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86-822 i WMITE - CITV CLERK PINK - FINANCE GITY OF SAINT PAUL Council CANARV - DEPARTMEN F11C NO. �� Bl_UE - MAVOR ou cil Resolution :�—�,, Presented y � � Referred _�/ N/=� C,� �`- S ��+ ' !� Committee: Date Out of Co ittee By Date RESO VED, that the Council of the City of Saint Paul hereby approves and ratifies '�e attached Labor Agreement between the City of Saint Paul and the Internati nal Union of Operating Engineers, Local 70 and Local 967. i I i , COUNCILME ' j Requested by Department of: Yeas Drew aYs� �' [n Favor Rettman SeheibeF , , �o,men. 'I' � � __ Against Tedesw ' Wilson ' .� � JUN � 9 '�� Form pproved by Cit A y Adopted by Council: I Date C � � Certified Yas e unc I , ret BY By Approved by :Navor: '�at =�� 5° U � 9 pU►P d by Mayor for S b ' ion to Cbuncil By � _ pUBUSHED J U N 2 819$6 � Personnel �fzice � DEPARTMENT -� ND 4146 � �-� 2 , Jim Lombardi CONTACT PHONE Ma 19 1986 DATE 1 Q„/�� e „� � ASSIGN NUMBER F0 RO TING ORDER Cli All Locations for Si nature : Department D ec or 3 Director of Management/Mayor Finance and na ement Services Director 4 City Clerk Budget Direc r � City Attorne WHAT WILL BE ACH VE BY TAiCING ACTION ON 7HE ATTACHED MATERIALS? (Purpose/ Rationale) : This resolution pr ves the 1986-87 AgrBement between the City and the IUOE Locals 70 and 967 representing Cus di ns and Operating Engineers. The major change in the new Agreement are shown on the attached sheet. COST/BENEFIT BU ET RY AND PERSONNEL IMPACTS ANTICIPATED: 198 1987 Wages 0, 93 115,015 j'=�;r;_;=,�.��,,�� I'1,,i+,v ^ � f:��V�;�;�5 C�F�i�E FINANCING SOURCE ND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor's signa- ture not re- Total Amount f T ansaction; quired if under $10,00Q) Funding Sourc : Activity Numb . ATTACHMENTS Lis an Number All Attachments : 1 . Resolution 2. Copy for Cit C1 rk DEP TMENT R IE � CITY ATTORNEY REVIEW Yes o � Co nci Resolution Requ9red? Resolution Required? �s No Yes � In ura ce Required? � Insurance Sufficient? Yes No ��- Yes No In ura ce Attached: (SEE REVERSE SIDE FOR INSTRUCTIONS) Revised 12/84 � ��- ��.� EMPLOYER'S PROPOSED CHANGES Changes I 1986 - 1987 Custodial Engineers Local 70 and Local 967 l . �9rt'icle 11 - Severance Pa "Ru'le of 85" added to 11 .21 11 .3 and 11 .4 combined 11 .4 deleted. 2. Artllicle 15 - Insurance - New caps are established for contribution by Employer, with contributions prorated for half-time employees. 3. Article 16 - Holidays Martin Luther King Day added to 16. 1 and 16.4 4. I�]ew Article - Article 22-Non-Discrimination 5. II ages Effective January 4, 1986 -- 4.5% increase less .05 per hour. T e titles of Custodian (Light Duty) and Watchman--Water D partment shall receive a minimum increase of .40 per hour 1 ss .05 per hour. Elffective January 3, 1987 -- 4.5% increase across the board with the titles of Custodian (Light Duty) and Watchman--Water Depart- ment receiving a minimum increase of .40 per hour. � I, �/[�X(�/-Q`„oy'` ' U ' � I ' 1986 - 1987 LABOR AGREEMENT ' - between - THE CITY OF SAINT PAUL - and - INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL 70 AND LOCAL 967 i !, �� .2 � ; � � �� I N D E X i ARTICL �j i TITLE PAGE , Preamble iii I ; Reco nition g 1 II Definitions 2 III , Dues Fai rshare 3 IV Union Rights 4 v Seniority 6 VI Management Ri hts 8 7 - VII Hours, Premium Pay 8 VIII Leaves of Absence 10 IX Military Leave of Absence 11 X Jury Dut Y I 13 XI Severance Pay 14 XII Mileage 16 XIII Working Out of Classification XIV �I Discipline 17 18 XV , Insurance 19 �I Holidays 22 �II � Vacation 24 XVIII Grievance Procedure 25 ! XIX �I Residency 29 %X , Wage Schedule 30 �I Strikes, Lockouts, Work Interference 31 XXII Non-Discrimination 32 XXIII Terms of Agreement ' 33 Appendix A Wages A1 i � ' , ' � - ii - � � � ��-�� P R E A M B L E �?HIS AGREEMENT, BY AND BETWEEN THE CITY OF SAINT PAUL AND LOCAL UNIONS 0. 70 AND N0. 967, INTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO. T�his AGREEMENT has been entered into between the City of Saint Paul, hereaft r r�eferred to as the EMPLOYER, and Local Unions No. 70 and 967, Interna 'ion�al Union of Operating Engineers, AFL-CIO, hereafter referred to as the UNI N. This AGREEMENT has as its purpose, the promotion of harmonious relatio between the EMPLOYER and the UNION, the establishment of an equitable � and pea leful procedure for the resolution of differences and the establishment of rate of pay, benefits, hours of work, and other conditions of employment. ,� The par ' es' hereto pledge that they shall pursue the above ob�ectives in full complia Ce with the requirements of the Public Employment Labor Relations Act of the I�at� of Minnesota of 1971, as amended. - iii - • C� �G - �� . ART'ICLE RECOGNITION 1. 1 The MP�,OYER recognizes the UNION as the sole and exclusive bargaining age l for the purposes of establishing wages, benefits, hours and other con itions of employment for all of its employees as outlined in the cer �fi�ation by the State of Minnesota, Bureau of Mediation Services, und C�se No. 73-PR-449-A, as amended, to read as follows: - All regular, probationary, and provisional engineering and building maintenance personnel who are employed by the City of St. Paul or who have their "terms and con- ditions of employment" established by the governing bo�y of the City of St. Paul, and whose employment se�vice exceeds the lesser of 14 hours per week or 35 ',percent of the normal work week and more than 100 work days per year in the following classifications: Assistant Superintendent of Stadium, Building Main- tenance Engineer, Building Maintenance Supervisor-TVI ' Chief Operating Engineer--Civic Center, Civic Center 'IPlaint Helper, Civic Center Plan Helper/Maint. , Custodian, ICustodian Engineer I, Custodian Engineer I--Library, iCustodian Engineer I--Public Safety, Custodian Engineer II, Custodian Engineer--Library, Custodian Engineer III, Custodian Engineer III--Library, Custodian Engineer IV, ,Custodian Engineer V, Filter Plant Operator I, Filter la t Operator II, Custodian (Light Duty) , General Matron, ou e Custodian II, Instrument Repairman (Filter Plant) , im Recovery Operator, Maintenance Man, Operating Engineer I, bpe�ating Engineer II, Pumping Engineer I, Pumping Engineer II, Pumping Engineer III, Security Officer, Sewer Pumping Station Operator, Stadium Supervisor, Stationary Engineer, Stationary Fireman, Supervising Stationary Engineer, Watchman II, ' atfhman--Water Department, Water Plant Aide, Trainee Cu�todian Engineer) ; excluding supervisory, managerial, lerical, confidential, temporary and emergency employees, � hose exclusively represented by other labor or employee �rg�nizations, and all other employees. 1.2 The rt 'es agree that any new classifications which are an expansion of t a ove bargaining unit or which derive from the classifications set rt in this AGREEMENT shall be recognized as a part of this barg ni g unit, and the parties shall take all steps required under the bl c Employment Relations Act to accomplish said objective. ' - 1 - ARTICLE II - DEFINITIONS 2.1 Collective Bargaining. The EMPLOYER will bargain collectively with the UNION and with respect to rates of pay, hours and other conditions pertaining to employment for all of the employees in the unit herein- before set forth. 2.2 Maintenance of Standards. The EMPLOYER agrees that all conditions of employment relating to wages, hours of work, overtime differentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul, (Resolution No. 3250 and the Saint Paul Salary Plan and Rates of Compensation) at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. 2.3 Discrimination. The EMPLOYER will not interfere with, restrain or coerce the employees covered by this AGREEMENT because of inembership in or activity on behalf of the UNION. The EMPLOYER will not discriminate in respect to hire, tenure of employment or any term or condition of employment against any employee covered by this AGREEMENT because of ° membership in or activity on behalf of the UNION, nor will it discourage or attempt to discourage membership in the UNION, or attempt to encourage membership in another UNION. - 2 - � �� -�� ARTICLEIIII - DUES - FAIRSHARE 3. 1 Du I�s. The EMPLOYER agrees to deduct the UNION membership initiation fee as '�sslnents and once each month dues from the pay to those employees who in �ividually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EI�LOYER by a representative of th 'IUNION and the aggregate deductions of all employees shall be remitted to th�r with an itemized statement to the representative by the first of he succeeding month after such deductions are made or as soon there- aft r ats is possible. 3.2 Fai share. Any present or future employee who is not a UNION member sha '1 b�e required to contribute a fair share fee for services rendered by he UNION. Upon notification by the UNION, the EMPLOYER shall check off ll�said fee from the earnings of the employee and transmit the same to the j�TNION. In no instance shall the required contribution exceed a pro rat share of the specific expenses incurred for services rendered by the rep I�sentative in relationship to negotiation and administration of gri �an�e procedures. This provision shall remain operative only so long as �ecifically provided by Minnesota law, and as otherwise legal. 3.3 The NIQN will indemnify, defend and hold the II�LOYER harmless against any laims made and against any suits instituted against the City, its off' ers or employees, by reason of negligence of the UNION in requesting or cei;ving deductions under this Article. The City will indemnify, defe 'd �nd hold the UNION harmless against any claims made and against �, any uits instituted against the UNION, its officers or employees by reas �n o� negligence on the part of the EMPLOYER in making or forwarding dedu 'Itio s under this Article. - 3 - II ARTICLE IV - UNION RIGHTS 4, 1 The UhION may designate employees within the bargaining unit to serve as Union Stewards and shall be required to administer this AGREEMENT. 4.2 The UNION shall furnish the EMPLOYER and appropriate Department Heads and Labor Relations Director with a list of Stewards and alternates, and, shall, as soon as possible, notify said appropriate City officials _ in writing of any changes thereto. Only those who are Officers and Stewards shall be recognized by the EMPLOYER for the purpose of ineetings. 4.3 There shall be no deduction from the pay of a Steward when directly involved in meetings with management relating to the administration of this AGREEMENT during working hours. 4.4 Designated Union Representatives shall be permitted to visit employees on job sites and at department buildings during working hours for the purpose of the administration of this contract. 4.5 Shop Steward. One shop steward from each department will be allowed to accompany an employee's authorized representative during regular working hours for the purpose of wage, salary, or fringe benefit discussions or other problems of their particular concem involving employees of the City of St. Paul under the following conditions: 4.51 That only one employee from any one department be allowed to leave his work. 4.52 That the steward be expected to attend these meetings on his own time when they are held outside of his regular working hours. 4.53 That adequate notice is given to the department heads so that permission may be obtained. - 4 - � � -�� ARTICL IV — UNION RIGHTS (continued) 4. 4 That the steward has officially been designate�i as such by the UNION that he represents. 4. 5 Union Conventions. Duly elected UNION delegates shall be granted time off without pay for one week to attend such convention. Vacation or compensatory time may be used for this purpose. The UNION shall give at least ten working days advance notice of the employees who will be participating in such conventions. — 5 — ARTICLE V - SENIORITY 5.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by. this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seaiority shall be determined by the employee's rank on the eligible list from which certification was made. 5.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 5.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 5.4 In cases where there are promotional series, such as CustodianEngineer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, employees who have held lower titles in the bargaining unit will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 5.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. 5.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. - 6 - � (��'G-�a� !ilCl'1CLE I�%I - MANAGEMENT RIGHTS . ', o. l Th ' UAIGN recognizes the right of the EMPLOYER to operate and manage its af ' irs in all respects in accordance with applicable laws and regulations of `pp�opriate authorities. The rights and authority which the EMPLOYER ha Ilnot� officially abridged, delegated, or modified by this AGREEMENT are retained by the EMPLOYER. '� 6.2 A p bli�c EMPLOYER is not required to meet and negotiate on matters of inh rent managerial policy, which include, but are not limited to, such are 'I�IS olf discretion of policy as the functions and programs of the EMP pYE�t, its overall budget, utilization of technology, and organizational str l�tu�e and selection and direction and number of personnel. , � , , , I ' �, - 7 - i , ARTICLE VII - HOURS, PREMIUM PAY 7. 1 Hours of Employment. The normal work day and the normal work week shall be 8 consecutive hours in any 24-hour period and 40 hours in any 7-day period. (For employees on a shift basis, this shall be construed to mean an average of forty hours a week.) The normal work week shall consist of 5 consecutive normal work days. Within the Division of Libraries, the normal work week shall consist of 5 consecutive normal work days followed by two (2) consecutive days off. 7.2 Call-in-Pay. When an employee is called to work he shall receive two hours' pay if not put to work. If he is called to work and commences work, he shall be guaranteed four straight time hours' pay. These pro- visions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.M of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. 7.3 Overtime. Time on the payroll in excess of the normal hours set forth above shall be "overtime work" and shall be done only by the order of the head of the department. An Employee shall be recompensed for work done in excess of the normal hours 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 over- time work. The basis on which such overtime shall be paid shall be determined solely by the Employer. The overtime rate of one and onehalf shall be computed on the basis of 1/80th of the bi-weekly rate. 7.4 Premium Pay. To any employee who works on a regularly assigned shift, beginning earlier than 6 a.m. or ending later than 6 p.m. provided that at least five hours of the shift are worked between the hours of 6 p.m. and 6 a.m. , there shall be paid a night differential for the entire shift. - 8 - . , � �� ARTICLE II - HOURS, PREMIUM PAY (continued) To ny employee who works on a regularly assigned shift, beginning earlier� than 6 a.m. or ending later than 6 p.m. , but less than five hou 's of the shift are worked between the hours of 6 p.m. and 6 a.m. , the e shall be paid a night differential for the hours worked between the ' ou�s of 6 p.m. and 6 a.m. _ 7.5 The night differential shall be 5� of the base rate, and shall be pai only for those night shifts actually worked; provided, however, tha , th� provisions of this subsection shall not apply to emergency or tem ' rary employees in the Auditorium, or to employees holding titles lis ed in Section II of the Saint Paul Salary Plan and Rates of Com nsation under the heading "Special Employments" in this bargaining uni � II 7.6 A p mium pay of twenty-five cents (25C) per hour shall be paid for all swi " s�age work, such as any work performed from a boatswain's chair or a�,swiing scaffold, fifty (50) feet or more above the ground. All stan ard safety laws shall be complied with. i . , , , � i j i , - 9 - ARTICLE VIII - LEAVES OF ABSENCE 8.1 Leave of Absence. After three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250) . 8.2 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. 8.3 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 house- hold, making arrangements for the care of such sick or disabled person up to a maximum of four hours sick leave. 8.4 Maternity Leave. Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 10 - , � � �� , ARTICL iIIX' - MILITARY LEAVE OF ABSENCE , 9. 1 P A�lowance. Any employee who shall be a member of the National Guard, t ' Naval Militia or any other component of the militia of the state, n or hereafter organized or constituted under state or federal law, or �lwho shall be a member of the Officer's Reserve Corps, the Enlisted Reilerve Corps, the Naval Reserve, the Marine Corps Reserve or any other re lerv�e component of the military or naval force of the United States, no or hereafter organized or constituted under Federal law, shall be en ljitl�d to leave of absence from employment without loss of pay, se 'I,}Lority status, efficiency rating, vacation, sick leave or other ben- ef I�s for all the time when such employee is engaged with such organization or I�omponent in training or active service ordered or suthorized by proper au or�.ty pursuant to law, whether for state or federal purposes, provided th such leave shall not exceed a tatal of fifteen (15) days in any ca ndar year and, further provided that such leave shall be allowed onl' in case the required military or naval service is satisfactorily ' perlormed, which shall be presumed unless the contrary is established. Suc i leave shall not be allowed unless the employee: (1) returns to his pos �tio� immediately upon being relieved from such military or naval ser �ce' and not later than the expiration of time herein limited for such lea �, or (2) is prevented from so returning by physical or mental dis- abi lity or other cause not due to such employee's own fault, or (3) is , req �red by proper authority to continue in such military or naval service bey d he time herein limited for such leave. - 11 - i II ' ARTICLE IX - MILITARY LEAVE OF ABSENCE (continued) 9.2 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. 9.3 Such leave of absence as are granted under Article 9 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. - 12 - . ' lr�-- ��-��-� AP.TICLE I� - JURY DUTY 10. 1 An Ilemployee who is required to appear in court as a juror or witness sh l�l be paid his regular pay while he is so engaged, provided however, th �t any fees that the employee may receive from the court for such se vice shall be paid to the EMPLOYER and be deposited with the Di �ctor of Finance and Management Services. Any employee who is sc ,�duled to work a shift, other than the normal daytime shift, shall � be xescheduled to work the normal daytime shift during such time as he is tkeq�ired to appear in court as a juror or witness. ' i i . � ' . , � ' - 13 - I � JI ' ARTICLE XI - SEVERANCE PAY 11.1 The Employer shall provide a severance pay program as set forth in this Article. 11.2 To be eligible for the severance pay program, an employee must meet the following requirements: 11.21 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. 11.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 11.23 The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employ- ment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service re- quirement. 11.24 The employee must file a waiver of reemployment with the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type) , with the City or with Independent School District No. 625. 11.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 11.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of $6,500. — 14 — . � � �� ARTICLE �CI i SEVERANCE PAY (continued) 11 & For the purpose of this severance program, a death of an employee �,I' st}all.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. 11. Fa,r the purpose of this severance program, a transfer from the - City of Saint Paul employment to Independent School District No. 625 ' em�loyment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 11. Th� manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 11. IThis severance pay program shall be sub'ect to and ovemed b th J g y e ,prqvisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. I 11. The provisions of this article shall be effective as of December 24, 1983. 11.91I�Any employee hired prior to December 31, 1983 may, in any event, and „upon meeting the qualifications of this article or City Ordinance �To. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw 'lllseverance pay under either this article or the ordinance shall constitute �a bar to receiving severance pay from the other. Any employee hired �fter December 31, 1983 shall only be entitled to the benefits of this �article upon meeting the qualifications herein. ' - 15 - AF�ili,i.� �II - CITY MILEAGE 12. I Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own sutomobiles in the performance of their duties, the following provisions are adopted. 12.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is - actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an sutomobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. 12.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 12.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and �25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk, - 16 - . ' � �G-��?� ARTICLE ',�III - WORKING OUT OF CLASSIFICATION . �, 1 3 1 0 . �II YER sha 11 avoid, whenever possible, working an employee on an ou "of±class assignment for a prolonged period of time. Any employee wo ing an out-of-class assignment for a period in excess of fifteen (1 cqnsecutive working days shall receive the rate of pay for the out of-class assignment in a higher classification not later than the 'Isixjteenth (16th) day of such assignment. For puposes of this Art 'cle, an out-of-class assignment is defined as an assignment of an �mpl�yee to perform, on a full time basis, all of the significant dut I'�es �nd responsibilities of a position different from the employee's regll'�ar ,position, and which is in a classification higher than the cla �sif�tcation held by such employee. The rate of pay for an approved out jpf-�lass assignment shall be the same rate the employee would rec :�ive if such employee received a regular appointment to the higher cla 'Ij�if�.cation. i ,� i , - 17 - ARTICLE XIV - DISCIPLINE 14.1 The EMPLOYER will discipline employees for �ust cause only. Discipline will be in the form of: 14.11 Oral reprimand; 14.12 Written reprimand; 14.13 Suspension; 14.14 Reduction; 14.15 Discharge 14.2 A notice in writing of Suspensions, Reductions and Discharges shall be sent to the employee and the union seventy-two (72) hours after such action is taken. 14.3 Employees and the UNION will receive copies of written reprimands and notices of suspension and discharge. 14.4 Employees may examine all information in the EMPLOYER personnel file that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the EMPLOYER. 14.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or UNION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. 14.6 An employee to be questioned concerning an investigation or disciplinary action shall have the right to request that a UNION representative be present. 14.7 Grievances relating to this Article shall be processed in accordance with existing Civil Service procedures, except that oral and written reprimands shall be taken up in the grievance procedure under Article XVIII. - 18 - , ��`�� c�v��{�r F I ! '- IhTSURANCE � 15>1 Th EMPLOYER will continue for the period of this AGREEMENT to provide fo employees such health and life insurance benefits as are provided by " I�UYEIt at the time of execution of this AGREEMENT. ', , 1�•2 7'�h I EMPLOYER will for the period of this AGREEMENT provide for full-time em � oyees who retire after the time of execution of this AGREEMENT and until su employees reach sixty-five (65) years of age such health insurance co jtributions and life insurance contributions as are provided by the EMPLOYER fo j' ac�ive employees under this Agreement. � 15.3 Ef I ctive Jan uary 1, 1987 the Employer will provide for half-time employees wh 'ret$ire after the time of execution of this Agreement and until such em oyees reach sixty-five (65) years of age fifty percent (50') of such health ins ra�ce contributions and life insurance contributions as are provided by the Emp oyelr for full-time employees who retire under this Agreement. For�'�haLf-time employees who retire prior to January 1, 1988, the employer will pro' ide the same health insurance contributions and life insurance contri- but °ons as provided for full-time employees who retire under this Agreement. 15.4 Emp ' ye�es who retire after execution of this Agreement must meet the following con 'tibns at the time of retirement to be eligible for the City contributions to alth insurance set forth in Articles 15.2 and 15.3. 15. 1 Be receiving benefits from a public employee retiree act at the time of retirement. AND 15. Have severed his relationship with the City of St. Paul under on of the early retiree plans. 15.5 Eff �tive J anuary 1, 1987, in addition to meeting the eligibility requirements sta d in 15.41 and 15.42 above, retiring employees must also meet the fol wi�g condition in order to be eligible for the early retiree insurance ben it� set forth in Articles 15.2 and 15.3. - 15. Must be at least 58 years of age and have completed 25 years of employment with the City of St. Paul OR The combination of their age and their years of service must equal ieighty-five (85) or more. � OR Must have completed at least thirty (30) years of service. This ',Ar icle 15.5 shall not apply to any employee who was hired as a regular empl'ye prior to January 1, 1978 and who has been employed continuously since suchlhi �ng. However, the conditions of Article 15.4 must be met by any such empl yee� - 19 - � �� 15.6 Effective January 1, 1987, full-time employees who retire and who meet the conditions set forth in 15.41 and 15.42 but who meet none of the conditions set forth in 15.51, shall be eligible for the following percentages of the amount contributed by the Employer toward health insurance for active employees in the same health plan. Such retirees shall be eligible for such contribution until they reach sixty-five (65) years of age. Combination of Age Contribution For Contribution For and Years of Service Single Coverage Family Coverage 84 90� 90� 83 80� 802 82 70� 70� 81 6�' 60� 80 SOZ 50� This Article 15.6 shall not apply to any employee who was hired as a regular employee prior to January 1, 1978 and who has been employed continuously since such hiring. However, the conditions of Article 15.4 must be met by any such employee. 15.7 A Retiree may not carry his/her spouse as a dependent if such spouse is also a a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 15.8 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 �75.00 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $185.00 per month, whichever is less. 15.9 For the purpose of this Article XV, full-time employment is defined as appearing on the payroll at least 32 hours per week or at least 64 hours per pay period excluding overtime hours. - - 20 - �4�0 �� ARTICLE'XV - INSURANCE (cont.) 15.10 F r eiach eligible employee covered by this Agreement who is employed half-time wh selects employee insurance coverage, the Employer agrees to contribute f i ,ty percent (507) of the amount contributed for full-time employees selecting em ,loyee coverage in the same insurance plan. For each half-time employee who se �ct�s family insurance coverage, the Employer will contribute fifty percent (5 �) of the amount contributed for full-time employees selecting family co �ra�e in the same insurance plan. 15.11 N ' wjithstanding Article 15.10, eligible employees covered by this Agreement a employed half-time prior to January 1, 1986 shall receive the same i urance contributions as a full-time employee. This Article 15.11 applies o y to eligible employees who were employed half-time during the month of D �ember, 1985 and shall continue to apply only as long as such employee r ins continuously employed half-time. 15.12 F j� t�e purpose of this Article XV, half-time employment is defined as a ' eaxing on the payroll at least 20 hours but less than 32 hours per week or a ille�st 40 hours but less than 64 hours per pay period excluding overtime h I rs. 15. 13 F I e2�ch eligible employee the Employer agrees to contribute the cost of $1 Ik000 of life insurance coverage or $2.64 per. month whichever amount is less. i 15.14 I contributions indicated in this Article 15 shall be paid to the Employer's Gr p Health and Welfare Plan. 15.15 cqst of any premium for any City-offered employee or family insurance co ra�'�e in excess of the dollar amounts stated in this Article 15 shall be pa b the employee. 15.16 E ep '' as herein provided, this insurance Article 15 shall be effective Ju ' ly 1986. � - 21 - ARTICLE XVI - HOLIDAYS 16.1 Holiday recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Columbus Day Martin Luther King Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday ehall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, sub�ect to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 22 - . � G��-�a� ARTICLE �VI HOLIDAYS (continued) 16.4 If �n employee entitled to a holiday is required to work on Martin Luther King Da I� W�shington's and Lincoln's Birthday, Christopher Columbus Day, or Ve rans' Day, he shall be granted another day off with pay in lieu thereof as so ' tt�ereafter as the convenience of the department permits, or he shall be pa on a straight time basis for such hours worked, in addition to his re la� holiday pay. If an employee entitled to a holiday is required to ork on New Year's Day, Memorial Day, Independence Day, Labor Day, �� Th 'Iks�iving Day or Christmas Day, he shall be recompensed for work do o�i this day by being granted compensatory time on a time and one- ha b�sis or by being paid on a time and onehalf basis for such hours wo ed, in addition to his regular holiday pay. I � j � � - 23 - � ARTICLE XVII - VACATION 17.1 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 thru 4th year .0385 5th year thru 9th year .0577 lOth year thru 15th year .0654 16th year thru 23rd year .0808 24th year and thereafter .1000 17.2 The head of the department may permit an employee to carry over into the "vacation year" beginning December 7, 1985 and each "vacation year" thereafter up to eighty (80) hours of vacation. For the purpose of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year) . 17.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 17.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess of vacation at the rate of one-half day's vacation for each day of sick leave credit. The maximum number of days' vacation allowed by the conversion of sick leave credits shall be no more than five days in any one "vacation year". - 24 - . C,r� �� °�� ARTICL IXVIII - GRIEVANCE PROCEDURE - ' 18.1 Thl EMPLOYER shall reco nize Stewards sel 8 ected in accordance with UNION rulles and regulations as the grievance representative of the bargainin 8 unllt. The UNION shall notify the EMPLOYER in writing of the names of th IStewards and of their successors when so named. 18.2 It 'I}Ls recognized and accepted by the EMPLOYER and the UNION that the - pr �es�ing of grievances as hereinafter provided is limited by the job du ,j�es and responsibilities of the employees and shall therefore be ac , mp ished during working hours only when consistent with such employee du les and responsibilities. The Steward involved and a grieving employee sh 1 �uffer no loss in pay when a grievance is processed during working hou s, provided, the Steward and the employee have notified and received the �lapg�roval of their supervisor to be absent to process a grievance and tha swch absence would not be detrimental to the work programs of the EMP I�OYE�. . 18.3 The Iprocedure established by this Article shall be the sole and exclu sive pro l�dure, except for the appeal of disciplinary action as provided by Art �le' VII, for the processing of grievances, which are defined as an all �ed;violation of the terms and conditions of this AGREEMENT. Grievance sha � b resolved in conformance with the following procedure: St� 1. U o �� p n the occurrence of an alleged violation of this �I�AGI�EEMENT, the employee involved shall attempt to resolve the I!ma�ter on an informal basis with the employee's supervisor. If the�, matter is not resolved to the employee's satisfaction by the ''inf'ormal discussion it may be reduced to writing and referred to 'Ste 2 by the UNION. The written grievance shall set forth the - 25 - � ARTICLE XVIII - GRIEVANCE PROCEDURE (continued) nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. St_ eP 2. Within seven (7) calendar days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the UNION Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the UNION within three (3) calendar days follow- ing this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) calendar days following receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the UNION within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) calendar 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 and attempt to resolve the grievance. Within seven (7) calendar 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 to in writing by the UNION to Step 4 within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. - 26 - � � �-�� ARTICL ', XVIII GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the UNION may within : $even (7) calendar days after the response of the EMPLOYER in Step , . � 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 Che UNION within seven (7) calendar 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 Relation Board to submit a panel of five (5) arbitrators. B�oth the EMPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) n� me• a the EMPLOYER shall the � n strike one 1 n ame. The ( ) roce ss w ill , P � b re e p ated and the remaining person shall be the arbitrator. 18.4 Th ar itrator shall have no right to amend, modify, nullify, ignore, add to '� or' subtract from the provisions of this AGREEMENT. The arbitrator shall co '�ider and decide only the specific issue submitted in writing by the �.OYER and the UNION and shall have no authority to make a decision on an ' other issue not so submitted. The arbitrator shall be without power to I' ake decisions contrary to or inconsistent with or modifying or varying in ' ny way the application of laws, rules or regulations having the force and ef �ct ;lof law. The arbitrator's decision shall be submitted in writing wi inithirty (30) days following close of the hearing or the submission of br Ifs ',by the parties, whichever be later, unless the parties agree to an ex nsion. The decision shall be based solely on the arbitrator's inter- pr "ation or application of the express terms of this AGREEMENT and to the fa s of the grievance presented. The decision of the arbitrator shall be fi 1 and binding on the EMPLOYER, the UNION, and the employees. - 27 - ARTICLE XVIII - GRIEVANCE PROCEDURE (continued) 18.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the UNION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 1$.6 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the UNION. 18.7 It is understood by the UNION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - 28 - . � � -�� ARTICLE �IXI - RESIDENCY 19. 1 Th ''IIRe�idency Resolution effective August 4, 1979, in Council File ro 'III27�378 shall apply to all employees covered by this AGREEMENT. � ! i I � , 'il � ' ' � , ; - 29 - I � III ' ARTICLE XX - WAGE SCHEDULE ��. 1 The wage schedule for purposes of this contract shall be Appendix A attached hereto. - 30 - � 1��-��2� ; AR1'ICL IXXI - STRIKES, LOCKOUTS, WORK INTERFERENCE 21. 1 Th UNIONS and the EMPLOYERS agree that there shall be no strikes, wo k sjtoppages, slowdowns, sitdown, stay-in, or other concerted in erference with the EMPLOYER'S business or affairs by any of sa 'd UNIONS and/or the members thereof, and there shall be no ba ' ering during the existance of this AGREEMENT without first us g �all possible means of peaceful settlement of any controversy wh ch may arise. '� , � i ,� , �, � . i - 31 - , i� AkTICLE XXII - NON-DISCRIMINATION 22.1 The terms and conditions of this AGREEMENT will be applied to employees � equally without regard to, or discrimination for or against, any individual'because of race, color, creed, sex, age, or because of membership or non-membership in the UNION. 22.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. - 32 - . � � -�a� ARTICLE XXIII - TERMS OF AGREEMENT I 23. 1 Coll lete A reement and Waiver of Bar ainin This AGREEMENT shall represent thl' complete AGREEMENT between the UNION and the II�LOYER. The parties i ac ' owledge that during the negotiations which resulted in this AGREEMENT, ea h�d the unlimited right and opportunity to make requests and proposals � wi � respect to any subject or matter not removed by law from the area of co , ective bargaining, and that the complete understandings and agreements _ ar ved at by the parties after the exercise of that right and opportunity ar 'se forth in this AGREEMENT. Therefore, the EI�LOYER and the UNION, fo Ith life of this AGREEMENT, each voluntarily and unqualifiedly waives th Iri�ht, and each agrees that the other shall not be obligated to bargain co ecqively with respect to any subject or matter referred to or covered in his� AGREEMENT. , 23.2 Sav n s� Clause. This AGREEMENT is subject to the laws of the United States, the 'IStalte of Minnesota, and the City of Saint Paul. In the event any pro- vis on bf this AGREEMENT shall hold to be contrary to law by a court of com �ete�t jurisdiction from whose final judgment or decree no appeal has bee '' taken within the time provided, such provision shall be voided. All oth � p�ovisions shall continue in full force and effect. 23.3 Te of A reement. Except as herein provided, this AGREEMENT shall be , eff ti�e as of the date the AGREEMENT is executed by the parties and shall con ',�nue in full force and effect thru the 31st day of December, 1987, and sha q� b� automatically renewed from year to year thereafter unless either par shall notify the other in writing by June 1, that it desires to modify or rm�nate this AGREEMENT. In witness thereof, the parties have caused this AGR � NT to be executed this 15th day of Mav , 1986. - 33 - , ARTICLE XXIII - TERMS OF AGREEMENT (continued) 23.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, the City Council, and is also sub�ect to ratification by the UNION. WITNESSES: CITY OF SAINT PAUL INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL NOS. 70 AND 967 . • La or Relat ons Business Manager, Local 70 Labor Relations Business e , Local 967 - 34 - G�� - �� APPENDI 'II A - WAGE S The wag l' rates and salary ranges for classifications in this unit are effecti � J�nuary 4, 1986, as follows: First After 6 mos 6 mos Buildin IIIMaintenance Engineer $13.54 Buildin Maintenance Supervisor-TVI 14.77 Chief 0 rating Engineer-Civic Center 14.66 15.24 Custodi -Engineer -I 11.�� 12.29 Custodi -Engineer I--Library 11.77 12.29 Custodi -Erigineer I-Public Safety 11.77 12.29 Custodi -Engineer II 11.96 12.65 Custodia E gineer II--Library 11.96 12.65 Custodia -E�gineer III 12.29 12.97 Custodia -En�gineer III--Library 12.29 12.97 Custodia -En ineer IV 12.69 13.38 Custodia -En�ineer V 13.16 13.81 Filter P ant Operator I 12.74 13.26 Filter P nt, Operator II 13.49 14.04 House Cu �odian II 8.93 Instrume t Repairman (Filter Plant) 13.49 14.04 Lime Rec er� Operator 12.74 13.26 Maintena �e Man 12.74 13.26 Operatin Engineer I--Civic Center 12.74 13.26 Operatin En�ineer II--Civic Center 13.49 14.04 Pumping gineer I 12.74 13.26 Pumping gineer II 13.49 14.04 Pumping gi�eer III 14.66 15.24 Sewer Pu ing Station Operator 14.06 14.62 Stationa Engineer 12.74 13.26 *Station y �'ireman 12.40 12.94 Supervis y Stationary Engineer 13.37 13.92 Trainee ( ustodian-Engineer) 6.29 Water P1 t �Yide 11.78 12.32 ' After After After Start 6 mos 1_yr• 2-yrs Custodian ''II ' �10.27 �10.56 $10.76 $11.09 Custodiali�l�lorker 9.13 9.41 9.61 9.94 � i General Matron 484.92 1502.15 520.21 540.01 559.80 581.30 593.35 607.12 ' Custodian (Light Duty) 552.69 �,�i72147 592.23 612.80 635.89 658.91 673.75 689.37 Security Officer 546.18 68:56 589.19 611.59 635.70 662.37 676.11 693.33 JI - A1 - APPENDIX A - WAGES (continued) Watchman II 599.52 621.91 645.13 670. 11 696.77 725.19 744.11 761.30 Watchman-Water Department 624.18 645.60 667.83 691.73 717.24 744.66 763.59 780.77 Civic Center Plant Helper 852.08 874.06 Assistant Superintendent of Stadium 773.53 804.52 835.48 871.63 906.91 944.77 968.86 996.41 Stadium Supervisor 1022.74 1051.07 Personnel hired for employment with the City after the date of the signing of this agreement, to a class of positions listed in 1 above, shall be compensated at the "0 - 6 months" hourly wage rate during their probationary period. After completion of the probationary period the employee shall be paid at the "after 6 months" hourly wage rate. Employees promoted from any of the positions listed in 1 above to any position listed in 1 above shall receive the "after 6 months" hourly wage rate. Temporary and emergency employees shall be paid the minimum rate indicated in this appendix for the classification in which they are employed. The above January 4, 1986 rates represent a four and one-half percent (4.5�) increase less five cents (.05) per hour over the January 5, 1985 rates. -A2- � �'G� �'�� APPEND A '- WAGES The wa rates and salary ranges for classifications in this unit are effect e January 3, 1987, as follows: i � � ' First After 6 mos 6 mos Buildin Maintenance Engineer $14.15 Buildin Maintenance Supervisor-TVI 15.43 Chief 0 erating Engineer--Civic Center 15.32 15.93 Custodi n-Engineer I 12.30 12.84 Custodi n-F�ngineer I--Library 12.30 12.84 Custodi n-F�ngineer I--Public Safety 12.30 12.84 - Custodi �n-Engineer II 12.50 13.22 Custodi n-Engineer II--Library 12.50 13.22 Custodi ' -E�ngineer III 12.84 13.55 Custodi - gineer III--Library 12.84 13.55 Custodi -E gineer IV 13.26 13.98 Custodi -E' gineer V 13.75 14.43 Filter anit Operator I 13.31 13.86 Filter lan�t Operator II 14.10 14.67 House C stodian II 9.33 Instrum 1�t Itepairman (Filter Plant) 14.10 14.67 Lime Re ` ve�ry Operator 13.31 13.86 Mainten ce Man 13.31 13.86 Operati E gineer I--Civic Center 13.31 13.86 Operati E 'gineer II--Civic Center 14.10 14.67 Pumping �,lEng neer I 13.31 13.86 Pumping Engxneer II 14.10 14.67 Pumping ;�ng�neer III 15.32 15.93 Sewer P '� pi$�g Station Operator 14.69 15.28 Station y �ngineer 13.31 13.86 *Statio ry� Fireman 12.96 13.52 Supervi ry Stationary Engineer 13.97 14.55 Trainee (Custodian-Engineer) 6.57 Water P ' nt Aide 12.31 12.87 , After After After . �, Start 6 mos 1-yr• 2-yrs Custodi I �10.73 $11.04 $11.24 $11.59 Custodi i� Worker 9.54 9.83 10.04 10.39 I General Matron 506.74 I' S24.75 543.62 564.31 584.99 607.46 620.05 634.44 Custodian (Light Duty) 584.69 ' 6 4.47 624.23 644.80 667.89 690.91 705.75 721.37 Security Officer 570.76 I 594.15 615.70 639.11 664.31 692.18 706.53 724.53 - A3 - I i� ' AFFENDIX A - WAGES (continued) Watchman II � 626.50 649.90 674.16 700.26 728.12 757.82 777.59 795.56 Watchman-Water Department 656.18 677.60 699.83 723.73 749.52 778.17 797.95 815.90 Civic Center Plant Helper 890.42 913.39 Assistant Superintendent of Stadium 808.34 840.72 873.08 910.85 947.72 987.28 1012.46 1041.25 Stadium Supervisor 1068.76 1098.37 Personnel hired for employment with the City after the date of the signing of this agreement, to a class of positions listed in 1 above, shall be compensated at the "0 - 6 months" hourly wage rate during their probationary period. After completion of the probationary period the employee shall be paid at the "after 6 months" hourly wage rate. Employees promoted from any of the positions listed in 1 above to any position listed in 1 above shall receive the "after 6 months" hourly wage rate. Temporary and emergency employees shall be paid the minimum rate indicated in this appendix for the classification in which they are employed. The above January 3, 1987 rates represent a four and one-half percent (4.5�) increase over the January 4, 1986 rates. -A4- C.17�/ ��vk . , , / �' �f� -�� . � , :...F,�, •. II'!� CITY OF SA.INT PgT7L -,=-i.°`� _ :;;i'"di�:`i I OFFIC� OF THF CITY COIIi�7CIL ' ' Committee Repart �: ce l�ana ement � Persannel Cammittee. JUNE 12, i986 - ` I 1. Approval f �inutes from meeting held June 5, 1986. approved 2. Discussi of budget requests for Citizen Participation Districts (committee- of-the-w le item) . discussed (Patton to draft resolution) 3. Resoluti ' a ending the 1986 budget and decreasing the financial plan by � $971,537 �9�5,537 - various departments; $36,000 - legislative branch) and underspe in� the authorized budget by equal amount (laid over from June 5) . a ro , d . 4. Resoluti amending the i986 budget and transferring $9,768 from Contingent Reserve Finance Department General Government Accounts - Exempt Property Assessme s. j approved S. Resoluti a�►ending the 1986 budget by reducing $17,567 in the Financing Plan and '�n� �he Spending Plan_ for PED_.Operations Fund (Set-Aside) . _a.pproved - 6. Resoluti atpending the 1986 budget by adding $17,567 to the Financing Plan and to t S�ending Plan for Joint Purchasing Services (Set-Aside) , approved 7. Resoluti a�ending the 1986 budget by transferring $17,567 from PED - PED Contribu on� to Finance and Management Services - Purchasing Services - City Share (S `C-A$ide) . . approved 8. Resoluti amending the 1986 budget by transferring $27,508 from Contingent Reserve Planning and Economic Development - PED Development Contribution (Job Cre io�► and Training Section) . approved 9. Resoluti ' amending the 1986 budget by adding $27,508 to the Financing Plan and to t Spending Plan for PED Operations (Job Creation and Training) . approved 10. Administ tiwe Orders (Laid over from June 5) : . D-8030: ud�et revision in various departme�ts. discussed D-8031: udffiet revision in Finance and Management Services Department. discussed 11. Resoluti consenting to the issuance of Port Authority Revenue Bonds in the amou of $850,000 to finance construction of manufacturing facility ia Energy P k �'or Michael S. and Lynnette M. Larkin. approved , i 12. Resol�t� a�proving Labor Agre�ment between- the City and International Union of :Qpera ng Engineers, Locals 70 and 967. approved t;;TY HALI. , SEVENTS FLOOR SAINT PAUL,MINNESOTA 55102 '' �aa