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99-852 , / / `��`i�� Council File # � -g$ Green Sheet # 08901 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Refened To Committee Date �� RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 1949 through December 31, 2000 Agreement between the City of Saint Paul and the Ciassified Confidential Employees Association. Benanav Blakey Bostrom Coleman H Lantry Reiter Adopted by Council: Date �� 1 T_�`t Adoption Cer[ified by Council Secretary BY� ~�,� c� �� - Approved by M : Date ��i �7�� By: Requested by Department of: Qffice of Labor Relations By: < �� 1aM�-�_ \ Form Appro ed by City Attorney By: � `a'f30�ctC4 ✓ DEPARI'MENT/OFFICF✓COUNCII.: DATE INITfATED GREEN SHEET No.: 08901 �� `��- LABOR RELATTONS 8/26/99 CONTACI' YERSON & PHONE: p ��`�� "� 7LJLIE KRAUS 266-6488 ,�ICN t D�enxTn�T D�R _ a cirrcour�cn. NUMBER 2CITYATTORNEY CITYCI-FRK MUSf BE ON COUNCII. AG�ti'DA BY (DATE) FOR 3 MAY�OR (OR ASST.) � �" & MGT. SERVICE DIIL ROUTING ORDER TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNAT(JRE) ncnox xeQues-ren: This resolution approves the attached January 1, 1999 through December 31, 2000 Agreement between the City of Saint Paul and the Classified Confidential Employees Association. RECOMM£NDATIQNS: Appmve (A) or Re}ect (R) , PERSONAL SEHViCE CONTRACI'S A4[JST AIVSWER THE FOLLOWING QUESTIONS: _PI,ANNING COM�IISSION _CIVIL SERVICE COMIvIlSSION 1. Haz this person/fivn ever worked under a contract for this depaztment? CB COMMIITEE 5 '� NO STAFF 2. Has this person/fiIm ever been a city employee? _DISTRICT COURT Yes No SUPPORTS WHICH COt7NCIL OBJECTIVE? 3. Does this person/firm possess a skill not notmally possessed by any cu�rent city employee? Yes No Explain sIl yes aoswers on separah sheet and attach to green sheet IN117ATING PROBLEM, ISSUE, OPPORI'[JNITY (Who, What, When, W here, Why): ADVANTAGESIR APPROVED: DISADVAN7'AGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FUNDING SOURCE: ACCIVI'I'Y NLSMBER: FINANCIAL INFORMATION: (EXPLAI� f�BS@�l�t �;�Tt}�Y � � . ,�.:. � '+s a. . ATTACHIvIENT TO THE GREEN SHEET CLASSIFIED CONFIDEN`I`IAL EMPLOYEES ASSOCIATION aq - �Sa-- Below is a sutnmary of the chan�es in the collective bazg�ing agreement between the City of Saint Paul and the Classified Confidential Employees Association. The new contract is for the period of January 1, 1999 through December 31, 2000. Wages: 1999: 2.5% (Split: 2.0% effecfive O1/02/99, 0.5% effective 07/03/99) 2000: 3.0% (Effective Ol/Ol/00) Health Insurance: Clerical & Technical Groun 1999: Single $193.25 per month (Full Single) Family $383.12 per month 2000: Single $211.61 per month (Full Single) Family $401.48 per month Professional Group 1999: Single Family 2000: Single Family $300.00 per month $352.04 per month $295.00 per month $375.54 per month * The single contribution is reduced by $5.00 per month in the year 2000. This wili mean a reduction in the unused benefit dollar amount retnrned to employees at the end of the year and helps accomplish the City's goal of paying benefit dollazs for benefits. Vacation (for Professional Group only): Effective 01/01/2000, the Classified Confidential Employees Association employees in the Professional Group with five to seven yeazs of service will receive three additional vacafion days. Language Changes (Summary): Eligibility far retroactivity was clarified as only being available for those employees employed by the City at the time of signing the contract. Other changes to the language aze basically of a housekeeping nature for clarification and clean up. � �q •8'S� �� ._ ��_ ,� - - �.:�- � � � � � _. -- ,. �. � ._ �—� � -1999-�000.� � _ � �, _ < ,� � , _ , AG�E�M�NT=B�TWEEN '=: � q�. , ' _ _ � . . ' . _ ' _ - _ . ` �'HE CITY OF SAINT P�UL ` , ` �' : A1�r�� — '< , . � , �� . .- _ ; : =' — „_ - —. _ � , — e — ,_ ` �I'�'Y OF SAiNT P�i;UL `- , _ �ASSIFIED;CUNFIDENT�AI;.�MPLO�?�ES ` - ' ASSOC�iT��l�t.` fi 5 ' ' .- � �� . � � - . _ . -' - � . J. _ '_ ` - _ 1. � _ '- � � `-._ . ' � ..� • � ` � . � • ARTICLE • • ��X aq�� TITLE PAGE Preamble................................................. ii 1 Recognition ................................................1 2 Check off ..................................................2 3 Hoursof Work ..............................................2 4 Work Breaks ...............................................4 5 Holidays ...................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ................................................8 8 Residency ..................................................9 9 Vacation ..................................................10 10 Insurance .................................................11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records ..........................................18 13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 14 Wages ....................................................19 I S Maintenance of Staudards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 16 Leavesof Absence ..........................................20 17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights .........................................23 19 Seniority ..................................................23 20 Discipline .................................................25 21 LegalServices .............................................26 22 I�3o Strike- No Lockout ......................................26 23 Severance Pay .............................................26 24 Nondiscrimination .......................................... 30 25 26 Sick Leave Usage for Dependent Caze . . . . . . . . . . . . . . . . . . . . . . . . . . 30 TermsofAgreement ........................................31 Appendix................................................ A1 i � PREAMBLE I ' � � ► This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the C� • Employer, and the City of Saint Paul Classified Confidential Employees Association, hereinafter refeaed to as the Association, has as its purpose the promotion of harmonious zelations between the Employer and the Association, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. ii ARTICLE 1 - RECOGNITION �� 1.1 The Employer recognizes the Association as the sole and exclusive bargaining agent for • the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as ouilined in the certification by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 be]ow. 1.2 The bazgaiwing unit covered by this Agreement shali consist of the following: All classified confidentiai employees employed in: City Attorney's Office, Budget Office, Offices of the Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group Accounting Technician II Benefits Specialist Clerical Trainee Clezk I Clerk II Clerk III Clerk IV Clerical Supervisor EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Human Resources Technician III Secretary Seeretary (Stenographer) Service Worker II Clerk-Typist I • Cierk-Typist II Clerk-Typist III Professional Group Budget Analyst Budget Assistant Chief Budget Analyst Claims Manager Employee Benefits Coordinator Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III Research Analyst I Risk Analyst Selection & Validation Specialist Senior Budget Analyst Training & Org. Development Specialist Workers Compensation Claims Adm. • 1 ARTICLE 1- RECOGNITION (Continued) 13 Any present or future employee who is not an Association member shall be requ'ued to • contribute a fair shaze fee for services rendered by the Association, and upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shaIl remain operative oniy so iong as specificaily provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article 1, Section 13. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Associarion membership initiation fee assessments and once each month dues from the pay of those empioyees who individuatly request in writing that such deductions be made. The aznounts to be deducted shall be certified to the Employer by a representative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by • the fsst of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The Association agrees to indemnify and hold the Fanployer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 The normal work day sha11 be seven and three/fourths (7'/<) consecutive hours per day, excluding a forry-five (45) minute lunch period, fifteen (15) minutes of wbich shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven ('n day period. 33 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. • 2 ARTICLE 3- HOURS OF WORK (Continued) • 3.5 Time on the payroll in excess ofthe normal hours set forth above in this ART'ICLE shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading "Clerical and Technical Group" shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory rime on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/SOth of the biweekly rate. ��/�� 3.7 An employee working in a title listed in Article 1.2 under the heading, "Professional Group;' and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). The method of this compensation shall be determined solely by the Employer. An employee working in a title listed in Article 1.2 under the heading "Professional Group," and which is in Salary Gtade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensauon shall be determined solely by the Empioyer. 3.8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall � not apply to employees in this bargaining unit working under a title listed in Article 1.2 under the heading, "Professionai Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulietin boazds at all times. It is also understood that deviation from posted work schedules shall be permissibie due to emergencies or acts of God, and overtime may be required. C \ J 3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shali be guaranteed four hours pay. These provisions, however, sha11 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 empioyees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any gerson whose regulaz scheduled workday is less than four hours. 3 AI2TICLE 3- HOURS OF WORK (Confinued) 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with � the Employer, work schedules other than schedules limited by the normai work day and work week as set forth 'in Articles 3.1, 3.2 and 3.3. Overtime compensation for employees working under such agreements shatl be subject to the provisions, for same, as set forth by the Fair Labor Standards Act. 3.12 For employees who wish to share a position, the Employer will attempt to provide options for implement5ng a sharing arrangement. Such an arrangement must be mutually agreed upon by the Emptoyer and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shazed position is terminated or ternvnates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If at the end of ten ( t 0) days such vacancy cannot be filled, the Employer shall have the opfion of increasing the remaining employee's work hours. 3.13 Articles 31 I and 3.12 shall not be subject to the provisions of Article 6 of this Agreement. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods All employees work schedules shall provide for a fifteen minute rest period • during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting time, helshe shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Memoriat Day CIuistmas Day Independence Day Two floating holidays Labor Day • 0 ARTICLE 5 - HOLIDAYS (Continued) � 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 fails on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a 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 calendaz date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract yeaz, subject to the approval of the Department Head of anp employee. 53 Eligibility Requirements In order to be eligible for a holiday with pay, an employee's name must appeaz on the payroli 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 shail receive holiday pay. 5.4 Not withstanding Article 5.3, effective April I, 1984 a temporary employee shall be eligible for holiday pay only after such empioyee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. �� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shali recognize stewazds selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLQYER in writing of the names of the stewazds and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is 1'united by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours oniy when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in 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, 6.3 For the purposes of this Article 6, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. C� 5 ARTTCLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) . 6.4 Grievances shall be resolved in conformance with the following procedure: Steo i Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward 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 Steg 2 by the Association. The written grievance shall set forkh the nature of the grievance, the facts on which it is based, the aileged section(s) of the Agreement violated, and tfie relief requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Sten 2 Within seven (?) work days after receiving the written grievance a designated Employer supervisor shall meet with the Association stewazd and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shaIl reply in writing to the Associafion within seven ('� work days following tlus meeting. The Association may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employei s written answer. Any grievance not refened in writing by the Association within seven (7) work days following receipt of the Employer's answer shall be considered waived. Steo 3 Within seven (7) work days foIIowing receipt of a grievance referred from Step Z, • a designated Employer supervisor shall meet with the Association Business Manager or his/her designated representative, the employee and the stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Employer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not refeaed in writing by the Association to Step 4 within seven (7) work days foIlowing receipt of the EmpIoyer`s answer shaIl be considered waived. O�tional Mediation Step If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Empioyer may, within ten (10} caiendar days, request mediation. Iftiie parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit � � 5a ARTICLE 6- EMPLOYEE RIGHT5 - GRIEVANCE PROCEDURE � � (Continued) • 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractual time lunit for moving the grievance to azbitration shail be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not appiy and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential, 6. If the grievance is not resolved and is subsequently moved to azbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediatoi • during grievance mediation, with respect to their positions concerning resolution or offers of settlement, may be used or referred to during arbitration. Stev 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The azbitration proceedings shali be conducted by an azbitrator to be selected by mutual agreement of the Employer and the Association within se�en (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Empioyment Relations Boazd to submit a panei of five (5) azbitrators. Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (]st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the azbitrator. 6.5 The arbitrator shali have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted. The azbitrator shall be without power to make decisions contrary to or inconsistent with or • 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) modifying or varying in any way the application of laws, rules, or regulations having the • force and effect of law. The azbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. T'he decision shall be based solely on the azbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the azbitrator shall be final and binding on the Employer, the Association and the employees. 6.6 The fees and expenses for the azbihator's services aztd proceedings shall be bome eqeially by the Employer and the Association, provided that each parry 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. 6.7 The time limits in each step of tius procedure may be ea�tended by mutuai agreement of the Employer and the Association. 6.8 It is understood by the Association 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 azbitration under the Civil Service Rules. If an issue is • determined by the provisions of the Civil Service Rules it shaIl not again be submitted for azbiiration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Articies 311 and 3.12 of this Agreement. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and empioyees for the use of tfieir own automobiles in the performance of their duties, the fottowing provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Depaztment 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 $4.00 per day for each day the employee's vehicle is actuaily used in perfomung the duties of the employee's position. In addition, the employee sha21 be reimbursed $.20 per mite for each mile actuaIly driven. • � ARTICLE 7 - CITY MILEAGE (Continued) aj j � • 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, ihen the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. Type 2 If an employee is required to use hislher own automobile REGULARLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 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 detertnines 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 reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personai caz available foz City business. Such pazking will be provided only for the days the employee is required to have his or her own personal car available. • 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming 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 �davits 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 $10�,0001$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 Faul named as an additional insured. These rules and regulations, together with the amendment thereto, shali be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to ali empioyees covered by this Agreement. C� 7 ARTICLE 9 - VACATION 91 Each employee working in a tiUe listed in Article 1.2 under the heading "Clerical and Technical Group" shall accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st yeaz thru 4th yeaz Sth yeaz thru 9th yeaz I Oth yeaz thru I Sth yeaz 16th yeazthru 23rd year 24th yeaz and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (i9 days} .0885 (23 days) .1000 (26 days) 9.2 Each employee working in a title listed in Article 12 under the heading "Professional Group" shall accumulate vacarion at the rates shown beiow for each full fiour on the payroil, excluding overtime. Years of Service 1 st year thru 4�' yeaz 5�' yeaz thru '7`� year 8th yeazthru ]Sth year 16th year tlu u 19th yeaz Twenty yeazs and beyond Hours of Vacation .d577 (15 days) .Ob92 (18 days) .0846 (22 days) .0962 (25 days) .1000 (26 days) 93 The Head of the Department may permit an emptoyee to carty over up to one hundred twenty (120) hours of vacaiion into the ne�t "vacation year." For the purpose of this article, the 'bacation yeaz" shall be the fiscal yeaz (IRS payroll reporting yeaz). 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacation annually. Payment will be at the discretion of the Department Head and additionally, limited by the availability of funds in the Department's Budget. Article 9.5 shail not be subject to the provisions of Arcicle 6 of this Agreement. � U • • 10 � • • ARTICLE 10 - INSURANCE Active Employees ��'�� 10.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the employer shall be solely controlied by the contracts negotiated by the Employer and the benefit providers. The Empioyer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered pians agree to accept any changes in benefits wiuch a specific provider implements. 10.2 For each eligible employee working under a title listed in ARTICLE 1.2 under the heading "Cierical and Technical Group," who is employed full time and who selects employee health coverage provided by the EMPLOYER, the EMPLOYER agrees to contribute the full cost of the single health insurance premium. Effective for the January, 1999 insurance premiums, for each eligible employee who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $383. 12 per month, whichever is less. Retroactive payment adjustments shall apply only to Employees who were empioyed by the City as of the date of signing of this contract. 10.3 Effective for the January, 2000 insurance premiums, for each eligible full-time employee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $383.12 plus the 2000 single coverage premium increase amount per month, whichever is less. 10.4 Effective for the January, 1999 insurance premiums, for each eligible full-time employee working under a Ude listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $300.00 per month toward the cost of 5ingle Health Insurance Coverage, or $352.04 per month toward the cost of Family Health Insurance Coverage. Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of this contract. 10.5 Effective for the January, 2000 insurance premiums, for eligible full-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $295.00 per month towazd the cost of Single Health Insutance Coverage, or $352.04 plus 50% of the 2000 family coverage premium inerease amount per month towazd the cost of Family Health Insurance Coverage. 10.6 For the purpose of this ARTICLE 10, full-rime benefits will apply to those part-time employees who appeaz on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annuai open enroliment or speciai enrollments, or the six month period preceding initial enrollment. 11 ARTICLE 10 - INSURANCE (Continued) Three-qnarter Time benefits will apply to those part-time employees who appeaz on the • payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or speciai enrollments, or the six month period preceding initial enrollment. Half-tune benefits will apply to those part-Yune employees who appear on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments, or the six month period preceding initial enrollment. 10.7 For each eligible employee covered by this AGREEMENT who is eligible for half-time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute fifty percent (50%) of the amount contributed for employees eligible for fuII-time benefits with the same single or family selection in the same insurance plan. For each eligible employee covered by Uvs AGREEMENT who is eligible for three- quarter tune benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75%) of the aznount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance ptan. Part-time employees who aze permanently appointed to a full-time (80 hours per biweekly • pay period) position after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at Ieast forty hours in a monthly qualifying pay period as a full-time empioyee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be reduced to the benefit level applicable for the hows scheduled by the department. Such reduction sha11 tatce effect on the first month the emptoyee does not complete a monthly qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a title listed in AR'I'ICLE 1.2 under the heading "Clerical and Technical Group," and who has selected health insurance covera$e, the EMPLOYER agrees to contribute the cost of $20,000 tife insurance. Emp2oyees who waive participation in the health insurance plan shall not be eligible for this life insurance, nor shall they be eligible to participate in any optionat coverages or flexible spending accounts. � U 12 i ARTICLE 10 - INSURANCE (Continued) 10.9 Under the "Cafeteria Plan," employees working in a title listed in AItTICLE 1.2 under the heading "Professional" must select at least single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the nearest fuli thousand if they elect to pazticipate. For the purpose of this section, the employee's annual salary shail be based on the empioyee's salary as of the month prior to the annual open enrollment. Any unused portion of the EMPLOYER'S contriburion for which a participating empioyee is eligibie is defined as unused benefit dollazs, not salary, and shall be paid to the employee as taYable income. Such payment will be made during the month of December for the insurance yeaz. Employees who waive participation shall not be eligible to participate in any coverages or flexible spending accounts, and shall not be eligible for the payment of unused benefit dollazs. 10.10 Employees covered by this Agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating empioyees shall be paid by the employee. • 10.11 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account as offered by the Bmployer. The service fee chazged to participating employees shall be paid by the Employer. 10.12 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. Retiree Insurance for Cierical, Technical and Professional Employees 10.13 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer conhibutions, listed in Sections 10.14 through 10.24 below, towazd a health insurance plan offered by the Employer: 10.13(1) 10.13(2) Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and �q.�5a. 10.13(3) Service requirements for retiree health insurance eligibility will not include years of service with 5chool District No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. • 13 ARTICLE 10 - INSURANCE (Continued) Early Retirees 10.14 This Section agplies to empioyees who: 10.14(i) Retire on or after January 1, 1996, and 16.14(2) Have completed riventy (20) yeazs full-time service with the City of Saint Paul, unless receiving a disabiliTy pension from the City of Saint Paul, and 10.14(3) Were appointed prior to January 1,1996, and 10.14(4) Meet the terms set forth in Section 10.13 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Emptoyer agrees to contribate a maYimum of $350.00 per month toward the cost of single or family heaith inswance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $S,OOO life insurance coverage for employees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under ttte heading of "Clerical and Technical Group," until the retiree attains the age of sixty-five (65) Onty dependents of record at the time of retirement shall be eiigible for City contribution. CJ When such early retiree attains age siacty-five (65), the provisions of Sec6on 10.16 shali . appiy. 10.15 This Section shal] apply to employees who: 10.15(1) Retire on or after 7anuary 1, 1996, and have completed riventy (20) yeazs fulI-time with the City of Saint Paul, unIess receiving a disability pension from the City of Saint Paul, and 10.15(2) Were appointed on or after January 1, 1996, and 10.15(3) Have not attained age sixty-five (65) at retirement, and 10.15(4) Meet the conditions of Section 10.13 above, and 10.15(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to contribute a maxnnum of $300.00 per month tawazd the cost of single health insurance coverage; no employer contribution will be applied to the cost of dependent heaith insuraace coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $5,000 life insurance until the retiree attains the age of siaity-five (65). CJ 14 C� ARTICLE 10 - INSURANCE (Continued) When such eazly retiree attains age sixty-five (65), the provisions of Section 10.17 shall apply. Regular Retirees (Age 65 and over) 10.16 This Section shall apply to full-time employees who: 10.16(1) Retire on or a$er 7anuary 1, 1996, and 10.16(2) Were appointed prior to 7anuary 1, 1996, and 10.16(3) Have completed twenty (20) years fuli-time with the City of Saint Paul, unless receiving a disabiIity pension from the City of Saint Paul, and 10.16(4) Have attained age sixty-five (65) at retirement, and 10.16(5) Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insurance plan offered by the Employer. c�q-$5� The Employer agrees to contribute up to a maxunum of $550.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage wili be provided. Only dependents of record at the time of retirement shall be eligible for City contribution. • 10.17 This Section shall apply to full-time employees who: 10.17(1) 10.17(2) 10.17(3) 10.17(4) 10.17(5) 10.17(6) Retire on or after Januazy 1, 1496, and Were appointed on or after January 1, 1996, and Have completed twenty (20) yeazs fuil-time service with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and Have attained age sixry-five (65) at retirement, and Meet the conditions of Section 10.13 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.00 per month towazd the cost of singie health insurance coverage; no empioyer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. • 10.18 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months of employment, the eligibility will be determined by the previous forty- eight (48) months before the reduction. 15 ARTICLE 10 - INSURANCE (Continued) 10. I 9 Employees who have completed iwenty (20) years of full-time service with tke City of • Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in the City's medical plan continuously until retirement shall be eligible for full-time benefits at retirement. 10.20 Eazly or Regulaz Retirees who aze eligible for Employer contribution towazds the cost of single coverage only may continue dependent health insurance coverage at their own expense. Retiring employees who do not meet the Employer's eligibility requirements at retirement may conYinue coverage at Yheir own expense if they meet the eligibility requirements of Chapter 471.61 (formerly Chapter 488) of Minnesota Statute. Survivor Insuraace 10.21 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or illness which was deternuned to have arisen out af and in the course of his/her employment under worker's compensation law shall continue to be eligibie for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree who retired under Section 10.14 or a regular retiree who retired under Secrion 10.16, the dependents of the retiree shall have the • option, within thiriy (30) days, to continue the current health insurance coverage which said dependents previously had, at the premium and $mgloyer coatribution accorded to the eligible deceased retiree. Dependents not of record at the time of retirement may continue coverage at their own eapense. In the event of the death of an eazly or regulaz retiree who was eligible for Employer contribution towazds single health insurance coverage only, dependents on the Employer's plan at the time of the retiree's death may continue coverage at their own expense. It is fiuther understood that coverage shall cease in the event of: 10.21(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 1 Q.21(2) The employment of the surviviag spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heaith insurance for the first ninety (90) days of said employment. r1 LJ 16 C� ARTICLE 10 - INSURANCE (Continued) 10.22 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. 10.23 The contributions indicated in Article 10 shall be paid to the Employer's third party administrator. �i�'�� 10.24 The following list of employees is a good faith effort by the City and the Associarion to identify employees, as of this contract date, who were hired by the City of Saint Paul prior to January I, 1991, and who have less than twenty (20) years of service with the City of Saint Paul upon reaching the age of sixry (60). The intention of the parties is to include only those employees that aze represented by the Association prior to 3anuary 1,1996, and are still empioyed by the City as of the signing of this Agreement. 10.24(1) The foilowing employees will qualify for health insurance coverage as specified below at the age of sixty (60) with a minimtun of fifteen (15) years of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sia�ty (60) and attain (20) yeats of service with the City, they may qualify as provided for under this Agreement. • Janice Bunde Janice Gaughan Mike Foley The Empioyer agrees to contribute a maximum of $350.00 per month toward the cost of single health insurance coverage offered to Early Retirees. L3pon reaching the age of sixty-five (65), the Employer agrees to contribute a m�imum of $550.00 towards the cost of single health insurance coverage offered to Regulaz Retirees. Any unused portion shall not be paid to the retiree. No Employer contribution will be appiied to the cost of dependent health insurance coverage, nor will Survivors of these empioyees be eligible for Employer contribution. • 17 ARTICLE 11 - WORKING OUT OF CLASSIFICATION i l. i Any employee working an out-of-class assignment for more Than 5 consecutive days shall � receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification Iugher than the classification heid by the employee. The rate of pay for an approved out-of-class assignment sha21 be the same rate the employee would receive if such employee received a regulaz appointment to the next higher classification in the employee's cunent class series. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of the ne� higher classificafion in the job series: Clerk I Clerk-Stenographer I Clerk-Typist I ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed . with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bazgaining unit may, during usual working hours, with the approval of the supervisor, review any material ptaced in the empioyee's personnel file, after fust giving proper notice to the supervisor in custody of such file. 123 Any member of the bazgaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Pa� for such action. • m ARTICLE 13 - BULLETIN BOARDS qq�$ � 13.1 The Employer shall provide reasonable bulletin space for use by the Union in posting notices of Union business and acrivities, said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin boazd is subj ect to approval of the Deparkment Head. ARTICLE 14 - WAGES 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Empioyer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reciassification takes place. • 14.2 The rates in the wage schedule in Appendix A shall reflect the following adjustments: Effective January 2, 1999: Effective July 3, 1999: Effective January ], 2000 Two percent (2.0%) increase One half percent (0.5%) increase Three percent (3,0%) increase Retroactive pay adjustments shall apply only to empioyees who were employed by the City as of the date of signing this contract. Members of the Association transferring to another bazgaining unit that has already received a retroactive adjustment for similar effective dates and percentages shall receive retroactive pay from these effective dates through the date of their leaving this Association. C� 19 ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, � overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest m;n;rnum standard set forth in the Civil Service Rules of tke City of Saint Paul and the Saint Paul Saiary 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 Ageement. ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employrnent, an emptoyee may make applicafion for a leave of absence not to exceed one yeaz. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolufion No. 3250). 16.2 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/her supervisor no later than one-half hour past his/her regular scheduled starting rime. The grantiag of sick leave sha�t be subject to the terms and provisions of Resolution No. 3250, of the City of Saint Paui. 16.3 Any empioyee who has accumulated sick leave credits as provided above shalt 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, quazantine estabiished by a public health enforcement agency, 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 tite kousehold; an8 may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in acrive service in time of war or other emergency declazed by the proper authority of any of the military or naval forces of the state or of the United States for wluch leave is not otherwise ailowed 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 aze imposed by law. Such leaves of absence as aze granted under AR'fICLE 18 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shail confer no additionaI benefits other than those granted by said statute. . 20 ARTICLE 16 - LEAVES OF ABSENCE (Continued) �(�'�5a � 16.5 Severance Pay - Empioyees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount pertnitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty - Any employee who is required during his/her regular working hours to appear in court as a juror or wimess, except as a wimess in his/her own behalf against the CITY, shall be paid his/her regular pay while he/she is so engaged. Provided, however, that any fees that the employee may receive from the court for such service shali be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the norma] daytime shift, shall be rescheduled to work the normal daytune shift during such tune as he/she is required to appeaz in court as a juror or witness. 16.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's grandpazent or grandchild. 16.8 Any employee elected or appointed to a fuil time paid position by the exclusive representative may be granted a leave of absence withoat pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. • 16.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City empioyee. Such paid sick leave eligibility shall begin upon certification by the employee's attend'usg physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive pazent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be eactended an additionai twelve (12) months by mutual agreement between the employee and the Employer. Refusai on the part of the Employer to grant an ea�tension of such leave shali not be subject to the provisions of Article 6 of this Agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenute as the one held }ust prior to the beginning of their leave. 16.10 Educafion Leave - Leave with pay may be granted for educaUonal purposes at the option of the Employer. . 21 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.11 Voluntary Leave - No Pay - A full-time employee may be granted np io 480 hours of � voluntary leave of absence without pay during the fiscal yeaz. During such leave of absence, the employee shall continue to eam and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this Articie 16.11 is subject to the approval of the Department Head. This provision shall be effective August 1, 1993. ARTICLE 1"7 - MILITARY LEAVE OF ABSENCE 17.1 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 federai law, or who shatt be a member of the Off cer's 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 hereafrer organized or constituted under Federallaw, shatl be entitted to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tune when such employee is engaged with such organization or component in training ar acfive service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, pmvided that such leave shall not exceed a total of fifteen (15) days in any calendaz yeaz, and further provided that such leave skall be allowed onty in case the required military or naval service is • satisfactorily perfortned, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (i) returns to his/her position nnmediately 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 retuming by physical or mental disability or ottter cause not due to such emptoyee's own fault, or (3) is required by proper authority to continue in such military or navai service beyond the time herein limited for such leave. • 22 ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Association recognizes the right of the City to operate and manage its affairs in all • respects in accordance with applicable laws and regulations or appropriate authorities. AIl rights and authority which the City has not officially abridged, delegated or modified by this Agreement are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, wluch include, but aze not limited to, such areas of discretion or policy as the funcuons and programs of the Employer, its overail budget, utilization of technology, and organizational structure and selection and direction and number of pezsonnel. ARTICLE 19 - SENIORITY 19.1 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 ciass title on the same date, the seniority shail be deterxnined by employee's rank on the eligible list from which certification was made. 19.2 Senioriry shall terminate when an employee retires, resigns, or is dischazged. c �q.�5a • 19.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wi11 be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all tiUes listed on the corresponding line under Column B. The Department will identify such least senior employee in the department reducing positions, and shall notify said empioyee of hislher reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Office shali decide which vacant positions the affected employee shall fill. If no vacancy e�rists in such fitles, then the least senior City employee in such tiUes shall be identified, and if the employee affected by ihe original departmental reduction is more senior, helshe shali have the right to claim that position and the least senior City employee in such titles shall be the employee laid off. For the purQoses of this article, the Boazd of Education is not included as a City department nor is a Boazd of Education empioyee included as a City employee. • 23 ARTICLE 19 - SENIORITY (Continued) Column A Column B � Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier I, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator I Data Entry Operator I, DaYa Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equip. Operator Trainee, Duplicating Equip. Operator Dupticating Equip. Operator, Duplicating Equip. Operator Trainee 19.4 In cases where there are promotional series such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these tiUes to which ciass seniority wou[d keep them from being Iaid off, before layoffs aze made by any class title within any department. 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same promotional series as his/her current title, thai employee will be offered a reduction to the title within the bazgaining unit to which he/she was regulazly appointed immediately prior to his/her current tifle, so long as there is either a vacancy or if no vacancy exists a Iess senior employee in such title may be displaced. In cases where an employee to be laid offhas held no regulaz appointment to any titles immediately prior to hislher current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactorily complete a six-month probationary period in such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such empioyee's name witi be placed on the reinstatement register in his/her farmer titte and "bumping" rights herein shall not again apply to such employee. • r1 LJ 24 ARTICLE 19 - SE1vIORITI' (Continued) q`� • Ttris procedure will be followed by the Ciry for City employees, and by the Boazd of Education for Board of Fducation employees; however, City employees being reduced or laid off may not displace Boazd of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, �cept that recall rights shall expire a8er two yeazs of layoff. ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimand; 203 Suspension; 20.4 Reduction; 20.5 Dischazge • The listing above of 20.1 through 20.5 does not indicate that such forms of discipiine must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and dischazges wili be in written form. 20.3 Empioyees and the Association will receive copies of written reprimands and notices of suspension and dischazge. 20.4 Empioyees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times undez direct supervision of the Bmpioyer. 20.5 Discharges will be preceded by a five (5) calendar day preliminary suspension without pay. During said period, the employee and/or Association may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) calendaz day period, the Employer may affirm the suspension and dischazge in accordance with Civil Service Rules, or may modify or withdraw same. 20.6 An employee who is being questioned in a disciplinary investigation which could lead to discipline of the employee shall be offered the right to have an Association representative • present during questioning. 25 ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or wiltfui or wanton neglect of duty, the Empioyer � shali defend save hazmless and indemnify an employee, and/or his/her estate, against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwittzstanding Article 21.1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal acrion where the employee is the Plaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encoutage, sanction or support any strike, or the withholding in whole or in pazt of the full performance of their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of Yhis article, the Employer will wam employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to retum to his/her full dufles within twenty-four (24) hours of such warning may be subject to the penalties provided in the PubIic Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform availabie work, shali be instituted by . the Employer andlor its appointing authorities during the life of this Agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide three distinct severance pay plans as set forth in this Article. EIigibility Requirements 23.2 To be eligible for any of the severance pay pians, an employee must meet the following requirements: 23.2(1) The employee must be voluntarily separated from City employment or have been subject to sepazation by Iayoff or compulsory retirement. Those empIoyees who ue discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay plan. C� 26 ARTICLE 23 - SEVERANCE PAY(Continued) 23.2(2) The employee must file a waiver of re-employment with the Director of Human Resources, which wiil cleazly indicate that by requesting severance pay, the employee • waives ali claims to reinstatement or re-empioyment (of any type), with the City. Severance Pay Plan i(All CCEA members) 233 In addition to the requirements listed in 23.2, an empioyee must meet the foilowing requirements: 233(1) 23.3(2) 23.3(3) The employee must be regvlaziy appointed to a title covered by this Agreement prior to January 1, 1990. The empioyee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the time of sepazation. The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her separation from service. 233(4) The employee must be 58 yeazs of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. • 233(5) The ma�timum amount of money that any employee may obtain through this severance pay plan is $6,500 to be calculated as set forth in Section 23.6 below. Severance Pay Plan 2(Clerical and Technical CCEA members only) 23.4 For each eligible employee working in a titie listed in ARTTCLE 1.2 under the heading "Clerical and Technical Group," the Employer shall provide a severance pay plan as set forth in this section 23.4. In addition to the requirements listed in 23.2, an employee must meet the following requirements: �,�5� 23.4(1) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her sepatation from service. C � J z� ARTICLE 23 - SEYERANCE PAY(Continued) 23.4(2) The yeazs of service requirement and conesponding maximum amount of money that any employee may obtain through this severance pay plan is shown in the table below to be calculated as set forth in Sectioa 23.6 below. Years of Service with fhe City At Least 20 21 22 23 24 25 Masimum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 10,000 Severaace Pay Piaa 3(Professional CCEA members oaly) 23.5 For each eligible employee working in a title listed in ARTICLE 1.2 under the heading "Professional Group," the Employer shall provide a severance pay plan as set forth in this section 23.5. In addition to the requirements Iisted in 23.2, an emgIoyee must meet the following requirements: C� 23.5 (1) The employee must be 58 yeazs of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other Yhan PERA, such employees . must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. 23.5(2) 23.5(3) 23.5(4) The employee must have an accumulated balance of at least eighty (SO) days of sick leave credits at the time of his/her separation from service. The employee must have at 2east riveniy (20) years of service under the classified or unclassified Civil Service at the time of sepazation, the last five of which must be consecutive. The maximum amount of money that any employee may obtain ttirough this severance pay pian is $10,000 to be calculated as set forth in Section 23.6 below. 23.6 If an employee requests severance pay and if the emplayee meets the eligibitity requirements set forth above, he/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 sepazarion for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. • 2a ARTICLE 23 - SEVERANCE PAY(Continued) 23.7 For the purpose of this severance plan, an employee who voluntarily separates from • employment with the City of Saint Paul for empioyment with Independent School I?istrict No. 625 shali be eligible for severance pay if the employee meets the eligibility requirements set forth above. 23.8 For the gurpose of this Article, for those empioyees trired by the City before February 27, 1998, employment in either the City or in the Independent School District No. 625 may be used in meeting the years of service requirements in Section 233, Section 23.4 or Secrion 23.5. Employees hired by the City, or transferring to the City, on or after February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the years of service requirements in Section 233, Section 23.4 or Section 23.5. 23.9 This severance pay plan shall be subject to and governed by the provisions of City Ordinance No. i 1490 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. 23.10 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.11 For the purpose of these severance pay plans, the death of an employee shall be considered as separation of empioyment and if the employee would have met all of the • requirements set forth above, (at the time of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. �R'� 23.12 Employees may qualify for either Severance Pay Plan 1(Section 23.3) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An election by an employee to draw severance pay under one Section shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. 23.13 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this ARTTCLE or City Ordinance 1149Q as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shail only be entitled to the benefits of this Article upon meeting the qualifica6ons herein. . 29 ARTICLE 24 - NONDISCRIMINATION 24.1 The terms and conditions of this Agreement will be applied to employees equally without • regazd to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Association. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. 24.3 Employees covered by this contract will be covered by the City Policy regazding nondiscrimination and sexual hazassment, as well as agplicable local, state and federal laws. ARTICLE 25 - SICK LEAVE USAGE FOR DEPENDENT CARE 25.1 In the case of a serious illness or disability of an employee's cluld, pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or make azrangements for the caze of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumutated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. 25.2 The Head of the Department or the Human Resources Director may require a physician's certificate or additionai certificates at any time during an employee's use of sick leave for the purposes stated in 25.1 above. All such certificates shall be forwarded by the • appointing officer to the Human Resources Office. If an empIoyee is absent because of the provisions of Article 25.1 for three or fewer calendaz days he/she shall submit to the head of the Department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three catendar days, no fiu'ther sick leave shall be granted unless or until a physician is consulted. T'he sick leave may be continued from and inctude the day of consultation, but otily if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Human Resources Office. 253 No sick teave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the sarisfaction of the Department Head that the failure to report was excusable. 25.4 An emgtoyee shall be paid uuder the provisions of this pazagraph only for Yhe aumber of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. C� 30 • \J � ARTICLE 26 - TERMS OF AGREEMENT 26.1 Compiete Agreement and Waiver of Bargaining - This Agreement shall represent the complete Agreement between the Association and the CiTy of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collecfive bazgaiuing, and that the compiete understaudings and agreements arrived at by the parties after the exercise of that right and opportuniry aze set forth in this Agreement. Therefore, the City and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savings Clause - T7vs Agreement is subject to the laws ofthe United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fmal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 263 Terms of AGREEMENT - This Agreement shall be in full farce and effect from January 1, 1999 thru December 31, 2000 and sha11 be automatically renewed from yeaz to year thereafter unless either party sha11 notify the other in writing by June 1, that it desires to modify or terminate this Agreement. In witness whereof, the parties have caused this Agreement to be executed this 2`1 day of August 1999. �/ � i 26.4 This constitutes a tentative Agreement between the parties wkuch will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratificafion by the City of Saint Paul Classified Confidential Employees Associafion. WITNESSES: CITY OF SAINT PAUL �,�a�,� Terry Haltiner Labor Relations Manager CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION ohn Brandtjen Association President 31 i APPENDIX A CLERICAL TITLES GRADE 07C 804C CLBRICAL TRAINEE A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. � ��) �3) � � �� 1-2-99 71236 737.19 760.99 787.82 814.64 845.41 86132 893.40 904.21 915.00 7-3-99 715.92 740.88 764.79 791.76 818.71 849.64 865.63 897.87 908.73 919.58 1-i-00 737.40 763.11 787.73 815.51 843.27 875.13 891.60 924.81 935.99 947.17 GRADE 09C 111 C CLERK T 1-2-99 742.13 766.97 ?94.79 820.61 85136 880.20 899.06 934.25 945.05 955.86 7-3-99 745.84 770.80 798.76 824.71 855.62 884.60 903.56 938.92 949.78 960.64 1-1-00 768.22 793.92 822.72 849.45 881.29 911.14 930.67 967.09 97827 989.46 GRADE lOC 100C SERVICE WORKER II i 1-2-99 759.02 783.87 807.68 836.48 86330 895.04 91935 956.05 966.84 977.64 7-3-94 762.82 787.79 811.72 840.66 867.62 899.52 923.45 960.83 971.67 982.53 I-1-00 785.70 811.42 836.07 865.88 893.65 926.51 951.67 989.65 1000.821012A1 GRADE 11 C 12 ] C CLERK-TYPIST I 1-2-99 769.96 796.75 825.55 85334 88412 919.35 941.91 976.69 987.49 99831 7-3-99 773.81 800:73 829.68 857.61 888.54 923.95 946.62 981.57 992.43 100330 1-1-00 797.02 824.75 854.57 88334 915.2Q 951.67 975.021Q11.Q21022.20 1Q33.4Q GRADE 16C 112C CLERK II 1-2-99 85535 887.12 920.43 455.82 946.83 1038.51 1065.121111.67 1122.47 1133.28 7-3-99 859.63 891.56 925.03 960.601001.81 1043.701070.451117.23 ll28.08 1138.95 1-1-00 885.42 91831 952.78 989.421031.861075A1 1102.561150.751161.921173.12 GRADE 18C 122C CLERK-TYPIST II • 1-2-99 892.07 922.68 966.541006.091047.75 1095.25 1123.05 1170.461181.261192.06 7-3-99 896.53 927.29 97137 1011.12 1052.991100.73 1128.67117631 1187.17 1198.02 1-1-00 923.43 955.11 1000.51 1041.45 1084.581133.751162.53 1211.601222.791233.96 q�� - Al - • APPENDIX A - CLERICAL (Cuntinued) GRADE 23C 113C CLERK III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 1006.09 1047.75 1095.25 1142.73 1194.86 1244.67 1279.40 1331.49 134230 1353.12 7-3 -99 1 a11.121052.991100.73 1148.441200.83 1250.89 1285.80 133 8.15 1349.01 1359.89 1-1-00 1041.45 1084.58 1133.75 1182.89 1236.85 1288.42 132437 1378.29 1389.48 1400.69 GRADE 24C 123C CLERK-TYPIST III 1-2-99 1032.70 1079.01 1124.17 1175.15 1229.61 1281.72 1317.60 1372.65 13 83.45 1394.26 7-3-99 1037.86 1084.41 1129.79 1181.03 1235.76 1288.13 1324.19 1379.51 139037 1401.23 1-1-00 1069.00 1116.94 1163.68 1216.46 1272.83 1326.77 1363.92 1420.90 1432.08 1443.27 GRADE 29C 045C CLERK IV • 1-2-99 1145.04 1200.63 1253.95 1314.15 1373.22 1438.04 1478.60 1540.76 1551.58 156239 7-3-99 1150.77 1206.63 1260.22 1320.72 1380.09 1445.23 1485.99 1548.46 155934 1570.20 1-1-00 1185.29 1242.83 1298.03 136034 1421.491488.591530.57 1594.91 I 606.12 161731 GRADE 31 C 297C HUMAN RESOURCES RECORDS CLERK 248C SBCRETARY 1-2-99 1209.88 1263.18 1322.26 1382.51 1448.49 1515.68 1558.51 1623.08 1633.89 1644.70 7-3-99 1215.93 1269.50 1328.87 1389.42 1455.73 1523.26 156630 1631.20 1642.06 1652.92 1-1-00 1252.41 13 07.59 13 68.74 1431.10 1499.40 1568.96 1613.29 1680.14 1691.32 1702.51 GRADE32C 249C SECRETARY (STENOGRAPHER) 1-2-99 1243.51 1302.53 1360.47 1424.18 1490.22 1559.68 1604.88 1674.78 1685.59 16963 8 7-3-99 1249.73 1309.04 1367.27 143130 1497.67 1567.48 1612.90 1683.15 1694.02 1704.86 1-1-00 1287.22 I 34831 1408.29 1474.24 1542.60 1614.50 1661.24 1733.64 1744.841756.01 GRADE 33C 402C BENEFITS SPECIALIST • 1-2-99 1277.06 1338.47 1399.86 1463.55 1531.88 1604.88 1650.02 1720.61 1731.41 1742.22 7-3-99 1283 .45 1345.16 14�6.86 1470.87 1539.54 1612.90 1658.27 1729.21 1740.07 1750.93 1- I-00 1321.95 I 3 85.51 1449.07 1515.00 1585.73 1661.29 1708.02 1781.09 1792.27 1803.46 q q,$� �_v� APPENDIX A - CLERICAL (Continued) • GRADE 34C 506C CLERICAL SUPERVISOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 1314.15 1373.22 1438.04 1502.96 1573.57 2650.02 1695.18 1768.81 1779.65 1'790.44 7-3-99 1320.72 1380.09 1445.23 1510.47 1581.44 165827 1703.66 1777.65 1788.55 179939 1-1-00 136034 1421.49 1488.59 1555.78 1628.88 1708.02 1754.77 1830.98 1842.21 185337 APPENDIX A TECA1vIICAL TITLES GRAAE 30S 201 C EDP PROGRAMMER TRAINEE A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 I 169.95 1219.41 1268.85 1324.78 13 81.73 1441.93 1478.50 1541.07 1555.87 1570.65 7-3-99 1175.80 1225.51 1275.19 13 31.40 13 88.64 1449.14 1485.89 1548.78 1563.65 1578.50 • 1-I-00 1211.0712b2.281313.451371.341430.301492.b11530.471595.241610.561625.86 GRADE 34S 686C ACCOUNTING TECHNICIAN II 1-2-99 1290.41 1348.44 1406.49 1467. �8 1532.27 1598.90 1641.97 1709.11 1723.91 173 8.69 7-3-99 1296.86 1355.18 ]413.52 1475.12 1539.93 1606.89 1650.18 1717.66 1732.53 174738 1- i-00 1335.77 1395.84 1455.93 151937 1586.13 1655.10 1699.69 1769.19 1784.51 1744.80 GRADE 36S 567C EDP PROGRAMMER 1-2-99 1360.28 141437 1480.67 1545.17 1613.98 1687.04 1732.27 1805.18 1819.95 1834.73 7-3-99 1367.08 1426.47 1488.07 1552.90 1622.05 1695.53 1740.93 1814.21 1829.05 1843.90 1-1-00 1408.09 1469.26 1532.71 1599.49 1670.71 1746.40 1793.16 1868.64 1883.92 1899.22 GRADE 40S 921 C HIJMAN RESOURCBS TECI-INICIAN III • 1-2-99 1511.49 1573.58 1644.71 1714.70 1794.99 1883.27 192239 2001.66 2016.46 2031.25 7-3-99 1519.05 1581.45 1652.93 1723.27 1803.96 1892.69 1932.00 2011.67 2026.54 2041.41 1-1-00 1564.62 1628.89 1702.52 1774.97 1858.08 1949.47 1989.96 2072.02 2087.34 2102.65 - A3 - ��'��a APPENDIX A PROFESSIONAL TITLES U GRADE 07R 331C AtJMAN RESOURCES SPECIALIST I 392C RESEARCH ANALYST I 630C BUDGET ASSISTANT A B C D E F G 10-yr. 15-yr. ( CZ) ( ( ( ( (�) ( ( 1-2-99 1225.70 1274.77 1327.25 1392.21 1462.97 153 5.98 161121 1659.13 1'707.00 7-3-99 1231.83 1281.14 1333.89 1399.17 1470.28 1543.66 1619.27 1667.43 1715.54 1-1-00 1268.78 1319.57 1373.91 1441.15 1514.39 1589.97 1667.85 1 � 17.45 1767.01 GRADE 11R 332C HUMAN RESOURCES SPECIALIST II 1-2-99 1379.70 1435.58 1492.60 I 566.73 1644.28 1727.60 18ll .95 1862.11 1921.47 7-3-99 13 86.60 I442.76 1500.06 1574.56 1652.50 1736.24 1821.01 1871.42 1931.08 1-1-00 1428.20 1486.04 154 5.06 1621.80 1702.08 1788.33 1875.64 1927.56 1489.01 GRADE 13R 631 C BUDGET ANALYST • 1-2-99 1464.09 1521.14 1582.70 1662.56 174237 1830.23 1923.73 1979.63 2035.46 7-3-99 1471.41 1528.75 1590.61 1670.87 1751.08 183938 193335 1989.53 2045.64 1-1-00 I515.55 1574.61 1638.33 1721.00 1803.61 1894.56 199135 2049.22 2107.01 GRADE 14R 333C HLIMAN RESOURCES SPECIALIST III 309C TRAINING AND ORG DEVELOPMENT SPEC. 1-2-99 1507.46 1566.73 1629.46 1710.48 1797.14 1884.98 1979.63 2037.78 2098.24 7-3-99 1515.00 1574.56 1637.61 1719.03 1806.13 1894.40 1989.53 2047.97 2108.73 1-1-00 1560.45 1621.80 1686.74 1770.60 1860.31 1951.23 2049.22 2109.41 2171.99 GRADE O15 247C RISK ANALYST • 1-2-99 1553.07 1615.77 1678.50 1760.66 1849.58 1940.85 2037.78 2100.55 2162.12 7-3-99 1560.84 1623.85 1686.891769.461858.83 1950.55 2047.97 2111.05 2172.93 1-1-00 1607.67 1672.57 1737.50 1822.54 1914.59 2009.07 2109.41 2174.38 2238.12 - A4 - vl `�� APPENBTX A - PROFESSIONAL (Continned) GRADE 16R 413C SELECTION & VALIDATION SPEC. 224C EMPLOYEE BENEFITS COORDINATOR A B C D E F G 10-yr. I S-yr. C1) (2) �3) �4) (5) �6) C7) �g) �9) 1-2-99 1594.61 1658.50 1723.49 1810.17 1900.28 1994.94 2095.29 2156.90 2219.62 7-3-99 1602.58 1666.79 1732.11 1819.22 1909.78 2004.91 2105.77 2167.68 2230.72 1-i-00 1650.66 1716.79 1784.07 1873.80 1967.07 2065.06 2168.94 2232.71 2297.64 GRADE 19R 620A WORKERS COMPENSATION CLAIMS AD 632C SENIOR BUDGET ANALYST 1-2-99 1748.10 1816.51 1887.21 1981.91 2081.12 2184.91 2295.55 2360.55 2431.25 7-3-99 1756.84 1825.59 1896.65 1991.82 2091.53 2195.83 2307.03 237235 2443.41 1-1-0� 1809.55 1880.36 1453.55 2051.57 2154.28 2261.70 2376.24 2443.52 2516.71 GRADE26R 569A CLAIMS MANAGER 633C CHIEF BUDCET ANALYST • � 1-2-99 214�.30 2231.65 2322.88 2434.66 2559.04 2686.74 282016 2904.57 2987.85 7-3-99 2158.04 2242.81 2334.49 2446.83 2571.84 2700.17 2834.26 2919.09 3002.79 1-1-00 2222.78 2310.09 2404.52 2520.23 2649.00 2781.18 2919.29 3006.66 3092.87 ��,��a - AS - , / / `��`i�� Council File # � -g$ Green Sheet # 08901 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Refened To Committee Date �� RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 1949 through December 31, 2000 Agreement between the City of Saint Paul and the Ciassified Confidential Employees Association. Benanav Blakey Bostrom Coleman H Lantry Reiter Adopted by Council: Date �� 1 T_�`t Adoption Cer[ified by Council Secretary BY� ~�,� c� �� - Approved by M : Date ��i �7�� By: Requested by Department of: Qffice of Labor Relations By: < �� 1aM�-�_ \ Form Appro ed by City Attorney By: � `a'f30�ctC4 ✓ DEPARI'MENT/OFFICF✓COUNCII.: DATE INITfATED GREEN SHEET No.: 08901 �� `��- LABOR RELATTONS 8/26/99 CONTACI' YERSON & PHONE: p ��`�� "� 7LJLIE KRAUS 266-6488 ,�ICN t D�enxTn�T D�R _ a cirrcour�cn. NUMBER 2CITYATTORNEY CITYCI-FRK MUSf BE ON COUNCII. AG�ti'DA BY (DATE) FOR 3 MAY�OR (OR ASST.) � �" & MGT. SERVICE DIIL ROUTING ORDER TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNAT(JRE) ncnox xeQues-ren: This resolution approves the attached January 1, 1999 through December 31, 2000 Agreement between the City of Saint Paul and the Classified Confidential Employees Association. RECOMM£NDATIQNS: Appmve (A) or Re}ect (R) , PERSONAL SEHViCE CONTRACI'S A4[JST AIVSWER THE FOLLOWING QUESTIONS: _PI,ANNING COM�IISSION _CIVIL SERVICE COMIvIlSSION 1. Haz this person/fivn ever worked under a contract for this depaztment? CB COMMIITEE 5 '� NO STAFF 2. Has this person/fiIm ever been a city employee? _DISTRICT COURT Yes No SUPPORTS WHICH COt7NCIL OBJECTIVE? 3. Does this person/firm possess a skill not notmally possessed by any cu�rent city employee? Yes No Explain sIl yes aoswers on separah sheet and attach to green sheet IN117ATING PROBLEM, ISSUE, OPPORI'[JNITY (Who, What, When, W here, Why): ADVANTAGESIR APPROVED: DISADVAN7'AGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FUNDING SOURCE: ACCIVI'I'Y NLSMBER: FINANCIAL INFORMATION: (EXPLAI� f�BS@�l�t �;�Tt}�Y � � . ,�.:. � '+s a. . ATTACHIvIENT TO THE GREEN SHEET CLASSIFIED CONFIDEN`I`IAL EMPLOYEES ASSOCIATION aq - �Sa-- Below is a sutnmary of the chan�es in the collective bazg�ing agreement between the City of Saint Paul and the Classified Confidential Employees Association. The new contract is for the period of January 1, 1999 through December 31, 2000. Wages: 1999: 2.5% (Split: 2.0% effecfive O1/02/99, 0.5% effective 07/03/99) 2000: 3.0% (Effective Ol/Ol/00) Health Insurance: Clerical & Technical Groun 1999: Single $193.25 per month (Full Single) Family $383.12 per month 2000: Single $211.61 per month (Full Single) Family $401.48 per month Professional Group 1999: Single Family 2000: Single Family $300.00 per month $352.04 per month $295.00 per month $375.54 per month * The single contribution is reduced by $5.00 per month in the year 2000. This wili mean a reduction in the unused benefit dollar amount retnrned to employees at the end of the year and helps accomplish the City's goal of paying benefit dollazs for benefits. Vacation (for Professional Group only): Effective 01/01/2000, the Classified Confidential Employees Association employees in the Professional Group with five to seven yeazs of service will receive three additional vacafion days. Language Changes (Summary): Eligibility far retroactivity was clarified as only being available for those employees employed by the City at the time of signing the contract. Other changes to the language aze basically of a housekeeping nature for clarification and clean up. � �q •8'S� �� ._ ��_ ,� - - �.:�- � � � � � _. -- ,. �. � ._ �—� � -1999-�000.� � _ � �, _ < ,� � , _ , AG�E�M�NT=B�TWEEN '=: � q�. , ' _ _ � . . ' . _ ' _ - _ . ` �'HE CITY OF SAINT P�UL ` , ` �' : A1�r�� — '< , . � , �� . .- _ ; : =' — „_ - —. _ � , — e — ,_ ` �I'�'Y OF SAiNT P�i;UL `- , _ �ASSIFIED;CUNFIDENT�AI;.�MPLO�?�ES ` - ' ASSOC�iT��l�t.` fi 5 ' ' .- � �� . � � - . _ . -' - � . J. _ '_ ` - _ 1. � _ '- � � `-._ . ' � ..� • � ` � . � • ARTICLE • • ��X aq�� TITLE PAGE Preamble................................................. ii 1 Recognition ................................................1 2 Check off ..................................................2 3 Hoursof Work ..............................................2 4 Work Breaks ...............................................4 5 Holidays ...................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ................................................8 8 Residency ..................................................9 9 Vacation ..................................................10 10 Insurance .................................................11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records ..........................................18 13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 14 Wages ....................................................19 I S Maintenance of Staudards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 16 Leavesof Absence ..........................................20 17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights .........................................23 19 Seniority ..................................................23 20 Discipline .................................................25 21 LegalServices .............................................26 22 I�3o Strike- No Lockout ......................................26 23 Severance Pay .............................................26 24 Nondiscrimination .......................................... 30 25 26 Sick Leave Usage for Dependent Caze . . . . . . . . . . . . . . . . . . . . . . . . . . 30 TermsofAgreement ........................................31 Appendix................................................ A1 i � PREAMBLE I ' � � ► This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the C� • Employer, and the City of Saint Paul Classified Confidential Employees Association, hereinafter refeaed to as the Association, has as its purpose the promotion of harmonious zelations between the Employer and the Association, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. ii ARTICLE 1 - RECOGNITION �� 1.1 The Employer recognizes the Association as the sole and exclusive bargaining agent for • the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as ouilined in the certification by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 be]ow. 1.2 The bazgaiwing unit covered by this Agreement shali consist of the following: All classified confidentiai employees employed in: City Attorney's Office, Budget Office, Offices of the Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group Accounting Technician II Benefits Specialist Clerical Trainee Clezk I Clerk II Clerk III Clerk IV Clerical Supervisor EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Human Resources Technician III Secretary Seeretary (Stenographer) Service Worker II Clerk-Typist I • Cierk-Typist II Clerk-Typist III Professional Group Budget Analyst Budget Assistant Chief Budget Analyst Claims Manager Employee Benefits Coordinator Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III Research Analyst I Risk Analyst Selection & Validation Specialist Senior Budget Analyst Training & Org. Development Specialist Workers Compensation Claims Adm. • 1 ARTICLE 1- RECOGNITION (Continued) 13 Any present or future employee who is not an Association member shall be requ'ued to • contribute a fair shaze fee for services rendered by the Association, and upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shaIl remain operative oniy so iong as specificaily provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article 1, Section 13. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Associarion membership initiation fee assessments and once each month dues from the pay of those empioyees who individuatly request in writing that such deductions be made. The aznounts to be deducted shall be certified to the Employer by a representative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by • the fsst of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The Association agrees to indemnify and hold the Fanployer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 The normal work day sha11 be seven and three/fourths (7'/<) consecutive hours per day, excluding a forry-five (45) minute lunch period, fifteen (15) minutes of wbich shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven ('n day period. 33 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. • 2 ARTICLE 3- HOURS OF WORK (Continued) • 3.5 Time on the payroll in excess ofthe normal hours set forth above in this ART'ICLE shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading "Clerical and Technical Group" shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory rime on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/SOth of the biweekly rate. ��/�� 3.7 An employee working in a title listed in Article 1.2 under the heading, "Professional Group;' and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). The method of this compensation shall be determined solely by the Employer. An employee working in a title listed in Article 1.2 under the heading "Professional Group," and which is in Salary Gtade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensauon shall be determined solely by the Empioyer. 3.8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall � not apply to employees in this bargaining unit working under a title listed in Article 1.2 under the heading, "Professionai Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulietin boazds at all times. It is also understood that deviation from posted work schedules shall be permissibie due to emergencies or acts of God, and overtime may be required. C \ J 3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shali be guaranteed four hours pay. These provisions, however, sha11 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 empioyees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any gerson whose regulaz scheduled workday is less than four hours. 3 AI2TICLE 3- HOURS OF WORK (Confinued) 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with � the Employer, work schedules other than schedules limited by the normai work day and work week as set forth 'in Articles 3.1, 3.2 and 3.3. Overtime compensation for employees working under such agreements shatl be subject to the provisions, for same, as set forth by the Fair Labor Standards Act. 3.12 For employees who wish to share a position, the Employer will attempt to provide options for implement5ng a sharing arrangement. Such an arrangement must be mutually agreed upon by the Emptoyer and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shazed position is terminated or ternvnates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If at the end of ten ( t 0) days such vacancy cannot be filled, the Employer shall have the opfion of increasing the remaining employee's work hours. 3.13 Articles 31 I and 3.12 shall not be subject to the provisions of Article 6 of this Agreement. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods All employees work schedules shall provide for a fifteen minute rest period • during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting time, helshe shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Memoriat Day CIuistmas Day Independence Day Two floating holidays Labor Day • 0 ARTICLE 5 - HOLIDAYS (Continued) � 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 fails on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a 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 calendaz date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract yeaz, subject to the approval of the Department Head of anp employee. 53 Eligibility Requirements In order to be eligible for a holiday with pay, an employee's name must appeaz on the payroli 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 shail receive holiday pay. 5.4 Not withstanding Article 5.3, effective April I, 1984 a temporary employee shall be eligible for holiday pay only after such empioyee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. �� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shali recognize stewazds selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLQYER in writing of the names of the stewazds and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is 1'united by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours oniy when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in 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, 6.3 For the purposes of this Article 6, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. C� 5 ARTTCLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) . 6.4 Grievances shall be resolved in conformance with the following procedure: Steo i Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward 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 Steg 2 by the Association. The written grievance shall set forkh the nature of the grievance, the facts on which it is based, the aileged section(s) of the Agreement violated, and tfie relief requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Sten 2 Within seven (?) work days after receiving the written grievance a designated Employer supervisor shall meet with the Association stewazd and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shaIl reply in writing to the Associafion within seven ('� work days following tlus meeting. The Association may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employei s written answer. Any grievance not refened in writing by the Association within seven (7) work days following receipt of the Employer's answer shall be considered waived. Steo 3 Within seven (7) work days foIIowing receipt of a grievance referred from Step Z, • a designated Employer supervisor shall meet with the Association Business Manager or his/her designated representative, the employee and the stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Employer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not refeaed in writing by the Association to Step 4 within seven (7) work days foIlowing receipt of the EmpIoyer`s answer shaIl be considered waived. O�tional Mediation Step If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Empioyer may, within ten (10} caiendar days, request mediation. Iftiie parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit � � 5a ARTICLE 6- EMPLOYEE RIGHT5 - GRIEVANCE PROCEDURE � � (Continued) • 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractual time lunit for moving the grievance to azbitration shail be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not appiy and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential, 6. If the grievance is not resolved and is subsequently moved to azbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediatoi • during grievance mediation, with respect to their positions concerning resolution or offers of settlement, may be used or referred to during arbitration. Stev 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The azbitration proceedings shali be conducted by an azbitrator to be selected by mutual agreement of the Employer and the Association within se�en (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Empioyment Relations Boazd to submit a panei of five (5) azbitrators. Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (]st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the azbitrator. 6.5 The arbitrator shali have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted. The azbitrator shall be without power to make decisions contrary to or inconsistent with or • 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) modifying or varying in any way the application of laws, rules, or regulations having the • force and effect of law. The azbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. T'he decision shall be based solely on the azbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the azbitrator shall be final and binding on the Employer, the Association and the employees. 6.6 The fees and expenses for the azbihator's services aztd proceedings shall be bome eqeially by the Employer and the Association, provided that each parry 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. 6.7 The time limits in each step of tius procedure may be ea�tended by mutuai agreement of the Employer and the Association. 6.8 It is understood by the Association 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 azbitration under the Civil Service Rules. If an issue is • determined by the provisions of the Civil Service Rules it shaIl not again be submitted for azbiiration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Articies 311 and 3.12 of this Agreement. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and empioyees for the use of tfieir own automobiles in the performance of their duties, the fottowing provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Depaztment 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 $4.00 per day for each day the employee's vehicle is actuaily used in perfomung the duties of the employee's position. In addition, the employee sha21 be reimbursed $.20 per mite for each mile actuaIly driven. • � ARTICLE 7 - CITY MILEAGE (Continued) aj j � • 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, ihen the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. Type 2 If an employee is required to use hislher own automobile REGULARLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 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 detertnines 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 reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personai caz available foz City business. Such pazking will be provided only for the days the employee is required to have his or her own personal car available. • 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming 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 �davits 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 $10�,0001$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 Faul named as an additional insured. These rules and regulations, together with the amendment thereto, shali be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to ali empioyees covered by this Agreement. C� 7 ARTICLE 9 - VACATION 91 Each employee working in a tiUe listed in Article 1.2 under the heading "Clerical and Technical Group" shall accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st yeaz thru 4th yeaz Sth yeaz thru 9th yeaz I Oth yeaz thru I Sth yeaz 16th yeazthru 23rd year 24th yeaz and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (i9 days} .0885 (23 days) .1000 (26 days) 9.2 Each employee working in a title listed in Article 12 under the heading "Professional Group" shall accumulate vacarion at the rates shown beiow for each full fiour on the payroil, excluding overtime. Years of Service 1 st year thru 4�' yeaz 5�' yeaz thru '7`� year 8th yeazthru ]Sth year 16th year tlu u 19th yeaz Twenty yeazs and beyond Hours of Vacation .d577 (15 days) .Ob92 (18 days) .0846 (22 days) .0962 (25 days) .1000 (26 days) 93 The Head of the Department may permit an emptoyee to carty over up to one hundred twenty (120) hours of vacaiion into the ne�t "vacation year." For the purpose of this article, the 'bacation yeaz" shall be the fiscal yeaz (IRS payroll reporting yeaz). 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacation annually. Payment will be at the discretion of the Department Head and additionally, limited by the availability of funds in the Department's Budget. Article 9.5 shail not be subject to the provisions of Arcicle 6 of this Agreement. � U • • 10 � • • ARTICLE 10 - INSURANCE Active Employees ��'�� 10.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the employer shall be solely controlied by the contracts negotiated by the Employer and the benefit providers. The Empioyer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered pians agree to accept any changes in benefits wiuch a specific provider implements. 10.2 For each eligible employee working under a title listed in ARTICLE 1.2 under the heading "Cierical and Technical Group," who is employed full time and who selects employee health coverage provided by the EMPLOYER, the EMPLOYER agrees to contribute the full cost of the single health insurance premium. Effective for the January, 1999 insurance premiums, for each eligible employee who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $383. 12 per month, whichever is less. Retroactive payment adjustments shall apply only to Employees who were empioyed by the City as of the date of signing of this contract. 10.3 Effective for the January, 2000 insurance premiums, for each eligible full-time employee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $383.12 plus the 2000 single coverage premium increase amount per month, whichever is less. 10.4 Effective for the January, 1999 insurance premiums, for each eligible full-time employee working under a Ude listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $300.00 per month toward the cost of 5ingle Health Insurance Coverage, or $352.04 per month toward the cost of Family Health Insurance Coverage. Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of this contract. 10.5 Effective for the January, 2000 insurance premiums, for eligible full-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $295.00 per month towazd the cost of Single Health Insutance Coverage, or $352.04 plus 50% of the 2000 family coverage premium inerease amount per month towazd the cost of Family Health Insurance Coverage. 10.6 For the purpose of this ARTICLE 10, full-rime benefits will apply to those part-time employees who appeaz on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annuai open enroliment or speciai enrollments, or the six month period preceding initial enrollment. 11 ARTICLE 10 - INSURANCE (Continued) Three-qnarter Time benefits will apply to those part-time employees who appeaz on the • payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or speciai enrollments, or the six month period preceding initial enrollment. Half-tune benefits will apply to those part-Yune employees who appear on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments, or the six month period preceding initial enrollment. 10.7 For each eligible employee covered by this AGREEMENT who is eligible for half-time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute fifty percent (50%) of the amount contributed for employees eligible for fuII-time benefits with the same single or family selection in the same insurance plan. For each eligible employee covered by Uvs AGREEMENT who is eligible for three- quarter tune benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75%) of the aznount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance ptan. Part-time employees who aze permanently appointed to a full-time (80 hours per biweekly • pay period) position after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at Ieast forty hours in a monthly qualifying pay period as a full-time empioyee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be reduced to the benefit level applicable for the hows scheduled by the department. Such reduction sha11 tatce effect on the first month the emptoyee does not complete a monthly qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a title listed in AR'I'ICLE 1.2 under the heading "Clerical and Technical Group," and who has selected health insurance covera$e, the EMPLOYER agrees to contribute the cost of $20,000 tife insurance. Emp2oyees who waive participation in the health insurance plan shall not be eligible for this life insurance, nor shall they be eligible to participate in any optionat coverages or flexible spending accounts. � U 12 i ARTICLE 10 - INSURANCE (Continued) 10.9 Under the "Cafeteria Plan," employees working in a title listed in AItTICLE 1.2 under the heading "Professional" must select at least single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the nearest fuli thousand if they elect to pazticipate. For the purpose of this section, the employee's annual salary shail be based on the empioyee's salary as of the month prior to the annual open enrollment. Any unused portion of the EMPLOYER'S contriburion for which a participating empioyee is eligibie is defined as unused benefit dollazs, not salary, and shall be paid to the employee as taYable income. Such payment will be made during the month of December for the insurance yeaz. Employees who waive participation shall not be eligible to participate in any coverages or flexible spending accounts, and shall not be eligible for the payment of unused benefit dollazs. 10.10 Employees covered by this Agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating empioyees shall be paid by the employee. • 10.11 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account as offered by the Bmployer. The service fee chazged to participating employees shall be paid by the Employer. 10.12 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. Retiree Insurance for Cierical, Technical and Professional Employees 10.13 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer conhibutions, listed in Sections 10.14 through 10.24 below, towazd a health insurance plan offered by the Employer: 10.13(1) 10.13(2) Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and �q.�5a. 10.13(3) Service requirements for retiree health insurance eligibility will not include years of service with 5chool District No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. • 13 ARTICLE 10 - INSURANCE (Continued) Early Retirees 10.14 This Section agplies to empioyees who: 10.14(i) Retire on or after January 1, 1996, and 16.14(2) Have completed riventy (20) yeazs full-time service with the City of Saint Paul, unless receiving a disabiliTy pension from the City of Saint Paul, and 10.14(3) Were appointed prior to January 1,1996, and 10.14(4) Meet the terms set forth in Section 10.13 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Emptoyer agrees to contribate a maYimum of $350.00 per month toward the cost of single or family heaith inswance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $S,OOO life insurance coverage for employees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under ttte heading of "Clerical and Technical Group," until the retiree attains the age of sixty-five (65) Onty dependents of record at the time of retirement shall be eiigible for City contribution. CJ When such early retiree attains age siacty-five (65), the provisions of Sec6on 10.16 shali . appiy. 10.15 This Section shal] apply to employees who: 10.15(1) Retire on or after 7anuary 1, 1996, and have completed riventy (20) yeazs fulI-time with the City of Saint Paul, unIess receiving a disability pension from the City of Saint Paul, and 10.15(2) Were appointed on or after January 1, 1996, and 10.15(3) Have not attained age sixty-five (65) at retirement, and 10.15(4) Meet the conditions of Section 10.13 above, and 10.15(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to contribute a maxnnum of $300.00 per month tawazd the cost of single health insurance coverage; no employer contribution will be applied to the cost of dependent heaith insuraace coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $5,000 life insurance until the retiree attains the age of siaity-five (65). CJ 14 C� ARTICLE 10 - INSURANCE (Continued) When such eazly retiree attains age sixty-five (65), the provisions of Section 10.17 shall apply. Regular Retirees (Age 65 and over) 10.16 This Section shall apply to full-time employees who: 10.16(1) Retire on or a$er 7anuary 1, 1996, and 10.16(2) Were appointed prior to 7anuary 1, 1996, and 10.16(3) Have completed twenty (20) years fuli-time with the City of Saint Paul, unless receiving a disabiIity pension from the City of Saint Paul, and 10.16(4) Have attained age sixty-five (65) at retirement, and 10.16(5) Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insurance plan offered by the Employer. c�q-$5� The Employer agrees to contribute up to a maxunum of $550.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage wili be provided. Only dependents of record at the time of retirement shall be eligible for City contribution. • 10.17 This Section shall apply to full-time employees who: 10.17(1) 10.17(2) 10.17(3) 10.17(4) 10.17(5) 10.17(6) Retire on or after Januazy 1, 1496, and Were appointed on or after January 1, 1996, and Have completed twenty (20) yeazs fuil-time service with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and Have attained age sixry-five (65) at retirement, and Meet the conditions of Section 10.13 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.00 per month towazd the cost of singie health insurance coverage; no empioyer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. • 10.18 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months of employment, the eligibility will be determined by the previous forty- eight (48) months before the reduction. 15 ARTICLE 10 - INSURANCE (Continued) 10. I 9 Employees who have completed iwenty (20) years of full-time service with tke City of • Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in the City's medical plan continuously until retirement shall be eligible for full-time benefits at retirement. 10.20 Eazly or Regulaz Retirees who aze eligible for Employer contribution towazds the cost of single coverage only may continue dependent health insurance coverage at their own expense. Retiring employees who do not meet the Employer's eligibility requirements at retirement may conYinue coverage at Yheir own expense if they meet the eligibility requirements of Chapter 471.61 (formerly Chapter 488) of Minnesota Statute. Survivor Insuraace 10.21 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or illness which was deternuned to have arisen out af and in the course of his/her employment under worker's compensation law shall continue to be eligibie for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree who retired under Section 10.14 or a regular retiree who retired under Secrion 10.16, the dependents of the retiree shall have the • option, within thiriy (30) days, to continue the current health insurance coverage which said dependents previously had, at the premium and $mgloyer coatribution accorded to the eligible deceased retiree. Dependents not of record at the time of retirement may continue coverage at their own eapense. In the event of the death of an eazly or regulaz retiree who was eligible for Employer contribution towazds single health insurance coverage only, dependents on the Employer's plan at the time of the retiree's death may continue coverage at their own expense. It is fiuther understood that coverage shall cease in the event of: 10.21(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 1 Q.21(2) The employment of the surviviag spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heaith insurance for the first ninety (90) days of said employment. r1 LJ 16 C� ARTICLE 10 - INSURANCE (Continued) 10.22 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. 10.23 The contributions indicated in Article 10 shall be paid to the Employer's third party administrator. �i�'�� 10.24 The following list of employees is a good faith effort by the City and the Associarion to identify employees, as of this contract date, who were hired by the City of Saint Paul prior to January I, 1991, and who have less than twenty (20) years of service with the City of Saint Paul upon reaching the age of sixry (60). The intention of the parties is to include only those employees that aze represented by the Association prior to 3anuary 1,1996, and are still empioyed by the City as of the signing of this Agreement. 10.24(1) The foilowing employees will qualify for health insurance coverage as specified below at the age of sixty (60) with a minimtun of fifteen (15) years of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sia�ty (60) and attain (20) yeats of service with the City, they may qualify as provided for under this Agreement. • Janice Bunde Janice Gaughan Mike Foley The Empioyer agrees to contribute a maximum of $350.00 per month toward the cost of single health insurance coverage offered to Early Retirees. L3pon reaching the age of sixty-five (65), the Employer agrees to contribute a m�imum of $550.00 towards the cost of single health insurance coverage offered to Regulaz Retirees. Any unused portion shall not be paid to the retiree. No Employer contribution will be appiied to the cost of dependent health insurance coverage, nor will Survivors of these empioyees be eligible for Employer contribution. • 17 ARTICLE 11 - WORKING OUT OF CLASSIFICATION i l. i Any employee working an out-of-class assignment for more Than 5 consecutive days shall � receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification Iugher than the classification heid by the employee. The rate of pay for an approved out-of-class assignment sha21 be the same rate the employee would receive if such employee received a regulaz appointment to the next higher classification in the employee's cunent class series. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of the ne� higher classificafion in the job series: Clerk I Clerk-Stenographer I Clerk-Typist I ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed . with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bazgaining unit may, during usual working hours, with the approval of the supervisor, review any material ptaced in the empioyee's personnel file, after fust giving proper notice to the supervisor in custody of such file. 123 Any member of the bazgaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Pa� for such action. • m ARTICLE 13 - BULLETIN BOARDS qq�$ � 13.1 The Employer shall provide reasonable bulletin space for use by the Union in posting notices of Union business and acrivities, said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin boazd is subj ect to approval of the Deparkment Head. ARTICLE 14 - WAGES 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Empioyer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reciassification takes place. • 14.2 The rates in the wage schedule in Appendix A shall reflect the following adjustments: Effective January 2, 1999: Effective July 3, 1999: Effective January ], 2000 Two percent (2.0%) increase One half percent (0.5%) increase Three percent (3,0%) increase Retroactive pay adjustments shall apply only to empioyees who were employed by the City as of the date of signing this contract. Members of the Association transferring to another bazgaining unit that has already received a retroactive adjustment for similar effective dates and percentages shall receive retroactive pay from these effective dates through the date of their leaving this Association. C� 19 ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, � overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest m;n;rnum standard set forth in the Civil Service Rules of tke City of Saint Paul and the Saint Paul Saiary 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 Ageement. ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employrnent, an emptoyee may make applicafion for a leave of absence not to exceed one yeaz. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolufion No. 3250). 16.2 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/her supervisor no later than one-half hour past his/her regular scheduled starting rime. The grantiag of sick leave sha�t be subject to the terms and provisions of Resolution No. 3250, of the City of Saint Paui. 16.3 Any empioyee who has accumulated sick leave credits as provided above shalt 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, quazantine estabiished by a public health enforcement agency, 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 tite kousehold; an8 may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in acrive service in time of war or other emergency declazed by the proper authority of any of the military or naval forces of the state or of the United States for wluch leave is not otherwise ailowed 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 aze imposed by law. Such leaves of absence as aze granted under AR'fICLE 18 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shail confer no additionaI benefits other than those granted by said statute. . 20 ARTICLE 16 - LEAVES OF ABSENCE (Continued) �(�'�5a � 16.5 Severance Pay - Empioyees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount pertnitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty - Any employee who is required during his/her regular working hours to appear in court as a juror or wimess, except as a wimess in his/her own behalf against the CITY, shall be paid his/her regular pay while he/she is so engaged. Provided, however, that any fees that the employee may receive from the court for such service shali be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the norma] daytime shift, shall be rescheduled to work the normal daytune shift during such tune as he/she is required to appeaz in court as a juror or witness. 16.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's grandpazent or grandchild. 16.8 Any employee elected or appointed to a fuil time paid position by the exclusive representative may be granted a leave of absence withoat pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. • 16.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City empioyee. Such paid sick leave eligibility shall begin upon certification by the employee's attend'usg physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive pazent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be eactended an additionai twelve (12) months by mutual agreement between the employee and the Employer. Refusai on the part of the Employer to grant an ea�tension of such leave shali not be subject to the provisions of Article 6 of this Agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenute as the one held }ust prior to the beginning of their leave. 16.10 Educafion Leave - Leave with pay may be granted for educaUonal purposes at the option of the Employer. . 21 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.11 Voluntary Leave - No Pay - A full-time employee may be granted np io 480 hours of � voluntary leave of absence without pay during the fiscal yeaz. During such leave of absence, the employee shall continue to eam and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this Articie 16.11 is subject to the approval of the Department Head. This provision shall be effective August 1, 1993. ARTICLE 1"7 - MILITARY LEAVE OF ABSENCE 17.1 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 federai law, or who shatt be a member of the Off cer's 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 hereafrer organized or constituted under Federallaw, shatl be entitted to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tune when such employee is engaged with such organization or component in training ar acfive service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, pmvided that such leave shall not exceed a total of fifteen (15) days in any calendaz yeaz, and further provided that such leave skall be allowed onty in case the required military or naval service is • satisfactorily perfortned, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (i) returns to his/her position nnmediately 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 retuming by physical or mental disability or ottter cause not due to such emptoyee's own fault, or (3) is required by proper authority to continue in such military or navai service beyond the time herein limited for such leave. • 22 ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Association recognizes the right of the City to operate and manage its affairs in all • respects in accordance with applicable laws and regulations or appropriate authorities. AIl rights and authority which the City has not officially abridged, delegated or modified by this Agreement are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, wluch include, but aze not limited to, such areas of discretion or policy as the funcuons and programs of the Employer, its overail budget, utilization of technology, and organizational structure and selection and direction and number of pezsonnel. ARTICLE 19 - SENIORITY 19.1 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 ciass title on the same date, the seniority shail be deterxnined by employee's rank on the eligible list from which certification was made. 19.2 Senioriry shall terminate when an employee retires, resigns, or is dischazged. c �q.�5a • 19.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wi11 be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all tiUes listed on the corresponding line under Column B. The Department will identify such least senior employee in the department reducing positions, and shall notify said empioyee of hislher reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Office shali decide which vacant positions the affected employee shall fill. If no vacancy e�rists in such fitles, then the least senior City employee in such tiUes shall be identified, and if the employee affected by ihe original departmental reduction is more senior, helshe shali have the right to claim that position and the least senior City employee in such titles shall be the employee laid off. For the purQoses of this article, the Boazd of Education is not included as a City department nor is a Boazd of Education empioyee included as a City employee. • 23 ARTICLE 19 - SENIORITY (Continued) Column A Column B � Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier I, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator I Data Entry Operator I, DaYa Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equip. Operator Trainee, Duplicating Equip. Operator Dupticating Equip. Operator, Duplicating Equip. Operator Trainee 19.4 In cases where there are promotional series such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these tiUes to which ciass seniority wou[d keep them from being Iaid off, before layoffs aze made by any class title within any department. 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same promotional series as his/her current title, thai employee will be offered a reduction to the title within the bazgaining unit to which he/she was regulazly appointed immediately prior to his/her current tifle, so long as there is either a vacancy or if no vacancy exists a Iess senior employee in such title may be displaced. In cases where an employee to be laid offhas held no regulaz appointment to any titles immediately prior to hislher current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactorily complete a six-month probationary period in such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such empioyee's name witi be placed on the reinstatement register in his/her farmer titte and "bumping" rights herein shall not again apply to such employee. • r1 LJ 24 ARTICLE 19 - SE1vIORITI' (Continued) q`� • Ttris procedure will be followed by the Ciry for City employees, and by the Boazd of Education for Board of Fducation employees; however, City employees being reduced or laid off may not displace Boazd of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, �cept that recall rights shall expire a8er two yeazs of layoff. ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimand; 203 Suspension; 20.4 Reduction; 20.5 Dischazge • The listing above of 20.1 through 20.5 does not indicate that such forms of discipiine must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and dischazges wili be in written form. 20.3 Empioyees and the Association will receive copies of written reprimands and notices of suspension and dischazge. 20.4 Empioyees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times undez direct supervision of the Bmpioyer. 20.5 Discharges will be preceded by a five (5) calendar day preliminary suspension without pay. During said period, the employee and/or Association may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) calendaz day period, the Employer may affirm the suspension and dischazge in accordance with Civil Service Rules, or may modify or withdraw same. 20.6 An employee who is being questioned in a disciplinary investigation which could lead to discipline of the employee shall be offered the right to have an Association representative • present during questioning. 25 ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or wiltfui or wanton neglect of duty, the Empioyer � shali defend save hazmless and indemnify an employee, and/or his/her estate, against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwittzstanding Article 21.1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal acrion where the employee is the Plaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encoutage, sanction or support any strike, or the withholding in whole or in pazt of the full performance of their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of Yhis article, the Employer will wam employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to retum to his/her full dufles within twenty-four (24) hours of such warning may be subject to the penalties provided in the PubIic Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform availabie work, shali be instituted by . the Employer andlor its appointing authorities during the life of this Agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide three distinct severance pay plans as set forth in this Article. EIigibility Requirements 23.2 To be eligible for any of the severance pay pians, an employee must meet the following requirements: 23.2(1) The employee must be voluntarily separated from City employment or have been subject to sepazation by Iayoff or compulsory retirement. Those empIoyees who ue discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay plan. C� 26 ARTICLE 23 - SEVERANCE PAY(Continued) 23.2(2) The employee must file a waiver of re-employment with the Director of Human Resources, which wiil cleazly indicate that by requesting severance pay, the employee • waives ali claims to reinstatement or re-empioyment (of any type), with the City. Severance Pay Plan i(All CCEA members) 233 In addition to the requirements listed in 23.2, an empioyee must meet the foilowing requirements: 233(1) 23.3(2) 23.3(3) The employee must be regvlaziy appointed to a title covered by this Agreement prior to January 1, 1990. The empioyee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the time of sepazation. The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her separation from service. 233(4) The employee must be 58 yeazs of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. • 233(5) The ma�timum amount of money that any employee may obtain through this severance pay plan is $6,500 to be calculated as set forth in Section 23.6 below. Severance Pay Plan 2(Clerical and Technical CCEA members only) 23.4 For each eligible employee working in a titie listed in ARTTCLE 1.2 under the heading "Clerical and Technical Group," the Employer shall provide a severance pay plan as set forth in this section 23.4. In addition to the requirements listed in 23.2, an employee must meet the following requirements: �,�5� 23.4(1) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her sepatation from service. C � J z� ARTICLE 23 - SEYERANCE PAY(Continued) 23.4(2) The yeazs of service requirement and conesponding maximum amount of money that any employee may obtain through this severance pay plan is shown in the table below to be calculated as set forth in Sectioa 23.6 below. Years of Service with fhe City At Least 20 21 22 23 24 25 Masimum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 10,000 Severaace Pay Piaa 3(Professional CCEA members oaly) 23.5 For each eligible employee working in a title listed in ARTICLE 1.2 under the heading "Professional Group," the Employer shall provide a severance pay plan as set forth in this section 23.5. In addition to the requirements Iisted in 23.2, an emgIoyee must meet the following requirements: C� 23.5 (1) The employee must be 58 yeazs of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other Yhan PERA, such employees . must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. 23.5(2) 23.5(3) 23.5(4) The employee must have an accumulated balance of at least eighty (SO) days of sick leave credits at the time of his/her separation from service. The employee must have at 2east riveniy (20) years of service under the classified or unclassified Civil Service at the time of sepazation, the last five of which must be consecutive. The maximum amount of money that any employee may obtain ttirough this severance pay pian is $10,000 to be calculated as set forth in Section 23.6 below. 23.6 If an employee requests severance pay and if the emplayee meets the eligibitity requirements set forth above, he/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 sepazarion for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. • 2a ARTICLE 23 - SEVERANCE PAY(Continued) 23.7 For the purpose of this severance plan, an employee who voluntarily separates from • employment with the City of Saint Paul for empioyment with Independent School I?istrict No. 625 shali be eligible for severance pay if the employee meets the eligibility requirements set forth above. 23.8 For the gurpose of this Article, for those empioyees trired by the City before February 27, 1998, employment in either the City or in the Independent School District No. 625 may be used in meeting the years of service requirements in Section 233, Section 23.4 or Secrion 23.5. Employees hired by the City, or transferring to the City, on or after February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the years of service requirements in Section 233, Section 23.4 or Section 23.5. 23.9 This severance pay plan shall be subject to and governed by the provisions of City Ordinance No. i 1490 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. 23.10 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.11 For the purpose of these severance pay plans, the death of an employee shall be considered as separation of empioyment and if the employee would have met all of the • requirements set forth above, (at the time of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. �R'� 23.12 Employees may qualify for either Severance Pay Plan 1(Section 23.3) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An election by an employee to draw severance pay under one Section shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. 23.13 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this ARTTCLE or City Ordinance 1149Q as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shail only be entitled to the benefits of this Article upon meeting the qualifica6ons herein. . 29 ARTICLE 24 - NONDISCRIMINATION 24.1 The terms and conditions of this Agreement will be applied to employees equally without • regazd to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Association. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. 24.3 Employees covered by this contract will be covered by the City Policy regazding nondiscrimination and sexual hazassment, as well as agplicable local, state and federal laws. ARTICLE 25 - SICK LEAVE USAGE FOR DEPENDENT CARE 25.1 In the case of a serious illness or disability of an employee's cluld, pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or make azrangements for the caze of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumutated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. 25.2 The Head of the Department or the Human Resources Director may require a physician's certificate or additionai certificates at any time during an employee's use of sick leave for the purposes stated in 25.1 above. All such certificates shall be forwarded by the • appointing officer to the Human Resources Office. If an empIoyee is absent because of the provisions of Article 25.1 for three or fewer calendaz days he/she shall submit to the head of the Department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three catendar days, no fiu'ther sick leave shall be granted unless or until a physician is consulted. T'he sick leave may be continued from and inctude the day of consultation, but otily if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Human Resources Office. 253 No sick teave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the sarisfaction of the Department Head that the failure to report was excusable. 25.4 An emgtoyee shall be paid uuder the provisions of this pazagraph only for Yhe aumber of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. C� 30 • \J � ARTICLE 26 - TERMS OF AGREEMENT 26.1 Compiete Agreement and Waiver of Bargaining - This Agreement shall represent the complete Agreement between the Association and the CiTy of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collecfive bazgaiuing, and that the compiete understaudings and agreements arrived at by the parties after the exercise of that right and opportuniry aze set forth in this Agreement. Therefore, the City and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savings Clause - T7vs Agreement is subject to the laws ofthe United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fmal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 263 Terms of AGREEMENT - This Agreement shall be in full farce and effect from January 1, 1999 thru December 31, 2000 and sha11 be automatically renewed from yeaz to year thereafter unless either party sha11 notify the other in writing by June 1, that it desires to modify or terminate this Agreement. In witness whereof, the parties have caused this Agreement to be executed this 2`1 day of August 1999. �/ � i 26.4 This constitutes a tentative Agreement between the parties wkuch will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratificafion by the City of Saint Paul Classified Confidential Employees Associafion. WITNESSES: CITY OF SAINT PAUL �,�a�,� Terry Haltiner Labor Relations Manager CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION ohn Brandtjen Association President 31 i APPENDIX A CLERICAL TITLES GRADE 07C 804C CLBRICAL TRAINEE A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. � ��) �3) � � �� 1-2-99 71236 737.19 760.99 787.82 814.64 845.41 86132 893.40 904.21 915.00 7-3-99 715.92 740.88 764.79 791.76 818.71 849.64 865.63 897.87 908.73 919.58 1-i-00 737.40 763.11 787.73 815.51 843.27 875.13 891.60 924.81 935.99 947.17 GRADE 09C 111 C CLERK T 1-2-99 742.13 766.97 ?94.79 820.61 85136 880.20 899.06 934.25 945.05 955.86 7-3-99 745.84 770.80 798.76 824.71 855.62 884.60 903.56 938.92 949.78 960.64 1-1-00 768.22 793.92 822.72 849.45 881.29 911.14 930.67 967.09 97827 989.46 GRADE lOC 100C SERVICE WORKER II i 1-2-99 759.02 783.87 807.68 836.48 86330 895.04 91935 956.05 966.84 977.64 7-3-94 762.82 787.79 811.72 840.66 867.62 899.52 923.45 960.83 971.67 982.53 I-1-00 785.70 811.42 836.07 865.88 893.65 926.51 951.67 989.65 1000.821012A1 GRADE 11 C 12 ] C CLERK-TYPIST I 1-2-99 769.96 796.75 825.55 85334 88412 919.35 941.91 976.69 987.49 99831 7-3-99 773.81 800:73 829.68 857.61 888.54 923.95 946.62 981.57 992.43 100330 1-1-00 797.02 824.75 854.57 88334 915.2Q 951.67 975.021Q11.Q21022.20 1Q33.4Q GRADE 16C 112C CLERK II 1-2-99 85535 887.12 920.43 455.82 946.83 1038.51 1065.121111.67 1122.47 1133.28 7-3-99 859.63 891.56 925.03 960.601001.81 1043.701070.451117.23 ll28.08 1138.95 1-1-00 885.42 91831 952.78 989.421031.861075A1 1102.561150.751161.921173.12 GRADE 18C 122C CLERK-TYPIST II • 1-2-99 892.07 922.68 966.541006.091047.75 1095.25 1123.05 1170.461181.261192.06 7-3-99 896.53 927.29 97137 1011.12 1052.991100.73 1128.67117631 1187.17 1198.02 1-1-00 923.43 955.11 1000.51 1041.45 1084.581133.751162.53 1211.601222.791233.96 q�� - Al - • APPENDIX A - CLERICAL (Cuntinued) GRADE 23C 113C CLERK III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 1006.09 1047.75 1095.25 1142.73 1194.86 1244.67 1279.40 1331.49 134230 1353.12 7-3 -99 1 a11.121052.991100.73 1148.441200.83 1250.89 1285.80 133 8.15 1349.01 1359.89 1-1-00 1041.45 1084.58 1133.75 1182.89 1236.85 1288.42 132437 1378.29 1389.48 1400.69 GRADE 24C 123C CLERK-TYPIST III 1-2-99 1032.70 1079.01 1124.17 1175.15 1229.61 1281.72 1317.60 1372.65 13 83.45 1394.26 7-3-99 1037.86 1084.41 1129.79 1181.03 1235.76 1288.13 1324.19 1379.51 139037 1401.23 1-1-00 1069.00 1116.94 1163.68 1216.46 1272.83 1326.77 1363.92 1420.90 1432.08 1443.27 GRADE 29C 045C CLERK IV • 1-2-99 1145.04 1200.63 1253.95 1314.15 1373.22 1438.04 1478.60 1540.76 1551.58 156239 7-3-99 1150.77 1206.63 1260.22 1320.72 1380.09 1445.23 1485.99 1548.46 155934 1570.20 1-1-00 1185.29 1242.83 1298.03 136034 1421.491488.591530.57 1594.91 I 606.12 161731 GRADE 31 C 297C HUMAN RESOURCES RECORDS CLERK 248C SBCRETARY 1-2-99 1209.88 1263.18 1322.26 1382.51 1448.49 1515.68 1558.51 1623.08 1633.89 1644.70 7-3-99 1215.93 1269.50 1328.87 1389.42 1455.73 1523.26 156630 1631.20 1642.06 1652.92 1-1-00 1252.41 13 07.59 13 68.74 1431.10 1499.40 1568.96 1613.29 1680.14 1691.32 1702.51 GRADE32C 249C SECRETARY (STENOGRAPHER) 1-2-99 1243.51 1302.53 1360.47 1424.18 1490.22 1559.68 1604.88 1674.78 1685.59 16963 8 7-3-99 1249.73 1309.04 1367.27 143130 1497.67 1567.48 1612.90 1683.15 1694.02 1704.86 1-1-00 1287.22 I 34831 1408.29 1474.24 1542.60 1614.50 1661.24 1733.64 1744.841756.01 GRADE 33C 402C BENEFITS SPECIALIST • 1-2-99 1277.06 1338.47 1399.86 1463.55 1531.88 1604.88 1650.02 1720.61 1731.41 1742.22 7-3-99 1283 .45 1345.16 14�6.86 1470.87 1539.54 1612.90 1658.27 1729.21 1740.07 1750.93 1- I-00 1321.95 I 3 85.51 1449.07 1515.00 1585.73 1661.29 1708.02 1781.09 1792.27 1803.46 q q,$� �_v� APPENDIX A - CLERICAL (Continued) • GRADE 34C 506C CLERICAL SUPERVISOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 1314.15 1373.22 1438.04 1502.96 1573.57 2650.02 1695.18 1768.81 1779.65 1'790.44 7-3-99 1320.72 1380.09 1445.23 1510.47 1581.44 165827 1703.66 1777.65 1788.55 179939 1-1-00 136034 1421.49 1488.59 1555.78 1628.88 1708.02 1754.77 1830.98 1842.21 185337 APPENDIX A TECA1vIICAL TITLES GRAAE 30S 201 C EDP PROGRAMMER TRAINEE A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 I 169.95 1219.41 1268.85 1324.78 13 81.73 1441.93 1478.50 1541.07 1555.87 1570.65 7-3-99 1175.80 1225.51 1275.19 13 31.40 13 88.64 1449.14 1485.89 1548.78 1563.65 1578.50 • 1-I-00 1211.0712b2.281313.451371.341430.301492.b11530.471595.241610.561625.86 GRADE 34S 686C ACCOUNTING TECHNICIAN II 1-2-99 1290.41 1348.44 1406.49 1467. �8 1532.27 1598.90 1641.97 1709.11 1723.91 173 8.69 7-3-99 1296.86 1355.18 ]413.52 1475.12 1539.93 1606.89 1650.18 1717.66 1732.53 174738 1- i-00 1335.77 1395.84 1455.93 151937 1586.13 1655.10 1699.69 1769.19 1784.51 1744.80 GRADE 36S 567C EDP PROGRAMMER 1-2-99 1360.28 141437 1480.67 1545.17 1613.98 1687.04 1732.27 1805.18 1819.95 1834.73 7-3-99 1367.08 1426.47 1488.07 1552.90 1622.05 1695.53 1740.93 1814.21 1829.05 1843.90 1-1-00 1408.09 1469.26 1532.71 1599.49 1670.71 1746.40 1793.16 1868.64 1883.92 1899.22 GRADE 40S 921 C HIJMAN RESOURCBS TECI-INICIAN III • 1-2-99 1511.49 1573.58 1644.71 1714.70 1794.99 1883.27 192239 2001.66 2016.46 2031.25 7-3-99 1519.05 1581.45 1652.93 1723.27 1803.96 1892.69 1932.00 2011.67 2026.54 2041.41 1-1-00 1564.62 1628.89 1702.52 1774.97 1858.08 1949.47 1989.96 2072.02 2087.34 2102.65 - A3 - ��'��a APPENDIX A PROFESSIONAL TITLES U GRADE 07R 331C AtJMAN RESOURCES SPECIALIST I 392C RESEARCH ANALYST I 630C BUDGET ASSISTANT A B C D E F G 10-yr. 15-yr. ( CZ) ( ( ( ( (�) ( ( 1-2-99 1225.70 1274.77 1327.25 1392.21 1462.97 153 5.98 161121 1659.13 1'707.00 7-3-99 1231.83 1281.14 1333.89 1399.17 1470.28 1543.66 1619.27 1667.43 1715.54 1-1-00 1268.78 1319.57 1373.91 1441.15 1514.39 1589.97 1667.85 1 � 17.45 1767.01 GRADE 11R 332C HUMAN RESOURCES SPECIALIST II 1-2-99 1379.70 1435.58 1492.60 I 566.73 1644.28 1727.60 18ll .95 1862.11 1921.47 7-3-99 13 86.60 I442.76 1500.06 1574.56 1652.50 1736.24 1821.01 1871.42 1931.08 1-1-00 1428.20 1486.04 154 5.06 1621.80 1702.08 1788.33 1875.64 1927.56 1489.01 GRADE 13R 631 C BUDGET ANALYST • 1-2-99 1464.09 1521.14 1582.70 1662.56 174237 1830.23 1923.73 1979.63 2035.46 7-3-99 1471.41 1528.75 1590.61 1670.87 1751.08 183938 193335 1989.53 2045.64 1-1-00 I515.55 1574.61 1638.33 1721.00 1803.61 1894.56 199135 2049.22 2107.01 GRADE 14R 333C HLIMAN RESOURCES SPECIALIST III 309C TRAINING AND ORG DEVELOPMENT SPEC. 1-2-99 1507.46 1566.73 1629.46 1710.48 1797.14 1884.98 1979.63 2037.78 2098.24 7-3-99 1515.00 1574.56 1637.61 1719.03 1806.13 1894.40 1989.53 2047.97 2108.73 1-1-00 1560.45 1621.80 1686.74 1770.60 1860.31 1951.23 2049.22 2109.41 2171.99 GRADE O15 247C RISK ANALYST • 1-2-99 1553.07 1615.77 1678.50 1760.66 1849.58 1940.85 2037.78 2100.55 2162.12 7-3-99 1560.84 1623.85 1686.891769.461858.83 1950.55 2047.97 2111.05 2172.93 1-1-00 1607.67 1672.57 1737.50 1822.54 1914.59 2009.07 2109.41 2174.38 2238.12 - A4 - vl `�� APPENBTX A - PROFESSIONAL (Continned) GRADE 16R 413C SELECTION & VALIDATION SPEC. 224C EMPLOYEE BENEFITS COORDINATOR A B C D E F G 10-yr. I S-yr. C1) (2) �3) �4) (5) �6) C7) �g) �9) 1-2-99 1594.61 1658.50 1723.49 1810.17 1900.28 1994.94 2095.29 2156.90 2219.62 7-3-99 1602.58 1666.79 1732.11 1819.22 1909.78 2004.91 2105.77 2167.68 2230.72 1-i-00 1650.66 1716.79 1784.07 1873.80 1967.07 2065.06 2168.94 2232.71 2297.64 GRADE 19R 620A WORKERS COMPENSATION CLAIMS AD 632C SENIOR BUDGET ANALYST 1-2-99 1748.10 1816.51 1887.21 1981.91 2081.12 2184.91 2295.55 2360.55 2431.25 7-3-99 1756.84 1825.59 1896.65 1991.82 2091.53 2195.83 2307.03 237235 2443.41 1-1-0� 1809.55 1880.36 1453.55 2051.57 2154.28 2261.70 2376.24 2443.52 2516.71 GRADE26R 569A CLAIMS MANAGER 633C CHIEF BUDCET ANALYST • � 1-2-99 214�.30 2231.65 2322.88 2434.66 2559.04 2686.74 282016 2904.57 2987.85 7-3-99 2158.04 2242.81 2334.49 2446.83 2571.84 2700.17 2834.26 2919.09 3002.79 1-1-00 2222.78 2310.09 2404.52 2520.23 2649.00 2781.18 2919.29 3006.66 3092.87 ��,��a - AS - , / / `��`i�� Council File # � -g$ Green Sheet # 08901 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Refened To Committee Date �� RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 1949 through December 31, 2000 Agreement between the City of Saint Paul and the Ciassified Confidential Employees Association. Benanav Blakey Bostrom Coleman H Lantry Reiter Adopted by Council: Date �� 1 T_�`t Adoption Cer[ified by Council Secretary BY� ~�,� c� �� - Approved by M : Date ��i �7�� By: Requested by Department of: Qffice of Labor Relations By: < �� 1aM�-�_ \ Form Appro ed by City Attorney By: � `a'f30�ctC4 ✓ DEPARI'MENT/OFFICF✓COUNCII.: DATE INITfATED GREEN SHEET No.: 08901 �� `��- LABOR RELATTONS 8/26/99 CONTACI' YERSON & PHONE: p ��`�� "� 7LJLIE KRAUS 266-6488 ,�ICN t D�enxTn�T D�R _ a cirrcour�cn. NUMBER 2CITYATTORNEY CITYCI-FRK MUSf BE ON COUNCII. AG�ti'DA BY (DATE) FOR 3 MAY�OR (OR ASST.) � �" & MGT. SERVICE DIIL ROUTING ORDER TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNAT(JRE) ncnox xeQues-ren: This resolution approves the attached January 1, 1999 through December 31, 2000 Agreement between the City of Saint Paul and the Classified Confidential Employees Association. RECOMM£NDATIQNS: Appmve (A) or Re}ect (R) , PERSONAL SEHViCE CONTRACI'S A4[JST AIVSWER THE FOLLOWING QUESTIONS: _PI,ANNING COM�IISSION _CIVIL SERVICE COMIvIlSSION 1. Haz this person/fivn ever worked under a contract for this depaztment? CB COMMIITEE 5 '� NO STAFF 2. Has this person/fiIm ever been a city employee? _DISTRICT COURT Yes No SUPPORTS WHICH COt7NCIL OBJECTIVE? 3. Does this person/firm possess a skill not notmally possessed by any cu�rent city employee? Yes No Explain sIl yes aoswers on separah sheet and attach to green sheet IN117ATING PROBLEM, ISSUE, OPPORI'[JNITY (Who, What, When, W here, Why): ADVANTAGESIR APPROVED: DISADVAN7'AGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FUNDING SOURCE: ACCIVI'I'Y NLSMBER: FINANCIAL INFORMATION: (EXPLAI� f�BS@�l�t �;�Tt}�Y � � . ,�.:. � '+s a. . ATTACHIvIENT TO THE GREEN SHEET CLASSIFIED CONFIDEN`I`IAL EMPLOYEES ASSOCIATION aq - �Sa-- Below is a sutnmary of the chan�es in the collective bazg�ing agreement between the City of Saint Paul and the Classified Confidential Employees Association. The new contract is for the period of January 1, 1999 through December 31, 2000. Wages: 1999: 2.5% (Split: 2.0% effecfive O1/02/99, 0.5% effective 07/03/99) 2000: 3.0% (Effective Ol/Ol/00) Health Insurance: Clerical & Technical Groun 1999: Single $193.25 per month (Full Single) Family $383.12 per month 2000: Single $211.61 per month (Full Single) Family $401.48 per month Professional Group 1999: Single Family 2000: Single Family $300.00 per month $352.04 per month $295.00 per month $375.54 per month * The single contribution is reduced by $5.00 per month in the year 2000. This wili mean a reduction in the unused benefit dollar amount retnrned to employees at the end of the year and helps accomplish the City's goal of paying benefit dollazs for benefits. Vacation (for Professional Group only): Effective 01/01/2000, the Classified Confidential Employees Association employees in the Professional Group with five to seven yeazs of service will receive three additional vacafion days. Language Changes (Summary): Eligibility far retroactivity was clarified as only being available for those employees employed by the City at the time of signing the contract. Other changes to the language aze basically of a housekeeping nature for clarification and clean up. � �q •8'S� �� ._ ��_ ,� - - �.:�- � � � � � _. -- ,. �. � ._ �—� � -1999-�000.� � _ � �, _ < ,� � , _ , AG�E�M�NT=B�TWEEN '=: � q�. , ' _ _ � . . ' . _ ' _ - _ . ` �'HE CITY OF SAINT P�UL ` , ` �' : A1�r�� — '< , . � , �� . .- _ ; : =' — „_ - —. _ � , — e — ,_ ` �I'�'Y OF SAiNT P�i;UL `- , _ �ASSIFIED;CUNFIDENT�AI;.�MPLO�?�ES ` - ' ASSOC�iT��l�t.` fi 5 ' ' .- � �� . � � - . _ . -' - � . J. _ '_ ` - _ 1. � _ '- � � `-._ . ' � ..� • � ` � . � • ARTICLE • • ��X aq�� TITLE PAGE Preamble................................................. ii 1 Recognition ................................................1 2 Check off ..................................................2 3 Hoursof Work ..............................................2 4 Work Breaks ...............................................4 5 Holidays ...................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ................................................8 8 Residency ..................................................9 9 Vacation ..................................................10 10 Insurance .................................................11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records ..........................................18 13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 14 Wages ....................................................19 I S Maintenance of Staudards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 16 Leavesof Absence ..........................................20 17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights .........................................23 19 Seniority ..................................................23 20 Discipline .................................................25 21 LegalServices .............................................26 22 I�3o Strike- No Lockout ......................................26 23 Severance Pay .............................................26 24 Nondiscrimination .......................................... 30 25 26 Sick Leave Usage for Dependent Caze . . . . . . . . . . . . . . . . . . . . . . . . . . 30 TermsofAgreement ........................................31 Appendix................................................ A1 i � PREAMBLE I ' � � ► This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the C� • Employer, and the City of Saint Paul Classified Confidential Employees Association, hereinafter refeaed to as the Association, has as its purpose the promotion of harmonious zelations between the Employer and the Association, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. ii ARTICLE 1 - RECOGNITION �� 1.1 The Employer recognizes the Association as the sole and exclusive bargaining agent for • the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as ouilined in the certification by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 be]ow. 1.2 The bazgaiwing unit covered by this Agreement shali consist of the following: All classified confidentiai employees employed in: City Attorney's Office, Budget Office, Offices of the Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group Accounting Technician II Benefits Specialist Clerical Trainee Clezk I Clerk II Clerk III Clerk IV Clerical Supervisor EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Human Resources Technician III Secretary Seeretary (Stenographer) Service Worker II Clerk-Typist I • Cierk-Typist II Clerk-Typist III Professional Group Budget Analyst Budget Assistant Chief Budget Analyst Claims Manager Employee Benefits Coordinator Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III Research Analyst I Risk Analyst Selection & Validation Specialist Senior Budget Analyst Training & Org. Development Specialist Workers Compensation Claims Adm. • 1 ARTICLE 1- RECOGNITION (Continued) 13 Any present or future employee who is not an Association member shall be requ'ued to • contribute a fair shaze fee for services rendered by the Association, and upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shaIl remain operative oniy so iong as specificaily provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article 1, Section 13. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Associarion membership initiation fee assessments and once each month dues from the pay of those empioyees who individuatly request in writing that such deductions be made. The aznounts to be deducted shall be certified to the Employer by a representative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by • the fsst of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The Association agrees to indemnify and hold the Fanployer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 The normal work day sha11 be seven and three/fourths (7'/<) consecutive hours per day, excluding a forry-five (45) minute lunch period, fifteen (15) minutes of wbich shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven ('n day period. 33 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. • 2 ARTICLE 3- HOURS OF WORK (Continued) • 3.5 Time on the payroll in excess ofthe normal hours set forth above in this ART'ICLE shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading "Clerical and Technical Group" shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory rime on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/SOth of the biweekly rate. ��/�� 3.7 An employee working in a title listed in Article 1.2 under the heading, "Professional Group;' and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). The method of this compensation shall be determined solely by the Employer. An employee working in a title listed in Article 1.2 under the heading "Professional Group," and which is in Salary Gtade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensauon shall be determined solely by the Empioyer. 3.8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall � not apply to employees in this bargaining unit working under a title listed in Article 1.2 under the heading, "Professionai Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulietin boazds at all times. It is also understood that deviation from posted work schedules shall be permissibie due to emergencies or acts of God, and overtime may be required. C \ J 3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shali be guaranteed four hours pay. These provisions, however, sha11 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 empioyees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any gerson whose regulaz scheduled workday is less than four hours. 3 AI2TICLE 3- HOURS OF WORK (Confinued) 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with � the Employer, work schedules other than schedules limited by the normai work day and work week as set forth 'in Articles 3.1, 3.2 and 3.3. Overtime compensation for employees working under such agreements shatl be subject to the provisions, for same, as set forth by the Fair Labor Standards Act. 3.12 For employees who wish to share a position, the Employer will attempt to provide options for implement5ng a sharing arrangement. Such an arrangement must be mutually agreed upon by the Emptoyer and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shazed position is terminated or ternvnates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If at the end of ten ( t 0) days such vacancy cannot be filled, the Employer shall have the opfion of increasing the remaining employee's work hours. 3.13 Articles 31 I and 3.12 shall not be subject to the provisions of Article 6 of this Agreement. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods All employees work schedules shall provide for a fifteen minute rest period • during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting time, helshe shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Memoriat Day CIuistmas Day Independence Day Two floating holidays Labor Day • 0 ARTICLE 5 - HOLIDAYS (Continued) � 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 fails on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a 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 calendaz date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract yeaz, subject to the approval of the Department Head of anp employee. 53 Eligibility Requirements In order to be eligible for a holiday with pay, an employee's name must appeaz on the payroli 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 shail receive holiday pay. 5.4 Not withstanding Article 5.3, effective April I, 1984 a temporary employee shall be eligible for holiday pay only after such empioyee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. �� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shali recognize stewazds selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLQYER in writing of the names of the stewazds and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is 1'united by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours oniy when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in 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, 6.3 For the purposes of this Article 6, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. C� 5 ARTTCLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) . 6.4 Grievances shall be resolved in conformance with the following procedure: Steo i Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward 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 Steg 2 by the Association. The written grievance shall set forkh the nature of the grievance, the facts on which it is based, the aileged section(s) of the Agreement violated, and tfie relief requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Sten 2 Within seven (?) work days after receiving the written grievance a designated Employer supervisor shall meet with the Association stewazd and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shaIl reply in writing to the Associafion within seven ('� work days following tlus meeting. The Association may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employei s written answer. Any grievance not refened in writing by the Association within seven (7) work days following receipt of the Employer's answer shall be considered waived. Steo 3 Within seven (7) work days foIIowing receipt of a grievance referred from Step Z, • a designated Employer supervisor shall meet with the Association Business Manager or his/her designated representative, the employee and the stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Employer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not refeaed in writing by the Association to Step 4 within seven (7) work days foIlowing receipt of the EmpIoyer`s answer shaIl be considered waived. O�tional Mediation Step If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Empioyer may, within ten (10} caiendar days, request mediation. Iftiie parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit � � 5a ARTICLE 6- EMPLOYEE RIGHT5 - GRIEVANCE PROCEDURE � � (Continued) • 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractual time lunit for moving the grievance to azbitration shail be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not appiy and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential, 6. If the grievance is not resolved and is subsequently moved to azbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediatoi • during grievance mediation, with respect to their positions concerning resolution or offers of settlement, may be used or referred to during arbitration. Stev 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The azbitration proceedings shali be conducted by an azbitrator to be selected by mutual agreement of the Employer and the Association within se�en (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Empioyment Relations Boazd to submit a panei of five (5) azbitrators. Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (]st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the azbitrator. 6.5 The arbitrator shali have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted. The azbitrator shall be without power to make decisions contrary to or inconsistent with or • 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) modifying or varying in any way the application of laws, rules, or regulations having the • force and effect of law. The azbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. T'he decision shall be based solely on the azbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the azbitrator shall be final and binding on the Employer, the Association and the employees. 6.6 The fees and expenses for the azbihator's services aztd proceedings shall be bome eqeially by the Employer and the Association, provided that each parry 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. 6.7 The time limits in each step of tius procedure may be ea�tended by mutuai agreement of the Employer and the Association. 6.8 It is understood by the Association 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 azbitration under the Civil Service Rules. If an issue is • determined by the provisions of the Civil Service Rules it shaIl not again be submitted for azbiiration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Articies 311 and 3.12 of this Agreement. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and empioyees for the use of tfieir own automobiles in the performance of their duties, the fottowing provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Depaztment 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 $4.00 per day for each day the employee's vehicle is actuaily used in perfomung the duties of the employee's position. In addition, the employee sha21 be reimbursed $.20 per mite for each mile actuaIly driven. • � ARTICLE 7 - CITY MILEAGE (Continued) aj j � • 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, ihen the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. Type 2 If an employee is required to use hislher own automobile REGULARLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 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 detertnines 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 reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personai caz available foz City business. Such pazking will be provided only for the days the employee is required to have his or her own personal car available. • 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming 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 �davits 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 $10�,0001$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 Faul named as an additional insured. These rules and regulations, together with the amendment thereto, shali be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to ali empioyees covered by this Agreement. C� 7 ARTICLE 9 - VACATION 91 Each employee working in a tiUe listed in Article 1.2 under the heading "Clerical and Technical Group" shall accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st yeaz thru 4th yeaz Sth yeaz thru 9th yeaz I Oth yeaz thru I Sth yeaz 16th yeazthru 23rd year 24th yeaz and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (i9 days} .0885 (23 days) .1000 (26 days) 9.2 Each employee working in a title listed in Article 12 under the heading "Professional Group" shall accumulate vacarion at the rates shown beiow for each full fiour on the payroil, excluding overtime. Years of Service 1 st year thru 4�' yeaz 5�' yeaz thru '7`� year 8th yeazthru ]Sth year 16th year tlu u 19th yeaz Twenty yeazs and beyond Hours of Vacation .d577 (15 days) .Ob92 (18 days) .0846 (22 days) .0962 (25 days) .1000 (26 days) 93 The Head of the Department may permit an emptoyee to carty over up to one hundred twenty (120) hours of vacaiion into the ne�t "vacation year." For the purpose of this article, the 'bacation yeaz" shall be the fiscal yeaz (IRS payroll reporting yeaz). 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacation annually. Payment will be at the discretion of the Department Head and additionally, limited by the availability of funds in the Department's Budget. Article 9.5 shail not be subject to the provisions of Arcicle 6 of this Agreement. � U • • 10 � • • ARTICLE 10 - INSURANCE Active Employees ��'�� 10.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the employer shall be solely controlied by the contracts negotiated by the Employer and the benefit providers. The Empioyer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered pians agree to accept any changes in benefits wiuch a specific provider implements. 10.2 For each eligible employee working under a title listed in ARTICLE 1.2 under the heading "Cierical and Technical Group," who is employed full time and who selects employee health coverage provided by the EMPLOYER, the EMPLOYER agrees to contribute the full cost of the single health insurance premium. Effective for the January, 1999 insurance premiums, for each eligible employee who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $383. 12 per month, whichever is less. Retroactive payment adjustments shall apply only to Employees who were empioyed by the City as of the date of signing of this contract. 10.3 Effective for the January, 2000 insurance premiums, for each eligible full-time employee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $383.12 plus the 2000 single coverage premium increase amount per month, whichever is less. 10.4 Effective for the January, 1999 insurance premiums, for each eligible full-time employee working under a Ude listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $300.00 per month toward the cost of 5ingle Health Insurance Coverage, or $352.04 per month toward the cost of Family Health Insurance Coverage. Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of this contract. 10.5 Effective for the January, 2000 insurance premiums, for eligible full-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $295.00 per month towazd the cost of Single Health Insutance Coverage, or $352.04 plus 50% of the 2000 family coverage premium inerease amount per month towazd the cost of Family Health Insurance Coverage. 10.6 For the purpose of this ARTICLE 10, full-rime benefits will apply to those part-time employees who appeaz on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annuai open enroliment or speciai enrollments, or the six month period preceding initial enrollment. 11 ARTICLE 10 - INSURANCE (Continued) Three-qnarter Time benefits will apply to those part-time employees who appeaz on the • payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or speciai enrollments, or the six month period preceding initial enrollment. Half-tune benefits will apply to those part-Yune employees who appear on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments, or the six month period preceding initial enrollment. 10.7 For each eligible employee covered by this AGREEMENT who is eligible for half-time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute fifty percent (50%) of the amount contributed for employees eligible for fuII-time benefits with the same single or family selection in the same insurance plan. For each eligible employee covered by Uvs AGREEMENT who is eligible for three- quarter tune benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75%) of the aznount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance ptan. Part-time employees who aze permanently appointed to a full-time (80 hours per biweekly • pay period) position after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at Ieast forty hours in a monthly qualifying pay period as a full-time empioyee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be reduced to the benefit level applicable for the hows scheduled by the department. Such reduction sha11 tatce effect on the first month the emptoyee does not complete a monthly qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a title listed in AR'I'ICLE 1.2 under the heading "Clerical and Technical Group," and who has selected health insurance covera$e, the EMPLOYER agrees to contribute the cost of $20,000 tife insurance. Emp2oyees who waive participation in the health insurance plan shall not be eligible for this life insurance, nor shall they be eligible to participate in any optionat coverages or flexible spending accounts. � U 12 i ARTICLE 10 - INSURANCE (Continued) 10.9 Under the "Cafeteria Plan," employees working in a title listed in AItTICLE 1.2 under the heading "Professional" must select at least single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the nearest fuli thousand if they elect to pazticipate. For the purpose of this section, the employee's annual salary shail be based on the empioyee's salary as of the month prior to the annual open enrollment. Any unused portion of the EMPLOYER'S contriburion for which a participating empioyee is eligibie is defined as unused benefit dollazs, not salary, and shall be paid to the employee as taYable income. Such payment will be made during the month of December for the insurance yeaz. Employees who waive participation shall not be eligible to participate in any coverages or flexible spending accounts, and shall not be eligible for the payment of unused benefit dollazs. 10.10 Employees covered by this Agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating empioyees shall be paid by the employee. • 10.11 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account as offered by the Bmployer. The service fee chazged to participating employees shall be paid by the Employer. 10.12 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. Retiree Insurance for Cierical, Technical and Professional Employees 10.13 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer conhibutions, listed in Sections 10.14 through 10.24 below, towazd a health insurance plan offered by the Employer: 10.13(1) 10.13(2) Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and �q.�5a. 10.13(3) Service requirements for retiree health insurance eligibility will not include years of service with 5chool District No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. • 13 ARTICLE 10 - INSURANCE (Continued) Early Retirees 10.14 This Section agplies to empioyees who: 10.14(i) Retire on or after January 1, 1996, and 16.14(2) Have completed riventy (20) yeazs full-time service with the City of Saint Paul, unless receiving a disabiliTy pension from the City of Saint Paul, and 10.14(3) Were appointed prior to January 1,1996, and 10.14(4) Meet the terms set forth in Section 10.13 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Emptoyer agrees to contribate a maYimum of $350.00 per month toward the cost of single or family heaith inswance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $S,OOO life insurance coverage for employees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under ttte heading of "Clerical and Technical Group," until the retiree attains the age of sixty-five (65) Onty dependents of record at the time of retirement shall be eiigible for City contribution. CJ When such early retiree attains age siacty-five (65), the provisions of Sec6on 10.16 shali . appiy. 10.15 This Section shal] apply to employees who: 10.15(1) Retire on or after 7anuary 1, 1996, and have completed riventy (20) yeazs fulI-time with the City of Saint Paul, unIess receiving a disability pension from the City of Saint Paul, and 10.15(2) Were appointed on or after January 1, 1996, and 10.15(3) Have not attained age sixty-five (65) at retirement, and 10.15(4) Meet the conditions of Section 10.13 above, and 10.15(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to contribute a maxnnum of $300.00 per month tawazd the cost of single health insurance coverage; no employer contribution will be applied to the cost of dependent heaith insuraace coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $5,000 life insurance until the retiree attains the age of siaity-five (65). CJ 14 C� ARTICLE 10 - INSURANCE (Continued) When such eazly retiree attains age sixty-five (65), the provisions of Section 10.17 shall apply. Regular Retirees (Age 65 and over) 10.16 This Section shall apply to full-time employees who: 10.16(1) Retire on or a$er 7anuary 1, 1996, and 10.16(2) Were appointed prior to 7anuary 1, 1996, and 10.16(3) Have completed twenty (20) years fuli-time with the City of Saint Paul, unless receiving a disabiIity pension from the City of Saint Paul, and 10.16(4) Have attained age sixty-five (65) at retirement, and 10.16(5) Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insurance plan offered by the Employer. c�q-$5� The Employer agrees to contribute up to a maxunum of $550.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage wili be provided. Only dependents of record at the time of retirement shall be eligible for City contribution. • 10.17 This Section shall apply to full-time employees who: 10.17(1) 10.17(2) 10.17(3) 10.17(4) 10.17(5) 10.17(6) Retire on or after Januazy 1, 1496, and Were appointed on or after January 1, 1996, and Have completed twenty (20) yeazs fuil-time service with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and Have attained age sixry-five (65) at retirement, and Meet the conditions of Section 10.13 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.00 per month towazd the cost of singie health insurance coverage; no empioyer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. • 10.18 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months of employment, the eligibility will be determined by the previous forty- eight (48) months before the reduction. 15 ARTICLE 10 - INSURANCE (Continued) 10. I 9 Employees who have completed iwenty (20) years of full-time service with tke City of • Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in the City's medical plan continuously until retirement shall be eligible for full-time benefits at retirement. 10.20 Eazly or Regulaz Retirees who aze eligible for Employer contribution towazds the cost of single coverage only may continue dependent health insurance coverage at their own expense. Retiring employees who do not meet the Employer's eligibility requirements at retirement may conYinue coverage at Yheir own expense if they meet the eligibility requirements of Chapter 471.61 (formerly Chapter 488) of Minnesota Statute. Survivor Insuraace 10.21 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or illness which was deternuned to have arisen out af and in the course of his/her employment under worker's compensation law shall continue to be eligibie for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree who retired under Section 10.14 or a regular retiree who retired under Secrion 10.16, the dependents of the retiree shall have the • option, within thiriy (30) days, to continue the current health insurance coverage which said dependents previously had, at the premium and $mgloyer coatribution accorded to the eligible deceased retiree. Dependents not of record at the time of retirement may continue coverage at their own eapense. In the event of the death of an eazly or regulaz retiree who was eligible for Employer contribution towazds single health insurance coverage only, dependents on the Employer's plan at the time of the retiree's death may continue coverage at their own expense. It is fiuther understood that coverage shall cease in the event of: 10.21(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 1 Q.21(2) The employment of the surviviag spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heaith insurance for the first ninety (90) days of said employment. r1 LJ 16 C� ARTICLE 10 - INSURANCE (Continued) 10.22 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. 10.23 The contributions indicated in Article 10 shall be paid to the Employer's third party administrator. �i�'�� 10.24 The following list of employees is a good faith effort by the City and the Associarion to identify employees, as of this contract date, who were hired by the City of Saint Paul prior to January I, 1991, and who have less than twenty (20) years of service with the City of Saint Paul upon reaching the age of sixry (60). The intention of the parties is to include only those employees that aze represented by the Association prior to 3anuary 1,1996, and are still empioyed by the City as of the signing of this Agreement. 10.24(1) The foilowing employees will qualify for health insurance coverage as specified below at the age of sixty (60) with a minimtun of fifteen (15) years of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sia�ty (60) and attain (20) yeats of service with the City, they may qualify as provided for under this Agreement. • Janice Bunde Janice Gaughan Mike Foley The Empioyer agrees to contribute a maximum of $350.00 per month toward the cost of single health insurance coverage offered to Early Retirees. L3pon reaching the age of sixty-five (65), the Employer agrees to contribute a m�imum of $550.00 towards the cost of single health insurance coverage offered to Regulaz Retirees. Any unused portion shall not be paid to the retiree. No Employer contribution will be appiied to the cost of dependent health insurance coverage, nor will Survivors of these empioyees be eligible for Employer contribution. • 17 ARTICLE 11 - WORKING OUT OF CLASSIFICATION i l. i Any employee working an out-of-class assignment for more Than 5 consecutive days shall � receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification Iugher than the classification heid by the employee. The rate of pay for an approved out-of-class assignment sha21 be the same rate the employee would receive if such employee received a regulaz appointment to the next higher classification in the employee's cunent class series. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of the ne� higher classificafion in the job series: Clerk I Clerk-Stenographer I Clerk-Typist I ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed . with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bazgaining unit may, during usual working hours, with the approval of the supervisor, review any material ptaced in the empioyee's personnel file, after fust giving proper notice to the supervisor in custody of such file. 123 Any member of the bazgaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Pa� for such action. • m ARTICLE 13 - BULLETIN BOARDS qq�$ � 13.1 The Employer shall provide reasonable bulletin space for use by the Union in posting notices of Union business and acrivities, said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin boazd is subj ect to approval of the Deparkment Head. ARTICLE 14 - WAGES 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Empioyer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reciassification takes place. • 14.2 The rates in the wage schedule in Appendix A shall reflect the following adjustments: Effective January 2, 1999: Effective July 3, 1999: Effective January ], 2000 Two percent (2.0%) increase One half percent (0.5%) increase Three percent (3,0%) increase Retroactive pay adjustments shall apply only to empioyees who were employed by the City as of the date of signing this contract. Members of the Association transferring to another bazgaining unit that has already received a retroactive adjustment for similar effective dates and percentages shall receive retroactive pay from these effective dates through the date of their leaving this Association. C� 19 ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, � overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest m;n;rnum standard set forth in the Civil Service Rules of tke City of Saint Paul and the Saint Paul Saiary 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 Ageement. ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employrnent, an emptoyee may make applicafion for a leave of absence not to exceed one yeaz. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolufion No. 3250). 16.2 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/her supervisor no later than one-half hour past his/her regular scheduled starting rime. The grantiag of sick leave sha�t be subject to the terms and provisions of Resolution No. 3250, of the City of Saint Paui. 16.3 Any empioyee who has accumulated sick leave credits as provided above shalt 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, quazantine estabiished by a public health enforcement agency, 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 tite kousehold; an8 may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in acrive service in time of war or other emergency declazed by the proper authority of any of the military or naval forces of the state or of the United States for wluch leave is not otherwise ailowed 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 aze imposed by law. Such leaves of absence as aze granted under AR'fICLE 18 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shail confer no additionaI benefits other than those granted by said statute. . 20 ARTICLE 16 - LEAVES OF ABSENCE (Continued) �(�'�5a � 16.5 Severance Pay - Empioyees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount pertnitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty - Any employee who is required during his/her regular working hours to appear in court as a juror or wimess, except as a wimess in his/her own behalf against the CITY, shall be paid his/her regular pay while he/she is so engaged. Provided, however, that any fees that the employee may receive from the court for such service shali be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the norma] daytime shift, shall be rescheduled to work the normal daytune shift during such tune as he/she is required to appeaz in court as a juror or witness. 16.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's grandpazent or grandchild. 16.8 Any employee elected or appointed to a fuil time paid position by the exclusive representative may be granted a leave of absence withoat pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. • 16.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City empioyee. Such paid sick leave eligibility shall begin upon certification by the employee's attend'usg physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive pazent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be eactended an additionai twelve (12) months by mutual agreement between the employee and the Employer. Refusai on the part of the Employer to grant an ea�tension of such leave shali not be subject to the provisions of Article 6 of this Agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenute as the one held }ust prior to the beginning of their leave. 16.10 Educafion Leave - Leave with pay may be granted for educaUonal purposes at the option of the Employer. . 21 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.11 Voluntary Leave - No Pay - A full-time employee may be granted np io 480 hours of � voluntary leave of absence without pay during the fiscal yeaz. During such leave of absence, the employee shall continue to eam and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this Articie 16.11 is subject to the approval of the Department Head. This provision shall be effective August 1, 1993. ARTICLE 1"7 - MILITARY LEAVE OF ABSENCE 17.1 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 federai law, or who shatt be a member of the Off cer's 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 hereafrer organized or constituted under Federallaw, shatl be entitted to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tune when such employee is engaged with such organization or component in training ar acfive service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, pmvided that such leave shall not exceed a total of fifteen (15) days in any calendaz yeaz, and further provided that such leave skall be allowed onty in case the required military or naval service is • satisfactorily perfortned, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (i) returns to his/her position nnmediately 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 retuming by physical or mental disability or ottter cause not due to such emptoyee's own fault, or (3) is required by proper authority to continue in such military or navai service beyond the time herein limited for such leave. • 22 ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Association recognizes the right of the City to operate and manage its affairs in all • respects in accordance with applicable laws and regulations or appropriate authorities. AIl rights and authority which the City has not officially abridged, delegated or modified by this Agreement are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, wluch include, but aze not limited to, such areas of discretion or policy as the funcuons and programs of the Employer, its overail budget, utilization of technology, and organizational structure and selection and direction and number of pezsonnel. ARTICLE 19 - SENIORITY 19.1 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 ciass title on the same date, the seniority shail be deterxnined by employee's rank on the eligible list from which certification was made. 19.2 Senioriry shall terminate when an employee retires, resigns, or is dischazged. c �q.�5a • 19.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wi11 be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all tiUes listed on the corresponding line under Column B. The Department will identify such least senior employee in the department reducing positions, and shall notify said empioyee of hislher reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Office shali decide which vacant positions the affected employee shall fill. If no vacancy e�rists in such fitles, then the least senior City employee in such tiUes shall be identified, and if the employee affected by ihe original departmental reduction is more senior, helshe shali have the right to claim that position and the least senior City employee in such titles shall be the employee laid off. For the purQoses of this article, the Boazd of Education is not included as a City department nor is a Boazd of Education empioyee included as a City employee. • 23 ARTICLE 19 - SENIORITY (Continued) Column A Column B � Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier I, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator I Data Entry Operator I, DaYa Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equip. Operator Trainee, Duplicating Equip. Operator Dupticating Equip. Operator, Duplicating Equip. Operator Trainee 19.4 In cases where there are promotional series such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these tiUes to which ciass seniority wou[d keep them from being Iaid off, before layoffs aze made by any class title within any department. 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same promotional series as his/her current title, thai employee will be offered a reduction to the title within the bazgaining unit to which he/she was regulazly appointed immediately prior to his/her current tifle, so long as there is either a vacancy or if no vacancy exists a Iess senior employee in such title may be displaced. In cases where an employee to be laid offhas held no regulaz appointment to any titles immediately prior to hislher current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactorily complete a six-month probationary period in such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such empioyee's name witi be placed on the reinstatement register in his/her farmer titte and "bumping" rights herein shall not again apply to such employee. • r1 LJ 24 ARTICLE 19 - SE1vIORITI' (Continued) q`� • Ttris procedure will be followed by the Ciry for City employees, and by the Boazd of Education for Board of Fducation employees; however, City employees being reduced or laid off may not displace Boazd of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, �cept that recall rights shall expire a8er two yeazs of layoff. ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimand; 203 Suspension; 20.4 Reduction; 20.5 Dischazge • The listing above of 20.1 through 20.5 does not indicate that such forms of discipiine must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and dischazges wili be in written form. 20.3 Empioyees and the Association will receive copies of written reprimands and notices of suspension and dischazge. 20.4 Empioyees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times undez direct supervision of the Bmpioyer. 20.5 Discharges will be preceded by a five (5) calendar day preliminary suspension without pay. During said period, the employee and/or Association may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) calendaz day period, the Employer may affirm the suspension and dischazge in accordance with Civil Service Rules, or may modify or withdraw same. 20.6 An employee who is being questioned in a disciplinary investigation which could lead to discipline of the employee shall be offered the right to have an Association representative • present during questioning. 25 ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or wiltfui or wanton neglect of duty, the Empioyer � shali defend save hazmless and indemnify an employee, and/or his/her estate, against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwittzstanding Article 21.1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal acrion where the employee is the Plaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encoutage, sanction or support any strike, or the withholding in whole or in pazt of the full performance of their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of Yhis article, the Employer will wam employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to retum to his/her full dufles within twenty-four (24) hours of such warning may be subject to the penalties provided in the PubIic Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform availabie work, shali be instituted by . the Employer andlor its appointing authorities during the life of this Agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide three distinct severance pay plans as set forth in this Article. EIigibility Requirements 23.2 To be eligible for any of the severance pay pians, an employee must meet the following requirements: 23.2(1) The employee must be voluntarily separated from City employment or have been subject to sepazation by Iayoff or compulsory retirement. Those empIoyees who ue discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay plan. C� 26 ARTICLE 23 - SEVERANCE PAY(Continued) 23.2(2) The employee must file a waiver of re-employment with the Director of Human Resources, which wiil cleazly indicate that by requesting severance pay, the employee • waives ali claims to reinstatement or re-empioyment (of any type), with the City. Severance Pay Plan i(All CCEA members) 233 In addition to the requirements listed in 23.2, an empioyee must meet the foilowing requirements: 233(1) 23.3(2) 23.3(3) The employee must be regvlaziy appointed to a title covered by this Agreement prior to January 1, 1990. The empioyee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the time of sepazation. The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her separation from service. 233(4) The employee must be 58 yeazs of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. • 233(5) The ma�timum amount of money that any employee may obtain through this severance pay plan is $6,500 to be calculated as set forth in Section 23.6 below. Severance Pay Plan 2(Clerical and Technical CCEA members only) 23.4 For each eligible employee working in a titie listed in ARTTCLE 1.2 under the heading "Clerical and Technical Group," the Employer shall provide a severance pay plan as set forth in this section 23.4. In addition to the requirements listed in 23.2, an employee must meet the following requirements: �,�5� 23.4(1) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her sepatation from service. C � J z� ARTICLE 23 - SEYERANCE PAY(Continued) 23.4(2) The yeazs of service requirement and conesponding maximum amount of money that any employee may obtain through this severance pay plan is shown in the table below to be calculated as set forth in Sectioa 23.6 below. Years of Service with fhe City At Least 20 21 22 23 24 25 Masimum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 10,000 Severaace Pay Piaa 3(Professional CCEA members oaly) 23.5 For each eligible employee working in a title listed in ARTICLE 1.2 under the heading "Professional Group," the Employer shall provide a severance pay plan as set forth in this section 23.5. In addition to the requirements Iisted in 23.2, an emgIoyee must meet the following requirements: C� 23.5 (1) The employee must be 58 yeazs of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other Yhan PERA, such employees . must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. 23.5(2) 23.5(3) 23.5(4) The employee must have an accumulated balance of at least eighty (SO) days of sick leave credits at the time of his/her separation from service. The employee must have at 2east riveniy (20) years of service under the classified or unclassified Civil Service at the time of sepazation, the last five of which must be consecutive. The maximum amount of money that any employee may obtain ttirough this severance pay pian is $10,000 to be calculated as set forth in Section 23.6 below. 23.6 If an employee requests severance pay and if the emplayee meets the eligibitity requirements set forth above, he/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 sepazarion for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. • 2a ARTICLE 23 - SEVERANCE PAY(Continued) 23.7 For the purpose of this severance plan, an employee who voluntarily separates from • employment with the City of Saint Paul for empioyment with Independent School I?istrict No. 625 shali be eligible for severance pay if the employee meets the eligibility requirements set forth above. 23.8 For the gurpose of this Article, for those empioyees trired by the City before February 27, 1998, employment in either the City or in the Independent School District No. 625 may be used in meeting the years of service requirements in Section 233, Section 23.4 or Secrion 23.5. Employees hired by the City, or transferring to the City, on or after February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the years of service requirements in Section 233, Section 23.4 or Section 23.5. 23.9 This severance pay plan shall be subject to and governed by the provisions of City Ordinance No. i 1490 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. 23.10 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.11 For the purpose of these severance pay plans, the death of an employee shall be considered as separation of empioyment and if the employee would have met all of the • requirements set forth above, (at the time of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. �R'� 23.12 Employees may qualify for either Severance Pay Plan 1(Section 23.3) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An election by an employee to draw severance pay under one Section shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. 23.13 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this ARTTCLE or City Ordinance 1149Q as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shail only be entitled to the benefits of this Article upon meeting the qualifica6ons herein. . 29 ARTICLE 24 - NONDISCRIMINATION 24.1 The terms and conditions of this Agreement will be applied to employees equally without • regazd to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Association. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. 24.3 Employees covered by this contract will be covered by the City Policy regazding nondiscrimination and sexual hazassment, as well as agplicable local, state and federal laws. ARTICLE 25 - SICK LEAVE USAGE FOR DEPENDENT CARE 25.1 In the case of a serious illness or disability of an employee's cluld, pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or make azrangements for the caze of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumutated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. 25.2 The Head of the Department or the Human Resources Director may require a physician's certificate or additionai certificates at any time during an employee's use of sick leave for the purposes stated in 25.1 above. All such certificates shall be forwarded by the • appointing officer to the Human Resources Office. If an empIoyee is absent because of the provisions of Article 25.1 for three or fewer calendaz days he/she shall submit to the head of the Department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three catendar days, no fiu'ther sick leave shall be granted unless or until a physician is consulted. T'he sick leave may be continued from and inctude the day of consultation, but otily if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Human Resources Office. 253 No sick teave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the sarisfaction of the Department Head that the failure to report was excusable. 25.4 An emgtoyee shall be paid uuder the provisions of this pazagraph only for Yhe aumber of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. C� 30 • \J � ARTICLE 26 - TERMS OF AGREEMENT 26.1 Compiete Agreement and Waiver of Bargaining - This Agreement shall represent the complete Agreement between the Association and the CiTy of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collecfive bazgaiuing, and that the compiete understaudings and agreements arrived at by the parties after the exercise of that right and opportuniry aze set forth in this Agreement. Therefore, the City and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savings Clause - T7vs Agreement is subject to the laws ofthe United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fmal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 263 Terms of AGREEMENT - This Agreement shall be in full farce and effect from January 1, 1999 thru December 31, 2000 and sha11 be automatically renewed from yeaz to year thereafter unless either party sha11 notify the other in writing by June 1, that it desires to modify or terminate this Agreement. In witness whereof, the parties have caused this Agreement to be executed this 2`1 day of August 1999. �/ � i 26.4 This constitutes a tentative Agreement between the parties wkuch will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratificafion by the City of Saint Paul Classified Confidential Employees Associafion. WITNESSES: CITY OF SAINT PAUL �,�a�,� Terry Haltiner Labor Relations Manager CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION ohn Brandtjen Association President 31 i APPENDIX A CLERICAL TITLES GRADE 07C 804C CLBRICAL TRAINEE A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. � ��) �3) � � �� 1-2-99 71236 737.19 760.99 787.82 814.64 845.41 86132 893.40 904.21 915.00 7-3-99 715.92 740.88 764.79 791.76 818.71 849.64 865.63 897.87 908.73 919.58 1-i-00 737.40 763.11 787.73 815.51 843.27 875.13 891.60 924.81 935.99 947.17 GRADE 09C 111 C CLERK T 1-2-99 742.13 766.97 ?94.79 820.61 85136 880.20 899.06 934.25 945.05 955.86 7-3-99 745.84 770.80 798.76 824.71 855.62 884.60 903.56 938.92 949.78 960.64 1-1-00 768.22 793.92 822.72 849.45 881.29 911.14 930.67 967.09 97827 989.46 GRADE lOC 100C SERVICE WORKER II i 1-2-99 759.02 783.87 807.68 836.48 86330 895.04 91935 956.05 966.84 977.64 7-3-94 762.82 787.79 811.72 840.66 867.62 899.52 923.45 960.83 971.67 982.53 I-1-00 785.70 811.42 836.07 865.88 893.65 926.51 951.67 989.65 1000.821012A1 GRADE 11 C 12 ] C CLERK-TYPIST I 1-2-99 769.96 796.75 825.55 85334 88412 919.35 941.91 976.69 987.49 99831 7-3-99 773.81 800:73 829.68 857.61 888.54 923.95 946.62 981.57 992.43 100330 1-1-00 797.02 824.75 854.57 88334 915.2Q 951.67 975.021Q11.Q21022.20 1Q33.4Q GRADE 16C 112C CLERK II 1-2-99 85535 887.12 920.43 455.82 946.83 1038.51 1065.121111.67 1122.47 1133.28 7-3-99 859.63 891.56 925.03 960.601001.81 1043.701070.451117.23 ll28.08 1138.95 1-1-00 885.42 91831 952.78 989.421031.861075A1 1102.561150.751161.921173.12 GRADE 18C 122C CLERK-TYPIST II • 1-2-99 892.07 922.68 966.541006.091047.75 1095.25 1123.05 1170.461181.261192.06 7-3-99 896.53 927.29 97137 1011.12 1052.991100.73 1128.67117631 1187.17 1198.02 1-1-00 923.43 955.11 1000.51 1041.45 1084.581133.751162.53 1211.601222.791233.96 q�� - Al - • APPENDIX A - CLERICAL (Cuntinued) GRADE 23C 113C CLERK III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 1006.09 1047.75 1095.25 1142.73 1194.86 1244.67 1279.40 1331.49 134230 1353.12 7-3 -99 1 a11.121052.991100.73 1148.441200.83 1250.89 1285.80 133 8.15 1349.01 1359.89 1-1-00 1041.45 1084.58 1133.75 1182.89 1236.85 1288.42 132437 1378.29 1389.48 1400.69 GRADE 24C 123C CLERK-TYPIST III 1-2-99 1032.70 1079.01 1124.17 1175.15 1229.61 1281.72 1317.60 1372.65 13 83.45 1394.26 7-3-99 1037.86 1084.41 1129.79 1181.03 1235.76 1288.13 1324.19 1379.51 139037 1401.23 1-1-00 1069.00 1116.94 1163.68 1216.46 1272.83 1326.77 1363.92 1420.90 1432.08 1443.27 GRADE 29C 045C CLERK IV • 1-2-99 1145.04 1200.63 1253.95 1314.15 1373.22 1438.04 1478.60 1540.76 1551.58 156239 7-3-99 1150.77 1206.63 1260.22 1320.72 1380.09 1445.23 1485.99 1548.46 155934 1570.20 1-1-00 1185.29 1242.83 1298.03 136034 1421.491488.591530.57 1594.91 I 606.12 161731 GRADE 31 C 297C HUMAN RESOURCES RECORDS CLERK 248C SBCRETARY 1-2-99 1209.88 1263.18 1322.26 1382.51 1448.49 1515.68 1558.51 1623.08 1633.89 1644.70 7-3-99 1215.93 1269.50 1328.87 1389.42 1455.73 1523.26 156630 1631.20 1642.06 1652.92 1-1-00 1252.41 13 07.59 13 68.74 1431.10 1499.40 1568.96 1613.29 1680.14 1691.32 1702.51 GRADE32C 249C SECRETARY (STENOGRAPHER) 1-2-99 1243.51 1302.53 1360.47 1424.18 1490.22 1559.68 1604.88 1674.78 1685.59 16963 8 7-3-99 1249.73 1309.04 1367.27 143130 1497.67 1567.48 1612.90 1683.15 1694.02 1704.86 1-1-00 1287.22 I 34831 1408.29 1474.24 1542.60 1614.50 1661.24 1733.64 1744.841756.01 GRADE 33C 402C BENEFITS SPECIALIST • 1-2-99 1277.06 1338.47 1399.86 1463.55 1531.88 1604.88 1650.02 1720.61 1731.41 1742.22 7-3-99 1283 .45 1345.16 14�6.86 1470.87 1539.54 1612.90 1658.27 1729.21 1740.07 1750.93 1- I-00 1321.95 I 3 85.51 1449.07 1515.00 1585.73 1661.29 1708.02 1781.09 1792.27 1803.46 q q,$� �_v� APPENDIX A - CLERICAL (Continued) • GRADE 34C 506C CLERICAL SUPERVISOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 1314.15 1373.22 1438.04 1502.96 1573.57 2650.02 1695.18 1768.81 1779.65 1'790.44 7-3-99 1320.72 1380.09 1445.23 1510.47 1581.44 165827 1703.66 1777.65 1788.55 179939 1-1-00 136034 1421.49 1488.59 1555.78 1628.88 1708.02 1754.77 1830.98 1842.21 185337 APPENDIX A TECA1vIICAL TITLES GRAAE 30S 201 C EDP PROGRAMMER TRAINEE A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1-2-99 I 169.95 1219.41 1268.85 1324.78 13 81.73 1441.93 1478.50 1541.07 1555.87 1570.65 7-3-99 1175.80 1225.51 1275.19 13 31.40 13 88.64 1449.14 1485.89 1548.78 1563.65 1578.50 • 1-I-00 1211.0712b2.281313.451371.341430.301492.b11530.471595.241610.561625.86 GRADE 34S 686C ACCOUNTING TECHNICIAN II 1-2-99 1290.41 1348.44 1406.49 1467. �8 1532.27 1598.90 1641.97 1709.11 1723.91 173 8.69 7-3-99 1296.86 1355.18 ]413.52 1475.12 1539.93 1606.89 1650.18 1717.66 1732.53 174738 1- i-00 1335.77 1395.84 1455.93 151937 1586.13 1655.10 1699.69 1769.19 1784.51 1744.80 GRADE 36S 567C EDP PROGRAMMER 1-2-99 1360.28 141437 1480.67 1545.17 1613.98 1687.04 1732.27 1805.18 1819.95 1834.73 7-3-99 1367.08 1426.47 1488.07 1552.90 1622.05 1695.53 1740.93 1814.21 1829.05 1843.90 1-1-00 1408.09 1469.26 1532.71 1599.49 1670.71 1746.40 1793.16 1868.64 1883.92 1899.22 GRADE 40S 921 C HIJMAN RESOURCBS TECI-INICIAN III • 1-2-99 1511.49 1573.58 1644.71 1714.70 1794.99 1883.27 192239 2001.66 2016.46 2031.25 7-3-99 1519.05 1581.45 1652.93 1723.27 1803.96 1892.69 1932.00 2011.67 2026.54 2041.41 1-1-00 1564.62 1628.89 1702.52 1774.97 1858.08 1949.47 1989.96 2072.02 2087.34 2102.65 - A3 - ��'��a APPENDIX A PROFESSIONAL TITLES U GRADE 07R 331C AtJMAN RESOURCES SPECIALIST I 392C RESEARCH ANALYST I 630C BUDGET ASSISTANT A B C D E F G 10-yr. 15-yr. ( CZ) ( ( ( ( (�) ( ( 1-2-99 1225.70 1274.77 1327.25 1392.21 1462.97 153 5.98 161121 1659.13 1'707.00 7-3-99 1231.83 1281.14 1333.89 1399.17 1470.28 1543.66 1619.27 1667.43 1715.54 1-1-00 1268.78 1319.57 1373.91 1441.15 1514.39 1589.97 1667.85 1 � 17.45 1767.01 GRADE 11R 332C HUMAN RESOURCES SPECIALIST II 1-2-99 1379.70 1435.58 1492.60 I 566.73 1644.28 1727.60 18ll .95 1862.11 1921.47 7-3-99 13 86.60 I442.76 1500.06 1574.56 1652.50 1736.24 1821.01 1871.42 1931.08 1-1-00 1428.20 1486.04 154 5.06 1621.80 1702.08 1788.33 1875.64 1927.56 1489.01 GRADE 13R 631 C BUDGET ANALYST • 1-2-99 1464.09 1521.14 1582.70 1662.56 174237 1830.23 1923.73 1979.63 2035.46 7-3-99 1471.41 1528.75 1590.61 1670.87 1751.08 183938 193335 1989.53 2045.64 1-1-00 I515.55 1574.61 1638.33 1721.00 1803.61 1894.56 199135 2049.22 2107.01 GRADE 14R 333C HLIMAN RESOURCES SPECIALIST III 309C TRAINING AND ORG DEVELOPMENT SPEC. 1-2-99 1507.46 1566.73 1629.46 1710.48 1797.14 1884.98 1979.63 2037.78 2098.24 7-3-99 1515.00 1574.56 1637.61 1719.03 1806.13 1894.40 1989.53 2047.97 2108.73 1-1-00 1560.45 1621.80 1686.74 1770.60 1860.31 1951.23 2049.22 2109.41 2171.99 GRADE O15 247C RISK ANALYST • 1-2-99 1553.07 1615.77 1678.50 1760.66 1849.58 1940.85 2037.78 2100.55 2162.12 7-3-99 1560.84 1623.85 1686.891769.461858.83 1950.55 2047.97 2111.05 2172.93 1-1-00 1607.67 1672.57 1737.50 1822.54 1914.59 2009.07 2109.41 2174.38 2238.12 - A4 - vl `�� APPENBTX A - PROFESSIONAL (Continned) GRADE 16R 413C SELECTION & VALIDATION SPEC. 224C EMPLOYEE BENEFITS COORDINATOR A B C D E F G 10-yr. I S-yr. C1) (2) �3) �4) (5) �6) C7) �g) �9) 1-2-99 1594.61 1658.50 1723.49 1810.17 1900.28 1994.94 2095.29 2156.90 2219.62 7-3-99 1602.58 1666.79 1732.11 1819.22 1909.78 2004.91 2105.77 2167.68 2230.72 1-i-00 1650.66 1716.79 1784.07 1873.80 1967.07 2065.06 2168.94 2232.71 2297.64 GRADE 19R 620A WORKERS COMPENSATION CLAIMS AD 632C SENIOR BUDGET ANALYST 1-2-99 1748.10 1816.51 1887.21 1981.91 2081.12 2184.91 2295.55 2360.55 2431.25 7-3-99 1756.84 1825.59 1896.65 1991.82 2091.53 2195.83 2307.03 237235 2443.41 1-1-0� 1809.55 1880.36 1453.55 2051.57 2154.28 2261.70 2376.24 2443.52 2516.71 GRADE26R 569A CLAIMS MANAGER 633C CHIEF BUDCET ANALYST • � 1-2-99 214�.30 2231.65 2322.88 2434.66 2559.04 2686.74 282016 2904.57 2987.85 7-3-99 2158.04 2242.81 2334.49 2446.83 2571.84 2700.17 2834.26 2919.09 3002.79 1-1-00 2222.78 2310.09 2404.52 2520.23 2649.00 2781.18 2919.29 3006.66 3092.87 ��,��a - AS -