86-938 WHITE - CITV CIERK I ,
PINK - FINANCE COIZ�ICIl (� _� /��/1�
CANARV - DEPARTMEN� I G I TY O F SA I NT PA LT L �p 7 0
BLUE - MAVOR I F11C NO.
� ounc 'l Resolution ,,=�
Presente y
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Referred I � LL- Committee: Date � ��'�� b
Out of Co mit e By Date
RES VE , that the Council of the City of Saint Paul hereby approves and
ratifies jhe attached 1986-1987 Labor Agreement between the Independent School
Districtl o. 625 and the International Union of Operating Engineers Local 967
and two :1986 Memoranda of Agreement between the Independent School District
No. 625 nd he International Union of Operating Engineers, Local 967.
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COUNC[L EN Requested by Department of:
Yeas p�eW I ays �
Nicosia j PE ICE
Rettman I Itl F8v0[
Scheibel j �
Sonnen � __ AgelnSt
1�edesee, i
Wilson li ��� � O ��
Form A ved Ci r�y
Adopted by Cou il: Date
Certified Pas e I un �1 , cr ta BY
By
A►pprov Ma r: Date + 1 � '�6 Appro d by Mayor for Su ion o Council
gy _ _ - B
- PUBUSNED J U L 1 91986
Perswnnel Office �pARTMENT ��7�� N° _ 05905
,Jim Lombardi � ti CONTACT
7301 PHONE
6-11-86 DATE ��� e�
14SSI Nll1�ER fOR UT G ORDER Cli R11 LQCations for Si nature :
Departrnerrt flir to ' 3 Directar of Managdnent/Mayor �
� Finai�ce and Ma g nt Services Director � 4 City_ Clerk
� Budget� Di�recto
�%City Attar�ey
AT WILL BE ACHI D Y TAKING ACTION QM THE ATTACHED MATER�AL5? (Purpose/
Rationale) :
This resolution ap ov s the 1986-8T Agreement and two 1986 Memoranda of Agreement
between the ISD ��6 a d the International Union of Operating Engineers Local 967.
` These Ag'reements ve een approved by the St. Paul School Board. REC EIVED
JUN 131986
fAST BENEFIT BU T Y Al�t� PERSONNEL IMPACTS ANTICIPATED:
None. Applies on t the School District. CiTY ATTORNEY
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FINANCING S(I�tRG BUDGET RCTIdITY NI�BER CHARGED aR CREDITED: (Mayor's signa-
ture not re-
Tota1 l�nount f" rar�saction: quired if under
� $10,08Q)
F�nct�ng Sour . .,-
- �tivity P� r• •
ATTACNI��t7S L t (�u�ber A11 Attachments :
1 . Roseoiutio � �
2. Copy f.or C' y erk .
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QEP�R T RE �W CITY ATTORMEY RfYIEW �
es N u c�l Resolution Required? Re�olution Required? Yes No
iPes ns rar�ce Required? Insurance Suffic�ent? Yes No �f'/�
l�es � rance Attack�ed:
(SEE •REVERSE SIDE FOR IMSTRUCYI�NSj
I�e�rised i2/8
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1986-1987 � re ment and two 1986 Memoranda of Agreement between the ISD ��625
and the IU L cal 967.
Changes ne ti ted are:
- Sev 'ran e Pay language amended to recognize the "rule of 85".
- Ins �ra e premium contribution by the Employer capped @ $75.00
er onth for single coverage and $185.00 per month for family coverage.
- Inc rp ates new language similar to that incorporated into the clerical
�nd technical contracts, which bases the employer's premium contribution
� or early retirees on an age/years of service formula.
- Ad � M rtin Luther King Day holiday.
- Ch ' ge vacation formula to a decimal basis.
- A ' n- iscrimination clause has been added.
- Wa �� s-
E fec ive January 4, 1986, a 4.5% increase less 5G per hour for all classi-
f 'cat ons with minimum increase of 35C per hour for Light Duty Custodian.
E fe ive January 3, 1987, a 4.5% increase for all classifications with a
m"ni m increase of 40� per hour for Light Duty Custodian.
` pr ium pay factor for specialized training will be partially effective
� te approval of the Agreement for the titles Custodian Engineer III,
(; 0� per hour) , Custodian Engineer IV, (55G per hour) , and Custodian
gi eer V, (80� per hour) . Fully effective by 12/31/87. (Separate
mo andum of Agreement)
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1986 - 8?
. LABOR AGREEMENT
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���• saint r�u� r�ub�ic schoo�s
INDEPENDENT SCHOOL DISTRICT 625
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INTERNATIONAL UNION OF
OPERATING ENGINEERS
LOCAL 967
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INDEX
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' ART LE TITLE PAGE
Preamble iii
I Recognition 1
II Definitions 2
IIIi Dues - Fair Share 3
IV Union Rights 4
V Seniority 5
VI ' Management Rights 5
VII , Hours, Premium Pay 6
VII Leaves of Absence 7
IX Military Leave of Absence 8
X Jury Duty �'
• XI Severance Pay 9
XII Mileage Independent School District No. 625 11
XII Supervisory Assignment 11
XIV� Working Out of Classification 11
XV I Discipline 12
XVII Insurance 13
XVI Holidays 16
XVI I Vacation 17
XIX Grievance Procedure 18
XX Wage Schedule 21
XXI Strikes, Lockouts, Work Interference 21
� XX Non-discrimination 21
XXI I Terms of Agreement 22
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Appendix A - Wages A-1 - A-4
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P R E A M B L E
THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL DISTRICT N0. •
625 AND LOCAL UNIONS N0. 36 AND 967, INTERNATIONAL UNION OF OPERATING
ENGINEERS, AFL-CIO.
This AGREEMENT has been entered into between Independent School
District No. 625, hereafter referred to as the EMPLOYER, and Local Unions
No. 36 and 967, International Union of Operating Engineers, AFL-CIO,
heXeafter referred to as the UNION. This AGREEMENT has as its purpose, the
promotion of harmonious relations between the FMPLOYER and the UNION, the �'
establishment of an equitable and peaceful procedure for the resolution of
differences and the establishment of rates of pay, benefits, hours of work,
and other conditions of employment. The parties hereto . pledge that they w
shall pursue the above ob�ectives in full compliance with the requirements
of the Public Employment Labor Relations Act of the State of Minnesota of
1971, as amended.
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ART LE I - RECOGNITION
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• 1. 1 jTh EMPLOYER recognizes the UNION as the sole and exclusive bargaining
lag nt for the purposes of establishing wages, benefits, hours, and
� ot er conditions of employment for all of its employees as outlined in
i th certification by the State of Minnesota Bureau of Mediation
� Se ices under Case 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
Saint Paul or who have their "terms and conditions of employment
� I established by the governing body of the City of Saint Paul, and
� whose employment service exceeds the lesser of 14 hours per week
or 35 per cent of the normal work week and more than 100 work
' i days per year in the following c3.assifications: Assistant
Superintendent of Stadium, Building Maintenance Supervisor--TVI,
iChief Operating Engineer--Civic Center, Civic Center Plant
� Helper, Custodian, Custodian�Engineer I, Custodian Engineer
I I--Library, Custodian-Engineer I--Public Safety, Custodian-
Engineer II, Custodian-Engineer--Library, Custodian-Engineer III,
� Custodian-Engineer III--Library, Custodian-Engineer IV, Custodian
I Engineer V, Filter Plant Operator I, Filter Plant Operator II,
Custodian- (Light Duty) , General Matron, House Custodian II,
Instrument Repairman (Filter Plant), Lime Recovery Operator,
Maintenance Man, Operating Engineer I, Operating Engineer II,
Pumping Engineer I, Pumping Engineer II, Pumping Engineer III,
Security Officer, Sewer Pumping Station Operator, Stadium
Supervisor, Stationary Engineer, Stationary Fireman, Supervising
• Stationar En ineer Watchman II Watchman--Water De artment
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Water Plant Aide, Trainee (Custodian-Engineer) ; excluding
supervisory, managerial, clerical, confidential, temporary, and
emergency employees, those exclusively represented by other labor
ior employee organizations, and all other employees.
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1. e parties agree that any new classifications which are an expansion
� the above bargaining unit or which derive from the classifications
t forth in this AGREEMENT shall be recognized as a part of this
rgaining unit, and the parties shall take all steps required under
e Public Employment Relations Act to accomplish said objective.
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ARTICLE II - DEFINITIONS
2.1 Collective Bargaining. The EMPLOYER will bargain collectively with •
the UNION with respect to rates of pay, hours, and other conditions
pertaining to employment for all of the employees in the unit
hereinbefore 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
si�ning 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 inembership in or activity on behalf of the UNION, nor will
it discourage or attempt to discourage membership in the UNION, or
attempt to encourage membership in another UNION.
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ARTIILE II - DUES - FAIR SHARE
• 3.1 jDu The EMPLOYER agrees to deduct the UNION membership initiation
Ife assessments and once each month dues from the pay of those
Ijem loyees who individually request in writing that such deductions be
� ma e. The amounts to be deducted shall be certified to the EMPLOYER
iby a representative of the UNION and the aggregate deductions of all
iem loyees shall be remitted together with an itemized statement to the
ire resentative by the first of the succeeding month after such
� de uctions are made or as soon thereafter as is possible.
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' 3.2 I Fa r Share. Any present or future employee who is not an UNION member
ish 11 be required to contribute a fair share fee for services rendered
� by the UNION. Upon notification by the UNION, the EMPLOYER shall
� �i ch ck off said fee from the earnings of the employee and transmit the
I sa e to the UNION. In no instance shall the required contribution
�i ex eed a pro rata share of the specific expenses incurred for services
r dered by the representative in relationship to negotiations and
ia inistration of grievance procedures. This provision shall remain
!i o rative only so long as specifically provided by Minnesota law, and
I a otherwise legal.
3.3i T UNION will indemnify, defend, and hold the EMPLOYER harmless
i a inst any claims made and against any suits instituted against the
I D strict, its officers or employees, by reason of negligence of the
ION in requesting or receiving deductions under this Article. The
i� D strict will indemnify, defend, and hold the UNION harmless against
• a y claims made and against any suits instituted against the UNION,
i s officers or .employees by reason of negligence on the part of the
LOYER in making or forwarding deductions under this Article.
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ARTICLE IV - UNION RIGHTS
4. 1 The UNION 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 District Negotiator with a list of Stewards and alternates, and
shall, as soon as possible, notify said appropriate District officials
in writing of any changes thereto. Only those who are Officers and
Stewards shall be recognized by the EMPLOYER for the purpose of
meetings.
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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 concern involving
employees of Independent School District No. 625 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.
4.54 That the steward has of.ficial.ly been designated as such by the
UNION that he represents.
4.55 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. _
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ART CLE V - SENIORITY
S. 11 Se iorit for the ur ose of this reement shall be defined as
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� fo lows: The length of continuous, regular, and probationary service
wi h the EMPLOYER from the date an employee was first certified and
ap ointed to a class title covered by this Agreement, it being further
u erstood that seniority is confined to the current class assignment
Ihe d by an employee. In cases where two or more employees are
a ointed to the same class title on the same date, the seniority
s 11 be determined by the employee's rank on the eligible list from
w ch certification was made.
5.2 S iority shall terminate when an employee retires, resigns or is
id charged.
5.3 I the event it is determined by the EMPLOYER that it is necessary tb
r uce the work force, employees will be laid off by class title
w hin each Department based on inverse length of seniority as defined
a ve.
5.4I I cases where there are promotional series, such as Custodian-
iE ineer I, II, III, etc. , when the number of employees in the higher
t les is to be reduced, employees who have held lower titles in the
! b gaining unit will be offered reductions to the highest title to
w ch class seniority would keep them from being laid off, before
1 offs are made by any class title in any department.
• 5.5 R call from layoff shall be in inverse order of layoff, except that
r call rights shall expire after two years of layoff.
5. I I is understood that such employees will pick up their former
i s iority date in any class of positions that they previously held.
AR CL VI - MANAGEMENT RIGHTS
6. ' T e i1NI0N recognizes the right of the EMPLOYER to operate and manage
I i s affairs in all respects in accordance with applicable laws and
r gulations of appropriate authorities. The rights and authority
. I w ich the EMPLOYER has not officially abridged, delegated or modified
b this Agreement are retained by the EMPLOYER.
- 6. � A public employer is not required to meet and negotiate on matters of
i herent managerial policy, which include, but are not limited to,
s ch areas of discretion of policy as the functions and programs of
t e EMPLOYER, its overall budget, utilization of technology, and
o ganizational structure and selection and direction and number of
p rsonnel.
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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. A normal work shift is 8 consecutive hours for a
full-time employee. (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, 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
provisions, 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 regularly-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 overtime work. The basis on which such overtime shall
be paid shall be determined solely by the District. The overtime rate •
of one and one-half shall be computed on the basis of 1/80th of the
biweekly 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. To any 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 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 hours
worked between the hours of 6 p.m. and 6 a.m.
7.5 The night differential shall be S% of the base rate, and shall be paid ,
only for those night shifts actually worked, provided, however, that
the provisions of this subsection shall not apply to emergency or
temporary employees in the Auditorium, or to employees holding titles -
listed in Section II of the Saint Paul Salary Plan and Rates of
Compensation under the heading "Special Employments" in this
bargaining untt.
7.6 A premium pay of twenty-five cents (25C) per hour shall be paid for
all swing stage work, such as any work performed from a boatswain's
chair or a swing scaffold, fifty (50) feet or more above the ground.
All standard safety laws shall be complied with.
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ARTI E III - LEAVES OF ABSENCE
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• 8. 1 I ea e of Absence. After three months' employment, an employee may
ak application for a leave of absence not to exceed one year. A
ilea e of absence shall be granted on the basis established in the
Civ 1 Service Rules (Resolution No. 3250).
8.2 ISi Leave. Sick leave shall accumulate at the rate of .0576 of a
o ing hour for each full hour on the payroll, excluding overtime.
Si leave accumulation is unlimited. To be eligible for sick leave,
th employee must report to his supervisor no later than one-half hour
' pa his regularly-scheduled starting time. The granting of sick
Ile e shall be sub3ect to the terms and provisions of Resolution No.
. 32 of the City of Saint Paul.
8.3 IAn employee who has accumulated sick leave credits as provided above
� sh 11 be granted leave with pay, for such period of time as the head
of he department deems necessary, on account of sickness or injury of
th employee, quarantine established and declared by the Bureau of
He lth, death of the employee's mother, father, spouse, child,
br ther, sister, mother-in-law, father-in-law or other person who is a
me ber of the household; and may be granted leave with pay for such
ti e as is actually necessary for office visits to a doctor, dentist,
op ometrist, etc. , or in the case of sudden sickness or disability of
a ember of his household, making arrangements for the care of such
si k or disabled person up to a maximum of four hours sick leave.
• 8.4 IMa ernit Leave. Maternity is defined as the physical state of
I pr gnancy of an employee, commencing eight (8). months before the
� es imated date of childbirth, as determined by a physician, and ending
j si (6) months after the date of such birth. In the event o� an
i em loyee's pregnancy, the employee may apply for leave without pay at
� an time during the period stated above and the employer may approve
� su h leave at its option, and such leave may be no longer than one (1)
IIYer.
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ARTICLE IX - MILITARY LEAVE 0� ABSENCE
9. 1 Pay Allowance. Any employee who shall be a member of the National •
Guard, the Naval Militia or any other component of the militia of the
state, now or hereafter organized or constituted under state or
federal law, or who shall be a member of the Officers Reserve Corps,
the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps
Reserve or any other reserve component of the military or naval force
of the United States, now or hereafter organized or constituted under
federal law, shall be entitled to leave of absence from employment
without loss of pay, seniority status, efficiency rating, vacation,
sick leave or other benefits for all the time when such employee is �
engaged with such organization or component in training or active
service ordered or authorized by proper authority pursuant to law, ,_
whether for state or federal purposes, provided that such leave shall
not exceed a total of fifteen (15) days in any calendar year and,
further, provided that such leave shall be allowed only in case the
required military or naval service is satisfactorily performed, which
shall be presumed unless the contrary is established. Such leave
sha11 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.
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 sub�ect to such conditions as are imposed by law.
9.3 Such leaves 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.
ARTICLE X - JURY DUTY
10. 1 Any employee who is required to appear in court as a juror or witness -
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 District Office of Business and Finance. 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.
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ARTI E I - SFVERANCE PAY
• 11.1ITh Employer shall provide a severance pay program as set forth in
ith Article.
11.2ITo e eligible for the severance pay program, an employee must meet
th following requirements:
I11. 1 The employee must be 58 years of age or oldex or must be el-
iigible 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"
j criteria shall also apply to employees covered by a public
, pension plan other than PERA.
I11 22 The employee must be voluntarily separated from School Dis-
trict employment or have been subject to separation by
layoff or compulsory retirement. Those employees who are
discharged for cause, misconduct, inefficiency, incompetency
or any other disciplinary reason are not eligible for this
severance pay program.
� 11 23 The employee must have at least ten (10) years of consecu-
tive 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.
11 ?.4 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
i reinstatement or re-employment (of any type) with the City
of Saint Paul or with Independent School District No. 625.
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i11 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. If an employee requests severance pay and if the employee meets the
w I el gibility requirements set forth above, he or she will be granted
Ise erance pay in an amount equal to one-half of the daily rate of pay
fo the position held by the employee on the date of separation for
- � e h day of accrued sick leave subject to a maximum of $6,500.
ll.,l F the purpose of this severance pay program, a death of an employee
� s 11 be considered as separation of employment and, if the employee
w ld have met all of the requirements set forth above at the time of
' h or her death, payment of the severance pay may be made to the
I e loyee's estate or spouse.
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Article XI - Severance Pay (continued)
11.5 For the purpose of this severance pay program, a transfer from •
Independent School District No. 625 employment to City of Saint
Paul employment is not considered a separation of employment, and
such transferee shall not be eligible for this severance program.
11.6 The manner of payment of such severance pay shall be made in
accordance with the provisions of the School District Severance
Pay Plan already in existence.
11.7 This severance pay program shall be sub�ect to and governed by �
the provisions of the original School District Severance Pay Plan
(which allows $4,000 maximum payment) except in those cases where _
the specific provisions of this Article conflict with said
Severance Pay Plan and in such cases, the provisions of this
Article shall control.
11.8 The provisions of this Article shall be effective as of January
1, 1984.
11.9 Any employee hired prior to December 31, 1983 may, in any event,
and upon meeting the qualifications of this Article or the
original School District Basic Severance Pay Plan (which allows
$4,000 maximum payment), draw severance pay. Aowever, an
election by the employee to draw severance pay under either this
Article or the basic School District Severance Pay Plan shall •
constitute a bar to receiving severance pay from the other. Any
employee hired after December 31, 1983 shall be entitled only to
the benefits of this Article upon meeting the qualifications
herein.
11. 10 An employee of Independent School District No. 625 shall not be
eligible for the severance pay provision of this Article if such
employee is also eligible and a recipient of Early Retirement
Incentive payment under the Memorandum of Agreement with the
exclusive representative dated October 14, 1983.
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ARTI E II - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625
• 12.1 lmp oyees of the School District under policy adopted by the Board of
du ation may be reimbursed for the use of their automobiles for
ch ol business. To be eligible for such reimbursement, employees
us receive authorization from the District Mileage Committee
ti izing 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
I amount which can be paid per month is established by an estimate
- I furnished by the employee and the employee's supervisor.
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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.
ARTI LE III - SUPERVISORY ASSIGNMENT
13. 1IIAn engineer who is assigned to supervise other employees will be at
Ile st one title higher in the series than the employees he/she
Isu rvises.
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ART LE XIV - WORKING OUT OF CLASSIFICATION
14. � Th EMPLOYER shall avoid, whenever possible, working an employee on an
; ou -of-class assignment for a prolonged period of time. Any employee
� wo king an out-of-class assignment for a period in excess of fifteen
j (1 ) consecutive working days shall receive the rate of pay for the
ou -of-class assignment in a higher classification not later than the
� si teenth (16th) day of such assignment. For purposes of this
� Ar icle, an out-of-class assignment is defined as an assignment of an
�� em loyee to perform, on a full-time basis, all of the significant
! du ies and responsibilities of a position different from the
+ I� e loyee's regular position, and which is in a classification higher
II th n the classification held by such employee. The rate of pay for an
. I ap roved out-of-class assignment shall be the same rate the employee
I w ld receive if such employee received a regular appointment to the
II h her classification.
�
•
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�
ARTICLE XV - DISCIPLINE
15. 1 The EMPLOYER will discipline employees for just cause only. •
Discipline will be in the form of:
15. 11 Oral .reprimand;
15.12 Written reprimand;
15. 13 Suspension;
15.14 Reduction;
15. 15 Discharge.
15.2 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.
15.3 Employees and the UNION will receive copies of written reprimands and
notices of suspension and discharge.
15.4 Employees may examine all information in their 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.
15.5 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.
15.6 An employee to be questioned concerning an investigation of
disciplinary action shall have the right to request that a UNION
representative be present.
15.7 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
XIX.
•
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(y,c�-�3�
ART LE XVI - INSURANCE
• 16. 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 the Employer at the time of execution of this Agreement.
16. Th Employer will for the period of this Agreement provide for full-
�� ti e employees who retire after the time of execution of this
' Ag eement and until such employees reach sixty-five (65) years of age
su h health insurance contributions and life insurance contributions
as are provided by the Employer for active employees under this
� Ag eement.
16. Th Employer will for the period of this Agreement provide for half-
� Iti e employees who retire after the time of execution of this Agree-
�, me t and until such employees reach sixty-five (65) years of age fifty
pe cent (SOX) of such health insurance contributions and life
' in rance contributions as are provided by the Employer for full-time
em loyees who retire under this Agreement.
16. Em loyees who retire after execution of this Agreement must meet the
fo lowing conditions at the time of retirement to be eligible for the
' Em loyer's contributions to health insurance set forth in Articles
16 2 and 16.3:
16 41 Be receiving benefits from a public employee retirement act
at the time of retirement
• AND
16 42 Have severed his relationship with the City of Saint Paul
and Independent School District No. 625 under one of the
early retiree plans.
16. Ef ective Januar 1, 1987, in addition to meeting the eligibility
re uirements stated in 16.41 and 16.42 above, retiring employees must
lal o meet the following condition in order to be el.igible for the
� ea ly retiree insurance benefits set forth in Articles 16.2 and 16.3:
16 51 Must be at least 58 years of age and have completed 25 years
of employment with Independent School District No. 625/City
of Saint Paul
OR
� The combination of their age and their years of service must
equal eighty-five (85) or more
OR
Must have completed at least thirty (30) years of service.
Th s Article 16.5 shall not apply to any employee who was hired as a
re ular employee prior to January 1, 1978 and who has been employed
'' co tinuously since such hiring. However, the conditions of Article
'� 16 4 must be met by any such employee.
•
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Article XVI - Insurance (continued)
16.6 Effective January 1, 1987, full-time employees who retire and who •
meet the conditions set forth in 16.41 and 16.42 but who meet
none of the conditions set forth in 16.51, 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 90X 90X
83 80X 80Y
82 70X 70� -
81 60� 60�
80 SOX 50%
This Article 16.6 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 16.4 must be met by any such employee.
16.7 A retiree may not carry his/her spouse as a dependent if such
spouse is also a City retiree or City employee and eligible for
and is enrolled in the City health insurance program.
16.8 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.
16.9 For the purpose of this Article XVI, 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.
16. 10 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.
•
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�
��-�3�
Art cl XVI - Insurance (continued)
• 16 11 Notwithstanding Article 16. 10, eligible employees covered by this
Agreement and employed half-time prior to May 1, 1986, shall
receive the same insurance contributions as a full-time employee.
This Article 16.11 applies only to eligible employees who were
employed half-time during the month of April, 1986, and shall
i continue to apply only as long as such employee remains
continuously employed half-time.
16. '2 For the purpose of this Article XVI, 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
ihours per pay period, excluding overtime hours.
16. For each eligible employee, the Employer agrees to contribute the
cost of $10,000 of life insurance coverage or $2.64 per month,
whichever amount is less.
16. The contributions indicated in this Article shall be paid to the
Employer's Group Health and Welfare Plan.
16. Any cost of any premium for any City-offered employee or family
insurance coverage in excess of the dollar amounts stated in this
Article XVI shall be paid by the emplayee.
16. Except as herein provided, this insurance Article XVI shall be
• i effective June 1, 1986.
�
•
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�
ARTICLE XVII - HOLIDAYS
17. 1 Holidays Recognized and Observed - The following days shall be •
recognized and observed as paid holidays:
New Year's Day Columbus Day
Martin Luther King Day Veterans' Day
Presidents' Day Thanksgiving Day
. Memorial Day Christma.s Day
Independence Day 1�ao floating holidays.
Labor Day
, .
Fligible employees shall receive pay for each of the holidays listed
above, on which they perform no work. Whenever any of the holidays _
listed above shall fall on Saturday, the preceding Friday shall be
observed as the holiday. Whenever any of the holidays listed above
shall fall on Sunday, the succeeding Monday shall be observed as the
holiday.
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.
17.2 The floating holidays set forth in Section 17. 1 above may be taken at
any time during the contract year, subject to the approval of the
department head of any employee.
17.3 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.
17.4 If an employee entitled to a holiday is required to work on Martin
Luther King Day, Presidents' Day, Columbus Day or Veterans' Day, he
shall be granted another day off with pay in lieu thereof as soon
thereafter as the convenience of the department permits, or he shall .
be paid on a straight-time basis for such hours worked, in addition to
his regular holiday pay. If an employee entitled to a holiday is
required to work on New Year's Day, Memorial Day, Independence Day, -
Labor Day, Thanksgiving Day or Christmas Day, he shall be recompensed
for work done on this day by being granted compensatory time on a
time-and-one-half basis or by being paid on a time-and-ane-half basis
or such hours worked, in addition to his regular holiday pay.
•
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C'c�-�-��
ARTI LE III - VACATION
• 18.1 Va tion credits shall accumulate at the rates shown below for each
,fu hour on the payroll, excluding overtime.
Years of Service Hours of Vacation
—
_
lst year through 4th year .0385
Sth year through 9th year .0577
lOth year through 15th year .0654
16th year through 23rd year .0808
� 24th year and thereafter . 1000
18.2 Th head of the department may permit an employee to carry over into
' th "vacation year" beginning December 7, 1985 and each "vacation
'ye " thereafter up to eighty (80) hours of vacation.
Fo the purpose of this Article, the "vacation year" shall be the
fi al year (IRS payroll reporting year).
18.3�Th above provisions of vacation shall be subject to the Saint Paul
Sa ry Plan and Rates of Compensation, Section I, Subd. H.
18.4 If n employee has an accumulation of sick leave credits in excess of
on hundred and eighty days, he may convert any part of such excess of
va tion at the rate of one-half day's vacation for each day of sick
� le e credit. The maximum number of days vacation allowed by the
• ' co ersion of sick leave credits shall be no more than five days in
an one "vacation" year.
i
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•
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i
ARTICLE XIX - GRIEVANCE PROCEDURE
19. 1 The EMPLOYER shall recognize Stewards selected in accordance with •
UNION rules and regulations as the grievance representative of the
bargaining unit. The UNION shall notify the EMPLOYER in writing of
the names of the stewards and of their successors when so named.
19.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the �ob
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such
employee duties and responsibilities. The steward involved and a �
grieving employee shall suffer no loss of pay when a grievance is
processed during working hours provided the steward and the employee .
have notified and received the approval of their supervisor to be
absent to process a grievance and that such absence would not be
detrimental to the work programs of the EMPLOYER.
19.3 The procedure established by this Article shall be the sole and
exclusive procedure, except for the appeal of disciplinary action as
provided by Article VII, for the processing of grievances, which are
defined as an alleged violation of the terms and conditions of this
AGREEMENT. A grievance shall be resolved in conformance with the
following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to resolve the matter
on an informal basis with the employee's supervisor. If the matter is •
not resolved to the employee's satisfaction by the informal
discussion, it may be reduced to writing and referred to Step 2 by the
UNION. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the alleged section(s) of
the AGREEMENT violated, and the relief requested. Any alleged
violation of the AGREEMENT not reduced to writing by the iTNION 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.
Step 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 following 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.
•
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/,�,,�^ ���
�1 °w
Artille IX - Grievance Procedure (continued)
• St 3. Within seven (7) calendar days following receipt of a
igr vance referred from Step 2, a designated EMPLOYER supervisor shall
� ime with the Union Business Manager or his designated representative -
lan attempt to resolve the grievance. Within seven (7) calendar days
ifo lowing this meeting, the EMPLOYER shall reply in writing to the
UN N stating the EMPLOYER'S answer concerning the grievance. If, as
, a esult of the written response, the grievance remains unresolved,
Ith UNION may refer the grievance to Step 4. Any grievance not
re erred in writing by the UNION to Step 4 within seven (7) calendar
Ida s following receipt of the II�IPLOYER'S answer shall be considered
� I wa ved.
, ISt 4. If the grievance remains unresolved, the UNION may within
Ise en (7) calendar days after the response of the EMPLOYER in Step 3
Ilby written notice to the EMPLOYER, request arbitration of the
� gr evance. The arbitration proceedings shall be conducted by an
� ar itrator to be selected by mutual agreement of the EMPLOYER and the
I UN ON within seven (7) calendar days after notice has been given. If
th parties fail to mutually agree upon an arbitrator within the said
�, se en (7) day period, either party may request the Public Employment
� Re ations Board to submit a panel of five (5) arbitrators. Both the
LOYER and the UNION shall have the right to strike two (2) names
I fr m the panel. The UNION shall strike the first (lst) name; the
I EM LOYER shall then strike one (1) name. The process will be repeated
i an the remaining person shall be the arbitrator.
• 19. Th arbitrator shall have no right to amend, modify, nullify, ignore,
I ad to or subtract from the provisions of this AGREEMENT. The
' ar itrator shall consider and decide only the specific issue submitted
I i writing by the EMPLOYER and the UNION and shall have no authority
I to make a decision on any other issue not so submitted. The
a itrator shall be without power to make � decisions contrary to or
I i onsistent with or modifying or varying in any way the application
j o laws, rules or regulations having the force and effect of law. The
' a itrator's decision shall be submitted in writing within thirty (30)
I d s following close of the hearing or the submission of briefs by the
I p ties, whichever be later, unless the parties agree to an extension.
� T decision shall be based solely on the arbitrator's interpretation
' o application of the express terms of this AGREEMENT and to the facts
, I o the grievance presented. The decision of the arbitrator shall be
j f al and binding on the EMPLOYER, the UNION, and the employees.
- 19. T fees and expenses for the arbitrator's services and proceedings
j s Z1 be borne equally by the EMPLOYER and the UNION, provided that
e ch party shall be responsible for compensating its own
I r resentatives and witnesses. If either party desires a verbatim
I r cord of the proceedings, it may cause such a record to be made,
ip oviding it pays for the record.
19.I T e time limits in each step of this procedure may be extended by
i m tual agreement of the EMPLOYER and the UNION.
•
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I
Article XIX - Grievance Procedure (continued)
19.7 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.
•
•
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l,���`��
ARTI E - WAGE SCHEDULE
20. 1 he wage schedule for purposes of this contract shall be Appendix A
• tt ched hereto.
ARTI E XI - STRIKES, LOCKOUTS, WORK INTERFERENCE
21. 1 he UNIONS and the EMPLOYER agree that there shall be no strikes, work
to pages, slow-downs, sit-down, stay-in or other concerted
� nt rference with the EMPLOYER'S business or affairs by any of said
� NI NS and/or the members thereof, and there shall be no bannering
ur ng the existence of this AGREEMENT without first using all
os ible means of peaceful settlement of any controversy which may
' ri e.
ARTI E II - NON-DISCRIMINATION
22. 1 ! he terms and conditions of this Agreement will be applied to
' mp oyees equally without regard to, or discrimination for or against,
ny individual because of race, color, creed, sex, age or because of
em ership or non-membership in the Union.
22.2 mp oyees will perform their duties and responsibilities in a
on discriminatory manner as such duties and responsibilities involve
• ot r employees and the general public.
�
.
•
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I
i �V- ~���
ARTIC III - TERMS OF AGREEMENT
23.1 o ete A reement and Waiver of Bar ainin . This AGREEMENT shall
� ep sent the complete AGREEMENT between the UNION and the EMPLOYER.
e arties acknowledge that during the negotiations which resulted in
hi AGREEMENT, each had the unlimited right and opportunity to make
eq sts and proposals with respect to any subject or matter not f
e ed by law from the area of collective bargaining, and that the
om ete understandings and agreements arrived at by the parties after
he exercise of that right and opportunity are set forth in this
G . Therefore, the II�LOYER and the UNION, for the life of
hi AGREEMENT, each voluntarily and unqualifiedly waives the right,
� nd each agrees that the other shall not be obligated to bargain
ol ctively with respect to any sub�ect or matter referred to or
ov ed in this AGREII�IENT.
23.2 av s Clause. This AGREEMENT is subject to the laws of the United
ta s, the State of Minnesota, and the City of Saint Paul. In the
ve any provision of this AGREEMENT shall hold to be contrary to law
y court of competent jurisdiction from whose final �udgment or
ec e no appeal has been taken within the time provided, such
ro sion shall be voided. All other provisions shall contfnue in
ul force and effect.
23.3 e of reement. Except as herein provided, this AGREEMENT shall
e ffective as of the date �the AGREEMENT is executed by the parties
nd shall continue in full force and effect through the 31st day of
ec er, 1987, and shall be automatically renewed from year to year
• he after unless either party shall notify the other in writing by
un 1 that it desires to modifq or terminate this AGREEMENT. In
it ss th�of, the part es have caused this AGREEMENT to be executed
hi �...� day of , 1986.
23.4 i constitutes a tentative A REEMENT between the parties which will
e ecommended bq the School Board Negotiator, but is subject to the
pp val of the Board of Education, and is also subject to
at ication by the UNION.
WITNE SE :
� INDEP T SCHOOL DISTRICT 0. 625 INTERNATIONAL UNION OF OPERATING
- ENGINEERS, LOCAL N0. 967
/ !
; ,
, � �, �
BY: ,� ,
B ��' ✓ � ���-� r:_— '/..v'{'._s���
ch 1 Board Negotiato Business a e , Local 967
� .
BY: /'�"'�
oa d hairman
.
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!v-y3a
�
�
APPE IX A - WAGES
• The age rates and salary ranges for classifications in this unit are effective
Janu ry , 1986, as follows:
First After
� 6 mos. 6 mos.
Buil in Maintenance Supervisor - TVI $14.77 $
Chie 0 rating Engineer - Civic Center 14.66 15.24
Cust di -Engineer I 11.77 12.29
Cust di -Engineer I - Library 11.77 12.29
• Cust di -Engineer I - Public Safety 11.77 12.29
Cust di -Engineer. II 11.96 12.65 .
Cust di -Engineer II - Library 11.96 12.65
� Cust di -Engineer III 12.29 12.97
Cust di -Engineer III - Library 12.29 12.97
Cust di -Engineer IV 12.69 13.38
Cust di -Engineer V 13.16 13.81
Fil r lant Operator I 12.74 13.26
Fil r lant Operator II 13.49 14.04
Hou ' C stodian II 8.93
Ins um nt Repairman (Filter Plant) 13.49 14.04
Lim � Re overy Operator 12.74 13.26
Mai en nce Man 12.74 13.26
Ope ti g Engineer I - Civic Center 12.74 13.26
Ope ' ti g Engineer II - Civic Center 13.49 14.04
Pum ng Engineer I 12.74 13.26
• Pum ng Engineer II 13.49 14.04
Pum ng Engineer III 14.66 15.24
Sew P mping Station Operator 14.06 14.62
Sta ! on ry Engineer 12.74 13.26
*St io ary Fireman 12.40 12.94
Sup i ory Stationary Engineer 13.37 13.92
Tra ee (Custodian-Engineer) 6.29
Wat P ant Aide 11.78 12.32
I After After After
iStart 6 mos. 1 yr. 2 yrs.
Cus odi n $10.27 $10.56 $10.76 $11.09
' Cus od 1 Worker 9. 13 9.41 9.61 9.94
, General Matron
484 92 502. 15 520.21 540.01 559.80 581.30 593.35 607. 12
Custodian (Light Duty)
�
552 69 572.47 592.23 612.80 635.89 658.91 673.75 689.37
li Security Officer
• 54 18 568.56 589.19 611.59 635.70 662.37 676.11 693.33
- A1 -
�
I
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 District 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 per cent
(4.5�) increase less five cents (.05) per hour over the January 5, 1985
rates.
.
•
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�� _�3�
l,�-
APPE IX - WAGES
• The w ge ates and salary ranges for classifications in this unit are effective
Janua y , 1987, as follows:
First After
6 mos. 6 mos.
Bujld ng aintenance Supervisor - TVI $15.43 $
Chief',Op ating Engineer - Civic Center 15.32 15.93
Custo ia Engineer I 12.30 12.84
Custo ia F.ngineer I - Library 12.30 12.84
� Custo ia Engineer I - Public Safety 12.30 12.84
Custo ia Engineer II 12.50 13.22
Custo ia Engineer II - Library 12.50 13.22
� Custo ia Engineer III 12.84 13.55
Custo ia Engineer III - Library 12.84 13.55
Custo ia Engineer IV 13.26 13.98
Custo ia Engineer V 13.75 14.43
Filte P nt Operator I 13.31 13.86
Filte P nt Operator II 14.10 14.67
House�Cu odian II 9.33
Inst me Repairman (Filter Plant) 14.10 14.67
Lime ec ery Operator 13.31 13.86
Maint na e Man 13.31 13.86
Opera in Engineer I - Civic Center 13.31 13.86
Opera in Engineer II - Civic Center 14.10 14.67
Pumpi g gineer I 13.31 13.86
• Pumpi g gineer II 14.10 14.67
Pumpi g gineer III 15.32 15.93
Sewer 'Pu ing Station Operator 14.69 15.28
Stati na Engineer 13.31 13.86
*Stat on y Fireman 12.96 13.52
Supe is y Stationary Engineer 13.97 14.55
Train e ustodian-Engineer) 6.57
WaterlPl t Aide 12.31 12.87
After After After
Start 6 mos. 1 yr. 2 yrs.
Custa ia $10.73 $11.04 $11.24 $11.59
' Custo ia Worker 9.54 9.83 10.04 10,39
General Matron
506.7 524.75 543.62 564.31 584.99 607.46 620.05 634.44
Custodian (Light Duty)
584.6 604.47 624.23 644.80 667.89 690.91 705.75 721.37
Security Officer
• 570.7 594. 15 615.70 639.11 664.31 692. 18 706.53 724.53
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I
C�,�-�-�3�
Appl di A - Wages (continued)
Watchman II
• 626I150 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
Assi_stant 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
Per�on 1 hired for employment with the District after the date of. the signing
of 'th Agreement, to a class of positions listed in 1 above, shall be
com en ted at the "0 - 6 months" hourly wage rate during their probationary
per od After compler.ion of the probationary period, the employee shall be paid
at he "after 6 months" hourly wage rate. Employees promoted from any of the
pos ti s listed in 1 above to any position listed in 1 above shall receive the
• "af er 6 months" hourly wage rate.
Te or y and emergency employees shall be paid the minimum rate indicated in
thi' a endix for the classification in which they are employed.
Th ab ve January 3, 1987 rates represent a four and one-half per cent (4.5y)
in ea e over the January 4, 1986 rates.
.
>
•
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i
. _ ... - ,. ��p-��Q
.
�
1986 MII�IORANDUM OF AGREEMENT
—
i Memorandum of Agreement is by and between Independent School
Dist ct No. 625 and International Union of Operating Engineers, Local
No. 7. In clarification of settlement of the 1986-87 negotiations,
the rt es hereto have agreed as follows:
1. c pt as herein modified, the signed 1986-87 Collective Bargaining
r ement between the parties shall continue to be in effect until
` s ccessor contract is negotiated.
2. t c1e XVI of said Agreement shall be amended and clarified by the
dd tion of paragraph 16.31, which is attached and made a part
� er of.
It i u erstood that the above clarification shall be recommended by
the ho 1 District Negotiator, but is subject to approval and adoption
• by t ' B ard of Education.
IN S WHEREOF t arties hereto have affixed their signatures this
' day of , 1986. �
INDE SCHOOL DISTRICT N0. 625 INTERNATIONAL UNION OF OPERATING
ENGINEERS LOCAL N0. 967
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Nego at r Business Representative " � � �
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Chai n Board of Education
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' 16.31 Notwithstanding Article 16.3, eligible half-time
employees covered by this Agreement and employed
prior to January 1, 1978, and continuously employed
� since such hiring, who retire during the term of
this Agreement, shall receive the same insurance
contributions as would a full-time employee who
retires under this Agreement, until they reach 65
years of age. This Article 16.31 applies only to
eligible employees who were employed prior to
I January 1, 1978 and are employed half-time at the
time of retirement. The conditions of Article 16.4
must be met by any such employee.
Anq half-time employee appointed after January 1,
1978 shall be sub3ect to the provision of Article
16.3.
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1986 MEMORANDUM OF UNDERSTANDING �
� This em andum of Understanding is by and between the Board of Education of
Independen S ool District No. 625, Saint Paul Public Schools, and International
Union of Op ating Engineers, Local No. 967, exclusive representative for
custodia]. e ce employees in the Saint Paul Public Schools. The purpose of this
Memoranduml is to establish a clear understanding of intent of the parties
regarding on itions governing a premium pay rate for advanced training for
certain cl ss ications of employees in this bargaining unit.
Statement f tent and Purpose
It is the i ention of the Employer, during the term of this Memorandum of
Agreement th ough December 31, 1987) to initiate a program of special training
for employ es ho occupy the titles:
Cus od n Engineer III
Cus od n Engineer IV
Cus od n Engineer V
Sup rv or of Building Maintenance - TVI.
The purpos o the training will be to strenRthen the practical management skills
of these pl yees, particularly with respect to fulfilling the responsibilities
of these p rt ular titles.
It is the ' es re and intent of the Employer that all employees who occupy these
titles, bo h rrently assigned and prospectively, will complete this training at
the earli� t ssible opportunity. The training will be designed, prescribed, and
provided e Employer at no cost to the employee who has been regularly
appointed o listed title. The training will be taken during the employee's own
� unpaid tim .
The Employ r 'll provide a premium pay factor according to the following formula
for curren a future employees in these titles who have satisfactorily completed
the prescr be training course, and have delivered to the Office of School Plant
Planning a d intenance evidence of such satisfactory completion.
The premi y shall become effective with the first full pay period after
completionj of the training, but shall not be paid until the evidence of
satisfacto y mpletion has been received by the Employer. In no case shall the
premium bejef ctive retroactively for more than a 3-month period.
Premium Fo u
Title . Premium above Stated Rate
Custodi n gineer III 20� per hour
Custodi n gineer IV SOC per hour
Custodi n gineer V 80C per hour
Supervi or f Building Maintenance - TVI 80C per hour.
Interim (D ri Training) Premium Rate
Regular em lo es already certif.ied and appointed to one of these titles at the
time of a pt on of this Agreement by the Board of Education, will be granted,
sub�ect t '� t e following conditions, 40� of the - appropriate stated premium,
effective 'it the f.irst full pay period following adoption of this Agreement by
the Board f E ucation. This partial premium payment will be granted if the
employee h s a reed in writing (form to be provided by the District) that he/she
� will take he specified training, during non-duty (unpaid) hours, and expects to
complete P rt by December 31, 1986, and Part II by December 31, 1987.
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Part T mu ve been completed satisfactorily by December 31, 1986, or the
partial pr iu payment will be discontinued until such time as Part I has been
� satisfacto ly completed.
41hen the I pl yee satisfactorily completes P�rt I and presents the evidence
thereof, t p rtial premium payment will be increased to 70% of the apprn�l•iat�>
stated pre um
Part II m t ave been satisfactorilp completed by December 31, 1987, or the
partial pr iu payment will be reduced to 40% until such time as this has been
accomplish .
Employee N 1 A ointed to Title
An employe n ly appointed to one of these titles after the adoption of this
Agreement n e granted partial premium payment at such time as he/she has agreed
in writing to take the specified training within a two-year period from his/her
date of ap in ment, intending to complete Part I within the first year in title,
and Part I no later than the end of the second year from the date of appointment.
Grantin o � t s artial premium a ment shall in no wa linit or diminish the
ri ht of t strict to return the em lo ee to his her earlier classification or
title duri t e robationar eriod.
Should the em oyee fail to satisfactorily complete the training within the time
periods sp if ed above, the partial premium payment (at either the 40� or the 70Y
level) wil' b discontinued and no premium will be paid until such time as the
satisfacto c mpJ.etion has been accomplished.
� Should the emp oyee complete Part I and Part II of the training prior to the end
of the spe if d time period, then the full premium shall be paid effective with
the first , fu pay period after completion of both parts of the training.
Evidence o s isfactory completion shall have been delivered by the employee to
the Of.fice f chool Plant Planning and Maintenance before the full premium can be
paid, and tr active ad�ustment shall not exceed three months.
This Memor nd of Agreement shall be effective from the beginning of the first
full pay p ri after its adoption by the Board of Education and shall expire on
December 3 i,, 1 87.
INDEPENDEN SC OOL DISTRICT N0. 625 ,INTERNATIONAL UNION OF OPERATING
ENGINEERS LOCAL N0. 967
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Negoti tor' Business Repr nta e -
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Chairman, oar of Education v
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g! CITY OF SgINT PAUL
.:�ii'��i;'ii1 OFFICE OF TAFL CITY COIIN
�1LL CIL
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Committee Re ort
F
nan�� l�lana ement & Per�a�nel Committee.
July 3, 1986
1. Appro 1 f minutes from meeting held June 26, 1986. Approved
2. Updat ' of City of Saint Paul Retirees and Dependents members regarding retiree
insur � ce (laid over from 6/26) . Discussed
3. Discu io of policy and procedures for non-metro area job candidates (laid
over om 6/12) . Discussed
4. Resol io authorizing insurance coverage for District Council Board and
Direc rs (laid over from 4/3) . Laid over indefinitely
5. Resc►� io appr.sav�ag.,�986-�987 Labor Agreement between ��p�rn�e�t $chool
IIistr t _ . 625 and Interaa:t��..�iaa�.d�,ie�ati,a� •�,�ers I�oca� 967 and
te�cr �� ��da of Agreement between Independent Schotil bi�tt��Ct'`$o; 625 ar►d
the �` ` onal Union of Operating Eag�n�ers Laca1 967. A��d
6. Resol io authorizing execution of a 3-year lease agreement between the
city S int Paul and West Publishing Company for property along Shepard
Road tw en Chestnut and Ramsey County Adult Detention Center. approved
7. Resol io authorizing a contract for Cable Access Saint Paul (CASP) . Laid Over
� 8. Resol ' io authorizing an agreement with Minnesota Department of Public Safety,
Burea of Criminal Apprehension and the City of Minneapolis for the operation
and m 'nt nance of the Minnesota Automated Fingerprint Identification Network
(MAFI s stem for calendar year 1987. Approved
9. Resol io approving architectural contract Public Housing Agency scattered
site- us ng development between PHA and the city. Apnroved
10. Admin' tr tive Order:
D-804 uthorization for payments for Community Fourth of July celebrat�ons.
Discussed
11. Execu 've Order (laid over from 6/5) :
_ E-24: stablishment of an Employee Policy of HTLV-III Disease (AIDS) .
iscussed
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CTTY HALL SEVENTH FLOOR SAINT PAUL,MINNESOTA 5510?.
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