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86-621 N�HITE - C�7V CIERK � PINK - FINANCE GITY OF SAINT PAUL Co cil `//��_ � � CANARV - DEPARTMENT FjJ NO• 4 � BLUE - MAVOR Gou�c ' I�esolution - Presente � Y Referred To � Committee: Da e T�'Z� '�b Out of Committee By Da e � RESOLVED, that the Council of the City of Saint Paul hereb approves and ratifies the attached 1986-1987 Agreement between Independent S hool District No. 625 and the Classified Confidential Employees Association. COUNCILMEN Requested by Departmen of: Yeas p�sW Nays � Nicosia P CE Rettman In Favo[ �sheiberF'+ �, � Sonnen __ Agalnst Tedesco Wilson Adopted by Council: Date MAY 1 5 1�86 Form A rove by C' rney � Certified Yas e uncil S cre ar BY By� A�ppro� d by Mavor: Date — M�� 1QR� Approved b Mayor for 'ssion to Council 0 B — PllBIISHED MAY 2 419$6 Per�nnnel• of�;�e � .� DEPARTMENT �'�� No 4167 tames Lombar��i CONTACT 4221 PHONE April 11 , 1986 DATE �Q,/�� e e ASS N NUMBER FOR ROUTING ORDER (Cli All Locations for Si nature : Department Director 3 Director o 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? (Pur ose/ Rat onale) : This resolution approves the 1986-1987 Ag�eement between the ISD 4k625 md the City of St. Paul Classified Confidential Employees Association. The changes in t new Agreement are shown on the attached sheet. This Agreement has been approved by the St. Paul School Board. COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATED: r_�- .,__.-- None. Applies only to the School District. � `'=`-��`�'�.� � p� , �. � .� ,. _ r��;i�r�� -,��_cE .. � �; � FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayo 's signa- ture not re- Total Amount of Transaction: quir if urrder $10, 00) Funding Source: Activity Number: ATTACHMENTS (List and Number All Attachments) : 1 . Resolution 2. Copy for City Clerk DEP MENT R IEW CITY ATTORNEY VIEW � Yes o Council Resolution Required? Resolution Req ired? ' Yes No Yes � Insurance Required? Insurance Suffi ient? Yes No y� Yes No Insurance Attached: (SEE REVERSE SIDE FOR INSTRUCTIONS) Revised 12/84 � � .- � (� � - ��i 1986-1987 Agreement between the ISD ��625 and the City of St. Paul Classified Confidential Employees Association. Changes in Agreement are as follows: - Holidays: Martin Luther King Day is added a an additional paid holiday. - Vacation: Language is amended to provide fo the earning of vacation time in the context of the tar, yea rather than calendar year. No change in vacation time arned. - Insurance: New caps are established for th maximum contribution bv the Employer, with contribu ions prorated for half-time employees. - Changeover to the new Blue Cross Comprehens e Major Medical Plan is accomplished. - New eligibility requirements are established for early retiree insurance. - Severance Pay: Language is amended to exte eligibility to employees retiring under the "rule of 85" (" le of 90" was already in place) . - Wa es: 1986 - 4.5� increase on all rates 1987 - 4.5' increase on all rates. , , C_-r -{� C�C.�.r�l� .. , , ., . .+�. - CITg OF SAINT P.A.UL "" �� / '"'� � OBZ'ICE OF THF CIZrY COIINCIL ' ':tR I�Ii.li I Committee Report � ��.ance I�ana �ment � � Per�anne Co ittee. � MAY 8, 1986� l. Approval of minutes from meeting held May 1, 1986. a oved 2. Resolution establishing the rate of pay for the title of Li rary Public Services Manager. approved 3. Resolution approving and r.atifying the attached 1986-1987 reement between � Independent School District vo. 625 and the Classified Conf'dential Employees Association. approved . - 4. Resolution amending the 198o budget and transferring $10,001 from Contingent Reserve to Executive Administration-Civic Organization Cont ibutions. laid over indef: S. Administrative Order: D-7987: Authorization for �ayment to Herman Alvarado and D borah Taran -___for participation___n Affirmative Action-Director s lection process. Discussed at Ma.y l, 1986 meeting, but no action t en. discussed 6. Appearance of Retiree Group (Bob Trudeau) regarding retire medical/hospital insurance. laid over to Juze 5, 1986 ITEMS NOT ON AGENDA 7• Resolution authorizing payment of $30,000 to Jimmy and Kar' Davidson for acquisition of Lots 16 and I7, Block 4, Stone & Morton's A dition for expansion of Fire Station iF17. assed out wizhout recomm ndation �,�- � 8. Resolution amending the 198o budget by transferring $4,750 from Contingent � Reserve to Executive Administration-Civic Organizations Co tributions. ' passed out without recommendation CITY HALL SEVF.��iTH FLOOR AINT PAUi,MINNESOTA 55102 °�.d � �� - �p �-� � r 1986 - 1987 AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRICT N0. 625 � � CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIAT ON i � � �� ! � I N D E X ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Check Off 3 , III Hours of Work 4 IV Work Breaks 6 V Holidaqs 7 � VI Employee Rights - Grievance Procedure 9 VII Mileage--Independent School District No. 25 12 VIII Vacation 13 IX Insurance 14 X Working Out of Classification 18 XI Employee Records 18 XII Bulletin Boards 18 XIII Wages 19 ! XIV Maintenance of Standards 19 XV Leaves of Absence 20 XVI Military Leave of Absence 22 XVII Management Rights 22 XVIII Seniority 23 XIX Discipline 25 XX Legal Services 25 XXI Severance Pay 26 XXII No Strike, No Lockout 28 - XXIII Non-discrimination 28 XXIV Terms of Agreement 29 � Appendix A A1 - AS • � - ii - PREAMBLE � This AGREEMENT entered into by Independent School District No. 625, hereinafter referred to as the EMPLOYER, and the City of Saint Paul Classified Confidential Employees Association, hereinafter referred to as the ASSOCIATION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the ASSOCIATION, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. � � � . � - iii - �-�-�� ARTICLE I - RECOGNITION � 1. 1 The EMPLOYER recognizes the ASSOCIATION as the ole and exclusive bargaining agent for the purpose of establishin salaries, wages, hours, and other conditions of employment for all f its emploqees as outlined in the certification by the State of M nnesota Bureau of Mediation Services, dated November 12, 1975, in Ca e No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, 'Iand set forth in Section 1.2 below. 1.2 The bargaining unit covered by this AGREEMENT sh 11 consist of the following: , All classified confidential employees of ndependent School District No. 625, Saint Paul, Minnesota, who e employed in the Personnei Department, and secretaries to the oard of Education, - Superintendent of Schools, Deputy Superinte dent, Negotiator, Board of Education Attorney, and Administrati Assistant to the Superintendent, who are employed for more than 14 hours per week and for more than 100 work daqs per year, e cluding all other employees. Clerical and Technical Group Affirmative Action Technician Budget Technician I Budget Technician II ! Budget Technician III Budget Technician IV , Civil Service Transaction Clerk 'I Civil Service Transaction C1erk �Il Clerk I Clerk II Clerk III � Clerk IV Clerical Supervisor • Clerk-Typist I Clerk-Typist II Clerk-Typist III Clerk-Stenographer I Clerk-Stenographer II Clerk-Stenographer�III Data Processing Aide Duplicating Equipment Operator Duplicating Equipment Operator pervisor Duplicating Equipment Operator rainee EDP Programmer EDP Programmer Analyst � EDP Programmer Trainee - 1 - Article I - Recognition (continued) Clerical and Technical Group (continued) � Field Representative I Personnel Clerk - Board of Education Personnel Technician I Personnel Technician II Personnel Technician III Planning Technician I Planning Technician II Public Information Technician Secretary Service Worker II . Trainee (Clerical) Professional Group - Accountant I Accountant II Accountant III Affirmative Action Recruiter Budget Analyst I � Budget Analyst II Budget Analyst III Budget Analyst IV , EDP Systems Analyst I Employee Benefits Coordinator Manpower Coordinator I Office Services Administrative Supervisor Personnel Assistant I Personnel Assistant II Personnel Assistant III Urban Corps Coordinator 1.3 Any present or future employee who is not an ASSOCIATION member shall • be required to contribute a fair share fee for services rendered by the ASSOCIATION and, upon notification by the ASSOCIATION, the EMPLOYER shall check off said fee from the earnings of the employee � and transmit the same to the ASSOCIATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments 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, Section � 1.3. - 2 - ��-��.r ARTICLE II - CHECK OFF � 2.1 The EMPLOYER agrees to deduct the ASSOCIATION me ership 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 certifi d to the EMPLOYER by a representative of the ASSOCIATION and the aggr gate deductions of all employees shall be remitted together with an it mized statement to . the representative by the first of the succeedin month after such deductions are made or as soon thereafter as is pos ible. 2.2 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or ju gments brought or issued against the II�LOYER as a result of any a tion taken or not _ taken by the II�LOYER under the provisions of this rticle. i s - 3 - ARTICLE III - HOURS OF WORK 3. 1 The normal work day shall be seven and three-fourths (7 3/4) , consecutive hours per day, excluding a forty-five- (45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven- (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38 3/4) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. . 3.5 Time on the payroll in excess of the normal hours set forth above in � this Article shall be "overtime work" and shall be done only by order of the head of the department. - 3.6 Employees in this bargaining unit working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and 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 Emploqees working in a title listed under the heading "Professional , Group" in Article 1.2 who work more than seven and three-fourths (7 3/4) hours in any 24-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any 7-day period shall not receive pay for such additional work except as in 3.8 below. 3.8 It is unde�rstood by the parties that Section 28.H - OVERTIME of Resolution No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading "Professional Group" in Article 1.2. In unusual circumstances, a department head may grant these employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four- (24) hour period or more than � thirty-eight and three-fourths (38 3/4) hours in any particular 7-day period compensatory time or pay on a straight-time basis for the extra hours worked. � 3.9 Normal work schedules showing the employee's shift, work days, and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. a - 4 - . ��- ��-1 Article III - Hours of Work (continued) � 3.10 Call-in Pay. When an employee is called to work, he shall receive two hours' pay if not put to work. If he is called to ork and commences work, he shall be guaranteed four hours' pay. These provisions, however, shall not be effective when work is unable o proceed because of adverse weather conditions; nor shall these pr visions apply to temporary or emergency employees nor to employees mployed under any of the titles listed in Section 3.B of the Civil S rvice Rules under the heading "Special Employments", nor to any person whose regularly- scheduled work day is less than four hours. . . . . � - 5 - ARTICLE IV - WORK BREAKS 4:1 Rest Periods. All employees' work schedules shall provide for a • fifteen-minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half-shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half-shift. . � . � - 6 - �-�-��-� ARTICLE V - HOLIDAYS � 5.1 Holidays recognized and observed. The followi days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Columbus Day Veterans' Day . Thanksgiving Day Christmas Day � Ttao floating holidays. Eligible employees shall receive pay for each of t e holidays listed above, on which they perform no work. Whenever an of the holidays listed above shall fall on Saturday, the precedin Friday shall be observed as the holiday. Whenever any of the holi aqs listed above shall fall on Sunday, the succeeding Monday shall observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observe on the calendar �', date of the holiday. 5.2 The floating holidays set forth in Subd. 5.1 above m y be taken at any time during the contract year, sub�ect to approval f the department head of any emploqee. 5.3 Eligibility Requirements. In order to be eligible f r a holiday with pay, an employee's name must appear on the payroll any six working days of the nine working days preceding the holiday, or an employee's name must appear on the payroll the last workin day before the holiday and on three other working days of the ine working days preceding the holiday. In neither case shall the h liday be counted as a working day for the purposes of this section It is further understood that neither temporary, emergency nor ot er employees not ' heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Subd. 5.3, effective April 1, 1 84, a temporary employee shall be eligible for holiday pay only af er such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shal be eligible for any floating holidays. i � - � - Article V - Holidays (continued) 5.5 In the case oi Board of Education employees, if Martin Luther King � Day, Presidents' Day, Columbus Day or Veterans' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement between the employee and the supervisor. � i - 8 - �� ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE ` • 6.1 The ErIPLOYER shall recognize stewards selected n accordance with ASSOCIATION rules and regulations as the grievance representatives of the bargaining unit. The ASSOCIATION shall noti y the EMPLOYER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER_and t e ASSOCIATION that the processing of grievances as hereinafter provide is limited by the job duties and responsibilities of the employees d shall therefore be accomplished during working hours only when co' sistent with such employee duties and responsibilities. The stewa d involved and a grieving employee shall suffer no loss in pay w n a grievance is - processed during working hours, provided the stewa and the employee have notified and received the approval of the supe isor to be absent to process a grievance and that such absence would not be detrimental � to the work programs of the EMPLOYER. 6.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disc plinary action as provided by Article XX for the processing of gri vances, which are defined as an alleged violation of the terms and onditions of this AGREEMENT. 6.4 Grievances shall be resolved in conformance w th the following � procedure: Step 1. Upon the occurrence of an alleged v lation of this ' AGREEMENT, the employee involved with or ithout the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If t e matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writin and referred to Step 2 by the ASSOCIATION. The written g ievance shall set forth the nature of the grievance, the fa ts on which it is based, the alleged section(s) of the AGRE NT violated, and the relief requested. Any alleged iolation of the AGREEMENT not reduced to writing by the ION within seven (7) work daqs of the first occurrence of the event giving rise to the grievance shall be considered aived. Step 2. Within seven (7) work days after rec iving the written grievance, a designated II�IPLOYER supervis r shall meet with the ASSOCIATION steward and attempt to resolve the grievance. If, as a result of this meet ng, the grievance remains unresolved, the EMPLOYER shall re ly in writing to the ASSOCIATION within three (3) work da s following this meeting. The ASSOCIATION may refer the gr evance in writing to Step 3 within seven (7) work days fo lowing receipt of the EMPLOYER'S written answer. Any grie ance not referred in writing by the ASSOCIATION within se en (7) work days tfollowing receipt of the EMPLOYER'5 answer shall be considered waived. - 9 - 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 ASSOCIATION Business Manager or his designated representative, the employee, and the steward, and attempt to resolve the grievance. Within seven (7) work days following this meeting, the EMPLOYER shall reply in writing to the ASSOCIATION, stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the ASSOCIATION may refer the grievance to Step 4. Any grievance not referred in writing by the ASSOCIATION to Step 4 within seven (7) work days . following receipt of the EMPLOYER'S answer shall be considered waived. - Step 4. If the grievance remains unresolved, the ASSOCIATION may within seven (7) work days after the response of the � EMPLOYER in Step 3, by written notice to the EMPLOYER request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the EMPLOYER and the ASSOCIATION within seven (7) work days after notice has been given. If the parties fail to 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 ASSOCIATION shall have the right to strike two (2) � names from the panel. The ASSOCIATION shall strike the first (lst) name; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shall have no right to amend, modify, nullify,, ignore, add to or subtract from the provisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the ASSOCIATION and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) � days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator`s 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 ASSOCIATION, and the employees. � - 10 - �-�-��-� Article VI - Employee Rights - Grievance Procedure (cont nued) � 6.6 The fees and expenses for the arbitrator's servic s and proceedings shall be borne equally by the II�LOYER and the AS OCIATION, provided that each party shall be responsible for com ensating its own representatives and witnesses. If either party esires a verbatim record of the proceedings, it may cause such a cord to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure y be extended by mutual agreement of the EI�LOYER and the ASSOCIATIO . 6.8 It is understood by the ASSOCIATION and the EMPLOYE that a grievance may be determined by either the grievance procedur of this contract . or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance p ocedure, it shall not again be submitted for arbitration under the Ci il Service Rules. • If an issue is determined by the provisions of he Civil Service Rules, it shall not again be submitted for arbit ation under this grievance procedure. . • - 11 - 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 the following plan: PLAN "A", effective with the adoption of this AGREEMENT, is reimbursed at the rate of 23C 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. • . • - 12 - ��-��.i ARTICLE VIII - VACATION � 8.1 Each full-time employee working under a title liste under the heading "Clerical and Technical Group" in Article 1.2 shall accumulate vacation credits at the rates shown below for eac full hour on the payroll, excluding overtime: Years of Service Hours f Vacation lst year through 4th year . 385 5th year through 9th year . 577 lOth year through 15th year . 654 16th year through 23rd year . 808 24th year and thereafter . 000 8.2 Each full-time employee working under a title liste under the heading "Professional Group" in Article 1.2 shall accumula e vacation at the . rates shown below for each full hour on the ayroll, excluding overtime: Years of Service Hours f Vacation lst year through 8th year . 577 9th year through 15th year . 777 16th year and thereafter . 962 8.3 The head of the department may permit an employee o carry over into � the calendar year of 1986 up to one hundred and si ty (160) hours of vacation. Into the "vacation year" beginning Dec mber 6, 1986 and each "vacation year" thereafter, the head of the de artment may permit an employee to carry over up to eighty (80) hours of vacation. For the purpose of this Article, the "vacation year" s all be the fiscal year (IRS payroll reporting year). 8.4 The above provisians of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, S bd. H. . - 13 - I ARTICLE IX - INSURANCE 9. 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. 9.2 The Employer will for the period of this Agreement provide for full-time employees who retire after the time of execution of this Agreement and until such employees reach sixty-five (65) years of age, such health insurance benefits and life insurance benefits as are provided by the Employer for active employees under this Agreement. 9.3 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 per cent (50y) of such health insurance contributions and life insurance contributions as are provided by the Employer for full-time employees who retire under this Agreement. • 9.4 Notwithstanding Article 9.2, 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 B.lue Cross health insurance provided by the Employer and until such retirees reach sixty-five (65) years of age, the Employer will contribute fifty per cent (50%) of such health insurance contributions as are provided by this Article 9.4 for full-time employees who retire. 9.5 Effective January l, 1987 the amount of the Employer's contribution toward retiree coverage in Article 9.4 will be adjusted in dollars to reflect the cost of such Blue Cross coverage or $125.00 per month, � whichever is less. The Employer's contribution toward family coverage shall remain limited to $284. 12 per month. � 9.6 Employees who retire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the Employer contributions to health insurance set forth in Article 9.2: 9.61 Be receiving benefits from a public employee retiree 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. � - 14 - ��-��.i Article IX - Insurance (continued) � . 9.7 Effective January 1, 1987, in addition to meeti the eligibility requirements stated in 9.61 and 9.62 above, retir n em lo ees must also meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Arti les 9.2, 9.3, and 9.4: 9.71 Must be at least 58 years of age and have com leted 25 years of employment with Independent School District No. 625 OR The combination of their age and their year of service must equal eighty-five (85) or more OR Must have completed at least thirty (30) years f service. 9.8 Effective January 1, 1987, full-time em lo ees who r tire 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 or the following percentages of the amount contributed by the Empl yer toward health insurance for active employees in the same health pl n. Such retirees shall be eligible for such contribution until the reach sixt -five (65) years of age. Combination of Age Contribution for Co tribution for and Years of Service Single Coverage F il Covera e � 84 90X 90x 83 807 80y 82 70X 70% • 81 60X 60X 80 50X SOX. 9.9 A retiree may not carry his/her spouse as a depende t if such spouse is also a City/I.S.D. 4�625 retiree or City/I.S.D. 625 employee and eligible for and is enrolled in the City/I.S.D. #62 health insurance program. - 9. 10 For each eligible employee covered by this Agreemen who is employed full time and who selects employee insurance cover ge, the Employer agrees to contribute the cost of such coverage or 72.65 per month, � whichever is less. For each full-time employee who selects family cover ge, 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 employm nt is defined as appearing on the payroll at least 32 hours per wee or at least 64 hours per pay period, excluding overtime hours. � - 15 - Article IX - Insurance (continued) 9. 12 For each eligible employee covered by this Agreement who is employed . half time who selects employee insurance coverage, the Employer agrees to contribute fifty per cent (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 per cent (50�) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least 20 hours but less than 32 hours per week or at least 40 hours but less than 64 hours per paq period, excluding overtime hours. 9.13 Notwithstanding Article 9.12, employees covered by this Agreement and employed half time prior to January 1, 1986 shall receive the same • insurance contributions as a full-time employee. This Article 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 contribution toward the employee coverage in Article 9.10 will be adjusted in dollars to reflect the cost of the highest January 1, 1987 premium rate for employee coverage or $85.00 per month, whichever is less. - The Employer's contribution toward family coverage shall remain � limited to $185.00 per month. 9. 15 Employees eligible for insurance coverage may select any one of the following coverages: Blue Cross-Blue Shield CrIl�t Coordinated Health Care . Group Health HMO-Minnesota Med Center Physicians Health Plan Share. In the event the Employer makes available to employees a health insurance plan not listed above, this Agreement may be reopened by mutual agreement of the Employer and Union to add such plan to the - above list in this Article 9.15. 9. 16 For each eligible employee, the Employer agrees to contribute the cost of $5,000 of life insurance coverage. � - 16 - (a,� �—��r Article IX - Insurance (continued) � 9. 17 In addition to the $5,000 life insurance coverage in 9. 16 for each _ full-time employee working under a title listed nder the heading "Professional Group" in Article 1.2, the Employer a rees to contribute the cost of additional life insurance coverage or 0.51 per thousand dollars of coverage per month, whichever amount i less. The total amount of life insurance coverage provided under this section and Section 9. 16 for each employee shall be equal o the employee's annual salary to the nearest full thousand dollars ' For the purpose of this section, the employee's annual salary shal be based on the salary as of the beginning of a contract period. � This contribution shall be paid to the Employer's Group Health and We fare Plan. 9.18 The contributions indicated in this Article 9 sha 1 be paid to the Employer's Group Health and Welfare Plan. 9.19 Any cost of any premium for any Employer-offered mployee or family insurance coverage in excess of the dollar amoun s stated in this Article 9 shall be paid by the employee. � � - 17 - ARTICLE X - WORKING OUT OF CLASSIFICATION 10.1 EEMPLOYER shall avoid, whenever possible, working an employee on an ! out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (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 job series: Clerk I Clerk-Stenographer I Duplicating Equipment Operator Trainee 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 a discrimination complaint and there shall be no retaliation by the EMPLOYER for such action. ARTICLE XII - BULLETIN BOARDS 12. 1 The EMPLOYER shall provide reasonable bulletin space for use by the ASSOCIATION in posting notices of ASSOCIATION business and activities. Said bulletin board space shall not be used by the ASSOCIATION for� � political purposes other than ASSOCIATION elections. Use of this bulletin board is subject to approval of the department head. - 18 - % �/ �/ a �Y o�� ARTICLE XIII - WAGES • 13. 1 The wage schedule, for purposes of this contract, s all be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the employer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions. Both parties also agree that titles and grades in � pendix A refer to employees in the positions at the date of signing of the AGREEMENT. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification d ring the contract period in which such regrading or reclassification akes place. 13.2 Notwithstanding Subd. 13. 1, salary rates in App ndix A shall be reduced in the amounts necessary to equalize paymen to individual HRA employees and City employees who receive different ension benefits. ARTICLE XIV - MAINTENANCE OF STANDARDS 14. 1 The parties agree that all conditions of employment elating to wages, , hours of work, overtime differentials, vacation , and all other general working conditions shall be maintained at ot less than the highest minimum standard set forth in the Civil Se ice Rules of the City of Saint Paul and the Saint Paul Salarq P an and Rates of Compensation at the time of the signing of this 'GREEMENT, and the conditions of employment shall be improved herever specific provisions for improvement are made elsewhere in th AGREEMENT. � � - 19 - 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 in�ury 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 � S 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 Jury Duty. Any employee who is required during his regular working hours to appear in court as a �uror or witness except as a witness in his own behalf against the Employer, shall be paid his regular pay while he is so engaged, provided, however, that any fees that the � employee may receive from the court for such service shall be paid to the Employer and be deposited with the Employer Business Office. Any employee who is scheduled to work a shift other than the normal daytime shift shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a juror or witness. 15.6 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. � - 20 - ��- ��/ Article XV - Leaves of Absence (continued) � 15.7 An employee elected or appointed to a full-time pai position by the exclusive representative may be granted a leave of bsence without pay for not more than one year for the purpose of condu ting the duties of the exclusive representative. 15.8 Maternity Leave. Maternity is defined as the physi 1 state of pregnancy of an employee, commencing eight (8) onths before the estimated date of childbirth, as determined by a ph sician, and ending six (6) months after the date of such birth. I the event of an employee's pregnancy, the employee may apply for le ve without pay at any time during the period stated above and the Em loyer may approve such leave at its option, and such leave may be no nger than one (1) year. 15.9 Education Leave. Leave with pay may be grante for educational - purposes at the option of the Employer. � � - 21 - 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 reseroe 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 ASSOCIATION 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 officiallq abridged, delegated or modified by this Agreement are retained by the II�LOYER. 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. � - 22 - �=�- ��l ARTICLE XVIII - SENIORITY � 18.1 Seniority, for the purpose of this AGREEMENT, sh 11 be defined as follows: The length of continuous, regular, and p obationary service with the EMPLOYER from the date an employee was f rst certified and appointed to a class title covered by this AGREEMEN , it being further understood that seniority is confined to the curre class assignment held by an employee. In cases where two or m re employees are appointed to the same class title on the same d te, the seniority shall be determined by employee`s rank on the eligi le list from which certification was made. 18.2 Seniority shall terminate when an employee retir s, resigns or is discharged. 18.3 In the event it is determined by the ENIPLOYER that t is necessary to reduce the work force, employees will be laid o f by class title within each department based on inverse length of s iority as defined � above. However, when layoff occurs in any of the t tles listed below under Column A, layoff shall be based on invers length of total seniority in all titles listed on the corresponding line under Column B. Department will identify such least senior employee in the department reducing positions, and shall notify sa�d emp oqee of his/her reduction from the department. If there are any v cancies in any of the titles under Column B on which seniority was b sed, in any other District department, the Personnel Department shall lace the affected � employee in such vacancy. If two or more vac nt positions are available, the Personnel Department shall dec de which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior District employ e in such titles shall be identified, and if the employee affecte by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least senior District employee in such titles shall be the employee laid off. For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a C ty employee. Column A Column B Clerk I Clerk I, Clerk II Clerk II Clerk I, Clerk II " Clerk-Typist I Clerk-Typist I, C erk-Typist II Clerk-Typist II Clerk-Typist II, lerk-Typist I Clerk-Stenographer I Clerk-Stenographe I, Clerk-Stenog apher II Cashier I Cashier I, Cashie ' II Cashier II Cashier II, Cashi r I Accounting Machine Operator I Accounting Machin Operator I, Accounting chine Operator II Accounting Machine Operator II Accounting Machin Operator II, Accounting chine Operator I � - 23 - Article XVIII - Seniority (continued) Column A Column B � Data Entry Operator I Data Entry Operator I, Data Entry Operator II Data Entry Operator II Data Entry Operator II, Data Entrq Operator I Duplicating Equipment Operator Duplicating Equipment Operator Trainee Trainee, Duplicating Equipment Operator Duplicating Equipment Operator Duplicating Equipment Operator, Duplicating Equipment Operator Trainee. 18.4 In cases where there are promotional series, such as Clerk I, II, III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these . titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. 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. 18.8 The provisions of this Article are applicable only to positions within the bargaining unit covered by this Agreement. � - 24 - . �� i ARTICLE XIX - DISCIPLINE � 19. 1 The EMPLOYER will discipline employees for ust cause only. Discipline will be in the form•of: 19. 11 Oral reprimand, 19.12 Written repri:mand; 19.13 Suspension; 19.14 Reduction; 19. 15 Discharge. 19.2 Suspensions, reductions, and discharges will be in ritten form. 19.3 Employees and the ASSOCIATION will receive c pies of written reprimands and notices of suspension and discharge. 19.4 Employees may examine all information in their LOYER personnel files that concerns work evaluations, co endations and/or disciplinary actions. Files may be examined at reasonable times � under direct supervision of the IIKPLOYER. 19.5 Discharges will be preceded by a five- (S) day pre iminary suspension without pay. During said period, the employee and/ r ASSOCIATION may request and shall be entitled to a meeting ith the EMPLOYER representative who initiated the suspension with i ent to discharge. During said five- (5) day period, the ENIPLOYE may affirm the suspension and discharge in accordance with Civil S rvice Rules or may modify or withdraw same. � 19..6 An� employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ASSOCIATION representative be present. 19.7 Grievance relating to this Article shall be proce sed in accordance with existing Civil Service procedures, except that ritten reprimands shall be taken up in the grievance procedure under ticle VI. ARTICLE XX - LEGAL SERVICES 20. 1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the employer shall defend save harmi ss and indemnify employee against tort claim or demand whether groun less or otherwise arising out of alleged acts or omission occurring n the performance or scope of the employee duties. • - 25 - ARTICLE XXI - SEVERANCE PAY 21.1 The Employer shall prov.ide a severance pay program as set forth in � this Article. 21.2 To be eligible for the severance pay program, an employee must meet the following requirements: 21.21 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. 21.22 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are ' disc�arged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 21.23 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, 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 requirement. 21.24 The employee must file a waiver of re-employment with the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. _ 21.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 21.3 If an employee . requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave sub�ect to a maximum of 200 accrued sick leave days. 21.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 21.5 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 will be made to the • employee's estate or spouse. - 26 - �,� - � �� Article XXI - Severance Pay (continued) � 21.6 For the purpose of this severance pay program,' a transfer from Independent School District No. 625 employment to ity of Saint Paul employment is not considered a separation of em loyment, and such transferee shall not be eligible for this severance program. 21.7 The manner of payment of such severance pay hall be made in accordance with the provisions of the School Dist ict Severance Pay Plan already in existence. 21.8 This severance pay program shall be subject to a d governed by the provisions of the original School District Severan e Pay Plan (which allows $4,000 maximum payment) except in those cases where the specific provisions of this Article conflict with aid Severance Pay Plan and in such cases, the provisions of this Arti le shall control. 21.9 The provisions of this Article shall be effective as of January 1, 1984. 21. 10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or e original School District basic Severance Pay Plan (which allo s $4,000 maximum payment) , draw severance pay. However, an election y 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 iter December 31, • 1983 shall be entitled only to the benefits of his Article upon meeting the qualifications herein. 21.11 An employee of Independent School District No. 625 shall not be eligible for the severance pay provision of thi Article if such employee is also eligible and a recipient of Early Retirement Incentive payment under the Memorandum of Agreement ith the exclusive representative dated October 19, 1983. � • - 27 - ARTICLE XXII - NO STRIRE, NO LOCKOUT 22. 1 Neither the Association, its officers or agents, no•r 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) hours of such warning may be sub�ect to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this Agreement. ARTICLE XXIII - NON-DISCRIMINATION 23. 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 ASSOCIATION. 23.2 Employees will perform their duties and responsibilities in a • non-discriminatory manner as such duties and responsibilities involve other employees and the general public. � - 28 - d �-�,�i C� ARTICLE XRIV - TERMS OF AGREEMENT 24.1 Complete Agreement and Waiver of Bargaining. T is AGREEMENT shall f� represent the complete AGREEMENT between the A SOCIATION and the EMPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the un imited right and opportunity to make requests and proposals with re ect to any subject or matter not removed by law from the area of col ective bargaining, and that the complete understandings and agreement arrived at by the parties after the exercise of that right and oppor nity are set forth in this AGREEMENT. Therefore, the E1�LOYER and t e ASSOCIATION, for the life of this AGREEMENT, each voluntarily and u qualifiedlq waives the right, and each agrees that the other shall ot be obligated to bargain collectivelq with respect to any sub�ect o matter referred to or covered in this AGREEMENT. 24.2 Saving Clause. This AGREEMENT is sub,ject to the laws of the United States, the State of Minnesota, and the Citq of int Paul. In the � event any provision of this AGREE[�NT shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the t e provided, such provision shall be voided. All other provisions shall continue in full force and effect. 24.3 Term of Agreement. This AGREEMENT shall be in fu force and effect from Januarq 1, 1986, through December 31, 19 7, and shall be automatically renewed from qear to qear thereafter nless either party � shall notify the other in writing by June 1 that i desires to modify or terminate this AGREEMENT. In witness w reof the parties have caused this AGREEMENT to be executed this� ay of 1986. . �� 24.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the School Board Negotiator, but is subject to the approval of the Board of Education of Independent chool District No. 625 and is also subject to ratification by the ity of Saint Paul Classified Confidential Employees Association. WITNESSES: , INDEPENDENT SCHOOL DISTRICT N0. 625 CITY OF SAINT PA CLASSIFIED CONFIDENTIAL LOYEES ASSOCIATION BY: - BY: � Sch 1 Board Negot tor u ness Re resentative I � BY: C 7�`?!�U BY: hairman, Board of Education � - 29 - I � � i � � �n o� o �r, ..� � oo �n �n � o c� .-� 1 �+ �t �O O o0 a0 O � �7 O N �D O N � • • . . � �D �T O o0 O �--� N �t 1� O c+"1 � �G �1 �t 1� �O 00 O� N N �I'1 n �C O� O C�"1 N �C �C \O �D �C 1� I� 1� I� 1� 1� OC 00 u'1 C� O v1 � .t a0 U1 u'1 �7 O N .-� �+ O� .-r u'1 C'� M u'1 N O� tr1 1� .-� u'1 1� • • I �O t!1 O O� �-+ .-i M .t 1� O �t � �O O c�'1 �D u'1 � a0 •-� .� �t �O u1 00 O� N N �D \O �O �D �G I� 1� I� 1� I� 1� 1� CO u'1 C� O v1 •-a �7 00 u1 tr1 �t O N .-i �+ �t �O O o0 00 O I� .7 O N �D O N . . . . 1 t� tf'1 .� O� .-� N M U1 00 �--� �7 N I� �+'1 N �r1 �? �O 1� O O ch Cl �1 �t 1� a0 � ' �"� �O �O �O �C �O I� 1� I� N I� 1� 1� I� 00 C+" � c0 . • O� N �f1 O� N N uy � [1 N O � 1� O� �.t 00 u1 �t �O �G � �? c�1 M �O N c'�'f u1 . y� I M � 1� t!1 �l1 u1 �C I� O �O �7 1� 'O �t O � �t N u'1 �!1 Op Op �--i 1� M N u'1 �p O� �-+ �O �C �D �O �O �O �O 1� cp I� 1� 1� � I� F+ N O �O I� C� N �Y �O �--� �t N tf1 00 u'1 �7 O �t u1 00 �P1 � 00 00 O � �f'1 �1 I� �t H N �O • F-1 H V� F*r N 01 c�1 � CO �O .-+ N GJ O� O c"'f u'1 � �t � W �-. 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