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85-655 WMITE - C�TV CLERK PINK - FINANCE GI Y OF SAINT PALTL Council _ i CANARY - DEPARTMENT BLUE - MAVOR File NO• � 1 C un il Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that he Cou cil of the City of Saint Paul hereby approves he attached Agreements tween the Independent School District #625 and the S . Paul Supervisors Org izati n and the St. Paul Professional Employees Orga ization. Approved: Chair, Civil Service Commission COUNGLl1�N Requested by Department of: Yeas S�'!� Nays Drew In Favor PERSO OFFICE Masanz NiCOSia Scheibel __ Against BY Tedesco Wilson Adopted by Council: Date MAY 1 4 1985 Form Ap roved b Ci ttorney Certified Passe y il Sec r BY � gy, • t�pp v by �Vlavor: Date MAY 5 Appro y Mayor for Submissi o u cil g By P �+.� ;,�,��� N � 19a . � DEPARTMENT L,IG�`�✓ N� 372 �Teanette Sobania- CONTACT 4221 PHONE ���� � DATE ASSIGN NUN�ER FOR ROUTING 0 DER Cli Al1 Locations for Si nature : Department Director 3 Director of Management Mayor Finahce and Management ervice Director � City Clerk Budget Director � Civil Service Commiss on � City Attorney WH 'T WILL BE ACHIEVED BY TA ING AC ION ON THE ATTACHED MATERIALS? (Purpose/ Rationale) : Th�is resolution approves t e 1985 986 Agreement between the ISD #625 and the St. Paul Su�ervisors Organization. It a3s approves an amendment to the School District A reement wi,�th� �the Professional Empl yees A ociation. The changes in the new Agreements e shown on the attached ISD #625 Agen a requ ts. The Agreements have been approved by the t. Paul Sc'hool BOard. C9� COST/BENEFIT BUOGETARY AND PERSON EL IMPACTS ANTICIPATED: +�-�' �� � S '1.-9-s�. . None. Applies only to the ISD #6 5 FI ANCING SOURCE AND BUDGET ACTIVI Y NUMBER CHARGED OR CREDITED: (Mayor's signa- ture not re- !Total Amount of Transact on: quired if under ' $10,000) Funding Source: Activity Number: ATTACHMENTS List and Numbe All A achments : 1. Resolution 2. Agreements 3. Copy for City Clerk DE�'ARTMENT REVIEW CITY ATTORNEY REVIEW IYes No Council Resol tion R quired? Resolution Required? es No �Yes No Insurance Req ired? Insurance Sufficient? es No 'Yes No Insurance Att ched: (S E REVE E SIDE FOR INSTRUCTIONS) Revised 12/84 HOW TO USE THE GREEN SHEET �� 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 Eguivalent (FTE) positions. If a CONTRACT amount is less than'$10,000, the Mayor's signature is nat required, _ if the department director signs.- A contract must always be first signed'by the ' outside agency befo�e routing through City offi�es:�- 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 5heet is well done, no letter of transmittal need be included (unless_signing such a letter is one of the requested actions) . Note: If an ac�reement 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. - Y ,.. . �'s-�s:5' � TT� ♦i+�.... �� _:,r.•��:...... I. EP '�*1DEVT SCHQOL DIST.RICT :�525 BOARD OF cDL7C�TI0N ST. PAUL PUBLIC SCHOOLS , 3 � � 9as TOPIC: �PProval o new e lo ent a reement with the Saint Pa Organizati n for two-year term t:zrou li December 31 1 86. A. PE:tTINENT FACT : 1) The propose actio will approve this new Agreement with tlie Sa nt Paul Supervisor Organ' ation, representing white collar supervisor in the school dis rict. The proposed Agreement has been ratified by iie Organizati n and aralYels the Organization`s Agreement with t e City. . ?) Changes in lude: - In urance: The. new comprehensive fee-for-service heal :i care p1 n is i cluded. There is a premium adjustment for p ospective ea ly ret rees and new Employer's contribution caps. - Di ci lin : Added language stipulating that a suspende emploree � ma f ile grievance under Civil Service Rules provisi ns. - Ho ida s: :Kartia Lutber King Day is added to the holi 'ays, et ective in 1986. - A inistr tive Service Fee per member is increased to Oc montiii.�•. - Wa es: 4. 75% across-the-board increase for 1985 and 4.5 7 " " " " for 1986. - Sev rance a : The new plan ($6,500 maximum payment) h been inc rporat d, as with other bargaining units. 3) Tc►e Distri t has five enployees in t:iis bargaining unit. 4) The cost e fect i estimated at $4,605. in the 1984-�5 budget year, . $10,b10. in the 1985-86 budge year, and $ �, 135. in tne 1986-37 budget vear. �) Requested y Phy lis E. Byers, Negotiator 3. R�CO?�lEidDATION: That the Board of Education of Independent Sciiool Distric"t ido. 625 herewiti appr ve and adopt the Agreement conceraing the te s and conditions oE e ploym .t of those employees in this school distric for whor� tiie Saint Paul uperv'sors' Organization is the eaclusive reoresen ative; duration of sai e�gre ent is for the period of January �, 1935, tirou�h Decen�er 31, 19 6. .- � _ �s s� • � 1985 - 1986 OLLECTIVE BARGAINING AGREEMENT - between - • I EPENDENT SCHOOL DISTRICT N0. 625 - and - SAI T PAUL SUPERVISORS' ORGANIZATION • • � ��-(�,SS � I N D E X ARTICLE ITLE PAGE . reambl iii I ecogni ion 1 II avings Clause 3 III nagem nt Rights 3 IV inten nce of Standards 3 V heck-o f and Administrative Service Fee 4 VI ours o Work and Overtime 5 VII eniori y 6 VIII orking Out of Classification 7 IX iscipl ne 7 X egal S rvices 7 XI rievan e Procedure 8 XII ages 11 %III terni y Leave 11 XIV nsuran e 12 XV acatio 15 • XVI olidaq 16 XVII everan e Pay 17 XVIII ick Le e 19 XIX ileage - Independent School District No. 625 19 XX ratio and Effective Date 20 pendi A A1 • - ii - P R E A M B L E � This AGREEMENT, entered into between Independent School District No. 625, hereinafter referred to as the "EMPLOYER", and the Saint Paul Supervisors' Organization, hereinafter referred to as the "ORGANIZATION", for the purpose of fostering and promoting harmonious relations between the II�LOYER and the ORGANIZATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the EMPLOYER and the ORGANIZATION of their respective rights and responsibilities. The provisions of this AGREEMENT shall not abrogate the rights and/or duties of the EMPLOYER, the ORGANIZATION or the employees as established under the provisions of the Public Employment Labor Relations Act of 1971, as amended. . . • - iii - �. ����ss— . ARTICLE I - RE GNITIO 1.1 The IIKPLO ER rec gnizes the Saint Paul Supervisors` Organization as the excl sive epresentative for the White Collar Supe isory Employees of t e Professional Group, and certain Uncla sified Superviso Emplo ees as certified by the State of Minnesota Bu eau of Mediation Services, dated December 11, 1973, Case No. 74-PR-2 7A and as revis d by Unit Clarification Hearing of Bargaining Unit, April 16, 1974, se No. 74-PR-414-A, and as revised by Certif'cation of Exclus' e Rep esentative, December 7, 1977, Case No. 78-PR 500-A. This above unit a amended consists of the following: Accountant IV Ass't. Director & City Engin er Accouritant V Ass't. Director of School Ca eteria Accounting Manage Ass't. General Manager - Water Ass't. Cit Clerk Ass't. Purchasing Agent Ass't. Cit Engin er - Design Ass't. Sup't. of Parks Ass't. Cit Engin er - Operations Ass't. to he Dir ctor (School Building Maintenance Coordina or Ca eteria) Chief Accountant Ass't. Val ation Assess. Engr. Chief Cashier - Finance Bacteriolo ist-Ch mist III Chief of Public Systems Plann ng Bridge Eng neer and Develo ment Bldg. & Ho sing I sp. Supervisor � • Chief Surv yor Dentist City Traff c Engi eer Director of Admin. (Health) Civil Engi eer IV Director of Environmental Hyg ene Civil Engi eer IV - Water Dept. Director of Medical Services Computer S rvices Manager Director of Medical Services Criminal J stice oordinator Model ities Director of the Zoo E.D.P. Sup rvisor Librarian IV (Reference) Fireman-Me anic neral Foreman Librarian IV (Science & Indus ry) Health Adm' istrat on Manager Librarian IV (Technical Servi es) Housing In rma.tio Coordinator Library Administrator Librarian I (Chil ren and Youth) Library Services Manager Librarian I (Circ lation) License Inspector Librarian I (Exte sion) Manager of Data Processing Librarian I (Fine Arts & Audio Municipal Garage Supervisor Visual) Office Engineer Office Supe isor Code Project Director (Model Citie Enforcement Health) Operations irecto - Civic Center Public Health Nurse III Parking Adm'nistra or Public Health Nursing Supervi or Principal D signer Public Health Services Manage Principal P anner . - 1 - Article I - Recognition (continued) • Public Works Construction Engineer Real Estate Supervisor Public Works Design Engineer Recorder of Council Proceedings Public Works Maintenance Services Recreation Director III Engineer Safety Coordinator Public Works Technician IV Senior Principal Planner Purchasing Agent Sewer Engineer Superintendent of Programming Solid Waste & Equip. Engineer Sup't. of Water Distribution Sup't. of Light & Electr. Engr. Sup't. of Water Supply Sup't. of Maint. - Parks & Rec. Sup't. of Parks and Rec. Supervising Dental Hygienist Supervisor of Housing Inspection Supervisor of Assessments Supervisor of Investigation - Human Supervisor of Building Design and Rights Plan Review Supervisor of Rehabilitation Supervisor of Code Enforcement Supervisor of Sidewalk Construction Supervisor of Customer Services - Supervisor of Technical Services Water Dept. Supervisor of Traffic Maintenance Water Production Engineer Treasury Manager Water Revenue Superintendent e Valuation & Assessment Engineer • Water Chemist III Water Dept. Technician IV UNCLASSIFIED Ass't. -Director of Human Rights Cable Communication Officer City Information & Complaint Officer Deputy Director - Business Revitalization Deputy Director - Comm. Development . Deputy Director - Development Deputy Director - Housing Deputy Directo.r - Job Creation and Training Deputy Director - Planning Director of Human Rights Property Manager 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this � bargaining unit, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. - 2 - � r ��-(055- ARTICLE II - S VINGS LAUSE • 2. 1 This AGRE T i sub�ect to the laws of the United States nd the State of Minnes ta. In the event any provision of this AG EEMENT shall be held o be contrary to law by a court of co petent �urisdict on fro whose final judgment or decree no appeal h s been taken wit in the time provided, such provision shall be voide . All other pro isions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provis ons of this AGREEMENT shall continue in ful force and effec . ARTICLE III - AG T RIGHTS . 3. 1 The ORGAN ZATION recognizes the right of the EMPLOYER to oper te and manage it affai s in all respects in accordance with applicab e laws and regul tions f appropriate authorities. The rights and au hority which the EMPLOY R has not officially abridged, delegated or m dified by this A EMENT are retained by the II�LOYER. 3.2 A public ploye is not required to meet and negotiate on mat ers of inherent nager al policy, which include, but are not limit d to, � such area of di cretion or policy as the functions and prog ms of the EMPLO ER, i s overall budget, utilization of technolo , and organizati nal s ructure and selection and direction and num er of personnel. ARTICLE IV - MA NTENAN E OF STANDARDS 4. 1 The partie agree that all conditions of employment relating to ages, hours of ork, cations, and all other general working con itions except as odifie by this AGREEMENT shall be maintained at no less than the ighest minimum standard as set forth in the Civil ervice Rules of t e City of Saint Paul (Council File No. 273022, June , 1979 as amended and he Saint Paul Salary Plan and Rates of Compe sation (Council F'le No. 277198, August 8, 1981 as amended) at the t me of the signin of th s AGREEMENT, and the conditions of employment shall be improv d wher ver specific provisions for improvement ar made elsewhere n this AGREEMENT. • - 3 - ARTICLE V - CHECK-OFF AND ADMINISTRATIVE SERVICE FEE . 5.1 The EMPLOYER agrees to deduct the ORGANIZATIO,N membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a representative of the ORGANIZATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an ORGANIZATION member shall be required to contribute a fair share fee for services rendered by the ORGANIZATION. Upon notification by the ORGANIZATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ORGANIZATION. 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. It is also understood that in the event the EMPLOYER shall make an improper fair share deduction from the earnings of the employee, the ORGANIZATION shall be obligated to make the EMPLOYER whole �to the extent that the EMPLOYER shall be required to reimburse such employee for any amount improperlq withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and � as otherwise legal. 5.3 Administrative Service Fee. The ORGANIZATION agrees that an administrative fee of fiftq cents ($.50) per member per month shall be deducted by the EMPLOYER from the amount withheld for dues or fair share prior to remittance of dues or fair share to the ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the IIKPLOYER harmless against anq 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. . - 4 - . � �� -�Oss • ARTICLE VI - H URS OF WORK AND OVERTIME 6.1 The norma hours of work for the employees shall be seven and three- fourths ( 3/4) hours in any 24-hour period and 38 3/4 hou in a 7-day per od. F r employees on a shift basis, this shall be co strued to mean a avera e of 38 3/4 hours a week. 6.2 Employees ho wo k more than 7 3/4 hours in any 24-hour period r more than 38 3 4 hour in anq 7-day period shall not receive pay f r such additiona work. 6.3 It is u dersto d by the parties that Section 28H - 0 ERTIME COMPENSAT N - o the Civil Service Rules (Council File No. 73022, June 2, 1 79 as ended) shall not apply to this unit. 6.4 In unusua circu tances, employees who work more than 7 3/4 h urs in anq 24-ho r peri d or more than 38 3/4 hours in any particula 7-day period ma be g nted compensatory time with the approval of their department head. • . - 5 - ARTICLE VII - SENIORITY . 7. 1 Senioritq, for the purposes of this AGREEMENT, shall be defined as follows: The length of continuous, regular, and probationary service with the ENIPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns or is discharged. 7.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title � in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the EMPLOYER to maintain operations. � - 6 - .- C' gs-=�55- ARTICLE VIII - ORKING OUT OF CLASSIFICATION � 8.1 The EMPLOY R shal avoid, whenever possible, workin� an employe on an out-of-cla s assi nment for a prolonged period of time. Any e ployee working a out-o -class assignment for a period in excess of ifteen (15) cons cutive working days shall receive the rate of pay f r the out-of-cla s assi nment in a higher classification not later t n the sixteenth (16th) day of such assignment. For purposes o this Article, a out-o -class assignment is defined as an assignment of an employee o perf rm, on a full-time basis, all of the sign ficant duties and respon ibilities of either a) a position previously eld by another e loyee and different from the employee's regular po ition, b) held b an em loyee on extended leave or c) a new positio , and which is "n a cl ssification higher than the classification h ld by � such empl qee. The rate of pay for an approved out-of class assignment shall e the same rate the employee would receive i such employee r ceived a regular appointment to the higher classifica ion. ARTICLE IX - DI CIPLIN 9. 1 Discharges will b preceded by a five (5) day preliminary susp nsion without pa . Dur ng said period the employee and/or ORGANIZATI N may • request, d sha 1 be entitled to, a meeting with the LOYER representa ive wh initiated the suspension with intent to disc arge. During the five ( ) day period, the EMPLOYER may affirm the susp nsion and discha e in ccordance with the Civil Service Rules or may odify or withdra same. 9.2 A suspende emplo ee may file a grievance action under the prov sions of the Civ Servi e Rules. ARTICLE X - LEG SERVI ES 10. 1 Except in c ses of malfeasance in office or willful or wanton n glect of duty, he EMP OYER shall defend, hold harmless, and ind mnify employee a ainst ny tort claim or demand, whether groundle s or otherwise, rising out of an alleged act or omission occurring n the performance and sc pe of employee's duties. � - 7 - ARTICLE XI - GRIEVANCE PROCEDURE � 11.1 A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this AGREII�ENT. 11.2 The EMPLOYER will recognize representatives designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify� the EMPLOYER in writing of the names of such Organization Representatives and of their successors when designated. The EMPLOYER shall notify the ORGANIZATION in writin�; as to its designated representatives. 11.3 It is recognized and accepted by the ORGANIZATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ORGANIZATION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the II�iPLOYER during normal working hours, provided that the employee and the ORGANIZATION Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental . to the work program of the EMPLOYER. It is understood that the EMPLOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by 11. 1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpreta- tion or application of this AGREEMENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the EMPLOYER. The Employer-desi�nated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing, setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ORGANIZATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen (15) calendar days shall be considered __ _ waived. � - 8 - - ��s�ss� � Article XI - G ievanc Procedure (continued) Step 2. f appe led, the written grievance shall be presented by the ORGANIZAT ON an discussed with the Employer-designated tep 2 represent tive. The Employer-designated representative shall g ve the ORGANIZAT ON the Emploqer's Step 2 answer in writing within t n (10) calendar ays fo lowing the Employer-designated representative' final Step 2 an er. y grievance not appealed in writing to Step 3 by the ORGANIZAT ON wit in ten (10) calendar days shall be considered aived. Step 3. f appe led, the written grievance shall be presented by the ORGANIZAT ON an discussed with the Employer-designated tep 3 represent tive. The Employer-designated representative shall g ve the ORGANIZAT N the Employer's answer in writing within ten (10) c lendar days afte receip of such Step 3 grievance. A grievance not r solved in Step 3 may b appealed to Step 4 within ten (10) calend r days following the E ployer-designated representative's final ans er in Step 3. y gr evance not appealed in writing to Step 4 y the ORGANIZATI N with n ten (10) calendar days shall be considered aived. Step 4. griev nce unresolved in Step 3 and appealed to Ste 4 by the ORGAN ZATION shall be submitted to arbitration subject o the provisions of th Public Employment Labor Relations Act of 19 1, as amended. If a m tually acceptable arbitrator cannot be agree upon, • the select on of an arbitrator shall be made in accordance wi h the "Rules Gov rning he Arbitration of Grievances" as established y the Public Emp oyment Relations Board.. The arbitr tor sh 11 have no right to amend, modify, nullify or ignore the terms and c nditions of this AGREEMENT. The arbitrator shall consider a d deci e only the specific issue(s) submitted in wri ing by the EMPLOY R and he ORGANIZATION, and shall have no authority t make a decision on any other issue not so submitted. The arbitr tor sh 11 be without power to make decisions contrary to or inconsiste t with or modifying or varying in any way the appli ation of laws, les or regulations having the force and effect of law. The arbitrator s deci ion shall be submitted in writing, with cop es to both parti s and he Bureau of Mediation Services within thirt (30) days follo ing cl se of the hearing or the submission of briefs y the parties, w icheve be later, unless the parties agree to an exte sion. The decis on sh 11 be binding on both the EMPLOYER an the ORGANIZATI N and shall be based solely on the arbitr tor's interpreta ion or application of the express terms of this AGR EMENT and to the facts f the grievance presented. • - 9 - Article XI - Grievance Procedure (continued) � 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ORGANIZATION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the ORGANIZATION may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the �LOYER and the ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the EMPLOYER that a grievance � may be initiated by the oRGANIZATION using either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure, it shall not again be submitted for arbitration • under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules, it shall not again be submitted for arbitration under this grie�ance procedure. • - 10 - . �����SS- � ARTICLE XII - AGES 12.1 The wage sched le for the purpose of this contract sh 11 be Appendix ARTICLE XIII - TERNI LEAVE 13.1 Maternity Leave: Maternity is defined as the physical st te of pregnancy of an employee, commencing eight (8) months befo e the estimated ate of childbirth, as determined by a physician, and ending six (6) m nths fter the date of such birth. In the event of an emploqee's pregna cy, the employee may apply for leave without pay at anq time ring he period stated above and the Employer may pprove such leave at its option, and such leave may be no longer than ne (1) year. • • - 11 - ARTICLE XIV - INSURANCE � 14.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are described herein. 14.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER for such employees and such life insurance benefits as provided in this Article. 14.3 Effective February 1, 1985, for each employee who retires during the term of this AGREEMENT and is eligible for early retiree benefits under the terms set forth in this Article and who selects employee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $118.62 per month, whichever is less. In addition for each eligible early retiree who selects dependent's insurance coverage, the EI�LOYER will contribute the cost of such dependent's coverage or $198.10 per month, whichever is less. Effective January, 1986, the dollar caps specified in this Article 14.3 shall be adjusted to equal the January, 1986 premium cost for the health insurance plan offered to the City by Blue Cross-Blue Shield for early retirees. • Also effectfve January 1, 1986, these maximum figures shall be available only to retiring employees who have had at least one year of active participation in the Blue Cross-Blue Shield plan offered as specified in 14.7 of this Article immediately prior to retirement. Maximum premium contribution for all other retiring employees will be as provided in 14.4, 14.5, and 14.6. In order to be eligible for City benefits under the early retiree provision, the Employee must: 14.31 Be receiving benefits from a public employee retirement act. 14.32 Have severed his/her relationship with the City of Saint Paul under one of the early retiree plans. 14.4 Effective February 1, 1985, for each eligible employee covered by this AGREEMENT selecting a health insurance program supplied to the City, the Employer shall pay the entire cost of such coverage or $70.00 per month, whichever is less. For each employee selecting family coverage, the Employer shall pay the entire cost of such family coverage or $180.00 per month, whichever is less. � - 12 - - �_ � �J s� � Article XIV - nsuran e (continued) 14.5 Notwithst ding rticle 14.4, for each eligible employee cov red by this AGRE ENT s lecting the health insurance program supplied to the City by 0-Minn sota, the Employer shall pay the entire cost f such coverage r $70. 0 per month, whichever is less. In additi , for each empl ee sel cting dependent's coverage under the program ffered to the Ci q by 0-Minnesota, the Employer shall pay the enti e cost of such d penden 's coverage or $138.00 per month, whichever i less. This Arti le 14. applies only to employee�s who were covered q the health in rance program supplied to the Cit� by HMO-Minnesota as of November , 1984 and shall continue to apply only as long such employee r mains ontinuously covered by such program. 14.6 Notwithsta ding rticle 14.4, for each eligible employee cove ed by this AGRE ENT se ecting the health insurance program supplied to the City by Ph sician Health Plan, the Employer shall pay the enti e cost of such covera e or $78.98 per month, whichever is les . In addition, or ea h employee selecting dependent's coverage und r the program of ered o the City by Physicians Health Plan, the E ployer shall pay he ent re cost of such dependent's coverage or $174. 2 per month, whi hever s less. This Article 14.6 applies only to employees who were c vered y the health insurance program supplied to th City by Ph sici ns Hea th Plan as of November 1, 1984 and shall conti ue to apply as ng as such employee remains continuously covered b such • program. 14.7 The EMPLO R wil attempt to prevent any changes in the be efits offered b the ealth Maintenance Organizations plans. Ho ever, employees electi g one of the plans offered by one of the ealth Ma.intenanc Organ zations agree to accept any changes in be efits which the pecifi Health Maintenance Organization implements. The Fee-for-Se ice h alth lan is understood to be the plan designa ed as Alternate bid b Blue Cross-Blue Shield for January 1, 1985. 14.8 The Emplo r agr es to contribute the cost for $5,000 of Life Insurance overag for each employee who is eligible for such co erage or $2.07 p r mont , whichever amount is less. Any increase i this life insur ce pr ium shall be paid by the employee. 14.9 In additio to he $5,000 Life Insurance coverage in 14.8 the EMPLOYER a rees t contribute the cost of additional Life Ins rance coverage o $0.97 per thousand dollars of coverage per onth, whichever ount i less. The total amount of life insurance co erage provided u der th s Section 14.9 and Section 14.8 for each em loyee shall be e ual t the employee's annual salary to the nearest full thousand d llars. For the purpose of this Section, the empl yee's annual sal ry sha 1 be based on the salary as of January 5, 1985. Effective J nuary , 1986, the total insurance coverage shall be equal to the em loyee' annual salary as of January 4, 1986. This . contributio shal be paid to the City's Group Health and W lfare Plan. Any premiu cost for this life insurance beyond the $0. 7 per thousand of covera e per month shall be paid by the employee. - 13 - Article XIV - Insurance (continued) � 14. 10 Effective January l, 1982, the EEI�LOYER agrees to pay the amount of $28.95 per month for each employee eligible for such coverage to the Dental Insurance Fund established by the ORGANIZATION. Any increase in the Dental Insurance premium after December 31, 1981, shall be paid by the Employee. 14.11 It is clearly understood by all parties that the ORGANIZATION'S Dental Insurance Funs shall continue to be administered solely and entirely by the ORGANIZATION. It is further understood that any Dental Insurance Program obtained through monies submitted to this Fund shall be administered solely and entirely by the � ORGANIZATION. � • � - 14 - �'h_�5 s- � ARTICLE XV - V ATION 15. 1 In each alenda qear, each full-time employee shall be ranted vacation a cordin to the following schedule: Years of Se ice Vacation Granted Less han 8 ears 15 days After 8 year through 15 years � 20 days After 15 yea s and thereafter 25 days Employees ho wor less than full-time shall be granted vacatio on a pro rata b sis. 15.2 The head o the partment may permit an employee to carry ove into the follow ng yea up to ten days' vacation. 15.3 The time o vacat on shall be fixed by the head of the departm nt in which the mploye is employed. If an employee has been grante more vacation t an he as earned up to the time of his separation fr m the Employer's servic , the employee shall reimburse the Employer fo such unearned v cation If an employee is separated from the servi ce by reason of esigna ion, he shall be granted such vacation pay as e may have earne and n t used up to the time of such separation, pr vided that he ha notif ed the department head in writing at least f fteen • calendar d s pri r to the date of his resignation. If an emplo ee is separated rom t e service by reason of discharge, retireme t or death, he all be granted such vacation pay as he may have earn d and not used u to th time of such separation. The provisions o this Section sh 1 not pply to temporary or emergency employees. 15.4 If an empl ee ha an accumulation of sick leave credits in exc ss of one hundred and ei hty days, he may convert any part of such exc ss to vacation a the r te of one-half day's vacation for each day o sick leave credi . No mployee may convert more than ten (10) days o sick leave in ea h cale dar year under this provision. � - 15 - ARTICLE RVI - HOLIDAYS � 16. 1 Holidaqs recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Labor Day Martin Luther King Day (1986) Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day 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 Iisted above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working • daqs of the nine working days preceding the holiday, or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working daq for the purposes of this Section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 16.4 In the case of Board of Education employees, if Martin Luther King Day, Presidents' Day, Columbus Day or Veterans' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. � - 16 - �s ��ss ARTICLE XVII - SEVE CE PAY ` 17. 1 EMPLOYEES shall e eligible for severance pay in accordance w th the School Di trict' Severance Pay Plan. The amount of severa ce pay allowed s all be that amount permitted by state statutes sub ect to the provi ion th t the maximum amount allowed shall be $4,000. or as establish by S ction 17.2 of this Article. 17.2 Severance Pa : rovisions effective Januar 1, 1985. The E ployer shall pro de a s verance pay program as set forth in this Sect on: 17.21 o be e igible for the severance pay program, an empl yee ust me t the following requirements: 7.21. 1 The employee must be 58 years of age or old r or must be eligible for pension under the "r le of 90" or the "rule of 85" provisions of the Public Employees Retirement Association (PERA) . The "rule of 90" criteria shall also app v to employees covered by a public pension plan other than PERA. 7.21.2 The emploqee must be voluntarily separated f om School District employment or have been subi ct to � separation by layoff or compulsory retir ment. Those employees who are discharged for ause, misconduct, inefficiency, incompetency o any � other disciplinary reason are not eligib e for this severance pay program. 7.21.3 The employee must have at least ten (10) yea s of consecutive service under the classifi d or unclassified Civil Service at the ti e of separation. For the purpose of this Ar icle, employment in either the City of Saint Paul or in Independent School District No. 625 may be u ed in meeting this ten- (10) year service requirem nt. 17.21.4 The employee must file a waiver of re-emplo ent with the Director of Personnel, which will c early indicate that by requesting severance pay the employee waives all claims to reinstateme t or re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. 1 .21.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at th time of his separation from service. 17.22 I an em loyee requests severance pay and if the emplo ee m ets th eligibility requirements set forth. above, e or s e wil be granted severance pay in an amount equ 1 to • o e-half of the daily rate of pay for the position he d by t e emp oyee on the date of separation for each d y of a crued ick leave subject to a maximum of 200 accrued sick 1 ave da s. - 17 - Article XVII - Severance Pay (continued) � 17.23 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 17.24 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be ma.de to the employee's estate or spouse. 17.25 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment� is not considered a separation of employment, and such transferee shall not be eligible for this severance program. 17.26 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance Pay Plan already in existence. 17.27 This severance pay program shall be subject to and governed by the provisions of the original School District Severance � Pay Plan (which allows $4,000 maximum payment) except in � those cases where the specific provisions of this section conflict with said Severance Pay Plan and in such cases, the provisions of this sectiori shall control. 17.28 Any employee hired prior to December 31, 1984 may, in any event, and upon meeting the qualifications of this section or the original School District Basic Severance Pay Plan (which allows $4,000 maximum payment) , draw severance pay. However, an election by the employee to draw severance pay under either this section or the basic School District Severance Pay Plan shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1984 shall be entitled only to the benefits of this section upon meeting the qualifications herein. 17.29 An employee of Independent School District No. 625 shall not be eligible for the severance pay provision of this section if such employee is also eligible and a recipient of Early Retirement Incentive payment under the Memorandum of Agreement with the exclusive representative dated October 18, 1983. • - 18 - . - � ps�5�5' � ARTICLE XVIII SICK EAVE 18.1 Employees shall ccumulate sick leave credits at the rate of . 576 of a working hour f r each full hour on the payroll, excluding ov rtime. Sick leav shal be granted in accordance with the Civil ervice Rules. ARTICLE %IX - LEAGE INDEPENDENT SCHOOL DISTRICT N0. 625 19. 1 Employees f the School District under policy adopted by the B ard of Education may be reimbursed for the use of their automobil s for school bu iness. to be eligible for such reimbursement, em loyees must rece ve a horization from the District Mileage Co ittee utilizing he fol owing plan: Reimb rsemen is at the rate of 23� per mile. In addit on, a maxim m amou t which can be paid per month is established by an esti te fu ished by the employee and the emploqee's supe isor. Anoth r cons deration for establishing the maximum amount an be the e perien e of another emploqee working in the same or imilar • . posit on. It is necess ry for the employee to keep a record of eac trip made. • - 19 - ��'���s s ARTICLE XX - D TION EFFECTIVE DATE . • 20. 1 Com lete reeme t with Waiver of Bar ainin . This AGREEMEN shall represent the c plete AGREEMENT between the ORGANIZATION nd the EMPLOYER. The pa ties acknowledge that during the negotiation which resulted n th s AGREEMENT, each had the unlimited rig t and opportunit to ma e requests and proposals with respect to any ubject or matter ot re oved bq law from the area of collective barg ining, and that t e comp ete understandings and agreements arrived at by the parties af er the exercise of that right and opportu i�y are se forth in this AG EMENT Therefore, the EMPLOYER and the�ORGANIZATI N, for the life o this GREEMENT, each voluntarily and unqualifiedly waives the right, and e ch agrees that the other shall not be oblig ted to bargain co lectiv ly with respect to any subject or matter refe red to or covered in thi AGREEMENT. 20.2 Except as erein rovided, this AGREEMENT shall be effective as of the date it is execu ed by the parties and shall continue in ful force and effect until ecember 31, 1986, and �hereafter until modi ied or amended bq mutual agreement of the parties. Either party desi ing to amend or m difq t is AGREEMENT shall notify the other in writin so as to comply ith th provisions of the Public Employment Labor Re ations Act of 197 . 20.3 This const tutes tentative AGREEMENT between the parties whi h will . be recomme ded by the School Board Negotiator, but is subject to the approval o the S hool Board and is also sub�ect to ratifica ion bq the ORGANI TION. WITNESSES: INDEPENDENT SCHO L DIS ICT N0. 625 SAINT PAUL SUPERVISORS' ORG IZATION ��' �� / � , /� C�` School Board Neg tiat r P esident � ///]\ � �� � /�1 ,� // / A / J Chairman, Boa E uc tion Negotiator ��3/ � Sf �3 z Z �J . Date Da e - 20 - . � 5� _ . � � �� `� � APPENDIX A TITLES AND SALARIES Accountant IV *Assistant Director of School Cafeterias Building Maintenance Coordinator Electronic Data Processing Supervisor Municipal Garage Supervisor Property Mana er **Real Estate�Supervisor Safety Coordinator Solid Waste and Equipment Engineer Supervisor of Housing Inspection Water Treatment Supervisor � EFFECTIVE A B C D E F G 0-yr. 15-yr. 1-5-85 1223.32 1272. 8 13 .00 1390.89 1460.83 1534.81 1611.86 1 59.90 1709.50 1-4-86 1278.37 1330. 6 138 .58 1453.48 1526.57 1603.88 1684.39 1 34.60 1786.43 Accounting Manager Civil Engineer IV • Civil Engineer IV--Water Department Civil Engineer--Valuations and Assessments Dentist Office Engineer Superintendent of Maintenance--Parks and Rec eation Supervisor of Technical Services 1-5-85 1419.25 1478. 1 153 . 17 1614.21 1694.55 1780.27 1869.89 1 27.28 1983. 12 1-4-86 1483.12 1544.73 160 .34 1686.85 1770.80 1860.38 1954.04 2 14.01 2072.36 The above Jan ry 4, 986 rates represent a four and one-half per cen (4.5%) increase over he Jan ary 5, 1985 rates. • - A1 - ��.�- 5 :. �1��Q� ATTACH.`�IEVT IN EPENDENT SCHOOL DISTRICT �6625 BOARD OF EDUCATION ST. PAUL PUBLIC SCHOOLS DATE: April 9, 198 TOPIC• Approval f a Me orandum of Agreement amendin the 1984-85 A re ment A. PERTINENT FACT : ' 1) Requested b Phyll s E. Byers, Negotiator 2) Changes inc ude: - Severan e �: This Article has added "rule of 85" language o tlie opt onal s verance pay provision. � - A�iminis rative Service Fee: Effective in January, 1986, the s rvice fee wil be in reased to fifty cents per month. - Insuran e: Th new comprehensive fee-for-service health care plan is incl ded. here is a premium adjustment for prospective e rly retiree and n w Employer's contribution caps. - Holida Mar in Luther King Day is added to the holidays, e fective in 1986. - Term: e 198 -85 Agreement is extended for two years, throu h Decembe 31, 1 87. - Wa es: 4.5% i crease for 1986 and 4.5% i crease for 1987. 3) The Distric has f'fteen employees in this bargaining unit. 4) Total dolla impac of this Memorandum has been calculated by the Office of Business Affair as $ 32,500. in the 1985-86 budget year $ 31,690. in the 1986-87 budget year and $ 16,860. in the 1987-88 budget year. B. RECO�NDATION: That t e Board of Education of Independent School Dis rict I1o. 625 approve nd ado t the Memorandum of Agreement extending the 19 4-85 Agreement concer ing th terms and conditions of employment of those e ployees in this school d"strict for whom The City of Saint Paul Professional E ployees Association, Inc. is th exclusive representative; duration of said Me orandum of Agreement thr gh De mber 31, 1987. . ��-��.� ' , 1985 MEMORANDUM OF AGREEMENT � This Memorand of Ag eement is by and between Independent School Di trict No. 625 and the Citq o Saint Paul Professional Employees Association Inc. In full settl ent o negotiations, the parties hereto have agre d �s follows: . 1. Except as herein modified, the 1984-85 Agreement between the p rties shall be t e basi of ttte forthcoming labor agreement. � 2. The foli ng hall be effective upon the execution of this Memorandum A. Artic e 2.21 of said Agreement dealing with Severance Pay shall be re laced ith Article 2.21 which is attached hereto and ade a . part ereof. , B. Artic e 5.4 f said Agreement dealing with Service Fee sh 11 be repla ed wit Article 5.4 which is attached hereto and de a part ereof. C. Artic e 14 f said Agreement dealing with Insurance sha 1 be repla ed wit Article 14 which is attached hereto and made part hereo . D. Artic e 16.1 of said Agreement dealing with Holidays sha 1 be repla ed wit Article 16.1 which is attached hereto and de a • part ereof. _ E. Artic e 21. of said Agreement dealing with Duration and Effec ive Da e shall be replaced with Article 21.1 whi h is attac ed her to and made a part hereof. , F. Appen ix A o said Agreement dealing with Wages shall be rep aced with ppend A which is attached hereto and made a part her of. It is understo that the above settlement shall be recommended b the School Board egotia or, but is subject to approval by the City Administration d adop ion by the City Council. IN W,ITNESS WHE OF� t e parties here have affixed their signatures this �`'= day of /% y�.Q , 1985. INDEPENDENT SCH L DIST ICT N0. 625 CITY OF SAINT PAUL PROFESSION EMPLOYEES ASSOCIATION, IN . I �//? �l _ � ' \ ! 6'�.�- ��G��4 .'' ,� ' - l ' / � � � y Negoti or , President • � ,/ � �/���� / % ,� '�.'f��/- � C't irman, Board f Education . . � �� S� d' .S • ARTICLE II - S ERANC PAY 2.21 The emplo ee mus be 58 years of age or older or must be eligib e for pension u der th "rule of 85" or the "rule of 90" provisions f the Public E loyees Retirement Association (PERA) . The "rule of 8 " and the "rule of 90" criteria shall also apply to employees covere by a public pe sion p an other than PERA. � ', ARTICLE V - CH CR OFF SERVICE FEE 5.4 The ASSOC TION a rees that a service fee of twenty-five cents ( 0.25) per membe , per month shall be deducted by the EMPLOYER fr the amount wi held f r dues or fair share prior to remittance of d es or fair shar to th ASSOCIATION. Effective Januarq, 1986, this mount shall be crease to fiftq cents ($0.50) per month. • � - 1 - ARTICLE XIV - INSURANCE • 14.1 The II�LOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided bq EMPLOYER at the t3me of execution of this AGREEMENT. 14.2 The II�'LOYER will for the period of this AGREEMENT provide for emploqees who retire after the time of execution of this AGREEMENT and until such employees reach si.xty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER for such employees and such life insurance benefits as provided in this Article. 14.3 Effective February 1, 1985, for each employee who retires during the term of this AGREII�IENT and is eligible for early retiree benefits under the terms set forth in this Article and who selects emp}.oyee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $87.06 per month, whichever is less. In addition, for each eligible early retiree wha selects dependent's insurance coverage, the II�LOYER will contribute the cost of such dependent's coverage or $203.86 per month, whichever is less. Effective Januarq, 1986, the dollar caps specified in this Article 14.3 sha11 be adjusted to equal the January, 1986 premium cost for the health insurance plan offered to the City by Blue Cross-Blue . Shield for earlq retirees. _ • • Effective Januarq 1, 1986, an employee retiring during the term of this Agreement is eligible for this escalation of premium contribution provided in this Article 14.3, only if he/she has been a participant in the Blue Cross-Blue Shield Comprehensive Major Medical Plan for at least the year immediately preceding his/her retirement. In order to be eligible for the benefits under the early retiree provision, the emploqee must: 14.31 Be receiving benefits from a public employee retirement act at the time of retirement. 14.32 Have severed his relationship with the City of Saint Paul/ Independent School District No. 625 under one of the early retiree plans. 14.4 Effective February 1, 1985, for each eligible employee covered by this AGREEMENT selecting a health insurance program supplied to the City, the Employer shall pay the entire cost of such coverage or $70.00 per month, whichever is less. For each employee selecting family coverage, the II�LOYER shall pay the entire cost of such family coverage or $180.00 per month, whichever is less. � - 2 - . 8s_�- • Article XIV - suranc (continued) 14.5 Notwithst ding rticle 14.4, for each eligible employee cove ed by this AGRE s lecting the health insurance program supplied o the Citq bq -Minne ota, the II�LOYER shall pay the entire cost o such coverage o $70.0 per month, whichever is less. In additi n, for each employee selecting dependent's coverage under the progr offe ed to the Citq by HMO-Minnesota, the EEMPLOYER shall pay the en ire co t of such dependent's coverage or $128t59 per onth, whichever s less This Artic e, 14. , applies only to employees who were covered as of November 1 1984 y the health insurance program supplied to th City by HMO-Mi esota and shall continue to apply only as long as such employee r mains ontinuously covered by such program. 14.6 Notwithsta ding ticle 14.4, for each eligible emploqee cover d by this AGRE se ecting the health insurance program supplied t the Citq by Ph sician Health Plan, the EMPLOYER shall pay the entir cost of such co erage r $78.98 per month, whichever is less. In additio , for each employee selecting dependent's coverage nder the progr m offe ed to the City by Phqsicians Health Plan, the EMPLOYER s all p the entire cost of such dependent's covera e or � • $151.81 pe month whichever is less. This Artic e, 14. , applies onlq to employees who were covered s of November 1 1984 y the health insurance program supplied to the City bq Ph sici s Hea th Plan and shall continue to applq onlq as lo g as such emplo ee re ins continuously covered by such program. 14.7 The EMPLOY wil attempt to prevent anq changes in the ben fits offered bq the ealth Maintenance Organizations' plans. How ver, employees electi g one of the plans offered bq one of the H alth Maintenanc Organ zations agree to accept any changes in ben fits which the pecifi Health Maintenance Organization implements. The only Fee- r-Serv ce Health Plan is understood to be the plan designated as A ternate 5 bid by Blue Cross - Blue Shield for January 1, 1985. 14.8 For each ligibl employee covered by this AGREEMENT, who on November 1, 1984 as covered by the single coverage health insu ance program su plied o the City by Blue Cross-Blue Shield and w on April 1, 1 85 is still covered by the said insurance program, the EMPLOYER wi 1 pay o each such employee a sum of $200.00 on or b fore May 24, 198 . • - 3 - Article %IV - Insurance (continued) • 14.9 For each eligible employee covered by this AGREEMENT, who on November 1, 1984 was covered by the family coverage health insurance program supplied to the City by Blue Cross-Blue Shield and who on April 1, 1985 is still covered by the said insurance program, the EhIPLOYER will pay to each such employee a sum of $100.00 on or before May 24, 1985. � 14.10 The City agrees to contribute the cost for $5,000 of lif.e insurance coverage for each employee who is eligible If�r such coverage or $2.07 per month, whichever amount is less. Any increase in this life insurance premium shall be paid by the employee. 14. 11 In addition to the $5,000 life insurance coverage in 14. 10, the EMPLOYER agrees to contribute the cost of add�itional life insurance coverage or Sl� per thousand dollars of coverage per month, whichever amount is less. The total amount of life insurance coverage provided under this section and section 14. 10 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 Januarq 5, 1985. Effective January 4, 1986, the employee's annual salary shall be • based on the employee's salarq_as January 4, 1986. Effective January 3, 1987, the employee's annual salary shall be based on the employee's salarq as of Januarq 3, 1987. This contribution shall be paid to the City's Group Health and Welfare Plan. • - 4 - , • l" �5�o-S5� . ARTICLE XVI - LIDAYS 16.1 Holidaqs eco ni ed and Observed - The following days sha 1 be recognized and ob erved as paid holidays: New Year's Day Martin Luther King Day (1986) Presidents' Day Memorial Day � Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day Christmas Day Two floating holidays. Eligible e loyee shall receive pay for each of the holidays isted above, on hich t ey perforat no work. Whenever anq of the hol days listed abo e sha 1 fall on Saturdaq, the preceding Friday sha 1 be obserned a the oliday. Whenever anq of the holidays listed bove shall fall on Sun ay, the succeeding Mondaq shall be observed a the holidaq. � ARTICLE XXI - D TION EFFECTIVE DATE 21. 1 Except as erein provided, this AGREEMENT shall be effective s of Januarq 1, 1985, nd shall continue in full force and effect th ough December 3 , 1987, and thereafter until modified or amended by tual agreement f the arties. Either partq desiring to amend or m difq this AGRE sha 1 notify the other in writing so as to comply with the provis' ns of he Public Employment Labor Relations Act of 19 1. • - 5 - ._.. �.--� . . � � ~ L� 8s�ss� • x PENDIX "A" - TITLES AND SALARIES EFFECTIVE JANUARY 5, 19 5 A B C D E F G 10- ar 15- ear Complaint Office Analyst Library Specialist I Office Services Administrator Supervisor Public Informatien Specialist I EFFECTIVE 1-5-85 737.23 766.70 796. 2 837.23 878.31 923.29 969.03 998 47 1026.39 1-4-86 770.41 801.20 832. 8 874.91 917.83 964.84 1012.64 1043.40 1072.58 1-3-87 805.08 837.25 870. 6 914.28 959. 13 1008.26 1058.21 1090.35 1120.85 Arborist I � City Plaaner I Communitq Development Grant Assistant I Consernatory Education Officer Economic Development Specialist I Graphic Artist I Management Assistant I Manpower Coordinator I Manpower Planner I P�roject Social Worker I Recreation Director I • Sanitarian_ I (Appointed after January 1, 1976) Vendor Assistance Analqst EFFECTIVE 1-5-85 782.97 813.98 845.0 889.15 932.57 979.09 1027:�16 1058. 6 1088.39 1-4-86 818.20 850.61 883.0 929.16 974.54 1023.15 1073.38 1105. 8 1137.37 1-3-87 855.02 888.89 922.7 970.97 1018.39 1069.19 1121.68 1155. 4 1188.55 Accountant I Accountant I - Renewal Health Educator I Health Statistician I Librarian I Librarq Specialist II Medical Records Administrator Nutritionist I Project Assistant I - Renewal Project Manager I Public Health Nurse I Public Information Specialist II Quality Control Supervisor Recreation Coordinator - Special Programs Research Analyst I EFFECTIVE 1-5-85 828.69 862.03 897.7 941.87 989.96 1039.58 1090.72 1123. 8 1155.85 1-4-86 865.98 900.82 938.1 984.25 1034.51 1086.36 1139.80 1173. 3 1207.86 1-3-87 904.95 941.36 980.3 1028.54 1081.06 1135.25 1191.09 1226. 5 1262.21 • - A1 - Appendix A (continued) � EFFECTIVE JANUARY 5, 1985 A B C D E F G 10-year 15-year Arborist II Manpower Coordinator II Bacteriologist-Chemist I Manpower Planner II City Flanner II . Nutritionist II Community Developmeat Grant Assistant II Production Manager Criminalist I Project Social Worker II EEO Manager - CETA Public Health Nurse II Graphic Artist II Sanitarian II (Appointed after Landscape Architect I January 1, 1976) Management Assistant II Water Chemist I EFFECTIVE 1-5-85 879.09 915.53 915.95 999.26 1049.64 1102.36 1157.39 1190.72 1225.61 1-4-86 918.65 956.73 994.79 1044.23 1096.87 1151.97 1209.47 1244.30 1280.76 1-3-87 959.99 999.78 1039.56 1091.22 1146.23 1203.81 1263.90 1300.29 1338.39 ** Graphic Artist II Nurse Practitioner - Obstetrics & Gynecology Health Educator II � �rogram Coordinator - Police Health Statistician II Pro3ect Assistant II Housing Code Specialist Project Manager II Librarian II Research Analyst II EFFECTIVE • 1-5-85 907.00 941.87 979.09 1028.70 1080.64 1134.91 1190.72 1227.16 1263.60 1-4-86 947.82 984.25 1023.15 1074.99 1129.27 1185.98 1244.3U 1282.38 1320.46 1-3-87 990.47 1028.54 1069.19 1123.36 1180.09 1239.35 1300.29 1340.09 1379.88 Accountant II EDP Specialist - Library Architect I Environmental Health Admin. Analyst Civil Engineer I Mechanical Engineer I Civil Engineer I - Water Department Recreation Director II Council Research Analyst Structural Engineer I Electrical Engineer I Traffic Engineer I EFFECTIVE 1-5-85 933.36 971.34 1010.10 1060.48 1113.20 1169.81 1227.16 1261.26 1301.59 1-4-86 975.36 1015.05 1055.55 1108.20 1163.29 1222.45 1282.38 1318.02 1360.16 1-3-87 1019.25 1060.73 1103.05 1158.07 1215.64 1277.46 1340.09 1377.33 1421.37 EDP Systems Analyst I EFFECTIVE 1-5-85 962.03 1000.02 1040.33 1091.50 1146.54 1203.90 1263.60 1303.13 1340.36 1-4-86 1005.32 1045.02 1087. 14 1140.62 1198.13 1258.08 1320.46 1361.77 1400.68 1-3-87 1050.56 1092.05 1136.06 1191.95 1252.05 1314.69 1379.88 1423.05 1463.71 - A2 - • -__-�.._... . __. _.._ _ C � . . �5'�s5 • Appendix A (continued) EFFECTIVE JANUARY 5, 19 S A B C D E F G 10- ar 15- ear Arborist III Management Assistant III Bacteriologist-Chemist I Manpower Coordinator III Citq Planner III Manpower Planner III Community Development G ant Ass stant III Nutritionist III Economic Development Sp cialist III Occupational �af�ety & Hea th Analyst Epidemiologist Sanitarian III Health Analyst Water Chemist II Landscape Architect II EFFECTIVE 1-5-85 990.72 1029.4 1071. 6 1125.62 1179.87 1239.57 1303. 13 1341 12 1379.09 1-4-86 1035.30 1075.8 1119. 7 1176.27 1232.96 1295.35 1361.77 1401 47 1441.15 1-3-87 1081.89 1124.2 1169. 5 1229.20 1288.44 1353.64 1423.05 1464 54 1506.00 Administrative Assistan - City Planning Human Resources Developme t Specialist Citizen Participation C rdinat r Librarian III Community Relations Spe ialist- uman Rights Dept. Multi-Service Center Coor inator Graphic Artist III Pharmacist Health Educator III Research Analyst I • Health Statistician III _ Zoning Specialist Human Rights Analyst - search r EFFECTIV� 1-5-85 1020. 18 1060.4 1103. 3 1158.17 1217.09 1276.78 1341.12 1380 65 1421.75 1-4-86 1066.09 1108.2 1152. 7 1210.30 1271.86 1334.24 1401.47 1442 78 1485.73 1-3-87 1114.06 1158.0 I204. 4 1264.76 1329.09 1394.28 1464.54 1507 71 1552.59 Accountant III F��ectrical Engineer II Architect II Landscape Architect II Architect II - Renewal Maintenance and Capital I provement Assistant Chief Surneyor Planner Civil Engineer II Mechanical Engineer II Civil Engineer II - Rene al Procurement Coordinator Civil Engineer II - Wate Depar ment Structural Engineer II Conservatory Supervisor Traffic Engineer II Criminalist II EFFECTIVE 1-5-85 1051. 19 1093.83 1136. 7 1192.29 1252.74 1314.76 1380.65 1423 29 1465. 17 1-4-86 1098.49 1143.05 1187. 1 1245.94 1309.11 1373.92 1442.78 1487 34 1531. 10 1-3-87 1147.92 1194.49 1241. 5 1302.01 1368.02 1435.75 1507.71 1554 27 1600.00 � - A3 - � Appendix A (continued) • EFFECTIVE JANUARY 5, 1985 A B C D E F G 10-year 15-year Administrative Assistant - Comm. Serv. EDP Systems Analyst II Administrative Assistant - Fire Department Management Analyst �dministrative Manager - Comm. Serv. Physical Fitness Coordinator Architectural Designer , Program Coordinator Development Finance Specialist III I � Project Manager III EFFECTIVE 1-5-85 1082.97 1126.39 1170.58 1229.49 1290.73 1355.07 1423.29 1465. 17 1507.80 1-4-86 1131.70 1177.08 1223.26 1284.82 1348.81 1416.05 1487.34 1531.10 1565.65 1-3-87 1182.63 1230.05 1278.31 1342.64 1409.51 1479.77 1554.27 1600.00 1646.55 Business Manager - TVI EFFECTIVE 1-5-85 1115.52 1159.73 1206.23 1265.16 1327.92 1395.39 1465.17 1510. 11 1555.09 1-4-86 1165.72 1211.92 1260.51 1322.09 1387.68 1458.18 1531.10 1578.06 1625.07 1-3-87 1218. 18 1266.46 1317.23 1381.58 1450.13 1523.80 1600.00 1649.07 1698.20 Landscape Architect III EFFECTIVE 1-5-85 1148.87 1193.82 1241. 12 1304.67 1369.03 1438.79 1510. 11 1555.86 1599.27 1-4-86 1200.57 1247.54 1296.97 1363.38 1430.64 1503.54 1578.06 1625.87 1671.24 1-3-87 1254.60 1303.68 1355.33 1424.73 1495.02 1571.20 1649.07 1699.03 1746.45 Arborist IV Economic Planner Architect III EDP Systems Analyst III Architect III - Renewal Electrical Engineer III City Planner IV Mechanical Engineer III Civil Engineer III Medical Examiner (Roentgenologist) Civil Engineer III - Water Department Research Analyst IV Community Development Grant Assistant IV Structural Engineer III Economic Development Specialist IV Traffic Engineer III EFFECTIVE 1-5-85 1218.65 1267.47 1317.87 1383.76 1452.75 1525.62 1601.61 1648.87 1697.22 1-4-86 1273.49 1324.51 1377. 17 1446.03 1518.12 1594.27 1673.68 1723.07 1774.12 1-3-87 1330.80 1384. 11 1439.14 1511. 10 1586.44 1660.01 1749.00 1800.61 1853.96 Planning Supervisor EFFECTZVE 1-5-85 1254.30 1305.45 1356.63 1424.86 1496.17 1572.13 1648.87 1698.40 1748.87 1-4-86 1310.74 1364.20 1417.68 1488.98 1553.05 1642.88 1723.07 1774.91 1827.57 1-3-87 1369.72 1425.59 1481.48 1555.98 1622.94 1716.81 1800.61 1854.78 1909.81 � - A4 - . .._ � ��f 5-(vss� . � Appendix A (continued) EFFECTIVE JANUARY 5, 1985 A B C D E F G 10-year 15-year Data Base Coordinator Development Finance Specialist IV Project Manager IV , EFFECTIVE 1-5-85 1292.28 1343.44 1397.71 1467.47 1541. 13 1617.86 1698.48 1749.66 1800.82 1-4-86 1350.43 1403.89 1460.61 1533.51 1610.48 1690.b6 1774.91 1828.39 1881.86 1-3-87 1411.20 1467.07 1526.34 1602.52 1682.95 1766.74 1854.78 1910.67 1966.54 EDP Systems and Programming Supervisor Legislative & Research Assistant to the Council EFFECTIVE 1-5-85 1370.57 1425.60 1482.21 1557.38 1634.93 1716.32 1803. 15 1855.86 1909.35 1-4-86 1432.25 1489.75 1548.91 1627.46 1708.50 1793.55 1884.29 1939.37 1995.27 1-3-87 1496.70 1556.79 1618.61 1700.70 1785.38 1874.26 1969.08 2026.64 2085.06 Sanitarian II (appointed prior to Januarq 1, 1976) EFFECTIVE 1-5-85 934.12 975.99 1024.05 1070.57 1123.28 1174.44 1209.34 1243.44 • 1-4-86 976.16 1019.91 1070.13 1118.75 - 1173.83 1227.29 1263.76 1299.39 1-3-87 1020.09 1065.81 1118.29 1169.09 1226.65 1282.52 1320.63 1357.86 Substitute Library Specialist EFFECTIVE 1-5-85 1-4-86 1-3-87 lst 500 hours of employmeat 57.72 $8.07 $ 8.43 2nd 500 hours of employment $8.11 $8.47 $ 8.85 3rd 500 hours of employment $8.51 $8.89 $ 9.29 4th 500 hours of employment $8.94 $9.34 $ 9.76 5th 500 hours of employment $9.38 $9.80 $10.24 The above 1-5-85 rates represent a five per cent (5�) increase over the 1-7-84 rates. The above 1-4-86 rates represent a four and one-half per cent (4.5%) increase over the 1-5-85 rates. The above 1-3-87 rates represent a four and one-half per cent (4.SX) increase over the 1-4-86 rates. • - AS -