's Group Health and Welfare Plan. 9. 18 Any cost of_ any premium for any Employer-offered emp oyee or family • insurance coverage in excess of the dollar amounts stated in this Article 9 shall be paid by the employee. - 13 - ARTICLE X - WORKING OUT OF CLASSIFICATION • 10. 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) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) 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 classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee � would receive if such employee received a regular appointment to the higher classification. 10.2 For the following classifications, the provisions of 10. 1 shall not apply to performance of the duties of the next higher classification in the �ob series: Health Service Aide I Clerk I Clerk-Stenographer I Accounting Machine Operator I Data Entry Operator I • Cashier I Duplicating Equipment Operator Trainee Tabulating Machine Operator I Parking Meter Collector I Zookeeper I Clerk-Typist I. ARTICLE XI - EMPLOYEE RECORDS 11. 1 Any written reprimand made concerning any member of this bargaining unit which is filed with the Personnel Office or within any EMPLOYER � department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the EMPLOYER shall request . from the employee an acknowledgment, in writing, that the reprimand ' has been read by said employee. 11.2 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. 11.3 Any member of the bargaining unit may file a grievance or discrimination complaint and there shall be no retaliation by the • EMPLOYER for such action. - 14 - ��-�� • ARTICLE XII - BULLETIN BOARDS 12. 1 The EMPLOYER shall provide reasonable bullerin spa e for use by the UNION in posting notices of UNION business and activities. Said bulletin board space shall not be used by the UN ON for political purposes other than UNION elections. Use of this ulletin board is sub�ect to approval of the department head. ARTICLE XIII - WAGES , 13. 1 The wage schedule, for purposes of this contract, sh 11 be Appendix A, ' attached hereto. Both parties agree that the nclusion of the classifications and salary ranges in Appendix "A" oes 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 Ap endix A refer to • employees in the positions at the date of signing f the AGREEMENT. No employee in this bargaining unit shall suffer ny reduction in salary because of a regrading or reclassification du ing the contract period in which such regrading or reclassification ta es place. 13.2 Notwithstanding section 13. 1, salary rates in Appe dix A shall be reduced in the amounts necessary to equalize payment o individual HRA employees and City employees wha receive different pe sion benefits. ARTICLE XIV - MAINTENANCE OF STANDARDS � 14. 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 set forth in the Civil Servi ce Rules of the City of Saint Paul (Resolution No. 3250) and the S int Paul. Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be i proved wherever specific provisions for improvement are made els where in this AGREEMENT. • - 15 - ARTICLE XV - LEAVES OF ABSENCE • 15. 1 Leave of Absence. After three months' 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) . 15.2 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 one-half hour past his regular scheduled starting time. The granting of sick leave ' shall be sub�ect to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. 15.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of 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, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. , or in 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. • 15.4 Leave without Pay. Any employee who engages in active service in time of war or other emergency declared by 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 subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article XVI 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 statute. 15.5 Severance Pay. Employees shall be eligible for severance pay in » accordance with the School District's Severance Pay Plan. The amount of severance pay allowed shall be that amount permitted by State Statutes subject to the provision that the maximum amount allowed - shall be $4,000. 15.6 Jury Duty. 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 eourt for such service shall be paid to the Employer and be deposited with the Employer Business Office. 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 jnror or witness. - 16 - �� • ARTICLE XV - LEAVE OF ABSENCE (continued) 15.7 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be gr nted one day of such leave to attend the funeral of the employee' grandparent or grandchild. 15.8 An employee elected or appointed to a full-time paid osition by the exclusive representative may be granted a leave of ab ence without pay for not more than one year for the purpose of conduct ng the duties of the exclusive representative. • 15.9 Maternity Leave. Maternity is defined as the physica state of , pregnancy of an employee, commencing eight (8) m ths before the estimated date of childbirth, as determined by a phys cian, and ending six (6) months after the date of such birth. In he event of an employee's pregnancy, the employee may apply for lea without pay at any time during the period stated above and the Empl yer may approve such leave at its option, and such leave may be no lo ger than one (1) year. • � • • ' - 17 - ARTICLE XVI - MILITARY LEAVE OF ABSENCE • 16. 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 Officers 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, now 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. • ARTICLE XVII - MANAGEMENT RIGHTS 17. 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. All rights and authority which the EMPLOYER has not officially abridged, delegated or modified by this Agreement are retained by the EMPLOYER. 17.2 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. • - 18 - C ,i C�i" �`�f� • ARTICLE X�TIII - SENIORITY 18. 1 Seniority, for the purpose of this AGREEMENT, sh 11 be defined as follows: The length of continuous, regular, and pr bationary service with the EMPLOYER from the date an employee was f' st certified and appointed to a class title covered by this AGREEMENT it being further understood that seniority is confined to the curren class assignment held by an employee. In cases where two or m re employees are appointed to the same class title on the same da e, the seniority shall be determined by employee's rank on the eligib e list from which certification was made. 18.2 Seniority shall terminate when an employee retire , resigns or is ' discharged. 18.3 In the event it is determined by the EMPLOYER that i is necessary to reduce the work force, employees will be laid of by class title within each department based on inverse length of se ority as defined above. However, when layoff occurs in any of the ti les listed below under Column A, layoff shall be based on inverse length of total seniority in all titles listed on the corresponding ine under Column B. The Personnel Department will identify such least s nior 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 as based, in any other District department, the Personnel Department shall place the affected employee in such vacancy. If two or more vacant positions are available, the Personnel Department shall dec de which vacant positions the affected employee shall fill. If no cancy exists in such titles, then the least senior District employe in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall ve the right to claim that position and the least senior District mployee in such titles shall be the employee laid off. For the rposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a Ci y employee. Column A Column B � Clerk I Clerk I, Clerk II Clerk II Clerk I, Clerk II Clerk-Typist I Clerk-Typist I, C1 k-Typist II Clerk-Typist II Clerk-Typist II, C1 rk-Typist I Clerk-Stenographer I Clerk-Stenographer , Clerk-Stenographer II Cashier I Cashier I, Cashier I Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine perator I, Accounting Mac ine Operator II • Accounting Machine Operator II Accounting Machine perator II, Accounting Mac ine Operator I Data Entry Operator I Data Entry Operator I, , Data Entry Ope ator II. - 19 - Article XVIII - Seniority (continued) • 18.4 T_n 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 in any department. 18.5 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. 18.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 18.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. • - 20 - / �� s • ARTICLE XIX - DISCIPLINE 19. 1 The EMPLOYER will discipline employees for j st cause only. Discipline will be in the form of: 19. 11 Oral reprimand; 19. 12 Written reprimand; 19. 13 Suspension; 19.14 Reduction; 19.15 Discharge. . 19.2 Suspensions, reductions, and discharges will be in w tten form. 19.3 Employees and the UNION will receive copies of writt n reprimands and - notices of suspension and discharge. 19.4 Employees may examine all information in their E PLOYER personnel files that concerns work evaluations, comme dations and/or disciplinary actions. Files may be examined at reaso able times under the direct supervision of the EMPLOYER. 19.5 Discharges will be preceded by a five- (5) day preli inary suspension without pay. During said period, the employee nd/or UNION may request and shall be entitled to a meeting wi h the EMPLOYER representative who initiated the suspension with int nt to discharge. • During said five- (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or �nay modify or withdraw same. 19.6 An employee to be questioned concerning an vestigation of disciplinary action shall have the right to reque t that a UNION representative be present. 19.7 A grievance relating to this Article shall be proces ed in accordance with existing Civil Service procedures or at the option of the employee may be taken up in the grievance procedure der Article VI. If an issue is determined by the grievance procedu e, it shall not again be submitted for arbitration under the Civil S vice Rules. If � an issue is determined by the provisions of the Civi Service Rules, it shall not again be submitted for arbitration und r the grievance procedure. • - 21 - ARTICLE XX - VACANCIES • 20.1 The Personnel Office will inform all departments that the department's timekeeper shall post notices of all job vacancies in their department at least five days before submitting a requisition to �he Personnel Office. ARTICLE XXI - Np STRIKE, NO LOCKOUT 21. 1 Neither the Union, 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 of the full � performance 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) hou�s of such warning may be subject to the penalties provided in the Public Employment Labor Relations Act. 21.2 .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. • • • - 22 - ��-�� • ARTICLE XXII - SEVERANCE PAY 22. 1 The Employer shall provide a severance pay progra as set forth in this Article. 22.2 To be eligible for the severance pay program, an e ployee must meet the following requirements: 22.21 The employee must be 58 years of age or ol er or must be eligible for pension under the "rule of 85 ' or the "rule of - 90" provisions of the Public Empl yees Retirement Association (PERA). The "rule of 85"or he "rule of 90" criteria shall also apply to employees co ered by a public " pension plan other than PERA. 22.22 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those ployees who are discharged for cause, misconduct, inefficie cy, incompetency or any other disciplinary reason are not ligible for this severance pay program. 22.23 The employee must have at least ten (10) ye rs of consecutive service under the classified or unclassified • Civil Service at the time of separation. F r the purpose of this Article, employment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting this ten- (10) year service require ent. 22.24 The employee must file a waiver of re-emplo ment with the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee wai es all claims to reinstatement or re-employment (of any type with the City of Saint Paul or with Independent School Distr ct No. 625. 22.25 The employee must have accumulated a minimu of sixty (60) days of sick leave credits at the time o his separation � from service. 22.3 If an employee requests severance pay and if the em loyee meets the � eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the d ily rate of pay for the position held by the employee on the date o separation for each day of accrued sick leave sub�ect to a maximu of 200 accrued sick leave days. 22.4 The maximum amount of money that any employee may obt in through this severance pay program is $6,500. • - 23 - Article XXII - Severance Pay (continued) • 22.5 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. 22.6 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. - 22.7 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance ` Pay Plan already in existence. 22.8 This severance pay program shall be subject to and governed by the provisions of the original Schaol District Severance Pay Plan (which allows $4,000 maximum payment) except in those cases where the specific provisions of this Article conflict with said Severance Pay Plan and in such cases, the proeisions of this Article shall control. 22.9 The provisions of this Article shall be effective as of January 1, 1984. • 22.. 10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or the original School District Basic Severance Pay Pla� (which allows $4,000 maximum payment), draw seve_rance pay. However, an election by the employee to draw severance pay under either this Article or the basic School District Severance Pay Plan shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shall be entitled only to the benefits of this Article upon meeting the quali,fications herein. 22. 11 An employee of Independent School District No. 625 shall not be � eligible for the severance pay provision of this Article if such employee is also eligible and a recipient of Early Retirement Incentive payment under the Memorandum of Agreement with the • exclusive representative dated October 14, 1983. • - 24 - ��=��.� ARTICLE XXIII - EMERGENCY AND TEMPORARY EMPLOYEES • 23.1 It is recognized that Emergency and Temporary employ es are within the unit covered by this AGREEMENT, however, except as specifically provided by this AGREEMENT, emergency and temporar employees sha11 not have or acquire any rights or benefits other han specifically provided by the provisions of the Civil Service Rule and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE XXIV - NON-DISCRIMINATION 24. 1 The terms and conditions of this AGREEMENT wil be applied to employees equally without regard to or discriminati for or against any individual because of race, color, creed, sex, ge or because of membership or non-membership in the UNION. 24.2 Employees will perform their duties and respon ibilities in a non-discriminatory manner as such duties and respons bilities involve other employees and the general public. • • - 25 - �� %�� ARTICLE XXV - TERMS OF AGREErlENT • 25. 1 Co lete A reement and W _ mP g aiver of Bargaining. Thi AGREEMENT shall represent the complete AGREEMENT between the UNION and the EMPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and o portunity to makp requests and proposals with respect to any sub�e t or matter not removed by law from the area of collective bargain ng, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are s t forth in this AGREIIKENT. Therefore, the EMPLOYER and the UNION, for the life of this AGREEMENT, each voluntarily and unqualifiedly aives the right, - and each agrees that the other shall not be obl gated to bargain collectively with respect to any subject or matte referred to or covered in this AGREEMENT. 25.2 Savings Clause. This AGREEMENT is sub�ect to the 1 ws of the United States, the State of Minnesota, and the City of Sa nt Paul. In the event any provision of this AGREEMENT shall hold to e contrary to law by a court of competent �urisdiction from whose inal judgment or decree no appeal has been taken within the tim provided, such provision shall be voided. All other provisions hall continue in full force and effect. 25.3 Term of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1986, through December 31, 198 , and shall be • . automatically renewed from year to year thereaft r unless either party shall notify the other in writing by June 1 t at it desires to modify or terminate this AGREEMENT. In witness whe eof, the parties have caused this AGREEMENT to be executed this day of January, 1986. 25.4 This constitutes a tentative AGREEMENT between the p rties which will be recommended by the School Board Negotiator, but subject to the approval of the Board of Education, the Administrat on of the City, and is also sub�ect to ratification by Local Union No 844. WITNESSES: � INDEPENDENT SCHOOL DISTRICT N0. 625 LOCAL UNION 844, D STRICT COUNCIL 14 of the AMERIC FEDERATION OF STATE, COUNTY, MUNICIPAL EMPLOYEES, AFL-CI .� � ' ` � BY: BY: � Sch ol Board Negot tor B in Repr sent t ve BY: 7/i�17�'l� BY��'� ��t `�� t '�.�i�. l L � C airman, Board of Education - 26 - M M O� � u1 O� O U1 �-+ �t �+ N '--� .-+ .-i �T �O O o0 00 O I N 1� 1� �7 � �7 O o0 C � u1 I� O� •-� �7' d' I� �O 00 O� N N 1!'1 �l'1 �O �O � �O �O � �G I� • M M O� �-+ u'1 C� O u'1 •-i �t � 1-i I� �O �O �O O� � U1 M M u'1 I N � � � �p �r1 O rn � � � O �O �0 O M M � U1 I� 00 � t�,� N u'1 �1 �D �O �O �O �O �O �O I� `l� � 1 1 • M M �1 � O U1 �-+ �T �v � N �-+ C� �--� �t �D G o0 00 O � � I M 00 I� �fl .-+ O� r+ N �1 �1'1 ^ 00 v1 N �1 �7 �O ^ O �--i V1 V1 6� N �O �O �D �O �O I� V'1 �O N �O O� �O O� N O� N N S-� N �O .--I �p 00 u"1 �O �O �--� I M 1� 00 �Y M '--� I� if1 u'1 u'1 - O �T �O 00 � .-� �t �1 u'1 00 �--� u1 U1 �1 �O �O �O � �O �O H O O �1 �t �O I� . 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U1 i.r .{". Gl v .� .-+ .-+ JJ 1J dl Ol Gl cC 00 U N 1.� ,�, � �n v� x a x h o� a � � v v v v� a, > x � D v a► 9 �c ,� • ,-� »� .o � �t �n �o � �c � � � .o � � � o .n 3-� o ao +.+ �v a� oo ao 00 00 0o w oo w oo ao ao 0o ao 00 .o � � rn u q u I 1 I I 1 1 I I I 1 I I I 1 c0 u� c0 •-+ N N d �tc� � �n .tr� � c+� .tc� �tr� �tcn �+ a a a w o0 00 00 00 00 00 0o a► a� a� v a� �n a w i � i � i � � � � i � i � F [�-+ o w E�-� u � � W •--� ,-� � .-� � .-r .-� � � � .-� ,--i .-i ,--� - A7 - �� -�.�, � --- - . � � =:3�i 5� . _.. ,», - - .ITY OF -SAINT� P�,UL � 1It1SilSf:l ' :;n c�t OFFICE OF TI3F CITY COUVCIL • • - Cammi.ttee Report F:i� �e l�ana �ment � Personnel Camm tee. � MARCH 21, 1986 � 1 . ,' 1. Approval of minutes from meeting held Ma.rch� 13, 1986. ap roved 2. ResQlution amending the 1986 budget by adding '$28,500 to the Financing Plan and to the Spending Plan for PED operations fund (laid over rom 3/I3/86). referred back to Council w/o recommendation � 3. Resolution amending the 1986 budget by transferring $28,.500 om Contingent Reserve to Department of Planning and Economic Development - ED Contributions (laid over fram 3/13/86). referred back to Council w/o reco ndation 4. Resolution approving 1986-1987 agreement between the city an the City Attorney's Professional Association. approved i 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 Grade 33S, Section I D 5 of the Salary Plan and Rates of C mpensation Resalution. 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 Ra.msey County whereby they agree to cooperate in participation with Twin Ci y Urban Area Corps Program. laid over to 3/28 10. Resolution authorizi.ng an agreement with the city and Minneap lis whereby they agree to cooperate in participation with the Z�,Tin City A ea Urban Corps Program. laid over to 3/28 11. Administrative Orders: D-7931: Budget revision in Community Services Department - C ital - Improvement Program (laid over from 3/13/86). disc ssed . D-7932: Addition of $9,488.60 to the contract for Survival T ining � Center (laid over from 3/13/86). discussed CITY HALL SEVENTFi FLOOR SAINT AUL,MINNESOTA 55102 .�as ,