The URL can be used to link to this page

85-404 WH17E - CITY CLERK PINK - FINANCE COUIICIl y/y CANARV - DEPARTMENT I TY OF SA I NT PA U L File NO. v�_ �o� BLUE - MAVOR 1 Council Resolution Presented By ��-� � ^ YReferred To � �� Committee: Date � �� Out of Committee B Date RESOLVED, t t the Council of the City of Saint Paul approves and atifies the attached 198 -1985 ntracts between the Independent School Distric No. 625 and the Tri-Coun il, Lo a1s49, 120, and 132, representing Equipment Ope ators, Driver-Operation and L rers, and the Saint Paul Manual & Maintenance Supervisors' Association. Approved: Margaret S ler, Chair COUNCILMEN Requested by Department of: Yeas �.�r �� Drew PERSO L OFFICE Masanz In Favor Nicosia scneibe� __ Against BY Tedesco Wilson AR 2 � 1985 Form rov by t m Adopted by Council: Date r Certified P•. ed by Co cil Sec etary • BY By t�ppro IVlavor: Date �R 21 1985 Appr by Mayor for Submi �on uncil By By Pt! IS�tE�D Pti?i`�il 3 Q 1�� , ______-- ------ .� . , �'�-c�o�f . � 1984 - 1985 MEMORANDUM OF AGREII�4ENT Th�s Memora dum of Agreement is by and between Independent School istrict No. 625 and the Tr -Council bargaining unit, represented bq Local 9, Local 120, and Lo al 132 In full settlement of the 1984-1985 negotiati ns, the parties her to hav agreed as follows: 1. Except as her in modified, the signed 1984-1985 Collective B gaining Agreem nt be een the parties shall be the basis of the fort oming labor greeme t. 2. Articl 9: A ticle 9.1 through 9.9 shall be replaced with A ticle 9.1 throug 9.9 a tached hereto and made a part hereof. It is unde tood t t the above settlement shall be recommended b the School Boa Negot ator, but is subject to the approval of the Bo rd of Education. IN WI�SS EREOF . the parties hereto have affixed their signatu es this oJ/ — aq of anuarq, 1985. INDEPEND SCHOOL DISTRICT N0. 625 TRI-COIINCIL Negotia or Tri-Council Presi ent and Business Representative, Local 120 Chairman, oard o Education B ' �ss Representative, ocal 49 - !�- Busine s Representative, ocal 132 �--- ..�.�.,._.......o...Y.,. _� - _-____---._ _ _ _ -_ ._ __..__._._ _ .. . -.- _ �s �a� . ; ARTICLE R - IN URANCE 9.1 The EMPLO will continue for the period of this Agreeme to pronide for 1�lPLO S such health and life insurance benefits as e provided by LOYE at the time of ,execution of this Agreement. 9.2 Th E1�L0 will for the period of this Agreement provid for EMP OYEES ho retire after the time of execution of this reement and uat 1 such EMPLOYEES reach sixty-five (65) years of age s ch health ins rance enefits and life insurance benefits as are pro ided bq the EMP OYER f r such E1�LOYEES. 9.3 Eff ctive anuarq 1, 1985, for each employee who retires uring the te of th s AGREEMENT and is eligible for earlq retiree enefits un r the erms set forth in this Article and who selects employee ins rance overage, the EMPLOYER agrees to contribute the cost of (;o��- �i' � su cover ge or $�18:62' per month, whichever is less. I c�� ad tioa, or each eligible earlq retiree who selects dep ndeat's j� in rance overage, the E[�LOYER will contribute the cost of such �� c3 �'� de ndent' coverage or $29S:�A per month, whichever is 1 sg. �;�� Ef ctive anuary, 1986, the dollar caps specified in thi Article � 9. shall e adfusted to equal the January, 1986 premiwn ost for L � th healt insurance glan offered to the City bp Blue Cro s-Blue t�f Sh ld for early retirees. In rder t be eligible for the benefits under the earlq etiree pr ision, the employee must: 9. 1 Be r eiving benefits from a public emploqee retirem nt act. 9. 2 Have evered his/her relationship with the Citq of S int Paul and dependent School District No. 625 under one of the early reti e pl�as. 9. 3 Info the Personnel Office of the City of Saint Pau in writing � with 60 days of employee's early retirement date t at he or she wish to be eligible for earlp retiree insurance be efits. 9.4 Ef ectine une 1, 1984, the EMPLOYER agrees to contribute the cost of ho pitali tion and medical coverage or $60.$5 per month, whichever am uat is lesa, for each employee who is eligible for suc coverage. In additi , for each eligible emplopee who selects depea ent's co erage, the F.MPLOYER will contribute one-ha1.f ('�) of th cost of su h depe ent's coverage or $50.5$ per month, whichever mount is le s. Th se contributions shall be paid to the II�LOYER' Group He lth an Welfare Plan. Any increases in these costs s 11 be paid bq the OYEL. - 8 - v ________ ______�__._ �._._�_ __._____r.:____ .___�__ -- _ __ _ _ . __.----�_-- - r _.. - ` ,� ��-_�, � .; .� Article IX Insuz ce (continued) 9.5 Effect ve Jan rq 1, 1985, for each eligible employee covered by • this A RE selecting a health insurance program supplied o the City, he II� YER shall pap the entire cost of such coverage or $70.00 per mo h, whichever is less. For each emploqee selec ing family covera , the E1�LOYER shall pay the entire cost of su h family conera or 5180.00 per month, whichever is less. 9.6 The OYER ].1 attempt to prevent anq changes in the benef ts offere by th Health Maintenance Organizations plans. Howev r, employ es sel ting oae of the plans offered by one of the He lth Mainte ce 0 anizations agree to accept any changes in bene its which he spe ific Health Maiatenance Organization implem�nts The Fee-fo -Servi health plan is understood to be the plan desi ated as Altern te 5 b by Blue Cross-Blue Shield for January l, 1985 9.7 The LOYER rees to contribute the cost for $5,000 of life insur ce con rage for each II�LOYEE who is eligible for such coverage or $2. 7 per nth, whichever amount is less. This contribut on shall be pai to th City's Group Health and Welfare Plan. Aay inc ease in this c st sha 1 be paid bq the EN�LOYEE.. . 9.8 Aay loyee ving ten or more years of sernice with the EMP OYER who become ill o injured so as to be uaable to continue working and has exhaus ed all is sick leane and vacation shall be eligible f r City-p id hea th and welfare benefits for a maximum of three ears. 9.9 Notwit stand g the benefits granted in this Article, the cos to the F.MPLO for e insurance coverages in Articles 9.1 through .8 shall be inc uded i the computatiaa of fringe benefit cost deducti ns indica ed in pendix A. �-- - 9 - --�'S�-�v y � � 1985 - 8 '7 LABOR AGREEMENT Between INDEPENDENT SCHOOL DISTRICT N0. 625 � • And CITY OF AINT P UL MANUAL AND MAINTENANCE SUPERVISORS' ASSOCIA ION i �� _�s= �o�/ � INDEX ARTICLE TITL PAGE I Purp se of Agreement 1 II Reco nition 2 III Main enance of Standards 3 IV Empl ver Security 3 , V Empl yer Authority 3 VI Asso iation Security 4 • VII Empl yee Rights - Grievance Procedure 5 VIII Savi gs Clause $ IX Seni rity 9 X Disc pline 11 XI Cons itutional Protection 12 XII Over ime and Premiums 12 XIII Unif rms 13 XIV Vaca ion 13 XV Holi ays 14 • XVI Insu ance 15 - XVII Mile ge - Independent School District No. 625 17 XVIII Seve ance Pay _ 18 . XIX Work ng Out of �lassification - 20 - XX Mate nity Leave 20 _ XXI No S rike, No Lockout 20 XXII Righ to Subcontract ' 20 XXIII Admi istrative Service Fee 21 XXIV Wage Schedule 22 � XXV Te of Agreement 28 • - ii - � �5- yc y ARTICLE I - tTRPOSE OF AGREEMENT � 1. 1 This A EEMEN is entered into between Independent School District No. 625 herei after called the EMPLOYER, and the City of S int Paul Manual and Ma ntenance Supervisors' Association, hereinaft r called the ASS CIATIO . - 1.11 As ure s und and mutually beneficial working and economic re ations ips between the parties hereto; 1. 12 Es ablish procedures for the resolution of disputes oncerning th s AGRE ENT'S interpretation and/or application; and _ 1.13 P1 ce in written form the parties' agreement upon erms and co dition of employment for the duration of this AGRE NT. - 1.2 The EMP OYER a d the ASSOCIATION through this AGREEMENT shal continue their edicat on to the highest quality public servic to the reside s of he City of Saint Paul. Both parties recog ize this AGRE T as a pledge of this dedication. • - • . - 1 - ARTICLE II - RECOGNITION 2. 1 The EMPLOYER recognizes the ASSOCIATION as the exclusive � representative, under the Public Employment Labor Relations Act of 1971 as amended, for all personnel in the following bargaining unit: All manual maintenance supervisors in the classification of Assistant Supervisor of Custodians, Bridge Foreman, Building Maintenance Supervisor-Fire Department, Building Ma.intenance Supervisor-Libraries, Building Maintenance Supervisor-Parks and Recreation, Chief Meter Repairman, Civic Center Foreman, Dispatcher I, District Foreman, Equipment Maintenance Foreman, Field Supervisor, Fireman-Mechanic Foreman, Foreman-Water Department, Forestry Supervisor I, Forestry Supervisor II, - Greenskeeper, Maintenance Foreman-Water Department, Mechanic Foreman-Municipal Garage, Mechanic Foreman-Water Department, Painter-General Foreman, Park Foreman, Public Works Foreman I, • Public Works Foreman II, Public Works Foreman III, Sanitation Foreman, Sewer Foreman I, Sewer Foreman II, Sewer Foreman III, Supervising Gardener, Supervisor of Custodian, Supervisor of Garbage Collection, Supervisor of Lime Recovery Plant, Supervisor of Pumping, Supervisor of School Ground Ma.intenance, Traffic Maintenance Foreman I, Traffic Maintenance Foreman II, Water Serviceman Foreman, Watershed Foreman I, Watershed Foreman II, and Zoo Foreman who are employed for more than fourteen (14) hours per week and more than one hundred (100) work days per year by the City of St. Paul or who are under the control of the City of Saint Paul in the setting of terms and conditions of � employment, excluding all other employees. 2.2 In the event the EMPLOYER and the ASSOCIATION are unable to agree as to the inclusion or exclusion of a new or modified �ob class, the issue shall be submitted to the Bureau of Mediation Services for determination. It is understood that this provision shall refer to the Bureau of Mediation Services only such issues as it has jurisdiction over by law. 2.3 The EMPLOYER shall not enter into any agreements covering terms and c conditions of employment with the employees of the bargaining unit under the jurisdiction of this AGREEMENT either individually or , collectively which in any way conflicts with the terms and conditions of this AGREEMENT, except through the certified representative. 2.4 Neither the ASSOCIATION nor the EMPLOYER shall discriminate against any employee because of ASSOCIATION membership or nonmembership, or because of his race, color, sex, religion, national origin or political opinion or affiliations. 2.5 All existing Civil Service Rules shall apply except those superseded by this AGREEMENT. • . - 2 - � %- �c� �- ARTICLE III MAINT NANCE OF STANDARDS � 3. 1 The Cit agre s that all conditions of employment relating to wages, hours o work, overtime differentials, vacations, and gener l working conditi ns sh 11 be maintained at not less than the highes minimum standar as se forth in the Civil Service Rules of the Cit of Saint Paul a the sint Paul Salary Plan and Rates of Compensati n at the time o the signing of this AGREEMENT, and the cond tions of employm nt s all be improved wherever� specific provi ions for improve ent ar made elsewhere in this AGREEMENT. . ARTICLE IV - II�IPLO R SECURITY � 4. 1 The AS OCIATI agrees that during the life of this AGREEME T it will not ca se, en ourage, participate in or support any strike, slow-down or oth r inte ruption of or interference with the normal fu ctions of the OYER. ARTICLE V - EMPLOY R AUTHORITY 5. 1 The LOYER retains the sole right to operate and m nage all � manpow r, fac lities, and equipment in accordance with appli able laws - and re ulatio s of appropriate authorities. 5.2 Any te s and conditions of emploqment not specifically esta lished or modifi d by t is AGREEMENT shall remain solely within the iscretion of the EMPLOY R to modify, establish or eliminate. 5.3 The ex rcise y the EMPLOYER of, or its waiver of or its ailure to exerci e its full right of management or decision on any matter or occasi n, sha 1 not be a precedent or be binding on the LOYER nor the s b�ect or basis of any grievance not admissibl in any arbitr tion p oceeding. The EI�LOYER'S right of management shall not _ be am nded r limited by any claimed or unwritten cu tom, past practi e or nformal agreement nor by any claim the LOYER has claime or c doned or tolerated any practice or any act r acts of any LOYEES 5.4 A publ'c II�L YER is not required to meet and negotiate on tters of inhere t mana erial policy which include, but are not limit d to, such areas of dis retion or policy as the functions and progr ms of the II�IPLOY R, i s overall budget, utilization of techn logy and organi ationa structure and selection and direction and number of person el. • � - 3 - ARTICLE VI - ASSOCIATION SECURITY 6. 1 The EMPLOYER shall deduct from the wages of the employees who � authorize such a deduction in writing an amount necessary to cover monthly ASSOCIATION dues. Such monies shall be remitted as directed by the ASSOCIATION. 6.2 The ASSOCIATION may designate employees from the bargaining unit to act as stewards and alternates and shall inform the EMPLOYER in writing of such choices and of changes in the positions of stewards and/or alternates. It is further understood that the number and locations of stewards shall be limited and confined to numbers and locations as are necessary and reasonable to administer the provisions of this AGREEMENT. - 6.3 The EMPLOYER shall make space available on the employee bulletin board for the posting of ASSOCIATION notice(s) and announcement(s) . ' 6.4 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. 6.5 The EMPLOYER agrees that on the EMPLOYER'S premises and without loss of pay the ASSOCIATION stewards shall be allowed to post official ASSOCIATION notices of the designated representatives; transmit communications authorized by the ASSOCIATION or its officers under the � terms of this contract; consult with the EMPLOYER, his representative, ASSOCIATION officers or the ASSOCIATION representative concerning the enforcement of any provisions of this AGREEMENT, so long as such action does not interfere with regular Employee duties and is reasonable and necessary. 6.6 Stewards are authorized� to perform and discharge the duties and responsibilities which are assigned to them under the terms of this AGREEMENT and any supplementary AGREEMENTS. The EMPLOYER agrees that there shall be no restraint, interference, coercion or discrimination _ against a steward because of the performance of such duties. 6.7 Any present or future employee who is not an ASSOCIATION member shall . be required to contribute a fair share fee for services rendered by the ASSOCIATION. Upon notification by the ASSOCIATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law and as otherwise legal. It is also understood that the ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this section. • - 4 - > ��- yo� ARTICLE VII - EMPL EE RIGHTS - GRIEVANCE PROCEDURE � 7. 1 Defini ion of a Grievance - A grievance is defined as a ispute or disagr ement s to the interpretation or application of th specific terms nd con itions of this AGREEMENT. 7.2 Associ tion Representatives - The EMPLOYER will recognize repres ntativ s designated by the ASSOCIATION as the grievance repres ntativ s of the bargaining unit having the d ties and respon ibilit es established by this Article. The ASSOCIA ION shall notify the LOYER in writing of the names of such A SOCIATION repres ntativ s and of their successors when so designated a provided by 6.2 of thi AGREEMENT. 7.3 Proces in of a Grievance - It is recognized and accept d by the ASSOCI TION a d the ErIPLOYER that the processing of gri vances as - herein fter p ovided is limited by the �ob duties and respon ibilities of the Emplo ees and shall therefore be accomplished dur ng normal workin hour onlq when consistent with such Employee uties and respon ibilit es. The aggrieved employee and an A SOCIATION Repres ntativ shall be allowed a reasonable amount of ti e without loss o pay hen a grievance is investigated and present d to the EMPLOY R duri g normal working hours provided that the Em loyee and the AS OCIATI N Representative have notified and received th approval of the design ted supervisor who has determined that such bsence is reason ble an would not be detrimental to the work progr ms of the EMPLOY R. • 7.4 Proced re - G ievances, as defined by Section 7. 1, shall b resolved in con ormanc with the following procedure: Step 1. Employee claiming a violation conce ning the interp etatio or application of this AGREEMENT shal , within twenty one ( 1) calendar days after such alleged vio tion has occurr d, pr sent such grievance to the Employee's sup rvisor as design ted by the EMPLOYER. The E loyer- esignated representative will discuss and giv an answer to suc Step 1 grievance within ten (10) calendar days aft receipt. _ A gri ance ot resolved in Step 1 and appealed to Step shall be placed in wr ting, setting forth the nature of the grie ance, the facts on wh ch it is based, the provision or provisio s of the AGRE NT al egedly violated, the remedy requested, and shall be appeal d to Step 2 within ten (10) calendar days fter • the EMPLOY R-desi nated Representative's final answer in Ste 1. Any grieva ce not appealed in writing to Step 2 by the ASSOCIA ION within ten (1 ) cale dar days shall be considered waived. • - 5 - Article VII - Employee Rights - Grievance Procedure (continued) SteP 2. If appealed, the written grievance shall be presented by the � ASSOCIATION and discussed with the EMPLOYER-designated Step 2 representative. The EMPLOYER-designated representative shall give the ASSOCIATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the ASSOCIATION within ten (10) calendar days shall be considered waived. SteP 3. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the EMPLOYER-designated Step 3 � representative. The EMZ'LOYER-designated representative shall give the ASSOCIATION the EMPLOYER'S answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved � in Step 3 may be appealed to Step 4 within ten (10) calendar days following the EMPLOYER-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ASSOCIATION within ten (10) calendar days shall be considered waived. SteP 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ASSOCIATION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. The sele.ction of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as � established by the Public Employment Relations Board. 7.5 Arbitrator's Authority - 7.51 The arbitrator shall have no right. to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) 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. _ 7.52 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 binding on both the EMPLOYER and the ASSOCIATION and 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. . • - 6 - � _ �y=/a�1 Article VII Empl ee Rights - Grievance Procedure (continued) � 7.53 T e fee and expenses for the arbitrator's se ices and p oceedi gs shall be borne equally by the EMPLOYE and the A SOCIAT ON provided that each party shall be respo sible for c pensa ing its own representatives and witnesses. If either p rty de ires a verbatim record of the proceedings, it may cause s ch a r cord to be made, providing it pays for the r cord. If b th par ies desire a verbatim record of the procee ings, the c st sha 1 be shared equally. 7.6 Waiver - If a grievance is not presented within the time imits set forth bove, t shall be considered "waived". If a grieva ce is not . appeal d to he next step within the specified time lim t or any agreed extens on thereof, it shall be considered settled on the basis of the EMPLO ER'S last answer. If the IIKPLOYER does not answer a - grieva ce or n appeal thereof within the specified time 1 mits, the ASSOCI TION m y elect to treat the grievance as denied at that step and i ediate y appeal the grievance to the next step. The ime limit in eac step may be extended by mutual written agreeme t of the EMPLOY R and he ASSOCIATION in each step. 7.7 It is nderst od by the ASSOCIATION and the EMPLOYER that, i an issue is det rmined by this grievance procedure, that issue shall not again be sub itted for arbitration under the provision of the Rules and Regula ions o Civil Service. It is further understood t at, if an issue s subm tted and determined by the grievance procedure under the Civil ervice Rules and Regulations, it shall not again be submitted - for ar itrati n under the procedures set forth in this Artic e. � � - 7 - ARTICLE VIII - SAVINGS CLAUSE 8. 1 This AGREEMENT is subject to the laws of the United States, the State � of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this AGREEMENT shall continue in full force and effect. � `� � - 8 - ,c��- �1a� ARTICLE IX - SENIOR TY � 9. 1 Seniori y, for the purpose of this AGREEMENT, shall be d fined as follows � 9. 11 "C ty Se iority" - The length of continuous reg lar and pr bation ry service with the II�LOYER from the last date of e loymen in any and all class titles. 9.12 "C ass S niority" - The length of continuous reg lar and pr bation ry service with the II�IPLOYER from the date an employee wa first certified and appointed to a class title c vered by th s AGRE NT, it being further understood that class seniority is confin d to the current class assignment held by an ployee. 9.2 Seniori y sha 1 terminate when an employee retires, resi s or is dischar ed. 9.3 Seniori y sha 1 not accumulate during an unpaid leave of absence, except hen s ch leave is granted for a period of less th n thirty (30) c lendar days; is granted because of illness or i �ury; is granted to a low an employee to accept an appointmen to the unclass fied s rvice of the II�LOYER; or is granted to take n elected or appo nted f 11-time position with the ASSOCIATION. 9.4 Subd. In he event it is determined by the ENIPLOYER t at it is necessa •y to educe the work force, employees will be la d off by � class itle w thin each division based on inverse length f "Class - Seniori y". call from layoff shall be in inverse order f layoff, except hat re all rights shall expire after one year of lay ff. Subd. 2. In c ses where there are promotional series, such s Foreman I, For nan II Foreman III, etc. , when the number of emp oyees in these igher itles is to be reduced, employees who have eld lower titles hich a e in this bargaining unit will be offered red ctions to the hi hest o these titles to which class seniority would keep them from be ng la off, before layoffs are made by any class ti le in any ' depart nt. Subd. It s further understood that a laid-off employee hall have the ri ht to lacement in any lower-paid class title, pro ided said employ e has been previously certified and appointed in said lower- id cl ss title. In such cases, the employee shall first be placed on a r instatement register and shall have "Class eniority" based n the ate originally certified and appointed to s id class. Employ es may also apply for positions in a lower class but may, nevert eless, return to original class as provided in Subd. . above. 9.5 To the exten possible, vacation periods shall be assign d on the basis f "Cit Seniority", within each class, by division. It is, howeve , unde stood that vacation assignments shall be subj ct to the abilit of th EMPLOYER to maintain operations. � - 9 - Article IX - Seniority (continued) . � 9.6 Promotions shall be handled in accordance with current Civil Service Rules and practices. 9.7 The EMPLOYER shall post a seniority list at least once every six (6) months. � . - 10 - l�-y�- �n�/ ARTICLE X - DISCIP INE � 10. 1 The PLOYER will discipline employees for just ca se only. Discip ine wi 1 be in the form of: a) 0 al rep imand; b) W itten eprimand; c) S spensi n; d) R ductio ; e) D scharg . 10.2 Suspen ions, eductions, and discharges will be in written f rm. 10.3 Employ es an the ASSOCIATION will receive copies o written repri nds an notices of suspension and discharge. . 10.4 Employ es ma examine all information in their EMPLOYER personnel files that concerns work evaluations, commendatio and/or discip inary ctions. Files may be examined at reasonable t mes under the di ect su ervision of the EI�LOYER. 10.5 Discha ges wi 1 be preceded by a five- (5) day preliminary suspension withou pay. During said period, the Employee and/or ASSOC ATION may reques and shall be entitled to a meeting with th EMPLOYER repres ntativ who initiated the suspension with intent to discharge. During said five- (5) day period, the ENIPLOYER may ffirm the suspen ion an discharge in accordance with Civil Service R les or may � modify or wit draw same. . . 10.6 An e loyee to be questioned concerning an investi ation of discip inary action shall have the right to request that an ASSOCI TION R presentative be present. 10.7 Grieva ces re ating to this Article shall be processed in accordance with e isting Civil Service procedures, except that oral d written repri nds s 11 be taken up in Step 3 of the grievance procedure under TICLE VII. � ' - 11 - ARTICLE %I - CONSTITUTIONAL PROTECTION 11. 1 Employees shall have the rights granted to all citizens b_y the United � States and Minnesota State Constitutions. ARTICLE XII - OVERTIME AND PREMIUMS 12. 1 Employees (with the exception of those covered in Section 12.2 hereof) shall be paid one and one-half (l�g) times the regular rate of pay for work performed in excess of the regular work day and/or the forty (40) hour work week. �2.2 Section 12. 1 hereof shall not be applicable to employees holding the following administrative positions: Building Piaintenance � Supervisor-Libraries; Building Maintenance Supervisor-Parks and Recreation; Field Supervisor; Public Works Foreman III, Sewer Foreman III; Supervisor of Custodial Services; Supervisor of Pumping; Supervisor of Lime Recovery Plant. Employees in the above classifications shall be paid straight time for work performed in excess of the regular work day and/or the forty (40) hour work week. 12.3 An employee who is called back to work following the completion of his ' regular work day shall be guaranteed four (4) hours' pay at his regular straight time rate. � 12.4 Ma�or holidays, for the purpose of this Section, shall include the following: New Year's Day; Memorial Day; Independence Day; Labor Day; Thanksgiving Day; Christmas Day. Minor holidays, for the purpose of this Section, shall include the following: Washington's and Lincoln's Birthday, Christopher Columbus Day, Veterans' Day. An employee working a major holiday as defined herein shall receive time and one-half (1'�) his regular rate of pay for all work performed on such holiday, and an employee working a minor holiday as defined herein shall receive straight time for such holiday work, it being understood . that all payments for holiday work shall be in addition to regular holiday pay. 12.5 An employee shall be compensated in either compensatory time off or overtime payment in cash. 12.6 A night differential of five per cent (Sy) shall be provided to employees who work night shifts as defined herein. A night shift will be considered to be a regularly-assigned shift beginning earlier than 6 a.m. , or ending later than 6 p.m. , provided that at least five (5) hours of said shift are worked between the hours of 6 p.m. and 6 a.m. It is further understood that in case of regularly-assigned shifts beginning earlier than 6 a.m. or ending later than 6 p.m. which involve less than five (5) l�ours of work, an employee shall be eligible for the night differential only for the hours actually worked � during night shift hours. � - 12 - ��.�d'�= yo� ARTICLE XII - UNI ORMS � 13. 1 The LOYER grees that if any employee is required to wea any kind of uni orm or safety equipment as a condition of continued e ployment, such u iform d/or equipment shall be furnished and maintai ed by the EMPLOY R. It is, however, further understood that the LOYER'S obliga ion t provide uniforms and/or safety equipment shall be confin d to p esent practices and/or requirements of law. 13.2 Any un form safety equipment provided pursuant to thi Article, damage in t e line of dutv, shall be replaced by the EMPLOYER, provid d that said damage is not attributable to the neg igence or other 'mprope act of the employee. 13.3 The LOYER grees to pay $10.00 toward the cost of eac pair of safety shoes urchased by an Employee who is a member of his unit. . The LOYER hall contribute for the cost of two pairs of shoes per year a d sha 1 not be responsible for any additional cos for any additi nal sh es thereafter. This reimbursement of $10.00 p r pair of shoes hall e made only after investigation and approv 1 by the immedi te sup rvisor of that employee. This $10.00 per pai of shoes contri ution o be made by the EMPLOYER shall apply to those employees who mu t wear protective shoes or boots for their employment ARTICLE XIV - VACA ION � . . 14. 1 In ea h cale dar year, each full-time employee shall granted vacati n acco ding to the following schedule: Yea s of Service Vacation Granted 0 - 5 years 10 days 6 y ars through 15 years 15 days 16 ears through 25 years 21 days ' 25 ears or more 22 days. 14.2 Employ es who work less than full time shall be granted vac tion on a � pro ra a basi . 14.3 The he d of e department may permit an employee to carry over into the fo lowing year up to ten days' vacation. 14.4 The ab ve pr isions of vacation shall be subject to Reso ution No. 6446, ection I, Subd. H. � - 13 - ARTICLE XV - HOLIDAYS 15.1 Holidays Recognized and Observed - The following days shall be � recognized and observed as paid holidays: New Year's Day Martin Luther King Day (effective 1986) Presidents' Daq Memorial Day Independ'ence Day Labor Daq Columbus Day Veterans' Day Thanksgiving Day Christmas Daq Two floating holidays. � Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturdaq, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 15.2 The floating holidays set forth in Section 15. 1 above may be taken at anq time during the contract year, subject to the approval of the Department Head. of any employee.� � 15.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an employea s name must appear on the paqroll on any six working days of the nine woricing 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 aayg preceding the holiday. In neither case shall the holiday be counted as a working day for the purpose of this section. It is further understood that neither temporarq, emergency nor other employees not . heretofore eligible shall receive holiday pay. �� y0�t �� pC.�.(, � � '�� 15.4 In the case of Board of Education Employees, if/ Presidents' ay, � �y, Columbus Day or Veterans' Day falls on a day when school is in ��i� session, the Employee shall work that day at straight time and another day shall be designated as the holiday. Ttiis designated holiday shall - be determined by agreement between the employee and the supervisor. � - 14 - ��J�� ARTICLE XVI INSU CE � 16. 1 The EMP OYER 11 continue for the period of this AGREEMENT o provide for em loyees such health and life insurance benefits as ar provided by the LOY at the time of execution of this AGREEMENT. 16.2 The LOYER will for the period of this AGREEMENT pr vide for employ s who etire after the time of execution of this AGR EMENT and until uch Em loyees reach sixty-five (65) years of age s ch health insura ce ben fits as are provided by the EMPLOYER for such employees and su h life insurance benefits as provided in this Article 16.3 Effect ve Jan ary 1, 1985, for each employee who retires uring the . term o this AGREEMENT and is eligible for early retire benefits under he te s set forth in this Article and who select employee insura ce cov rage, the EMPLOYER agrees to contribute the co t of such � covera e or 7.06 per month, whichever is less. In add tion, for each ligibl early retiree who selects dependent's insurance covera e, the EMPLOYER will contribute the cost of such d pendent's covera e or $ 03.86 per month, whichever is less. Effectiv January, 1986, the do lar caps specified in this Article, 16.3, shall be ad�ust d to qual the January, 1986 premium cost for e health insura ce pla offered to the City by Blue Cross-Blue Shield for early retire s. In or r to e eligible for the benefits under the ear y retiree provis on, th employee must: � 16.31 Be eceiving benefits from a public employee reti ment act. 16.32 Hav severed his/her relationship with the City of Saint Pau under one of the early retiree plans. 16.33 Inf rm the Personnel Office of the City of Saint ul in wri ing within 60 days of employee's early retir ment date tha he or she wishes to be eligible for ear y retiree ins rance benefits. 16.4 For e ch el gible employee covered by this AGREEMENT s lecting a , health insura ce program supplied to the City, the EMPLOYE shall pay the e tire c st of such coverage or $70.00 per month, wh chever is less. For ea h employee selecting family coverage, the EMP OYER shall pay t e enti e cost of such family coverage or $180.00 er month, whiche er is ess. 16.5 The LOYER will attempt to prevent any changes in th benefits offer by he Health Maintenance Organizations plan. However, emplo es se ecting one of the plans offered by one of he Health Maint ance rganizations agree to accept any changes i benefits which the sp cific Health Maintenance Organization imple ents. The Fee-f r-Servi ce Health Plan is understood to be the plan de ignated as Alter ate S, id by Blue Cross-Blue Shield for January 1, 1 85. � - 15 - Article XVI - Insurance (continued) 16.6 The City agrees to contribute the cost for $5,000 of life insurance coverage for each employee who is eligible for such � coverage or $2.07 per month, whichever amount is less. Any � increase in this life insurance premium shail be paid by the employee. 16.7 In addition to the $5,000 life insurance coverage in 16.6, the EMPLOYER agrees to contribute the cost of additional life coverage or 59C per thousand dollars of coverage per month, whichever amount is less. The total amount of life insurance coverage provided under this section and Section 16.6 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of ' the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. � � - 16 - ��s- �o� ARTICLE XVII - MILE GE - INDEPENDENT SCHOOL DISTRICT N0. 625 � 17. 1 Employe s of t e School District under policy adopted by th Board of Educati n may be reimbursed for the use of their automo iles for school busine s. To be eligible for such reimbursement, employees ___ must ceive authorization from the District Mileage Committee utilizi g the ollowing plan: P "A" effective with the adoption of this Agre ment, is r mburse at the rate of 23� per mile. In addition, a maximum a unt w ich can be paid per month is established by a estimate f ishe by the employee and the employee's supervisor . other onsideration for establishing the maximum amo nt can be t exp rience of another working in the same o similar p sition. U der th s plan, it is necessary for the employee o keep a r cord o each trip made. • � - 17 - ARTICLE XVIII - SEVERANCE PAY - 18. 1 EMPLOYEES shall be eligible for severance pay in accordance with the . � School District's Severance Pay Plan. The amount of severance pay allowed shall be that amount permitted by state statutes subject to . the provision that the maximum amount allowed shall be $4,000. or as � established by Section 15.2 of this Article. 18.2 Severance Pay: Provisions effective December 31, 1984. The Employer shall provide a severance pay program as set forth in this Section: 18.21 To be eligible for the severance pay program, an employee must meet the following requirements: 18.21.1 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" or the "rule of 85" provisions of the Public ' Employees Retirement Association (PERA) . 18.21.2 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any • other disciplinary reason are not eligible for this severance pay program. 18.21.3 The emploqee must have at least ten (10) years of S consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting this ten- (10) year service requirement. 18.21.4 The employee must file a waiver of re-employment with the Director of Personnel, which will clearly , indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint . Paul or with Independent School District No. 625. 18.21.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 18.22 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued sick . leave days. • - 18 - n �`��5 - � Article XVII - Sev rance Pay (continued) � 18.23 The aximum amount of money that any employee may tain thro gh this severance pay program is $6,500. 18.24 For he purpose of this severance pay program, a d ath of an empl yee shall be considered as separation of ployment and, if the employee would have met all of the re irements set orth above at the time of his or her death, ayment of the severance pay may be made to the employee's state or spou e. 18.25 For he purpose of this severance pay program, a t ansfer . fron Independent School District No. 625 employme t to City of aint Paul employment is not considered a sep ration of - empl yment, and such transferee shall not be el ible for • this severance program. 18.26 The anner of payment of such severance pay shall e made in acc dance with the provisions of the School District Sev rance Pay Plan already in existence. 18.27 Thi severance pay program shall be subject to and governed by he provisions of the original School District Severance Pay Plan (which allows $4,000 maximum payment) except in tho e cases where the specific provisions of th s section . con lict with said Severance Pay Plan and in such ases, the '• pro isions of this section shall control. � • 18.28 Any employee hired prior to December 31, 1984 may, in any eve t, and upon meeting the qualifications of th s section or he original School District Basic Severance Pay Plan (wh ch allows $4,000 maximum payment) , draw seve ance pay. How ver, an election by the employee to draw sev rance pay und r either this section or the basic Schoo District Sev rance Pay Plan shall constitute a bar to receiving sev rance paq from the other. Anq employee h red after � Dec mber 31, 1984 shall be entitled only to the b nefits of thi section upon meeting the qualifications here . 18.29 An mployee of Independent School District No. 62 shall not be ligible for the severance pay provision of t is section if uch employee is also eligible and a recipien of Early Ret rement Incentive payment under the Memorandum of Agree- men with the exclusive representative dated N vember 7, 198 . • - 19 - ARTICLE XIX - WORKING OUT OF CLASSIFICATION 19.1 Any employee working an out-of-class a�ssignment for a period in excess � of fifteen (15) working days during any fiscal year of EMPLOYER shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purpose of this Article, the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he were promoted to the higher classification. ARTICLE XX - MATERNITY LEAVE 20. 1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. ARTICLE XXI - NO STRIKE, NO LOCKOUT . 21. 1 The ASSOCIATION and the EMPLOYER agree that there shall be no strikes, work stoppages, slow-downs, sit-down, stay in or other considered interference with the EMPLOYER'S business or affairs by the ASSOCIATION and/or the members thereof, and there shall be no bannering during the existence of this AGREEMENT without first using all possible means of peaceful settlement of any controversy that may , arise. ARTICLE XXII - RIGHT TO SUBCONTRACT 22. 1 The EMPLOYER may, at any time during the duration of this AGREEMENT, contract out work done by the employees covered by this AGREEMENT. In the event that such contracting would result in reduction of the work force covered by this AGREEMENT, the EMPLOYER shall give the ASSOCIATION a ninety (90) calendar day notice of the intention to subcontract. • - 20 - @F�5�� ARTICLE XXII - ADM NISTRATIVE SERVICE FEE � 23. 1 The AS CIATI agrees that an administrative service fee of fifty cents ( .50) er member per month shall be deducted by the EMPLOYER from th amoun withheld for dues or fair share prior to rem ttance of dues or fair s are to the ASSOCIATION. . . • . - 21 - ARTICLE XXIV - WAGE SCHEDULE The wage schedule for purposes of this AGREEMENT shall be as follows: � Effective January 5, 1985: UNGRADED (Hourly Rates) Assistant Supervisor of Custodians $14.12 Dispatcher I (paid out of grade) 14.02 Custodial Supervisor - Civic Center 13.01 Painter - General Foreman 17.69 0-6 mos. after 6 mos. Civic Center Foreman $11.75 $12.27 Custodian-Engineer (Public Safety Bldg.) 14. 14 14.66 • GRADED (Biweekly Rates) ' Sanitation Foreman lst 6 mos. after 6 mos. S1,109.76 $1,140.95 Chief Meter Repairman Forestry Supervisor I Greenskeeper Park Maintenance Supervisor _ • Public Works Foreman I Sewer Foreman I Supervising Gardener Traffic Maintenance Foreman I Water Service Foreman Water Shed Foreman I Zoo Foreman lst 6 mos. after 6 mos. $1,176.60 $1,208.54 � Bridge Maintenance Supervisor Building Maintenance Supervisor - Libraries � Equipment Maintenance Foreman Foreman - Water Department Forestry Supervisor II Grounds and Labor Coordinator Public Works Foreman II Sewer Foreman II Supervisor of Garbage Collection Vehicle Mechanic Supervisor Water Shed Foreman II lst 6 mos. after 6 mos. • 51,241.96 $1 ,277.62 • - 22 - ��--��y Article XXI - Wage Schedule (continued) � Effect e Janu ry 5, 1985: GRADED (Biweekly Rates) S erviso of Lime Recoverq S ervis of Water Production Maintenance T ffic intenance Foreman II lst 6 os. after 6 mos. $1,314.78 $1,354.87 , P lic W ks Foreman III S er Fo eman III lst 6 os. after 6 mos. $1,354.87 $1,393.50 B ilding intenance Supervisor - Fire S pervis r of Pumping lst 6 os. after 6 mos. $1,431.38 $1,472.97 • F eld Su ervisor - lst 6 os. after 6 mos. $1,475.23 $1,519.04 B ilding intenance Supervisor - Parks and Rec. S pervis r of Custodial Services lst 6 os. after 6 mos. ' $1,519.77 $1,565.08 FOOD ERVICE EQUIPMENT SPECIALIST (Hourly Rates) S art 6 Months 1 Year 2 Years 3 Years $ 1.56 $12. 14 $12.74 $13.38 � $14. 10 � The above anuary 5, 1985 rates represent a four and one-half per cent (4�%) incre se ove the January 7. 1984 rates. - 23 - Article XXIV - Wage Schedule (continued) The wage schedule for purposes of this contract shall be as follows: � Effective January 4, 1986: UNGRADED (Hourly Rates) Assistant Supervisor of Custodians $14.76 Dispatcher I (paid out of grade) 14.65 Custodial Supervisor - Civic Center 13.60 Painter - General Foreman 18.49 0-6 mos. after 6 mos. Civic Center Foreman $12.28 $12.82 ' Custodian-Engineer (Public Safety Bldg.) 14.78 15.32 GRADED (Biweekly Rates) Sanitation Foreman lst 6 mos. after 6 mos. $1,159.70 $1,192.29 Chief Meter Repairman Forestry Supervisor I Greenskeeper • Park Maintenance Supervisor Public Works Foreman I Sewer Foreman I Supervising Gardener Traffic Maintenance Foreman I Water Service Foreman Water Shed Foreman I � Zoo Foreman lst 6 mos. after 6 mos. , $1,229.55 $1,262.92 Bridge Maintenance Supervisor Building Maintenance Supervisor - Libraries Equipment Maintenance Foreman Foreman - Water Department Forestry Supervisor II Grounds and Labor Coordinator Public Works Foreman II Sewer Foreman II Supervisor of Garbage Collection Vehicle Mechanic Supervisor Water Shed Foreman II lst 6 mos. after 6 mos. i 51,297.85 $1,335. 11 - 24 - C�c;�-�-�°� Article XXI - Wag Schedule (Continued) Effect' e Jan ary 4, 1986: • GRADED (Biweekly Rates) Sup rvisor of Lime Recovery Sup isor of Water Production Maintenance Tra fic Maintenance Foreman II 1 6 mo . af ter 6 mo . $1,373.95 $1,415.84 Publ'c Works Foreman III Sewe Foreman III ls 6 mos. after 6 mo . . $1,415.84 $1,456.21 Buil ing Maintenance Supervisor - Fire Supe isor of Pumping ls 6 mos after 6 mo . $1 495.79 $1,539.25 Fiel Supervisor . � ls 6 mos after 6 mo . $1 541.62 $1,587.40 Buil ing Maintenance Supervisor - Parks and Rec. Supe isor of Custodial Services ls 6 mos after 6 mo . $1 588. 16 $1,635.51 , F00 SERVICE EQUIPMENT SPECIALIST (Hourly Rates) St rt 6 Months 1 Year 2 Years 3 Years $1 .08 $12.69 - $13.31 $13.98 $14.73 The above ates r present a four and one-half per cent (4.Sy) in rease • over the J nuary , 1985 rates. - 25 - Article XXIV - Wage Schedule (continued) The wage schedule for purposes of this contract shall be as follows: � Effective January 3, 1987: UNGRADED (Hourly Rates) Assistant Supervisor of Custodians $15.42 Dispatcher I (paid out of grade) 15.31 Custodial Supervisor - Civic Center 14.21 Painter - General Foreman 19.32 0-6 mos. after 6 mos. Civic Center Foreman $12.83 $13.40 Custodian-Engineer (Public Safety Bldg.) 15.45 16.01 � GRADED (Biweekly Rates) � Sanitation Foreman lst 6 mos. after 6 mos. $1,211.89 $1,245.94 Chief Meter Repairman Forestry Supervisor I Greenskeeper � Park Maintenance Supervisor Public Works Foreman I Sewer Foreman I Supervising Gardener Traffic Maintenance Foreman I Water Service Foreman Water Shed Foreman I Zoo Foreman lst 6 mos. after 6 mos. , $1,284.88 $1,319.75 Bridge Maintenance Supervisor Building Maintenance Supervisor - Libraries Equipment Maintenance Foreman Forer�an - Water Department Forestry Supervisor II Grounds and Labor Coordinator Public Works Foreman II Sewer Foreman II Supervisor of Garbage Collection Vehicle Mechanic Supervisor Water Shed Foreman II lst 6 mos. after 6 mos. . ! S1,356.25 $1,395. 19 - 26 - �.��s=�a� Article XXIV - Wage Schedule (continued) Effecti e Janu ry 3, 1987: � GRADED (Biweekly Rates) Su erviso of Lime Recovery Su erviso of Water Production Maintenance Tr ffic M intenance Foreman II lst 6 m s. after 6 mos. $1,435. 8 $1,479.55 � Pu lic Wo ks Foreman III Se er For man III . lst 6 m s. � after 6 mos. $1,479. 5 $1,521.74 Bu lding aintenance Supervisor - Fire Su erviso of Pumping lst 6 m s. after 6 mos. $1,563. 0 $1,608.52 � Fi ld Sup rvisor . lst 6 m s. after 6 mos. $1,610. 9 $1,658.83 Bu lding aintenance Supervisor - Parks and Rec. Su erviso of Custodial Services lst 6 m s. after 6 mos. • $1,659. 3 $1,709. 11 FOOD S RVICE EQUIPMENT SPECIALIST (Hourly Rates) St rt 6 Months 1 Year 2 Years 3 Years $1 .62 $13.26 $13.91 $14.61 $15.39 . The above ra es rep esent a four and one-half per cent (4�%) incr ase over the January , 1986 rates. - 27 - � ��;�� ,�� 4, ARTICLE XXV TERM F AGREEMENT � 25. 1 This AG EEMENT shall be effective as of January 1, 1985 and shall � continu in e fect through December 31, 1987. This Agree ent shall not be xtend orallq and it is understood that it shall expire on the dat indic ted. 25.2 It is nderst od that this settlement shall be recommend d by the School oard egotiator, but is sub�ect to approval by th Board of Educati n. 25.3 The � OYER d the ASSOCIATION acknowledge that during t e meeting and neg tiatin which resulted in this AGREEMENT, each had the right and op ortuni y to make proposals with respect to a subject � concern ng the terms and conditions of employment. The agr ments and , underst ndings reached bq the parties after the exercise of this right � are fu q and completelq set forth in this AGREEMEDTT. A y and all prior greem nts, resolutions, practices, policy or 'rules or regulat ons re arding the terms and conditions of employme t, to the extent they are inconsistent with this Agreement, a e hereby superse ed. n those areas where Civil Service Rule are not consist nt wit this AGREEMENT, the Civil Service Rules sha 1 continue to be i effec . �� . IN WITNESS REOF he parties have caused this Agreement to be xecuted this a�- d y of January, 1985. INDEPENDENT CHOOL ISTRICT N0. 625 CITR OF SAINT PAUL MANU AND �.� MAINTENANCE SUPERVIS RS' ASS'N. . � . � � �� Negoti tor President _ , Chairman, B ard of Education • - 28 - [?�PARTMENT �� f` No �26 ' CONTACT _ PHONE � � ' DATE Q/�r Q Q ASSIGN NUN�ER FOR ROUTING ORDER Cli All Locations for Si nature : � Department Director � Director of Managem t/Mayor �; Finance and Managemen Servi es Director City Clerk ' Budget Director �City Attorney WHAT WILL BE ACHIEVED BY AKING CTION ON THE ATTACHED MATERIALS? (Purpose/ Rationale) : This resolution appr es the attached agreements the Independent School Dis rict #625 has reached with the Tri ouncil and the 5t. Paul Manual and Maintenance Superv sors Association. These Aqreements inc de the changes listed on the attached sheets. Both A reements have been approved by the chool ard. COST/BENEFIT BUDGETARY D PERS NNEL IMPACTS ANTICYPATED: RLC�,\/ED ��.,.�� FEB 8 198� None �\�01�' MAYOR'S OFFICE �. FINANCING SOURCE AND BUD ET ACT VITY NUMBER CHARGED OR CREDITED: (Mayor's signa ture not re- ' Total Amount of Trans ction; quired if und r $10,000) , Funding Source: Activity Number: ATTACHMENTS List and Nu ber Al Attachments : r ' 1. Resolution 2. Agreem�ents (Tri- ouncil Manual & Maintenance Supervisors' Association DEPARTMENT REVIEW CITY ATTORNEY REVIEW � Yes No Council Re olutio Required? Resolution Required? I�'Yes No . Yes No Insurance equire ? Insurance Sufficient? Yes No �� Yes No Insurance ttache : � (SEE R VERSE SIDE FOR INSTRUCTIONS) , Revised 12/84 HOW TO USE THE GREEN SH�yET The GREEN SHEET has several PURPOSES: 1, to assist in routing documents and in securing 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, attached. Providing complete information 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 IMPACTS 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 change or shift of Full-Time Equivalent (FTE) positions. If a CONTRAeT ��amount is Iess than $10,000, the Mayor's signature is not required, . . �. . _. . if �he depar-tment director signs. A contract must always be firs_t signed by tlie 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) l. 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) l. 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-ATTACHMEN'�S section, identify all attac�hmerits. I� the ' Green Sheet is well done, no letter of transmittal need be included (unless signing such a letter is one of the requested actions) . Note: If an agreement requires evidence of insurance/co-insurance, a Certificate of Insurance should be one of the attachments at time of routing. Note: Actions which require City Council Resolutions include: 1. Contractual relationship with another governmental unit. 2. Collective bargaining contracts. 3. Purchase, sale or lease of land. 4. Issuance of bonds by City. 5. Eminent domain. 6. Assumption of liability by City, or granting by City of indemnification. 7. Agreements with State or Federal Government under which they are providing funding. 8. Budget amendments. . � • � Sai t ` UL t�'1.1�7LlC SCt100L5 � �' �O� NEGOTIATIONS OFFiCE � 360 CO ORNE S REET SAINT PAUL, MINNESOTA 55102 TELEPHONE (612) q3_,�g� 2 T0: Dr. David A. Ben ett, Oliver J. Courtemanche, Jer.e T. Sigvertse , Raymond F Brown , Dr. James C. Sargent, Dr. Fhillip Penn FROM• Phyllis E Byers 2Jegotiator DATE: January 2 , 198� IMPL �NTAT ON INFORMATION: CIVIL SERVICE AGREEMENT Attached is a c py of employment agreemeat with a bargaining unit which represents personnel under qou budge jurisdiction. This agreement was approved b the Board of Education oa January 21, 19 5. Since the emplo ees i.n olved are also under the jurisdiction of the aint Paul Civil Service system, you will n ed to receive the usual verification of wage hange from the City Personnel Depa tment s well, before putting into effect the change brought about by this new agreem t. Pe tinent facts are as follows: Budget Administrato : J Employee Category: Bargaining Agent: f ^ ' *� ' ' ' Effective Dates of greem t: January 1, 1985 througli December 31, 1987 Number of Emploqees Affect d: six Please note the follow ng specific changes: HOLIDAYS - AP.TICLE Be inning in 19$6, Martin Luther King Day is add d to the holidays (See page 14) . IiJSli�2ai1C� - AP.TICLE XVI. - New provisio s are pplicable for Employer's contribution to neal n insurance premium cove age fo early retirees (See 16.3, page 15) . - Ciianged para rapl7 1 .4 sets cans for Employer's contribution to ii alth insurance premium cove age fo employee and for fa�ily coverage (See page 1 ) . - Paragrapn 16.5 impl ments tne new Blue Cross-Blue Shield plan, wh ch is identified a tiie F e-for-Service healtti plan. SEV�,i2A.dCE PAY - ART CL�: XV II. The new optional severance pay program, w th $6,5�J0 maxi:.ium �ayment is add d (See pages 18-19) . AiliII:JISTR�,TIVE SER ICE FE ' - ARTICL.: �III. Tnis new Article provides t at an adminis- trative servic fee of fifty cents per member per month shall be ded cted from the amount withhel for d s or fair s:iare (See page 21) . (please see reverse side) .�- . ,. -� Implementation Memorandum - blue collar supervisors - 2 - January 25, 1985 WAGE SCHEDULE - ARTICLE �XIV. See pages 22-27. NOTE: Please note that this memorandum is intended to call changes to your attention.. Please read the actual provisions cited. WAIT FOR CONFIRMATION FROM THE CITY PERSONNEL DEPARTI�SENT BEFORE BEGINNING PAYAIENT ON TH�; i1��1 RATES. B:lm attached: Copy of Agreement copy: Richard Pianning • � , � t ~ , U� �Ul7L1C SCt100L5 '��5 -��`� NEGOTIATIONS OFFiCE 360 C LBORNE TREET SAINT PAUI, MINNESOTA 55102 TELEPHONE (6A2) �3-7 S32 T0: Dr. Davi A. Be nett, Oliver J. Courtemanciie, Jene T. Sigverts n, Raymond . Bro e, Dr. James C. Sargent, Dr. Phillip Pe:1n FROM: Phyllis '. Byer , Negotiator�Z� DATE: January �, 198 IMP EN�tTA ION INFORMATION: CIVIL SERVICE AGREEMENT Attached is a opy of an employment agreement with a bargaining uni which represents personnel under yo r budg t jurisdiction. This agreement was approved y the Board of Educatioa on Janua y 21, 1985. Since the empl yees ' volved are also under the jurisdiction of the Saint Paul Civil Service system, yo will eed to receive the usual verification of wage change from the City Personnel Dep rtment as well, before putting into effect the chang s brought about by this new agreem nt. P rtinent facts are as follows: Budget Administrat r: Je �T. Sigvertsen Employee Categorq• eq ipment operators, driver-operators, laborers Bargaiaing Agent• Tr'-Council: Locals 49, 120, and 132 Effective Dates of Agreem t: _. effective Jan. 1, 1955; Agreement extend througii 4-30-86. Number of Employee Affec ed: Please note tiz follo in s ecific chan es: ARTICLr; I�; - IiQS '�ICE. - New �ro isions are applicable for Employer`s contribution to ealth insurance premium covera e for early retirees (See 9.3, page 8) . - Changed paragr pii 9.5 sets caps for �rsployer's contribution t healtn in- surance premi coverage far employee and for family coverage (See nage 9) . - Paragra h 9.6 mplements the new B1ue Cross-Blue Shield plan, which is identif ed as he Fee-for-Service health plan. i10TE: Please note that t is memorandum is intended to call changes to y ur attention. Please read the ac ual contract provisions cited. B:lm attached: Copy, ri morand m of Agreement copy: Richard Mannin � ; � - � ��f� Z.'1. Resolut:0I1 aiTJ VyII� Q�C �re�O�.3aZC� OL t��°°W.°..^.L b@�:J@°.^. L:.° �� a:: 3a.��:.�1Zi1� 0 � Uni-s as Iis�e ' r�a� �a; i:.su:s cs for ear?y ret'=ees. (�ersoa.ze?) '�:" , ry,za� 984-tgH5 �!eWor,:�.c•.:� oi ag-�sWe.^,t bet:�e�.^. I�7 �6 ; ar.c t�:e _ Tr�-CoL.�c-I, L c��' 4 , 1:0 a,^.c 1�_, re�reseat'_::g Ea•,��e^,. G`:er�.�rs, �'_.er- '_ Qnerat�ons and Laco� s a.-;d, �.e St. Pau? �ia:.Lal � �fa`z�s.^.�.c° S�.°_ . ors' � Assoc=at�on. (Pe_scr eT��, �Pr�� _ - �' ,��/ l_ 1�. Reso I��t�on a::.., c.'_::? � c��. �_ I� �� e C�Y':T SZ�-;� � P::,� • - '- � , J �aZ \J� lr� C... C :J�i/ .C.l�..�1.�� _., .��i'� s�ec:�catioa �o� t: e ��'es o� Fil;.�r Ian� G`�erator I �,.c r°_��: �:_. � C_e:�t�r II. (Per�cr ei) /' � �� . f;%,�P L I5. Resoiu��o^ al� ..�,? u�=_on .,_ o� t:e C�,r_ Se=•:ics RL?�s o. s�:c� •- -_ �- ;-a�� _ Su@.^.�.��C��.�OIl TiO.:'i._ ° ��:.?°_»O�. S°!J@� �Or°.^..::^.:: 11�. �Do�SC.^..^.°-��••�_ ,.'::�1 />�� ' i � ��''� � I . R°�O!.._;a:: c^. -:;=-:� :e �=_;.e 0= :.:e �=_:° O� :q"�;�; I::=.._...��_.... C' _�'..�.._ :. �:.e _•��i e ( s e�) /� //' � � / `/ i C` ? r;�� RL;�s. �� cr.:. I /!�;.'� (1��G� n //l� C�� LD` /��J /�� Z8. Resalc:�r.02L G: 'I�� ?i@ i.'�?° 3:^.0 C�cSS 5J°r^._�C:i.=OR iOr �;° �---� - �L:.@�'�Sar o� Cccs E_�or °^°:.t n t:e C:.:�I Ser:ic� Ru?Ps- C�°=`cr:.•:e�� " - -� ->-� .,� . f�''-r�.� C�G� �-- O �'�'�r�'�G� � 8 �y�,� - �� ` A�'OT' O�J P�? �.D �-_�ID�_ . � Resolution� dopt� a t:e plan for parts ar.d recr�at�vn (1Q8�-) as part of '�e S 'nt Pau? Comprezensive P I.an. . �f : ____.__ _ j� . � . ��" w�:�,�`f�1 . �= y O� .C��.. � �. F� � • --� .� ;':�; �� - �;;; -� . Z` �..._._ s.., �CC�S'�/l' �`'� ' __-� �-1��.� �{:;) �r ,iCi 01 ��Li�. CiiT�.' �iDU��i��. .�. t��..��: '_�i f'�.� ' . . � . �'_�,� ` _, /'� ' D c ► e , �� Q '�;,_ .:.,_�;i . . � a�cz I4 , ., 8� •y,y;��,,��'- • . ._.._ � �y� (�� f:T E E F E � 0 � -- . J i O - Sctn- �: •� I Ci�� Cc � �c ��:t f �^ . r ;; C� �� . �.�„ . C �r;. �, i► � � a � r,�z��c� . . . C�-i; I J=='' s sC._..__�.:� Z. =i^�CV�� C� u' ^:i:.°S f_'.:±.1 ::°°_��_^.0 �:''c?C F°��^.�'.:�='' ZA �GE_'• �`(��`.4.� G. • �-=%�.\Li..'..Ci �T_',' •=;•�(,T r'�° Ip - _ - _ V , _ .' � L:CC°� ._��._^_S�°'' C ^.�ii�. �_T�� - c�T :@C�F=°: ��- �l7 �Q 9/'="C� _ t0 _ :n C° De_�'�C_ g�`�' - �C' �T = �_C. 3- _ �I.u`'_on a- rc=�±c '_ I9 g5 �.. e� bv��c , ''- ; L � 7 7G-1 �G+�Ci � „'aC� r7�'�'.. y(�'��'.� T.�7—T !�r `� -� / O�- l.� yi � 1aiG'ry�'��r+ . . ��11 rVl Ga�� T Q O `�^ L. ' c>_L"'D2�'S JLIt..�'.. � ' �„i.�� v _... �z. . cG.:�i�1S�3� �rG° � D-%�9I - �GC'�?�.:OA5 t0 t:� C.^.AL_ZC� f �' rZ�7c�.J.�.= �P_C� - °�-Y-/ ;�r°�/�J�'=�S��1 �__ C� c C� ' _ p_ ' _ ' + J�C��S�X�//, .'►C`= R i'^` 'T? nT``'- -�-{=A�C Rc:.:.., p�:�Sc'' I� � � . _ Jr. CG..':i=.:1S�._��_v /� r�Q�' ��/ �C/ ��G�j"/r �(J1� � � � _, D- ia_00 Ac:.��'_ans a: $5 �,8°5 t� t.e c.,n`_�c� =c_ ' v�.c Cent°'_' _L'C�L �.u..-� r�r_cvat=�r.. 6. ,a�S��secl �i� �� - ./lJo_ f�G�io:� /'��ss o u _cn �,enc=n t_4 1°�� b Tc�-� r?G:t a::G t� :e r � �l r -`' ��=a ac�.tc $=� ,OOO ta Z Fz�a^c_nc S� C� C G.i .�� C��"�T-�V1G� DGL.: ��OC�SSi� SD2�1n� � Po�j@T''L'°. n � 1 �� T �/� 7. . Or� a�c� �*�� _ c�ng C.`�apt�r I2 0= t.e C_t� C`�a�er pe*_�-�ain�ng to tt.e � t��u�e o� Pc -�c�. ie=, Fire C`�ie= and P�=-son^eL D?r�C�or. `J!" � • Z� --- _ ----- 8. RASOI��oa a.�:.e. c�Z� t.e Com.:.*^L..�:itl De:�elo�:;.e:�t Bloc:r Gio.A� Ye-r I:t an X Pro�a..-^s zr�d t��s��-� g Si3O 0,000 f��rs O�er-Ccc;�ied Re^�nili��=o:t Lo�s, $��0,000 f='ors De:=�-°c ay,:.er;, Rez�il� ��.tion Loans to Re.^,taZ Re:^.�ilitat'_on o�z P�og:-:� C$i,5�70,000) . P��) � , ,,��/�� !(: 9. Re olut:on acc �t'_z� ';e rat�s oz v�:.iot;,s be�e=�;, ver.dors. (Personn i) I0. R�sd � �v� . ' � � .�, r ILL� aDDa 15.1� e...OZ3II�L..^T Oi .'�7�so�orLS be_;�es� t�:° C�i.% aI:C V '.OL'S 8��^-,�'^_�'.'.� U ��5 85 IiSL I'?�3 �'iI� VOTL•^.�s�;' Ieave O= �DS2.^.C_ WZ�::O::L �dY. � ?_50.^.:�e_� 1 � . , }�- �y , II. R SoLu�n� an rov'_�g 1�8=t-1°85 �:e;^or ' Q--�o.� :�.-�c•.:� o� a�_ �� be*_:reer. t:�e �� -:c t::e P_o�sssionai �?oye s ,�s;oc�st�on. (Pe_sonze�) T. .. � ��''��f L'. Resoiut�on an rov�ag I984-1985 �Qe�or:�ndt...� o� Agree�e.^,t bet;Je�n t!�e �;:f and t:e P Ias�er°rs Lo :�.I No. 20. (Personnel) � F1'rvv�. �.`�.' 'r'AL' . �/EVTii Fi00F� � . SAINT P�.UL, ,lI:�ticiOT:i S�iOZ ^--=�: