86-1447 WMITE - C�TV CLERK-�.
PINK - FINANCE - � COUQCII / - � /J
BLUERV - MAPORTMENT � G TY OF SA I NT PAU L File NO. �� � `�i
q cil Resolution ,,.---,.
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Present d By
Referred To '" Committee: Date ___L_� '"
Out of Committee By Date
RESOLVEDthat t e Coun il of the City of Saint Paul hereby approves an
ratifies the attach d 1986 1988 Maintenance Labor Agreement between the Ci y
of Saint Paul and T in Cit Claziers and Glass Workers, Local No. 1324.
COUNCILMEN Requested by Department of:
Yeas �� Nays
E
�1 [n Favor
Rettman
Scheibel
Sonnen __ Agal[1St BY
Tedesco
Wilson
C'r � � ,98fi Form ;pprov by Attorney
Adopted by Council: ' Date ,�
Certified Pas• ncil Se y BY �
By
Appr y Mavor: Dat tr! L 0 � Approv by Mayor for Submiss' o ncil
BY . - — BY
' llBIISHED 0 C T 2 519�6
Personnel Office DEPART�NT ��l/��7 j�� 05931
Jzm Lombardi t CONTACT
�a�� i PHONE
Se tember 2 1986 DATE Q/�� Qr
�
ASSIGN NUhBER F4R R UTING RDER i All Locatians for Si nature :
-�-�-yDepartment Dire or � 3 Director of Managemen /Mayor ''
Finance and Man ement Servic ' Director � 4 City Clerk
Budget Director i
2 City Attorney
WHAT WILL BE ACHIEVE BY T ING A � ION ON THE ATTACHED MATERIALS? (Purpose/
Ra�t ional e� •
This resolution app oves e 1986 "1988 Agreement between the City an the G azie s Union, ��1324.
The new Agreement h s cha es in '�he Holid�y Article and in the Wage�appendix. he Holiday
Article has new lan uage ich al !ows straight time to be paid for working on a inor holiday.
The wage increase i a tot 1 pack ge increase of .59 per hour each year. This i based on the
outside union settl ment.
COST BENEFIT BUDGET Y AN PERSO �EL IMPACTS ANTICIPATED:
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None. The City has an em o�e�s-.- o��Cing as Glaziers at this time. A temporary mployee may
be hired as needed. ''
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FINANCIN6 SOURCE AND BUDGE ACTIVI �Y NUNBER CHARGED OR CREDITED: (Mayor's signa-
�! ture not re-
Total Amount of T ansac on: quired if under
� �10,000)
Fu�ding Source•
Activity Number: •
ATTACHMENTS List an Numbe All A �tachments :
RECEIVED
1 . Resolution
2. Copy for City C erk SEP 1 Q �
MAYOa'S OFFICE
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DEPARTM�NT REVIEW , CITY ATTORNEY REVIEW
Yes No �bunci Resol tion R ; uired? ' Resolution Required? es No
Yes No Insura ce Req ired? ' Insurance Sufficient? es No
Yes No Insura ce Att ched: ,
.
.
(S E •REVE I E SIDE FOR INSTRUCtIONS) �
Revised 12/84 } '
�
: : e . HOW TO USE THE GREIIJ SF�ET
The GREEN SF�ET has several PURPOSES: � ' � � �
1, to assist in routinq documents and in securinq required signatures
2. to brief the reviewers of documents on the impacts of approval
3. to help ensure that necessary supporting materials are prepared, and, if
- required, attaahed.
Providing complete informa'tion under the listed headings enables reviewers to make
decisions on the documents and eliminates follow-up contacts that may delay execution. '
The COST/BENEFIT, BUDGETARY AND PERSONNEL I1�AC'liS heading provides space to explain
� the cost/benefit aspects of the decision. Costs and benefits related both to City '
budget (General Fund and/or Special Funds) and to broader financial impacts (cost
to users, homeowners or other groups affected by the action) . The personnel impact
is a description of chanqe or shift of Full-Time Equivalent (FTE) positions. �
� If a CONTRACT amount is less than $10,000, the Mayor's signature is not required,
if the department director siqns. A contract must always be first siqned by the
outside agency before routing through City offices. �
Below is the preferred ROUTING for the five most frequent types of documents:
CONTRACTS (assumes authorized budget exists) '
� 1. Outside Agency 4. Mayor
2. ' Initiating Department 5. Finance Director
3. City Attorney 6. Finance Accounting
ADMINISTRATIVE ORDER (Budget Revision) ADMINISTRATIVE ORDERS (all others)
1. Activity Manager 1. Initiating Department
2. Department Accountant 2. City Attorney
3. Department Director 3. Director of Management/Mayor
4. Budget Director � 4. City Clerk '
5. City Clerk �
6. Chief Accountant, F&MS
, COUNCIL RESOLUTION (Amend. Bdgts./Accept. Grants) COUNCIL RESOLUTION (all others)-
1. Department Director 1. Initiating Department
2. Budget Director 2. City Attorney
3. City Attorney 3. Director of Management/Mayor
4. Director of Management/Mayor 4. City Clerk
5. Chair, Finance, Mngmt. & Personnel Com. 5. City Council
6. City Clerk
7. City Council
8. Chief Accountant, F`&MS
SUPPORTING MATERIALS. In the ATTACHMENTS section, identify all attachments. If the
Green Sheet is well done, no letter of transmittal need be included (unless siqning
such a letter is one of the requested actions) .
Note: If an agreement requires eviderice of insurance/co-insurance, a Certificate of
Insurance should be one of the attachm�ents at time of routing.
Note: Actions which require City Council Resolutions include:
1. Contractual relationship with another gover�unental unit.
2.. Collective bargaininq contracts. �
3. Purchase, sale or lease of land.
4. Issuance of bonds by City.
5. Eminent domain.
6. Assumption of liability by City, or qranting by City of indemnific�tion. :
7. Agreen�nts with State or Feder$1 Goverrnnent under which they are providing
funding.
8. Budqet emendments. .
� � - ����
1986 - 1988
MAINTENANCE LABOR AGREEMENT
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THE CITY OF SAINT PAUL
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TWIN CITY GLAZIERS AND GLASS WORKERS
LOCAL N0. 1324
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� INDEX
ARTICLE TI LE PAGE
Pr amble iii
I Pu pose 1
II Re ogniti n 2
III Em loyer ights 3
IV Un on Rig ts 4
V Sc pe of he Agreement 5
VI Pr bation ry Periods 6
VII Ph losoph of Employment and Compensation 7
VIII Ho rs of ork 8
IX Ov rtime 9
X Ca 1 Back 10
XI Wo k Loca ion 11
XII Wa es 12
XIII Fr nge Be efits 14
XIV Se ection of Foreman and General Foreman 15
XV Ho idays 16
XVI Di ciplin ry Procedures 1�
XVII Ab ences rom Work 18
XVIII Se iority 19
XIX Ju isdict on 20
XX Se aratio 21
XXI To ls 22
XXII Gr evance Procedure 23
XXIII Ri ht of ubcontract 2�
XXIV No -discr mination 28
XXV Se erabil ty 29
XXVI Wa ver 30
XXVII Ci y Mile ge Plan 31
XXVIII Du ation nd Pledge 32
Ap endix A1
Ap endix B1
Ap endix C1
Ap endix D1
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P R E A M B L E
This AG EEMENT is entered into between the City of Saint Paul
hereinafter refer ed to s the II�IPLOYER and the Twin City Glaziers and lass �
Workers Local 132 , here nafter referred to as the UNION.
The EMP OYER a d the UNION concur that this AGREEMENT has as ts
objective the pro otion f the responsibilities of the City of Saint Pa 1
for the benefit o the g neral public through effective labor-managemen
cooperation.
The EMP OYER a d the UNION both realize that this goal depend not
only on the words in the AGREEMENT by rather primarily on attitudes bet een
people at all le ls of esponsibility. Constructive attitudes of the MPLOYER,
the UNION, and t indiv dual employees will best serve the needs of th
general public.
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• ARTICLE I - PURPO E
1.1 The EMPLOYER and th UNION agree that the purpose for entering int
this AGREEME T is t :
1.11 Achieve orderl and peaceful relations, thereby
establi hing a system of uninterrupted operations
and the highes level of employee performance that
is cons stent ith the safety and well-being of
all con erned;
1.12 Set for h rate of pay, hours of work, and other
conditi ns of mployment as have been agreed upon
by the LOYE and the UNION;
1.13 Establi h proc dures to orderly and peacefully
resolve disput s as to the application or inter-
pretati n of t is AGREEMENT without loss of
manpowe produ tivity.
1.2 The EMPLOYER and th UNION agree that this AGREEMENT serves as a
supplement t legis tion that creates and directs the EMPLOYER. I
any part of his AG EMENT is in conflict with such legislation, th
latter shall revail. The parties, on written notice, agree to
negotiate th t part n conflict so that it conforms to the statute
as provided Artic e 25 (SEVERABILITY) .
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ARTICLE II - RECOGNITION .
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for
collective bargaining purposes for all personnel having an employment
status of regular, probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2.2 as certified by the
Bureau of Mediation Services in accordance with Case No. 73-PR-510-A
dated May 11, 1973.
2.2 The classes of positions recognized as being exclusively represented by
the UNION are as listed in Appendix A.
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ARTICLE III - II�IP OYER R GHTS
3.1 The EMPLOYER retain the right to operate and manage all manpower,
facilities, nd equ pment; to establish functions and programs; to set
and amend bu gets; o determine the utilization of technology; to
establish an modif the organizational structure; to select, dire t,
and determin the n mber of personnel; and to perform any inherent
managerial f nction not specifically limited by this AGREEMENT.
3.2 Any "term or condit on of employment" not established by this AGRE NT
shall remain with t e EMPLOYER to eliminate, modify, or establish
following wr tten n tification to the UNION.
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ARTICLE IV - UNION RIGHTS �
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies deducted shall be remitted as directed by the UNION,
4.11 The EMPLOYER shall not deduct dues from the wages of
employees covered by this AGREEMENT for any other labor
organization.
4.12 The UNION shall indemnify and save harmless the EMPLOYER
from any and all claims or charges made against the EMPLOYER
as a result of the implementation of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be permitted
to enter the facilities of the EMPLOYER where employees covered by this
AGREEMENT are working.
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ARTICLE V - SCOP OF THE AGREEMENT
5.1 This AGREEME T esta lished the "terms and conditions of employment'
defined by M.S. 179 63, Subd. 18 for all employees exclusively rep esented
by th� UNION This AGREEMENT shall supersede such "terms and cond tions
of employmen " esta lished by Civil Service Rule, Council Ordinanc ,
and Council esolut on.
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ARTICLE VI - PROBATIONARY PERIODS ,
6.1 All personnel, originally hired or rehired following separation, in a
regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary period an employee may be
terminated at the discretion of the EMPLOYER without appeal to the
provisions of Article 22 (GRIEVANCE PROCEDURE) .
6.12 An employee terminated during the probationary period shall receive
a written notice of the reason(s) for such termination, a copy of
which shall be sent to the UNION.
6.2 All personnel promoted to a higher class of positions shall serve a six
(6) months' promotional probationary period during which time the
employee's fitness and ability to perform the class of positions'
duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period an employee
may be demoted to the employee's previously held class of positions
at the discretion of the EMPLOYER without appeal to the provisions
of Article 22 (GRZEVANCE PROCEDURE) .
6.22 An employee demoted during the promotional probationary period
shall be returned to the employee's previously held class of
positions and shall receive a written notice of the reasons for
demotion, a copy of which shall be sent to the UNION.
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� ARTICLE VII - PH OSOPIiY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYE and th UNION are in full agreement that the philosop y of
employment a d comp nsation shall be a "cash" hourly wage and "ind stry"
fring@ benef t syst m.
7.2 The EMPLOYER shall ompensate employees for all hours worked at th
basic hourly wage r te and hourly fringe benefit rate as found in
Articles 12 WAGES) and 13 (FRINGE BENEFITS) .
7.3 No other com ensati n or fringe benefit shall be accumulated or ear ed
by an employ e exce t as specifically provided for in this AGREEMEN ;
except those employe s who have individually optioned to be "grandi thered"
as provided b 12.2.
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ARTICLE VIII - HOURS OF WORK �
8.1 The normal work day shall be eight (8) consecutive hours per day,
excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m.
and 5:30 p.m.
8.2 The normal work week shall be five (5) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
judgment to establish second and third shifts or a work week of other
than Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work
weeks.
8.4 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.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All employees are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK) .
8.7 Employees reporting for work at the established starting time and for
whom no work is available shall receive pay for two (2) hours, at the
basic hourly rate, unless notification has been given not to report for
work prior to leaving home, or during the previous work day.
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• ARTICLE IX - OVER IME
9.1 Time on the ayroll in excess of the normal hours set forth above hall
be "overtime work" nd shall be done only by order of the head of he
department. An emp oyee shall be recompensed for work done in exc ss
of the norma hours by being granted compensatory time on a
time-and-one half b sis or by being paid on a time-and-one-half bas s
for such ove time w rk. The basis on which such overtime shall be aid
shall be det rmined olely by the EMPLOYER.
9.2 The rate of e and ne-half (1 1/2) the basic hourly rate shall be the
overtime rate for wo k performed under the following circumstances:
9.21 Time wor ed in xcess of eight (8) hours in any one normal wor
day and;
9.22 Time wor ed in xcess of forty (40) hours in a normal work wee .�
9.3 For the purpo e of c lculating overtime compensation overtime hours
worked shall ot be ' pyramided", compounded, or paid twice for the s me
hours worked.
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ARTICLE X - CALL BACK •
10.1 The EMPLOYER retains the right to call back employees before an employee
has started a normal work day or normal work week and after an employee
has completed a normal work day or normal work week.
10.2 Employees called back shall receive a minimum of four (4) hours pay at
the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in accordance
with Article 9 (OVERTIME) , when applicable, and subject to the minimum
established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work
day shall complete the normal work day and be compensated only for the
overtime hours worked in accordance with Article 9 (OVERTIME) .
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. ' ARTICLE XI - WORK LOCATI N
11.1 Employees sh 11 rep rt to work location as assigned by a designate
EMPLOYER sup rvisor During the normal work day employees may be
assigned to ther w rk locations at the discretion of the EMPLOYER
11.2 Employees as igned o work locations during the normal work day, o her
than their o iginal assignment, and who are required to furnish th ir
own transpor ation hall be compensated for mileage. -
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AR.TICLE XII - WAGES �
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be subject to all
other provisions of the AGREEMENT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as provided
for by Article 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of
Saint Paul Resolutions.
12.22 Sick Leave as established by Civil Service Rules,
Section 20.
12.23 Vacation as established by the Saint Paul Salary Plan
and Rates of Compensation, Section 1, Subdivision H.
12.24 Ten (10) legal holidays as established by the Saint Paul
Salary Plan and Rates of Compensation, Section I,
Subdividion I.
12.25 Severence benefits as established by Ordinance No. 11490
with a maximum payment of $4,000.
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, partici-
pating employees and shall be compensated in accordance with Article
12.1 (WAGES) and have fringe benefit contributions and/or deductions
made on their behalf as provided for by Article 13 (FRINGE BENEFITS) .
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• ARTICLE XII - WA S (con inued)
12.4 Provisional, tempor ry, and emergency employees shall be considere ,
for the purp ses of this AGREEMENT, participating employees and sh 11
be compensat d in a cordance with Article 12.1 (WAGES) and have fr nge
benefit cont ibutio s and/or deductions made in their behalf as pr vided
for by Artic e 13 ( RINGE BENEFITS) .
12.5 All regular mploye s employed after Febrnary 15, 1974, shall be
considered, or the purpose of this AGREEMENT, participating emplo ees
and shall be compen ated in accordance with Article 12.1 (WAGES) a d
have fringe enefit contributions and/or deductions made on their
behalf as pr vided or by Article 13 (FRINGE BENEFITS) .
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ARTICLE XIII - FRINGE BENEFITS •
13.1 The EMPLOYER shall make contributions on behalf of and/or make deductions
from the wages of employees covered by this AGREEMENT in accordance
with Appendix D for all hours worked.
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ARTICLE XIV - SEL CTION F FOREMAN AND GENERAL FOREMAN
14.1 The selectio of pe sonnel for the class of position of Foreman sha 1
remain solel with t e EMPLOYER.
14.2 The class of ositio of Foreman shall be filled by employees of th
bargaining u 't on a "temporary assignment".
14.3 Al1 "temporar assig ments" shall be made�only at the direction of
designated E LOYER upervisor.
14.4 Such "tempora y assi nments" shall be made only in cases where the
class of posi ions i vacant for more than one (1) normal work day.
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ARTICLE XV - HOLIDAYS �
15.1 The following ten (10) days shall be designated as holidays:
New Year's Day, January 1
Martin Luther King Day, Third Monday in January (effective 1986)
Presidents' Day, Third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated holiday.
When any of these three (3) holidays falls on a Saturday, the preceding
Friday shall be considered the designated holiday.
15.3 The ten (10) holidays shall be considered non-work days.
15.4 If, in the judgment of the EMPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) .
15.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5 assigned
to work on Martin Luther King Day, President's Day, Columbus Day or Veteran's
Day shall be compensated on a straight time basis for such hours worked.
15.6 Such Participating employees assigned to work on New Year's Day, Memorial
Day, Independence Day, Labor Day, Thanksgiving Day or Christmas Day shall
be compensated at the rate of two (2) times the basic hourly rate for such
hours worked.
15.7 If an employee other than a Participating employee entitled to a holiday is
required to work on Martin Luther King Day (effective 1986) , President's Day,
Christopher Columbus Day, or Veteran's Day, he shall be granted another day
off with pay in lieu thereof as soon thereafter as the convenience of the
department permits, or he shall be paid on a straight time basis for such
hours worked, in addition to his regular holiday pay. If an employee other
than a participating employee entitled to a holiday is required to work on
New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day or Christmas Day, he shall be recompensed for work done on this day
by being granted compensatory time on a time and one-half basis or by being
paid on a time and one-half basis for such hours worked, in addition to his
regular holiday pay. Eligibility for holiday pay shall be determined in
accordance with Section I (one) , Subsection I of the St. Paul Salary Plan
and Rates of Compensation.
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. � ARTICLE XVI - DIS IPLIN Y PROCEDURES
16.1 The EMPLOYER shall ave the right to impose disciplinary actions o
employees fo just ause.
16.2 Disciplinary action by the EMPLOYER shall include only the follow ng
actions:
16.21 Or 1 repr mand.
16.22 Wr tten r primand. '
16.23 Su pensio .
16.24 De otion.
16.25 Di charge
16.3 Employees wh are s spended, demoted, or discharged shall have the
right to req est th t such actions be reviewed by the Civil Service
Commission o a des'gnated Board of Review. The Civil Service
Commission, r a de ignated Board of Review, shall be the sole and
exclusive me ns of viewing a suspension, demotion, or discharge. No
appeal of a spensi n, demotion, or discharge shall be considered
"grievance" r the urpose of processing through the provisions of
Article 22 ( IEVANC PROCEDURE) .
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ARTICLE XVII - ABSENCES FROM WORK � .
17.1 Employees who are unable to report for their normal work day have the
responsibility to notify their supervisor of such absence as soon as
possible, but in no event later than the beginning of such work day.
17.2 Failure to make such notification may be ground for discipline as
provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the EMPLOYER
on the part of the employee.
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' ARTICLE XVIII - S NIORIT
18.1 Seniority, f r the urposes of this AGREEMENT, shall be defined as
follows: —
18.11 " ster S niority" - The length of continuous regular
an proba ionary service with the EMPLOYER from the
la t date of employment in any and all class titles
co ered b this AGREEMENT.
18.12 "C ass Se iority" - The length of continuous regular
an proba ionary service with the EMPLOYER from the
da e an e ployee was first appointed to a class title
co ered b this AGREEMENT.
18.2 Seniority sh 11 not accumulate during an unpaid leave of absence,
except when uch a eave is granted for a period of less than thir y
(30) calenda days; is granted because of illness or injury; is gr nted
to allow an mploye to accept an appointment to the unclassified
service of t e EMPL YER or to an elected or appointed full-time po ition
with the UNI N.
18.3 Seniority sh 11 te inate when an employee retires, resigns, or is
discharged.
18.4 In the event it is etermined by the EMPLOYER that it is necessary o
reduce the w rk for e employees will be laid off by class title wit in
each Departm nt bas d on inverse length of "Class Seniority". Empl yees
laid off sha 1 have the right to reinstatement in any lower-paid cl ss
title previo sly he d which is covered by this Agreement, provided,
employee has greate "Class Seniority" than the employee being repl ced.
18.5 The se�lectio of vac tion periods shall be made by class title base on
length of "C ass Se 'ority", subject to the approval of the EMPLOYE .
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ARTICLE XIX - JURISDICTION '
19.1 Disputes concerning work jurisdiction between and among unions is
recognized as an appropriate subject to determination by the various
unions representing employees of the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work �urisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EMPLOYER shall meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EI�LOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 19.2 and 19.3 above shall be subject to disciplinary
action as provided in Article 16 (DISCIPLINARY PROCEDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
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. ' ARTICLE XX - SEP TION
20.1 Employees ha ing a robationary or regular employment status shall be
considered s parate from employment based on the following action :
20.11 Re i nati n. Employees resigning from employment
sh 11 giv written notice fourteen (14) calendar
da s prio to the effective date of the resignation.
20.12 Di char e As provided in Article 16.
20.13 Fa lure t Re ort for Dut . As provided in Article 17.
20.2 Employees ha ing an mergency, temporary, or provisional employment
status may b termi ted at the discretion of the EMPLOYER before t e
completion o a no 1 work day.
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ARTICLE XXI - TOOLS •
21.1 Al1 employees shall personally provide themselves with the tools of the
trade as listed in Appendix B.
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ARTICLE XXII - GR EVANCE PROCEDURE
22.1 The EMPLOYER shall ecognize Stewards selected in accordance with ION
rules and re ulatio s as the grievance representative of the bargai ing
unit. The ION sh 11 notify the EMPLOYER in writing of the names f
the Stewards and of their successors when so named.
22.2 It is recogn zed and accepted by the EMPLOYER and the UNION that th
processing o grievi ces as hereinafter provided is limited by the ob
duties and r sponsib lities of the employees and shall therefore be
accomplished uring orking hours only when consistent with such
employee dut' s and esponsibilities. The Steward involved and a
grieving empl yee sh 11 suffer no loss in pay when a grievance is
processed dur ng wor ing hours, provided, the Steward and the emplo ee
have natified and re eived the approval of their supervisor to be
absent to pro ess a rievance and that such absence would not be
detrimental t the w rk programs of the EMPLOYER.
22.3 The procedure establ shed by this ARTICLE shall be the sole and
exclusive pro edure, except for the appeal of disciplinary action a
provided by 1 .3, fo the processing of grievances, which are defin d
as an alleged violat on of the terms and conditions of this AGREEME .
22.4 Grievances sh 11 be esolved in conformance with the following
procedure:
Step 1. Upo the o currence of an alleged violation of this AGREE NT,
the employ e involved shall attempt to resolve the matter n
an nforma basis with the employee's supervisor. Zf the
- 23 -
ARTICLE XXII - GRIEVANCE PROCEDURE (continued) ' _
matter is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing and referred
to Step 2 by the UNION. The written grievance shall set
forth the nature of the grievance, the facts on which it is
based, the alleged section(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the AGREEMENT
not reduced to writing by the UNION within seven (7) calendar
days of the first occurrence of the event giving rise to the
grievance or within the use of reasonable diligence should
have had knowledge of the first occurrence of the event
giving rise to the grievance, shall be considered waived.
SteP 2. Within seven (7) calendar days after receiving the written
grievance a designated EMPLOYER supervisor shall meet with
the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the ENIPLOYER shall reply in writing to the UNION within three
(3) calendar days following this meeting. The UNION may
refer the grievance in writing to Step 3 within seven (7)
calendar days following receipt of the EMPLOYER'S written
answer. Any grievance not referred in writing by the UNION
within seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYER supervisor
shall meet with the UNION Business Manager or his designated
representative and attempt to resolve the grievance. Within
- 24 -
�� -���7
_ � ARTICLE XXII - G IEVANCE PROCEDURE (continued)
se en (7) calendar days following this meeting the EMPLO ER
sh 11 rep y in writing to the UNION stating the EMPLOYER S
an wer co cerning the grievance. If, as a result of the
wr tten r sponse the grievance remains unresolved, the U ION
ma refer the grievance to Step 4. Any grievance not re erred
to in wri ing by the UNION to Step 4 within seven (7) ca endar
da s foll wing receipt of the EMPLOYER'S answer shall be
co sidere waived.
Step 4. If the gr evance remains unresolved, the UNION may withi
se en (7) calendar days after the response of the EMPLOY R in
St p 3, b written notice to the EMPLOYER, request arbit tion
of the gr evance. The arbitration proceedings shall be
co ducted by an arbitrator to be selected by mutual agree ent
of the LOYER and the UNION within seven (7) calendar d ys
af er not ce has been given. If the parties fail to mutu lly
ag ee upo an arbitrator within the said seven (7) day pe iod,
ei her pa ty may request the Public Employment Relation B ard
to submit panel of five (5) arbitrators. Both the EI�L YER
an the U ON shall have the right to strike two (2) name
fr the p nel. The UNION shall strike the first (lst) n me;
the EMPLO R shall then strike one (1) name. The process
wil be re eated and the remaining person shall be the
arb trator
- 25 -
ARTICLE XXII - GRIEVANCE PROCEDURE (continued) � .
22.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The
arbitrator shall consider and decide only the specific issue submitted
in writing by the EMPLOYER and the UNION and shall have no authority to
make a decision on any other issue not so submitted. The arbitrator
shall be without power to make decisions contrary to or inconsistent
with or modifying or varying in any way the application of laws, rules
or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following
close of the hearing or the submission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The decision shall
be based solely on the arbitrator's interpretation or application of
the express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
on the EMPLOYER, the UNION and the employees.
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute postponement that leads to the arbitrators making a
charge, the canceling party or the party asking for the postponement
shall pay this charge. 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.
22.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
- 26 -
��,- ����
. ARTICLE XXIII - GHT OF SUBCONTRACT
23.1 The EMPLOYER may, a any time during the duration of this AGREEMEN ,
contract out work d ne by the employees covered by this AGREEMENT. In
the event th t such contracting would result in a reduction of the work
force covere by th s AGREEMENT, the EMPLOYER shall give the UNION a
ninety (90) alenda day notice of the intention to sub-contract.
23.2 The sub-cont acting of work done by the employees covered by this
AGREEMENT sh 11 in 11 cases be made only to employers who qualify in
accordance w th Ord nance No. 14013.
- 27 -
ARTICLE XXIV - NON-DISCRIMINATION -
24.1 The terms and conditions of this AGREEMENT will be applied to employees
equally without regard to, or discrimination for or against, any
individual because of race, color, creed, sex, age, or because of
membership or non-membership in the UNION.
24.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve
other employees and the general public.
- 28 -
._�-���7
� ARTICLE XXV - SEV RABILI Y
25.1 In the event that a y provision(s) of this AGREEMENT is declared to be
contrary to aw by roper legislative, administrative, or judicial
authority fr m whos finding, determination, or decree no appeal is
taken, such rovisi (s) shall be voided. All other provisions sha 1
continue in 11 for e and effect.
25.2 The parties ree to, upon written notice, enter into negotiations o
place the vo' ed pro isions of the AGREEMENT in compliance with the
legislative, dminis rative, or judicial determination.
- 29 -
ARTICLE XXVI - WAIVER � -
26.1 The EMPLOYER and the UNION acknowledge that during the meeting and
negotiating which resulted in this AGREEMENT, each had the right and
opportunity to make proposals with respect to any subject concerning
the terms and conditions of employment. The agreements and
understandings reached by the parties after the exercise of this right
are fully and completely set forth in this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT
agree that the other party shall not be obligated to meet and negotiate
over any term or conditions of employment whether specifically covered
or not specifically covered by this AGREEMENT. The UNION and EMPLOYER
may, however, mutually agree to modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this AGREEMENT,
are hereby superseded.
- 30 -
L��� -���7
• ARTICLE XXVII - C TY MIL GE
27.1 Automobile R imburs ment Authorized: Pursuant to Chapter 33 of th
Saint Paul A minist ative Code, as amended, pertaining to reimburs ent
of City offi ers an employees for the use of their own automobile in
the performa ce of heir duties, the following provisions are adop ed.
27.2 Method of Co utati n: To be eligible for such reimbursement, all
officers and employ es must receive written authorization from the
Department H ad.
Type 1. If n empl yee is required to use his/her own automobile
OCCASI�ONALLY during employment, the employee shall be reimbursed at
the rate of 3.00 p r day for each day the employee's vehicle is
actually use in pe forming the duties of the employee's position.
In addition, the em loyee shall be reimbursed 15G per mile for each
mile actuall drive .
If such empl ee is equired to drive an automobile during employme t and
the departme t head r designated representative determines that an
employer veh le is vailable for the employee's use but the employ e
desires to us his/h r own automobile, then the employee shall be r im-
bursed at the rate o 15� per mile driven and shall not be eligible
for any per d'em.
Type 2. If a emplo ee is required to use his/her own automobile
REGULARLY dur'ng emp oyment, the employee shall be reimbursed at th
rate of $3.00 per da for each day of work. In addition, the emplo ee
shall be reim ursed 5� per mile for each mile actually driven.
If such emplo ee is equired to drive an automobile during eaployme t
and the depar ment h ad or designated representative determines tha
an employer v hicle s available for the employee's use but the emp oyee
desires to us his/h r own automobile, then the employee shall be r im-
bursed at the rate o 15� per mile driven and shall not be eligible for
any per diem.
27.3 The City will provid parking at the Civic Center Parking Ramp for C ty
employees on ither f the above mentioned types of reimbursement pl ns
who are requi ed to ave their personal car available for City busin ss.
Such parking ill be provided only for the days the enployee is requ red
to have his o her o personal car available.
27.4 Rules and Re lation : The Mayor shall adopt rules and regulations
governing the proced res for automobile reimbursement, which regulat ons
and rules sha 1 cont in the requirement that recipients shall file d ily
reports indic ting m' es driven and shall file monthly affidavits st ting
the number of ays w ked and the number of miles driven, and furthe
require that ey mai tain automobile liability insurance in amounts of
not less than $100,0 /$300,000 for personal injury, and $25,000 for
property dama , or 1 ability insurance in amounts not less than $30 ,000
single limit c verage with the City of Saint Paul named as an addit onal
insured. Thes rules and regulations, together with the amendment t ereto,
shall be maint ined o file with the city clerk.
- 31 -
ARTICLE }tXVIII - DURATION AND PLEDGE '
28.1 This AGREEMENT shall become effective as of the date of signing, except
as specifically provided otherwise in Articles 12 and 13, and shall
remain in effect through the 31st day of May, 1989, and continue in
effect from year to year thereafter unless notice to change or to
terminate is given in the manner provided in 28.2.
28.2 If either party desires to terminate or modify this AGREEMENT, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREEMENT shall give written notice to the other party, not more
than ninety (90) or less than sixty (60) calendar days prior to the
expiration date, provided, that the AGREEMENT may only be so terminated
or modified effective as of the expiration date.
28.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT:
28.31 The UNION and the employees will not engage in, instigate, or
condone any concerted action in which employees fail to report for
duty, wilfully absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
28.32 The EMPLOYER will not engage in, instigate, or condone any lock-out
of employees.
- 32 -
��- ����
' ARTICLE XXVIII - DURATI AND PLEDGE (continued)
28.33 T is cons itutes a tentative agreement between the parti s
w ch wil be recommended by the City Negotiator, but is
su ject t the approval of the Administration of the Cit
an is al o subject to ratification by the UNION.
AGREED to th s 13th ay of August, 1986, and attested to as the f 11 and
complete understa ding o the parties for the period of time herein spe ified
by the signature f the ollowing representative for the EMPLOYER and t
UNION.
WITNESSES:
CITY OF ST. PAUL TWIN CITY GLAZIERS AND GLASS
WORKERS LOCAL 1324
� �
�
<�/�'i � � �c,`'Z-L .
abor Re ��on B nes Manager
�
i��, •
Labor Relations
- 33 -
APPENDIX A '
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Glazier
Apprentice
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the jurisdiction of
the UNION.
- A1 -
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions and not receiving
the Fringe Benefits listed in Article 12.2 shall be:
Effective Effective Effective
6-01-86 6-01-87 6-01-88
Glazier . . . . . . $18.25** $18.73** $19.21**
The basic hourly wage rate for temporary and emergency employees appointed
to the following classes of positions shall be:
Effective Effective Effective
6-01-86 6-01-87 6-01-88
Glazier . . . . . . $16.94* $17.44* $17.94*
Apprentice
0 - 6 months . . . . . . . . . . . . 60R of Glazier rate
7 - 12 months. . . . . . . . . . . . 65� of Glazier rate
13 - 18 months. . . . . . . . . . . . 707 of Glazier rate
19 - 24 months. . . . . . . . . . . . 75� of Glazier rate
25 - 30 months. . . . . . . . . . . . 807 of Glazier rate
31 - 36 months. . . . . . . . . . . . 90� of Glazier rate
The basic hourly wage rate for regular employees appointed to the
following classes of positions, who are receiving the Fringe Benefits listed
in Article 12.2 shall be:
Effective Effective Effective
6-07-86 6-06-87 6-04-88
Glazier. . . . . . . . . . . $16.05 *** ***
- C1 -
�--�- r��7
. -
APPENDIX C (conti ued)
A premium pa of si ty cents (60�) per hour shall be paid for all wing
stage work, such s any ork performed from a boatswain's chair or a sw ng
scaffold, Cwenty 20) fe t or more above the ground. All standard safe
laws shall be com lied w th.
*This rate includ s the axable vacation deduction of $1.50.
**This rate inclu es the taxable vacation deduction and the payment in 1 eu
of a union pens on con ribution.
***The June 1, 19 7 and une 1, 1988 hourly wage rate will be as shown b low less
the cost of sick eave u age for 1986 and 1987 respectively and less the cost of
pension and vacat on for 1987 and 1988 respectively and less the cost of health and
life insurance fo the p riods June 1, 1986 thru May, 1987 and June 1, 1 87 thru
May 31, 1988.
une 1, 1987: $20.50
une 1, 1988: $21.00
If the Union lects o have the contributions and/or deductions lis ed
in Appendix D inc ased o decreased, the Employer may adjust the above
applicable rates f r part cipating employees in such a way that the tota
cost of the packag (wage rate plus contribution) remains constant.
- C2 -
APPENDIX D � •
Effective June 1, 1986, the EMPLOYER shall:
(1) contribute $1.00 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 covered by
this AGREEMENT, to a UNION designated Health and Welfare Fund.
(2) deduct $1.50 per hour for all hours worked from the earnings of
participating employees as defined in Articles 12.3, 12.4 and 12.5
of this AGREEMENT, and forward to a Vacation Fund.
(3) contribute $ .02 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 covered by
this AGREEMENT, to a Journeyman and Apprenticeship Training Fund.
(4) In addition to the above, in the case of Temporary and Emergency
employees, the EMPLOYER shall contribute $2.04 per hour for all hours
worked to a Pension Fund.
All contributions made in accordance with this Appendix shall be forwarded
to depositories as directed by the UNION.
The EMPLOYER shall establish Workman's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
Participating employees as defined in Articles 12.3, 12.4 and 12.5
covered by this AGREEMENT, shall not be eligible for, governed by, or accumulate
vacation, sick leave, holiday, funeral leave, �ury duty, or insurance fringe
benefits that are or may be established by Personnel Rules, Council Ordinance
or Council Resolutions.
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions
and/or deductions established by this AGREEMENT. The actual level of benefits
provided to employees shall be the responsibility of the Trustees of the
various funds to which the EMPLOYER has forwarded contributions and/or deductions.
- D1 -
�-/��/7
� ITY OF SgINT PgUL
i:iii�ii:�i FFIC� OF
. —1L7� : . THT CITY COIINCIL
Commi�tee Repart �
F:' an.e l� a eme�t � Personnel Committee.
OCTOBER 9, 1986
l. Approval of minute from eeting held October 2, 1986. apnroved
2. Resolution ratifyi g 1986 Memorandum of Agreement between the City of Sai t Paul
and AFSCME Local 2 08 - C erical (Committee-of-the-Whole Item) . a rov d
3. Resolution ratifyi g 1986 Memorandum of Agreement between the City of Sai t Paul
and AFSCME Local 1 42 - T chnical (Committee-of-the-Whole Item) . a r ved
4. Resolution directi g the ort Authority to refund $884,000 to City taxpay rs
and to cancel the ropose $867,421 tax levy for 1987 (laid over from
October 2, 1986) . denie
5.. Resolution approvi g 1986 1989 Maintenance Labor Agreement between Indepe dent
School District No 625 a d T�ain City Glaziers Local 1324 (laid over from
October .2, 1986) . a r ved
6• RE�iTs�ilC3�0A �gprov' g 198b 9�8 Maiatenance Labor Agreement bgtween the Ci p >
and �.'w�:n Ci y Glaz ers a� � 61ass Workers Local 1324 (laid over fram Octab r 2,
198b).
7. Resolution authori ing an greenent with Independent School District No. 25
whereby the city w 11 pro ide police services in its high school police 1 aison
program. a rov d
8. Resolution support'ng cont'nuation of the Human Services Initiative throu h the
Department of Comm ity Se vices. approved without discussion
9. Discussion of reno ation o City Hall/Courthouse and property management f
joint city/county ilding . laid over
CTTY HALL EVENTH FLOOR SAINT PAUL, M ESOTA 55102
�'t6
M�F11TE - C�TV CLE�iK �
PINK - FINANCE ' � � � COUflC1I �y/ J/
C�N�RV - DEPAqTMENT I TY OF SA I NT PAU L
,��•f ,�,�oR File N0.__ Q/� '�7�
CITY CLERK ouncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVEDthat t e Coun il of the City of Saint Paul hereby approves a
ratifies the attach d 1986 1988 Maintenance Labor Agreement between the Ci y
of Saint Paul and T in Cit Claziers and Glass Workers, Local No. 1324.
COUNCILMEN
Yeas p�� Nays Requested by Department of:
Nicosia PERSONNEL OFFICE
Rettman [n Favor
Seheibel
Sonnen Against BY
Tedeseo
Wilwn
Form Approved by City Attorney
Adopted by Council: Date
Certified Passed by Council Secreta BY
sy�
Approved by Mavor: Date Approved by Mayor for Submission to Coun il
By .By
_ �
1986 - 1988
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and -
TWIN CITY GLAZIERS AND GLASS WORKERS
LOCAL N0. 1324
� INDEX
ARTICLE TI LE PAGE
Pr amble iii
I Pu pose 1
II Re ogniti n 2
III Em loyer ights 3
IV Un on Rig ts 4
V Sc pe of he Agreement 5
VI Pr bation ry Periods 6
VII Ph losoph of Employment and Compensation 7
VIII Ho rs of ork 8
IX Ov rtime 9
X Ca 1 Back 10
XI Wo k Loca ion 11
XII Wa es 12
XIII Fr nge Be efits 14
XIV Se ection of Foreman and General Foreman 15
XV Ho idays 16
XVI Di ciplin ry Procedures 1�
XVII Ab ences rom Work 18
XVIII Se iority 19
XIX Ju isdict on 20
XX Se aratio 21
XXI To ls 22
XXII Gr evance Procedure 23
XXIII Ri ht of ubcontract 2�
XXIV No -discr mination 28
XXV Se erabil ty 29
XXVI Wa ver 30
XXVII Ci y Mile ge Plan 31
XXVIII Du ation nd Pledge 32
Ap endix A1
Ap endix B1
Ap endix C1
Ap endix D1
- ii -
P R E A M B L E
This AG EMENT s entered into between the City of Saint Paul,
hereinafter refer ed to the EMPLOYER and the Twin City Glaziers and G ass
Workers Local 132 , here after referred to as the UNION.
Tne EMP OYER a the UNION concur that this AGREEMENT has as i s
objective the pro otion f the responsibilities of the City of Saint Pau
for the benefit o the g eral public through effective labor-management
cooperation.
The EMP OYER a d the UNION both realize that this goal depends not
only on the words in the AGREEMENT by rather primarily on attitudes bet en
people at all lev ls of esponsibility. Constructive attitudes of the LOYER,
the UNION, and th indiv dual employees will best serve the needs of the
general public.
- iii -
, ARTICLE I - PURPO E
1.1 The EMPLOYER and th UNION agree that the purpose for entering int
this AGREEME T is t :
1.11 Achieve orderl and peaceful relations, thereby
establi hing a system of uninterrupted operations
and the highes level of employee performance that
is cons stent ith the safety and well-being of
all con erned;
1.12 Set for h rate of pay, hours of work, and other
conditi ns of mployment as have been agreed upon
by the MPLOYE and the UNION;
1.13 Establi h proc dures to orderly and peacefully
resolve disput s as to the application or inter-
pretati n of t is AGREEMENT without loss of
manpowe produc ivity.
1.2 The EMPLOYER nd the UNION agree that this AGREEMENT serves as a
supplement t legisl tion that creates and directs the EMPLOYER. I
any part of t is AGR EMENT is in conflict with such legislation, th
latter shall revail The parties, on written notice, agree to
negotiate tha part n conflict so that it conforms to the statute
as provided b Artic e 25 (SEVERABILITY) .
- 1 -
ARTICLE II - RECOGNITION •
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for
collective bargaining purposes for all personnel having an employment
status of regular, probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2.2 as certified by the
Bureau of Mediation Services in accordance with Case No. 73-PR-S10-A
dated May 11, 1973.
2.2 The classes of positions recognized as being exclusively represented by
the UNION are as listed in Appendix A.
- 2 -
ARTICLE III - LOYER IGHTS
3.1 The EMPLOYE retai the right to operate and manage all manpower,
facilities, nd equ'pment; to establish functions and programs; to set
and amend b gets; o determine the utilization of technology; to
establish an modif the organizational structure; to select, dire t,
and determin the n mber of personnel; and to perform any inherent
managerial f nction not specifically limited by this AGREEMENT.
3.2 Any "term or condit on of employment" not established by this AGRE MENT
shall remain with t e EMPLOYER to eliminate, modify, or establish
following wr tten n tification to the UNION.
- 3 -
ARTICLE IV - UNION RIGHTS �
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies deducted shall be remitted as directed by the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages of
employees covered by this AGREEMENT for any other labor
organization.
4.12 The UNION shall indemnify and save harmless the EMPLOYER
from any and all claims or charges made against the EMPLOYER
as a result of the implementation of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be permitted
to enter the facilities of the EMPLOYER where employees covered by this
AGREEMENT are working.
- 4 -
. ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREEME T esta lished the "terms and conditions of employment'
defined by M S. 179 63, Subd. 18 for all employees exclusively rep esented
by the UNION This AGREEMENT shall supersede such "terms and cond tions
of employmen " esta lished by Civil Service Rule, Council Ordinanc ,
and Council esolut on.
- 5 -
ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in a
regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary period an employee may be
terminated at the discretion of the EMPLOYER without appeal to the
provisions of Article 22 (GRIEVANCE PROCEDURE) .
6.12 An employee terminated during the probationary period shall receive
a written notice of the reason(s) for such termination, a copy of
which shall be sent to the UNION.
6.2 All personnel promoted to a higher class of positions shall serve a six
(6) months' promotional probationary period during which time the
employee's fitness and ability to perform the class of positions'
duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period an employee
may be demoted to the employee's previously held class of positions
at the discretion of the EMPLOYER without appeal to the provisions
of Article 22 (GRIEVANCE PROCEDURE) .
6.22 An employee demoted during the promotional probationary period
shall be returned to the employee's previously held class of
positions and shall receive a written notice of the reasons for
demotion, a copy of which shall be sent to the UNION.
- 6 -
ARTICLE VII - PHI OSOPHY OF EMPLOYMENT AND COMI'ENSATION
7.1 The EMPLOYER and th UNION are in full agreement that the philosop y of
employment a d comp nsation shall be a "cash" hourly wage and "ind stry"
fringe benef t syst m.
7.2 The EMPLOYER shall ompensate employees for all hours worked at th
basic hourly wage r te and hourly fringe benefit rate as found in
Articles 12 WAGES) and 13 (FRINGE BENEFITS) .
7.3 No other com ensati n or fringe benefit shall be accumulated or ear ed
by an employ e exce t as specifically provided for in this AGREEMEN ;
except those employ es who have individually optioned to be "grandi thered"
as provided y 12.2.
- 7 -
ARTICLE VIII - HOURS OF WORK �
8.1 The normal work day shall be eight (8) consecutive hours per day,
excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m.
and 5:30 p.m.
8.2 The normal work week shall be five (5) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
�udgment to establish second and third shifts or a work week of other
than Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work
weeks.
8.4 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.
8.5 Al1 employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All employees are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK) .
8.7 Employees reporting for work at the established starting time and for
whom no work is available shall receive pay for two (2) hours, at the
basic hourly rate, unless notification has been given not to report for
work prior to leaving home, or during the previous work day.
- 8 -
� ARTICLE IX - OVE TIME
9.1 Time on the ayroll in excess of the normal hours set forth above hall
be "overtime work" nd shall be done only by order of the head of he
department. An emp oyee shall be recompensed for work done in exc ss
of the norma hours by being granted compensatory time on a
time-and-one half b sis or by being paid on a time-and-one-half ba is
for such ove time w rk. The basis on which such overtime shall be paid
shall be det rmined solely by the EMPLOYER.
9.2 The rate of ne and one-half (1 1/2) the basic hourly rate shall be the
overtime rat for w rk performed under the following circumstances:
9.21 Time wo ked in xcess of eight (8) hours in any one normal wor
day and;
9.22 Time wor ed in xcess of forty (40) hours in a normal work wee .
9.3 For the purpo e of c lculating overtime compensation overtime hours
worked shall ot be 'pyramided", compounded, or paid twice for the ame
hours worked.
- 9 -
ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an employee
has started a normal work day or normal work week and after an employee
has completed a normal work day or normal work week.
10.2 Employees called back shall receive a minimum of four (4) hours pay at
the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in accordance
with Article 9 (OVERTIME) , when applicable, and subject to the minimum
established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work
day shall complete the normal work day and be compensated only for the
overtime hours worked in accordance with Article 9 (OVERTIME) .
- 10 -
' ARTICLE XI - WORK LOCATI N
11.1 Employees sh 11 rep rt to work location as assigned by a designate
EMPLOYER sup rvisor During the normal work day employees may be
assigned to ther w rk locations at the discretion of the EMPLOYER.
11.2 Employees as igned work locations during the normal work day, ot er
than their o iginal ssignment, and who are required to furnish the r
own transport tion s all be compensated for mileage.
- 11 -
ARTICLE XII - WAGES '
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be subject to all
other provisions of the AGREEMENT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as provided
for by Article 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of
Saint Paul Resolutions.
12.22 Sick Leave as established by Civil Service Rules,
Section 20.
12.23 Vacation as established by the Saint Paul Salary Plan
and Rates of Compensation, Section 1, Subdivision H.
12.24 Ten (10) legal holidays as established by the Saint Paul
Salary Plan and Rates of Compensation, Section I,
Subdividion I.
12.25 Severence benefits as established by Ordinance No. 11490
with a maximum payment of $4,000.
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, partici-
pating employees and shall be compensated in accordance with Article
12.1 (WAGES) and have fringe benefit contributions and/or deductions
made on their behalf as provided for by Article 13 (FRINGE BENEFITS) .
- 12 -
ARTICLE XII - WAG S (con inued)
12.4 Provisional, tempor ry, and emergency employees shall be considere ,
for the purp ses of this AGREEMENT, participating employees and sha 1
be compensat d in a cordance with Article 12.1 (WAGES) and have fri ge
benefit cont ibutio s and/or deductions made in their behalf as pro ided
for by Artic e 13 ( INGE BENEFITS) .
12.5 All regular e ployee employed after February 15, 1974, shall be
considered, f r the urpose of this AGREEMENT, participating employ es
and shall be ompens ted in accordance with Article 12.1 (WAGES) an
have fringe b nefit ontributions and/or deductions made on their
behalf as pro ided f r by Article 13 (FRINGE BENEFZTS) .
- 13 -
ARTICLE XIII — FRINGE BENEFITS �
13.1 The EMPLOYER shall make contributions on behalf of and/or make deductions
from the wages of employees covered by this AGREEMENT in accordance
with Appendix D for all hours worked.
- 14 -
ARTICLE XIV - SEL CTION F FOREMAN AND GENERAL FOREMAN
14.1 The selectio of pe sonnel for the class of position of Foreman sh 11
remain solel with he EMPLOYER.
14.2 The class of positi n of Foreman shall be filled by employees of t e
bargaining u it on "temporary assignment".
14.3 All "tempora y assi nments" shall be made only at the direction of
designated E LOYER supervisor.
14.4 Such "tempor ry ass gnments" shall be made only in cases where the
class of pos tions s vacant for more than one (1) normal work day.
- 15 -
ARTICLE XV - HOLIDAYS
15.1 The following ten (10) days shall be designated as holidays:
New Year's Day, January 1
Martin Luther King Day, Third Monday in January (effective 1986)
Presidents' Day, Third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated holiday.
When any of these three (3) holidays falls on a Saturday, the preceding
Friday shall be considered the designated holiday.
15.3 The ten (10) holidays shall be considered non-work days.
15.4 If, in the judgment of the EMPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) .
15.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5 assigned
to work on Martin Luther King Day, President's Day, Columbus Day or Veteran's
Day shall be compensated on a straight time basis for such hours worked.
15.6 Such Participating employees assigned to work on New Year's Day, Memorial
Day, Independence Day, Labor Day, Thanksgiving Day or Christmas Day shall
be compensated at the rate of two (2) times the basic hourly rate for such
hours worked.
15.7 If an employee other than a Participating employee entitled to a holiday is
required to work on Martin Luther King Day (effective 1986) , President's Day,
Christopher Columbus Day, or Veteran's Day, he shall be granted another day
off with pay in lieu thereof as soon thereafter as the convenience of the
department permits, or he shall be paid on a straight time basis for such
hours worked, in addition to his regular holiday pay. If an employee other
than a participating employee entitled to a holiday is required to work on
New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day or Christmas Day, he shall be recompensed for work done on this day
by being granted compensatory time on a time and one-half basis or by being
paid on a time and one-half basis for such hours worked, in addition to his
regular holiday pay. Eligibility for holiday pay shall be determined in
accordance with Section I (one) , Subsection I of the St. Paul Salary Plan
and Rates of Compensation.
- 16 -
ARTICLE XVI - DIS IPLIN Y PROCEDURES
16.1 The EMPLOYE shall ave the right to impose disciplinary actions o
employees fo �ust ause.
16.2 Disciplinary action by the EMPLOYER shall include only the follow ng
actions:
16.21 Or 1 repr mand.
16.22 Wr tten r primand.
16.23 Su pensio .
16.24 De otion.
16.25 Di charge
16.3 Employees wh are s spended, demoted, or discharged shall have the
right to req est th t such actions be reviewed by the Civil Service
Commission o a des gnated Board of Review. The Civil Service
Commission, r a de ignated Board of Review, shall be the sole and
exclusive me ns of eviewing a suspension, demotion, or discharge. No
appeal of a uspens' n, demotion, or discharge shall be considered
"grievance" or the urpose of processing through the provisions of
Article 22 ( RIEVAN PROCEDURE) .
- 17 -
ARTICLE XVII - ABSENCES FROM WORK
17.1 Employees who are unable to report for their normal work day have the
responsibility to notify their supervisor of such absence as soon as
possible, but in no event later than the beginning of such work day.
17.2 Failure to make such notification may be ground for discipline as
provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the EMPLOYER
on the part of the employee.
- 18 -
, ARTICLE XVIII - S NIORIT
18.1 Seniority, f r the rposes of this AGREEMENT, shall be defined as
follows:
18.11 "M ster S iority" - The length of continuous regular
an probat onary service with the EMPLOYER from the
la t date f employment in any and all class titles
co ered by this AGREEMENT.
18.12 "C ss Sen ority" - The length of continuous regular
an probat onary service with the EMPLOYER from the
dat an em loyee was first appointed to a class title
cov red by this AGREEMENT.
18.2 Seniority sha 1 not ccumulate during an unpaid leave of absence,
except when s ch a 1 ave is granted for a period of less than thirt
(30) calendar days; s granted because of illness or injury; is gra ted
to allow an e ployee to accept an appointment to the unclassified
service of th EMPLO ER or to an elected or appointed full-time pos tion
with the UNIO .
18.3 Seniority sha 1 term nate when an employee retires, resigns, or is
discharged.
18.4 In the event t is d termined by the EMPLOYER that it is necessary t
reduce the wo k force employees will be laid off by class title with n
each Departme t based on inverse length of "Class Seniority". Emplo ees
laid off shal have t e right to reinstatement in any lower-paid cla s
title previous y held which is covered by this Agreement, provided,
employee has g eater 'Class Seniority" than the employee being repla ed.
18.5 The selection f vaca ion periods shall be made by class title based on
length of "Cla s Seni rity", subject to the approval of the EMPLOYER
- 19 -
ARTICLE XIX - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions is
recognized as an appropriate subject to determination by the various
unions representing employees of the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work �urisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EMPLOYER shall meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 19.2 and 19.3 above shall be subject to disciplinary
action as provided in Article 16 (DISCIPLINARY PROCEDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
- 20 -
� ARTICLE XX - SEP TION
20.1 Employees ha ing a robationary or regular employment status shall be
considered s parate from employment based on the following action :
20.11 Re i nati n. Employees resigning from employment
sh 11 giv written notice fourteen (14) calendar
da s prio to the effective date of the resignation.
20.12 Di char e As provided in Article 16.
20.13 Fa lure t Re ort for Dut . As provided in Article 17.
20.2 Employees ha ing an emergency, temporary, or provisional employment
status may b termi ted at the discretion of the EMPLOYER before t e
completion o a nor 1 work day.
, - 21 -
�
ARTICLE XXI - TOOLS �
21.1 Al1 employees shall personally provide themselves with the tools of the
trade as listed in Appendix B.
- 22 -
ARTICLE XXII - G IEVANC PROCEDURE
22.1 The EMPLOYE shall ecognize Stewards selected in accordance with ION
rules and r gulatio s as the grievance representative of the barga ning
unit. The ION sh 11 notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
22.2 It is' recogn zed an accepted by the EMPLOYER and the UNION that t e
processing o griev nces as hereinafter provided is limited by the job
duties and r sponsi ilities of the employees and shall therefore b
accomplished during working hours only when consistent with such
employee dut es and responsibilities. The Steward involved and a
grieving emp oyee s all suffer no loss in pay when a grievance is
processed du ing wo king hours, provided, the Steward and the emplo ee
have notifie and r eeived the approval of their supervisor to be
absent to pr cess a grievance and that such absence would not be
detrimental o the rk programs of the EMPLOYER.
22.3 The procedur estab shed by this ARTICLE shall be the sole and
exclusive pr cedure, except for the appeal of disciplinary action a
provided by 1 .3, fo the processing of grievances, which are defin d
as an alleged violat'on of the terms and conditions of this AGREEME T.
22.4 Grievances sh 11 be esolved in conformance with the following
procedure:
Step 1. Upo the o currence of an alleged violation of this AGREE NT,
the employ e involved shall attempt to resolve the matter on
an nforma basis with the employee's supervisor. If the
- 23 -
ARTICLE XXII - GRIEVANCE PROCEDURE (continued) �
matter is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing and referred
to Step 2 by the UNION. The written grievance shall set
forth the nature of the grievance, the facts on which it is
based, the alleged section(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the AGREEMENT
not reduced to writing by the LINION within seven (7) calendar
days of the first occurrence of the event giving rise to the
grievance or within the use of reasonable diligence should
have had knowledge of the first occurrence of the event
giving rise to the grievance, shall be considered waived.
SteP 2. Within seven (7) calendar days after receiving the written
grievance a designated EMPLOYER supervisor shall meet with
the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the UNION within three
(3) calendar days following this meeting. The UNION may
refer the grievance in writing to Step 3 within seven (7)
calendar days following receipt of the EMPLOYER'S written
answer. Any grievance not referred in writing by the UNIOh
within seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYER supervisor
shall meet with the UNION Business Manager or his designated
representative and attempt to resolve the grievance. Within
- 24 -
� ARTICLE XXII - GR EVANCE PROCEDURE (continued)
se en (7) calendar days following this meeting the EMPLO R
sh 11 rep y in writing to the UNION stating the EMPLOYER'
an wer co cerning the grievance. If, as a result of the
wr tten r ponse the grievance remains unresolved, the UN ON
ma refer he grievance to Step 4. Any grievance not ref rred
to in writ ng by the UNION to Step 4 within seven (7) cal ndar
day follo ing receipt of the EMPLOYER'S answer shall be
con idered waived.
Step 4. If he gri vance remains unresolved, the UNION may within
sev n (7) alendar days after the response of the EMPLOYE in
Ste 3, by written notice to the EMPLOYER, request arbitr tion
of he gri vance. The arbitration proceedings shall be
con ucted y an arbitrator to be selected by mutual agree ent
of he EMP OYER and the UNION within seven (7) calendar d s
aft r noti e has been given. If the parties fail to mutu ly
agr e upon an arbitrator within the said seven (7) day per'od,
eit er par y may request the Public Employment Relation Bo rd
to ubmit panel of five (5) arbitrators. Both the EMPLO ER
and the UNI N shall have the right to strike two (2) names
fro the pa el. The UNION shall strike the first (lst) na e;
the MPLOYE shall then strike one (1) name. The process
will be rep ated and the remaining person shall be the
arbi rator.
- 25 -
ARTICLE XXII - GRIEVANCE PROCEDURE (continued)
22.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The
arbitrator shall consider and decide only the specific issue submitted
in writing by the EMPLOYER and the UNION and shall have no authority to
make a decision on any other issue not so submitted. The arbitrator
shall be without power to make decisions contrary to or inconsistent
with or modifying or varying in any way the application of laws, rules
or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following
close of the hearing or the submission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The decision shall
be based solely on the arbitrator's interpretation or application of
the express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
on the EMPLOYER, the UNION and the employees.
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute postponement that leads to the arbitrators making a
charge, the canceling party or the party asking for the postponement
shall pay this charge. 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.
22.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
- 26 -
� ARTICLE XXIII - R GHT OF SUBCONTRACT
23.1 The EMPLOYER may, a any time during the duration of this AGREEMENT
contract out work d e by the employees covered by this AGREEMENT. In
the event th t such ontracting would result in a reduction of the ork
force covere by thi AGREEMENT, the EMPLOYER shall give the UNION
ninety (90) lendar day notice of the intention to sub-contract.
23.2 The sub-cont cting f work done by the employees covered by this
AGREEMENT sha 1 in a 1 cases be made only to employers who qualify n
accordance wi h Ordi ance No. 14013.
- 27 -
ARTICLE XXIV - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to employees
equally without regard to, or discrimination for or against, any
individual because of race, color, creed, sex, age, or because of
membership or non-membership in the UNION.
24.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve
other employees and the general public.
- 28 -
ARTICLE XXV - SE RABILI Y
25.1 In the event that a y provision(s) of this AGREEMENT is declared t be
contrary to aw by roper legislative, administrative, or judicial
authority fr m whos finding, determination, or decree no appeal i
taken, such rovisi n(s) shall be voided. All other provisions sh 11
continue in ull fo ce and effect.
25.2 The parties gree t , upon written notice, enter into negotiations to
place the vo ded pr visions of the AGREEMENT in compliance with th
legislative, admini trative, or judicial determination.
- 29 -
ARTICLE XXVI - WAIVER
26.1 The EMPLOYER and the UNION acknowledge that during the meeting and
negotiating which resulted in this AGREEMENT, each had the right and
opportunity to make proposals with respect to any subject concerning
the terms and conditions of employment. The agreements and
understandings reached by the parties after the exercise of this right
are fully and completely set forth in this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT
agree that the other party shall not be obligated to meet and negotiate
over any term or conditions of employment whether specifically covered
or not specifically covered by this AGREEMENT. The UNION and EMPLOYER
may, however, mutually agree to modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this AGREEMENT,
are hereby superseded.
- 30 -
- ARTICLE XXVII - C TY MIL GE
27.1 Automobile R imburs ment Authorized: Pursuant to Chapter 33 of th
Saint Paul A minist ative Code, as amended, pertaining to reimburs ment
of City offi ers an employees for the use of their own automobile in
the performa ce of heir duties, the following provisions are adop ed.
27.2 Method of Co utati n: To be eligible for such reimbursement, all
officers and employ es must receive written authorization from the
Department H ad.
Type l. If n empl yee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed a
the rate of 3.00 p r day for each day the employee's vehicle is
actually use in pe forming the duties of the employee's position.
In addition, the em loyee shall be reimbursed 15� per mile for each
mile actuall drive .
If such empl yee is required to drive an automobile during employme t and
the departme t head or designated representative determines that an
employer veh'cle is vailable for the employee's use but the employ e
desires to u e his/ r own automobile, then the employee shall be r im-
bursed' at th rate o 15C per mile driven and shall not be eligible
for any per iem.
TyPe 2. If emplo ee is required to use his/her own automobile
REGULARLY dur ng emp oyment, the employee shall be reimbursed at th
rate of $3.00 per da for each day of work. In addition, the emplo ee
shall be reim ursed 5C per mile for each mile actually driven.
If such emplo ee is equired to drive an sutomobile during employme t
and the depar ment h ad or designated representative determines tha
an employer v hicle s available for the employee's use but the emp oyee
desires to us his/h r own automobile, then the employee shall be r im-
bursed at the rate o 15F per mile driven and shall not be eligible for
any per diem.
27.3 The City will provid parking at the Civic Center Parking Ramp for ity
employees on ither f the above mentioned types of reimbursement p ans
who are requi ed to ave their personal car available for City busi ess.
Such parking ill be provided only for the days the enployee is req ired
to have his o her o personal car available.
27.4 Rules and Re lation : The Mayor shall adopt rules and regulations
governing the proced res for automobile reimbursement, which regulat ons
and rules sha 1 cont in the requirement that recipients shall file d ily
reports indic ting m'les driven and shall file monthly affidavits st ting
the number of days w rked and the number of miles driven, and furthe
require that hey ma' tain automobile liability insurance in amounts of
not less than $100,0 /$300,000 for personal injury, and $25,000 for
propert dama e, or iability insurance in amounts not less than $30 ,000
single �imit verage, with the City of Saint Paul named as an addit onal
insured. The e rules and regulations, together with the amendment t ereto,
shall be main ined o file with the city clerk.
- 31 -
ARTICLE XXVIII - DURATION AND PLEDGE -
28.1 This AGREEMENT shall become effective as of the date of signing, except
as specifically provided otherwise in Articles 12 and 13, and shall
remain in effect through the 31st day of May, 1989, and continue in
effect from year to year thereafter unless notice to change or to
terminate is given in the manner provided in 28.2.
28.2 If either party desires to terminate or modify this AGREEMENT, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREEMENT shall give written notice to the other party, not more
than ninety (90) or less than sixty (60) calendar days prior to the
expiration date, provided, that the AGREEMENT may only be so terminated
or modified effective as of the expiration date.
28.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT:
28.31 The UNION and the employees will not engage in, instigate, or
condone any concerted action in which employees fail to report for
duty, wilfully absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
28.32 The EMPLOYER will not engage in, instigate, or condone any lock-out
of employees.
- 32 -
ARTICLE XXVIII - URATIO AND PLEDGE (continued)
28.33 Th s cons itutes a tentative agreement between the parti s
wh ch wil be recommended by the City Negotiator, but is
su ject t the approval of the Administration of the City
an is al o subject to ratification by the UNION.
AGREED to th s 13th y of Augus� 1986, and attested to as the fu 1 and
complete understa ding o the parties for the period of time herein spec fied
by the signature f the llowing representative for the EMPLOYER and th
UNION.
WITNESSES:
CITY OF ST. PAUL TWIN CITY GLAZIERS AND GLASS
WORKERS LOCAL 1324
� �
�
� `
L /�/:i � _ �_2°-\
��� abor Re a�on
j B nes Manager
.
��/
Labor Relations
- 33 -
APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Glazier
Apprentice
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the �urisdiction of
the UNION.
- A1 -
APPENDIX B
Al1 necessar hand ools.
- B1 -
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions and not receiving
the Fringe Benefits listed in Article 12.2 shall be:
Effective Effective Effective
6-01-86 6-01-87 6-01-88
Glazier . . . . . . $18.25** $18.73** $19.21**
The basic hourly wage rate for temporary and emergency employees appointed
to the following classes of positions shall be:
Effective Effective Effective
6-01-86 6-01-87 6-01-88
Glazier . . . . . . $16.94* $17.44* $17.94*
Apprentice
0 - 6 months . . . . . . . . . . . . 60� of Glazier rate
7 - 12 months. . . . . . . . . . . . 65� of Glazier rate
13 - 18 months. . . . . . . . . . . . 70� of Glazier rate
19 - 24 months. . . . . . . . . . . . 757 of Glazier rate
25 - 30 months. . . . . . . . . . . . 807 of Glazier rate
31 - 36 months. . . . . . . . . . . . 90� of Glazier rate
The basic hourly wage rate for regular employees appointed to the
following classes of positions, who are receiving the Fringe Benefits listed
in Article 12.2 shall be:
Effective Effective Effective
6-07-86 6-06-87 6-04-88
Glazier. . . . . . . . . . . $16.05 *** ***
- C1 -
APPENDIX C (cont nued)
A premium p y of s xty cents (60�) per hour shall be paid for all wing
stage work, such as any work performed from a boatswain's chair or a s ng
scaffold, twenty (20) f et or more above the ground. All standard safe y
laws shall be co plied ith.
*This rate inclu es the axable vacation deduction of $1.50.
**This rate incl es the taxable vacation deduction and the payment in ieu
of a union pension con ribution.
***The June 1, 19 7 and une 1, 1988 hourly wage rate will be as shown elow less
the cost of sick eave u age for 1986 and 1987 respectively and less th cost of
pension and vacat on for 1987 and 1988 respectively and less the cost o health and
life insurance fo the p riods June 1, 1986 thru May, 1987 and June l, 987 thru
May 31, 1988.
June 1, 1987: $20.50
June 1, 1988: $21.00
If the Union elects to have the contributions and/or deductions li ted
in Appendix D inc eased r decreased, the Employer may adjust the above
applicable rates or par icipating employees in such a way that the tot 1
cost of the packa e (wag rate plus contribution) remains constant.
- C2 -
APPENDIX D � "
Effective June 1, 1986, the EMPLOYER shall:
(1) contribute $1.00 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 covered by
this AGREEMENT, to a UNION designated Health and Welfare Fund.
(2) deduct $1.50 per hour for all hours worked from the earnings of
participating employees as defined in Articles 12.3, 12.4 and 12.5
of this AGREEMENT, and forward to a Vacation Fund.
(3) contribute $ .02 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 covered by
this AGREEMENT, to a Journeyman and Apprenticeship Training Fund.
(4) In addition to the above, in the case of Temporary and Emergency
employees, the EMPLOYER shall contribute $2.04 per hour for all hours
worked to a Pension Fund.
All contributions made in accordance with this Appendix shall be forwarded
to depositories as directed by the UNION.
The EMPLOYER shall establish Workman's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
Participating employees as defined in Articles 12.3, 12.4 and 12.5
covered by this AGREEMENT, shall not be eligible for, governed by, or accumulate
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe
benefits that are or may be established by Personnel Rules, Council Ordinance
or Council Resolutions.
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions
and/or deductions established by this AGREEMENT. The actual level of benefits
provided to employees shall be the responsibility of the Trustees of the
various funds to which the EMPLOYER has forwarded contributions and/or deductions.
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