85-806 WHITE - CiTV CLERK
PINK - FINANCE C I TY O F SA I NT PA U L Council /y� /
CANARV - DEPARTMENT File NO. O � �D T
BLUE - MAVOR
�
Council Resolution
Presented y �
Referred To �� ������L�= Committee: Date ��� � ��
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul approves and ratifies
the attached 1985-1986 Agreement between the City of Saint Paul and the Pipefitters
Local No. 455.
Approved:
Civil Service Commission, Chair
CO���� Requested by Department of:
Yeas �F Nays PERSON L OFFICE
Drew � [n Favor �
Masanz
Nicosia
scne+bei D __ Against BY
Tedesco
Wilson
.
JUN 1 3 1985 Form Appr ed b City Attorn
Adopted by Council: Date �-
Certified�seCry�uncil Secretary . By —
gS, .✓7
t�ppro 1�lavor: Dat ��I 1 7 1985 Approved by M r f r 'ssion to Council
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PUB�isft� JUN 2 � 1985
I Personnel Office DEPARTMENT � � -��ONO 2008
.
,o,,,,o}�e ��,,,��� - CONTACT
4221 PHONE
May 20, 1985 DATE 1 Q/�� Q Q,r
ASSI N NUMBER FOR ROUTING ORDER Cli All Locations for Si nature : �
Department Director 3 Director of Management/Mayor
Finance and Management Services Director 4 City Clerk
�
Budget Director 5 Civil Service Commission
Z City Attorney
WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpose/
Rationale) :
This resolution approves the 1985-1986 Agreement between the Pipefitters Local No. 455 and
the City of St. Paul. The changes in the new agreement invol�e language changes re: Holiday,
Severance Pay and Wages.
,1 . - ��������►*�'_" ;���,�;.
.�t.�� ' F .•-�:.$;
��a .�. I�'�"�+ " ��>,E
2. Employees retiring under the Rule of 85 will be eligible for sev�Tance pay if other
requirements are met.
3. Wages: Total package (Wages plus fringes) are increased .50 per hour in May, 1985 and
CDST/BENEFIT, BU_OGETARY AND PERSONNEL IMPACTS ANTICIPATED: again in May, 1986. This is based
on the Union's outside settlement.
Six Employees:
' May, 1985 thru April, 1986: $6,240
May, 1986 thru April, 1987: $6,240 ���
c� ���
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FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amount of Transaction: quired if under '
$10,00Q)
Funding Source:
Activity Number:
ATTACHMENTS (List and Number All Attachments) :
1. Resolution
��. � Maintenance Labor Agreement
3. Copy for City Clerk
DEPARTMENT REVIEW CITY ATTORNEY REVIEW �
Yes No Council Resolution Required? Resolution Required? Yes �No
Yes No Insurance Required? Insurance Sufficient? Yes No �'�
Yes No Insurance Attached:
(SEE REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/84
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. i 0 = Sasnt P�uI Ci�� Cou �c.ii . � � � � . . -
t I: O I��� = C �i�,�'�J j j i�� p� FINANCE, MANAGEMENT & PERSONNEL •
' ' C r-I /�! r'��. JAMES. SCHEIBEL -
1. Aeproval or. minutes frcm meeting held May 3�, 1985. -�---�
Z_ Ordinance amending Sec�sons Se.�2 or the St. Paui Adminis�rative Coc+�
pertaining to the Bu�aer c�lenaar for the City ot= �t. Paul ana deiaTing
certain publication requiremenzs. �� (City Clerk) '
3. Ordinance amending the Civil Service Rules pertaining ta six unclass�fie�
positions in trie De�ar-ment or Planning and Economic Oeve�opment Oepar�-
menz ct stri ing in its ent�ecy 5�tion 4.C. (Personnel )
��`� �it/
a. Or� ce amendin� the Civi1 Service Rules pertaining to the positien or
Qire�'or or Food Services in the St_ Paul Puolic Scnoois and �rfking in
its entireTy Se�ion 34.F. (personne� ) � `.
5. Ordinance es���olishing ttte titie ot= At�orney VIII in the. Unciassf�ied
. Servicn. (Persannel ) - �
Resoiution amendfn the S lar�/ Plan and Rates or Compensation Resoiution
6. 9
by establishing the unciassi.fied fiitle of Att ney VIII.
7. Resolution approving 1984-1985 Memorandum of Agre��nent bet�es� the City
and the Tri-Council bargaining unit, represented y Local 49, Loc=! 12�
and l.ocal 132. (Personnel } '
8. Resolution approving I984-1985 Memorandum or Agree�nent betwesn the CitY
anc� AFSCME Locai 1842 and AFSCME Locai Z408. (P°r5onne! }
(1 9. +Re�e�l�Mt�`ti-on a�prav i ng 1985--1986 Memorandum of Agre�ne. r•�een the C i ty
U �n� the Pepefitters Local No. 45�. (Personnel
�,
10. Resolution amending the 198 � b dg�t hy adding $9,8 to the Financ:ng
P�an and to the Spending Plan for Ceneral Fun�-?olice-Technic�! and
Supoo!'� S tafr" Un i ts. (Po i i ce?C�����i��
11. Aaministrative Or�er D-7489 - Budqer revision in the Communi�y 5°S'ViC°5-
Spec i a l Serv i ces Enterpr i se_ � /� �,� x /'�fs S
. �� /V �
C.'TY I-?ALL • SLVFa�ITF�i FLOOI'.
. S�'IINT PAI1L.�il�ti`ESaT•�55I0'!
' •l�^u
� ' � ��_�o,�
1985 - 1986
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and -
UNITED ASSOCIATION
PIPEFITTERS LOCAL UNION N0. 455
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INDEX
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights q
V Scope of the Agreement 5
VI Probationary Periods (
VII Philosophy of Employment and Compensation 7
VIII Hours of Work g
IX Overtime g
X Call Back 10
XI Work Location, Residency 11
XII Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
' XV Severance Pay 16
XVI Holidays lg
XVII Disciplinary Procedures 19
XVIII Absences From Work 20
XIX Seniority 21
XX Jurisdiction 22
XXI Separation 23
XXII Tools 24
XXIII Grievance Procedure 25
XXIV Right of Subcontract 30
XXV Non-discrimination 31
XXVI Severability 32
XXVII Waiver 33
XXVIII City Mileage Plan 34
XXIX Legal Services 35
XXX Duration and Pledge 36
Appendix A A1
Appendix B gl
Appendix C C1
Appendix D D1
Appendix E E1
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P R E A M B L E
This AGREEMENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLOYER and the United Association
Pipefitters Local Union No. 455, hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of Saint Paul
for the benefit of the general public through effective labor-management
cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the
EMPLOYER, the UNION, and the individual employees will best serve the needs
of the general public.
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i
ARTICLE I - PURPOSE
1.1 The EMPLOYER and the UNION agree that the purpose for entering into
this AGREEMENT is to:
1 .11 Achieve orderly and peaceful relations, thereby
establishing a system of uninterrupted operations
and the highest level of employee performance that
is consistent with the safety and well-being of
all concerned;
1.12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the EMPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully
resolve disputes as to the application or inter-
pretation of this AGREEMENT without loss of manpower
productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If
any part of this AGREEMENT is in conflict with such legislation, the
latter shall prevail. The parties, on written notice, agree to
negotiate that part in conflict so that it conforms to the statute
as provided by Article 26 (SEVERABILITY) .
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• � ��-�a,�
ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2
as certified by the Bureau of Mediation Services in accordance with
Case No. 73PR480A dated April 16, 1973.
2.2 The classes of positions recognized as being exclusively represented
by the UNION are as listed in Appendix A.
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ARTICLE III - EMPLOYER RIGHTS
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of technology;
to establish and modify the organizational structure; to select,
direct, and determine the number of personnel; and to perform any
inherent managerial function not specifically limited by this
AGREEMENT.
3.2 Any "term or condition of employment" not established by this
AGREEMENT shall remain with the EMPLOYER to eliminate, modify, or
establish following written notification to the UNION.
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ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who suthorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages of
employees covered by this AGREEMENT for any other labor
organization.
4.12 The UNION shall indemnify and save harmless the
EMPLOYER from any and all claims or charges made
� against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 23 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be permitted
to enter the facilities of the EMPLOYER where employees covered by this
AGREEMENT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREEMENT establishes the "terms and conditions of employment"
defined by M.S. 179.63, Subd. 18 for all employees exclusively
represented by the UNION. This AGREEMENT shall supersede such
"terms and conditions of employment" established by Civil Service
Rule, Council Ordinance, and Council Resolution.
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ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in
a regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary period an employee may
be terminated at the discretion of the EMPLOYER without
appeal to the provisions of Article 23 (GRIEVANCE
PROCEDURE) .
6.12 An employee terminated during the probationary period shall
receive a written notice of the reason(s) for such termina-
tion, a copy of which shall be sent to the UNION.
6.2 All personnel promoted to a higher class of positions shall serve a six
(6) months' promotional probationary period during which time the employee's
fitness and ability to perform the class of positions' duties and responsi-
bilities shall be evaluated.
6.21 At any time during the promotional probationary period an
employee may be demoted to the employee's previously held
class of positions at the discretion of the EMPLOYER without
appeal to the provisions of Article 23 (GRIEVANCE PROCEDURE) .
6.22 An employee demoted during the promotional probationary
period shall be returned to the employee's previously held
class of positions and shall receive a written notice of
the reasons for demotion, a copy of which shall be sent to the
UNION.
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ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy
of employment and compensation shall be a "cash" hourly wage and
"industry" fringe benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked at the
basic hourly wage rate and hourly fringe benefit rate as found in
Articles 12 (WAGES) and 13 (FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated or
earned by an employee except as specifically provided for in this
AGREEMENT: except those employees who have individually optioned
to be "grandfathered" as provided by 12.2.
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ARTICLE VIII - HOURS OF WORK
8.1 The normal work day shall be eight (8) consecutive hours per day, excluding
a thirty (30) minute unpaid lunch period, between 7:00 a.m. and 5:30 p.m.
8.2 The normal work week shall be five (5) consecutive normal work days Monday
through Friday. I
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
judgment to establish second and third shifts or a work week of other than
Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any hours
of work per normal work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor, ready
for work, at the established starting time and shall remain at an assigned work
location until the end of the established work day unless otherwise directed
by their supervisor.
8.6 All employees are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK) .
8.7 Employees reporting for work at the established starting time and for whom
no work is available shall receive pay for two (2) hours, at the basic hourly
rate, unless notification has been given not to report for work prior to
leaving home, or during the previous work day.
8.8 Standby. Any Refrigeration, Gas and Oil Serviceman who is required to be
available for emergency service work on weekends and holidays shall be
guaranteed work or wages and fringes equivalent to:
40 minutes for Friday nights
80 minutes for Saturday and Saturday night
80 minutes for Sunday and Sunday night
or
80 minutes for any holiday and holiday
night of such 24 hour shift.
All of the above at time and one-half rate. If the employee is called in for
work, the above time shall be a part of, not in addition to, the time worked.
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ARTICLE IX - OVERTIME
9.1 All overtime compensated for by the EMPLOYER must receive prior authori-
zation from a designated EMPLOYER supervisor. No overtime work claim will
be honored for payment or credit unless approved in advance. An overtime
claim will not be honored, even though shown on the time card, unless the
required advance approval has been obtained.
9.2 The overtime rate of one and one-half (1}) the basic hourly rate shall be
paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one
normal work day and,
9.22 Time worked in excess of forty (40) hours in a seven (7)
day period.
9.3 For the purposes of calculating overtime compensation overtime hours
worked shall not be "pyramided", compounded, or paid twice for the same
hours worked.
9.4 Overtime hours worked as provided by this ARTICLE shall be paid in cash
or compensatory time as determined by the Employer.
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' /J r ��. �'D�o
(�'
ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
I
employee has started a normal work day or normal work week and
after an employee has completed a normal work day or normal work
week.
10.2 Employees called back shall receive a minimum of four (4) hours
pay at the basic hourly rate. 1
10.3 The hours worked based on a callback shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject
to the minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal
work day shall complete the normal work day and be compensated only
for the overtime hours worked in accordance with Article 9 (OVERTIME) .
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ARTICLE XI - WORK LOCATION, RESIDENCY
11. 1 Employees shall report to work location as assigned by a designated
EMPLOYER supervisor. During the normal work day employees may be
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than their original assignment, and who are required to furnish
their own transportation shall be compensated for mileage.
11.3 The resolution pertaining to residency approved July 26, 1979, under
Council File No. 273378 shall apply to all employees covered by this
AGREEMENT.
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ARTICLE XII - WAGES
12.1 The basic hourly wage rates as established by Appendix C shall be paid j
for all hours worked by an employee. �
�
4
12.2 Employees who are covered by the fringe benefits listed below shall �
continue to be covered by such benefits. They shall be subject to all
other provisions of the AGREEMENT, but shall not have hourly fringe benefit
contributions and/or deductions made on their behalf as provided for by
Article 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 Vacation as established by Resolution No. 6446, Section I,
Subdivision H, however, employees in this bargaining unit,
covered by this vacation provision, shall be granted vacation
at the rate of 160 hours in each calendar year.
12.24 Ten (10) legal holidays as established by Resolution No.
6446, Section I, Subdivision I.
12.25 Severance benefits as established by Ordinance No. 11490 with
a maximum payment of $4,000 or as established by Article 15 of
this Agreement.
12.26 The EMPLOYER will for the period of this AGREEMENT provide
for employees who are eligible for the City's Health and
Welfare benefits and who retire after the time of execution
of this AGREEMENT or who have retired since April 1, 1975,
and until such employees reach sixtyfive (65) years of age
such health insurance benefits as are provided by the EMPLOYER.
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ARTICLE XII - WAGES (continued)
12.27 In order to be eligible for the benefits under the provision of
12.26 the EMPLOYEE must:
12.27.1 Be receiving benefits from a public employee
retiree act at the time of retirement.
12.27.2 Have severed his relationship with the City of
Saint Paul under one of the early retiree plans.
12.27.3 Inform the Personnel Office of the City of Saint
Paul in writing within 60 days of employee's early
retirement date that he or she wishes to be eligible
for early retiree insurance benefits.
12.3 Regular employees not covered by the fringe benefits listed in Article 12.2
shall be considered, for the purposes of this AGREEMENT, participating
employees and shall be compensated in accordance with Article 12. 1 (WAGES)
and have fringe benefit contributions and/or deductions made on their behalf
as provided for by Article 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary, and emergency employees shall be considered, for
the purposes of this AGREEMENT, participating employees and shall be com-
pensated in accordance with Article 12.1 (WAGES) and have fringe benefit
contributions and/or deductions made in their behalf as provided for by
Article 13 (FRINGE BENEFITS) .
12.5 Al1 regular employees employed after February 15, 1974, shall be considered,
for the purpose of this AGREEMENT, participating employees and shall be
compensated in accordance with Article 12.1 (WAGES) and have fringe benefit
contributions and/or deductions made on their behalf as provided for by
Article 13 (FRINGE BENEFITS) .
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ARTICLE XIII - FRINGE BENEFITS
13.1 The EMPLOYER shall make contributions on behalf of and/or make '
deductions from the wages of employees covered by this AGREEMENT
in accordance with Appendix D for all hours worked.
13.2 Effective May 1, 1985, provisional, probationary and regular employees
employed in the title of Mechanical Inspector and Senior Mechanical
Inspector-Pipefitter shall be eligible for paid holidays in accordance
with the St. Paul Salary Plan and Rates of Compensation.
The rates of pay in Appendix C for said participating employees have been
reduced by an amount equal to the cost for granting ten (10) paid holidays.
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ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN
14.1 The selection of personnel for the class of position Pipefitter
Foreman shall remain solely with the EMPLOYER.
14.2 The class of position Pipefitter Foreman shall be filled by employees
of the bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" shall be made only at the direction of a
designated EMPLOYER supervisor.
14.4 Such "temporary assignments" shall be made only in cases where the
class of positions is vacant for more than one (1) normal work day.
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ARTICLE XV - SEVERANCE PAY
15.1 The employer shall provide a severance pay program as set forth
in this Article. i
15.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
15.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 85" or "rule of 90" pro-
visions of the Public Employees Retirement Association (PERA) . The
"rule of 85" or "rule of 90" criteria shall also apply to employees
covered by a public pension plan other than PERA.
15.22 The employee must be voluntarily separated from City employment
or have been sub�ect 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 the City severance pay program.
15.23 The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of this Article, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service
requirement.
15.24 The employee must file a waiver of reemployment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
15.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
15.3 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 onehalf 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.
15.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
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ARTICLE XV - SEVERANCE PAY (cont.)
15.5 For the purpose of this severance program, a death of an employee
I
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 will be made to {
C
the employee's estate or spouse.
15.6 For the purpose of this severance program, a transfer from the �
City of Saint Paul employment to Independent School District No. 625
employment is not considered a separation of employment, and such
transferee shall not be eligible for the City severance program.
15.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of City Ordinance No. 11490.
15.8 This severance pay program shall be subject to and governed by the
provisions of City Ordinance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the provisions of this article shall control.
15.9 The provisions of this article shall be effective as of May 1, 1984.
15.10 Any employee hired prior to February 15, 1974 may, in any event, and
upon meeting the qualifications of this article or City Ordinance
No. 11490, as amended by City Ordinance No. 16303, section 1, section 6,
draw severance pay. However, an election by the employee to draw
severance pay under either this article or the ordinance shall constitute
a bar to receiving severance pay from the other.
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ARTICLE XVI - HOLIDAYS
16.1 The following ten (10) days shall be designated as holidays:
New Year's Day, January 1 __
Martin Luther King Day, Third Monday in January (effective 1986)
Presidents' Day, Third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November I1
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
16.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated holiday.
When any of these three (3) holidays falls on a Saturday, the preceding
Friday shall be considered the designated holiday.
16.3 The ten (10) holidays shall be considered non-work days.
16.4 If, in the judgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or "called
back" in accordance with Article 10 (CALL BACK) .
16.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5
working on a designated holiday shall be compensated at the rate of
two (2) times the basic hourly rate for all hours worked. This article shall
not apply to employees entitled to holiday pay in accordance with Article 13.2
of this Agreement.
16.6 If an employee entitled to a holiday is required to work on Martin Luther King
Day, President's Day, Christopher Columbus Day, or Veterans' Day, he shall be
granted another day off with pay in lieu thereof as soon thereafter as the
convenience of the department permits, or he shall be paid on a straight time
basis for such hours worked, in addition to his regular holiday pay. If an
employee entitled to a holiday is required to work on New Year's Day, Memorial
Day, Independence Day, Thanksgiving Day or Christmas Day, he shall be recom-
pensed for work done on this day by being granted compensatory time on a time
and one-half basis or by being paid on a time and one-half basis for such hours
worked, in addition to his regular holiday pay. Eligibility for Holiday pay
shall be determined in accordance with Section I, Subsection I of the St. Paul
Salary Plan and Rates of Compensation.
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ARTICLE XVII - DISCIPLINARY PROCEDURES
17.1 The EMPLOYER shall have the right to impose disciplinary actions on
employees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
17.21 Oral reprimand.
17.22 Written reprimand.
17.23 Suspension.
17.24 Demotion.
17.25 Discharge.
17.3 Employees who are suspended, demoted, or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service Commission,
or a designated Board of Review, shall be the sole and exclusive means
of reviewing a suspension, demotion, or discharge. No appeal of a
suspension, demotion, or discharge shall be considered a "grievance"
for the purpose of processing through the provisions of Article 23
(GRIEVANCE PROCEDURE) .
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� �-��- �o�
ARTICLE XVIII - ABSENCES FROM WORK
18.1 Employees who are unable to report for their normal work day have
the responsibility to notify their supervisor of such absence as
soon as possible, but in no event later than the beginning of such
work day.
18.2 Failure to make such notification may be grounds for discipline as
provided in Article 17 (DISCIPLINARY PROCEDURES) .
18.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
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ARTICLE XIX - SENIORITY
19.1 Seniority, for the purposes of this AGREEMENT, shall be defined as
follows:
19.11 "Master Seniority" The length of continuous regular
and probationary service with the EMPLOYER from the
last date of employment in any and all class titles
covered by this AGREEMENT.
19.12 "Class Seniority" The length of continuous regular
and probationary service with the EMPLOYER from the
date an employee was first appointed to a class title
covered by this AGREEMENT.
19.2 Seniority shall not accumulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than thirty
(30) calendar days; is granted because of illness or in3ury; is
granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed
full-time position with the UNION. �
19.3 Seniority shall terminate when an employee retires, resigns, or is
discharged.
19.4 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 "Class Seniority". Employees
laid off shall have the right to reinstatement in any lowerpaid class
title, provided, employee has greater "Master Seniority" than the
employee being replaced.
19.5 The selection of vacation periods shall be made by class title based on
length of "Class Seniority", sub�ect to the approval of the EMPLOYER.
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. ��_ �.s�o,�
ARTICLE XX - JURISDICTION
20. 1 Disputes concerning work jurisdiction between and among unions is
recognized as an appropriate subject to determination by the various
unions representing employees of the EMPLOYER.
20.2 The EMPLOYER agrees to be guided in the assignment of work juris-
diction by any mutual agreements between the unions involved.
20.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EMPLOYER shall meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originally assigned
� pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
20.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 20.2 and 20.3 above shall be subject to disciplinary
action as provided in Article 17 (DISCIPLINARY PROCEDURES) .
20.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
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ARTICLE XXI - SEPARATION
21.1 Employees having a probationary or regular employment status shall
be considered separated from employment based on the following
actions:
21. 11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
21 .12 Retirement. As provided in Article 15.
21.13 Discharge. As provided in Article 17.
21.14 Failure to Report for Duty. As provided in Article 18.
21.2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER before the
completion of a nortnal work day.
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ARTICLE XXIII - GRIEVANCE PROCEDURE
23.1 The EMPLOYER shall recognize Stewards selected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
23.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such employee
duties and responsibilities. The Steward involved and a grieving employee
shall suffer no loss in pay when a grievance is processed during working
hours, provided, the Steward and the employee have notified and received
the approval of their supervisor to be absent to process a grievance and
that such absence would not be detrimental to the work programs of the
EMPLOYER.
23.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
17.3, for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREEMENT.
23.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to
resolve the matter on an informal basis with the
employee's supervisor. If the matter is not resolved
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ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
to the employee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
the UNION. The written grievance shall set forth the
nature of the grievance, the facts on which it is based,
the alleged section(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the
AGREEMENT not reduced to writing by the UNION within
seven (7) calendar days of the first occurrence of the
event giving rise to the grievance or within the use of
. reasonable diligence should have had knowledge of the
first occurrence of the event giving rise to the grievance,
shall be considered waived.
SteP 2. Within seven (7) calendar days after receiving the written
grievance a designated EMPLOYER supervisor shall meet with
the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the UNION within three
(3) calendar days following this meeting. The UNION may refer
the grievance in writing to Step 3 within seven (7) calendar
days following receipt of the EMPLOYER'S written answer. Any
grievance not referred in writing by the UNION within seven (7)
calendar days following receipt of the EMPLOYER'S answer shall
be considered waived.
- 26 - ,
ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYER
supervisor shall meet with the UNION Business Manager
or his designated representative and attempt to resolve
the grievance. Within seven (7) calendar days following
this meeting the EMPLOYER shall reply in writing to the
UNION stating the EMPLOYER'S answer concerning the
grievance. If, as a result of the written response
the grievance remains unresolved, the UNION may refer
the grievance to Step 4. Any grievance not referred
in writing by the UNION to Step 4 within seven (7)
calendar days following receipt of the EMPLOYER'S
answer shall be considered waived.
Step 4. If the grievance remains unresolved, the UNION may
within seven (7) calendar days after the respons� of
the EMPLOYER in Step 3, by written notice to the
EMPLOYER, request arbitration of the grievance. The
arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of the
EMPLOYER and the UNION within seven (7) calendar days
after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said
seven (7) day period, either party may request the
Public Employment Relations Board to submit a panel
of five (5) arbitrators. Both the EMPLOYER and the
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� ���� ���
ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
UNION shall have the right to strike two (2)
names from the panel. The UNION shall strike
the first (lst) name; the EMPLOYER shall then
strike one (1) name. The process will be
repeated and the remaining person shall be the
arbitrator.
23.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The
arbitrator shall consider and decide only the specific issue submitted
in writing by the EMPLOYER and the UNION and shall have no authority
to make a decision on any other issue not so submitted. The arbitrator
shall be without power to make decisions contrary to or inconsistent with
or modifying or varying in any way the application of laws, rules or
regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following
close of the hearing or the submission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The decision shall
be based solely on the arbitrator's interpretation or application of the
express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
on the EMPLOYER, the UNION and the employees.
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ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
23.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
pays for the record.
23.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
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. (�_�-�'o(v I
ARTICLE XXIV - RIGHT OF SUBCONTRACT
24.1 The EMPLOYER may, at any time during the duration of this AGREEMENT,
contract out work done by the employees covered by this AGREEPIENT.
In the event that such contracting would result in a reduction of
the work force covered by this AGREEMENT, the EMPLOYER shall give
the UNION a ninety (90) calendar day notice of the intention to
subcontract.
24.2 The subcontracting of work done by the employees covered by this
AGREEMENT shall in all cases be made only to employers who qualify
in accordance with Ordinance No. 14013.
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ARTICLE XXV - NON-DISCRIMINATION
25.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembership or nonmembership in the UNION.
25.2 Employees will perform their duties and responsibilities in a
nondiscriminatory manner as such duties and responsibilities
involve other employees and the general public.
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ARTICLE XXVI - SEVERABILITY
26.1 In the event that any provision(s) of this AGREEMENT is declared
to be contrary to law by proper legislative, administrative, or
judicial authority from whose finding, determination, or decree
no appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and effect.
26.2 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREEMENT in compliance
with the legislative, administrative, or judicial determination.
- 32 -
ARTICLE XXVII - WAIVER
27.1 The EMPLOYER and the UNION acknowledge that during the meeting
and negotiating which resulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
subject concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the
exercise of this right are fully and completely set forth in
this AGREEMENT.
27.2 Therefore, the EMPLOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment
whether specifically covered or not specifically covered by this
AGREEMENT. The UNION and EMPLOYER may, however, mutually agree
to modify any provision of this AGREEMENT.
27.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
conditions of employment, to the extent they are inconsistent
with this AGREEMENT, are hereby superseded.
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ARTICLE XXVIII - CITY MILEAGE
28.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursement
of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adopted.
28.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head.
Type 1. If an employee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at
the rate of $3.00 per day for each day the employee's vehicle is
actually used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed 15C per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
, desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15C per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible for
any per diem.
28.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
28.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for personal injury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk.
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ARTICLE XXIX - LEGAL SERVICES
29.1 Except in the case of malfeasance in office or willful or wanton neglect
of duty, the �LOYER shall defend, save harmless and indemnify an employee
and/or his estate against any claim or demand, whether groundless or
otherwise, arising out of an alleged act or omission in the operation of
a city-owned motor vehicle occurring in the performance and scope of the
employee's duties.
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ARTICLE XXX - DURATION AND PLEDGE
30.1 This Agreement shall become effective as of May 1, 1985, and shall remain
in effect through the 30th day of April, 1987, and continue in effect
from year to year thereafter unless notice to change or to terminate is
given in the manner provided in 30.
30.2 If either party desires to terminate or modify this AGREEMENT, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREEMENT shall give written notice to the other party, not more than
ninety (90) or less than sixty (60) calendar days prior to the expiration
date, provided, that the AGREEMENT may only be so terminated or modified
effective as of the expiration date.
30.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE herein
established is the means by which grievances concerning its application
or interpretation may be peacefully resolved, the parties hereby pledge
that during the term of the AGREEMENT:
30.31 The UNION and the employees will not engage in, instigate,
or condone any concerted action in which employees fail to
report for duty, willfully absent themselves from work,
stop work, slow down their work, or absent themselves in
whole or part from the full, faithful performance of
their duties of employment.
30.32 The EMPLOYER will not engage in, instigate, or condone
any lockout of employees.
- 36 -
ARTICLE XXX - DURATION AND PLEDGE (continued)
30.33 This constitutes a tentative agreement between the parties
which will be recommended by the City Negotiator, but is
subject to the approval of the Administration of the City
and the City Council and is also subject to ratification
by the UNION.
AGREED to this 15th day of May 1985, and attested to as the full
and complete understanding of the parties for the period of time herein
specified by the signature of the following representative for the EMPLOYER
and the UNION.
WITNESSES:
UNITED ASSOCIATION PIPEFITTERS
CITY OF SAINT PAUL LOCAL UNION N0. 455
.
La or Relatio Director Business Manag r
Civil Service Commission
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APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Pipefitter-Foreman
Pipefitter
Apprentice
Refrigeration, Gas and Oil Serviceman
Mechanical Inspector
Senior Mechanical Inspector-Pipefitter
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the jurisdiction of the
UNION.
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I
- ��S--���
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following class of positions and not receiving the
Fringe Benefits listed in Article 12.2 shall be:
Effective Effective
4-27-85 4-26-86
Pipefitter . . . . . . . . . $18.48* $18.96*
Refrigeration, Gas & Oil Serviceman. . $18.48* $18.96*
Pipefitter Foreman . . . . . . . . . . $19.92* $20.40*
Pipefitter-Controls Specialist . . . . $18.48* $18.96*
Mechanical Inspector lst Step . . $17.77* $18.23*
2nd Step . . $19.15* $19.62*
Senior Mechanical Insp.-Pipefitter . . $20.08* $20.55*
The basic hourly wage rate for temporary and emergency employees appointed
to the following class of positions shall be:
Effective Effective
4-27-85 4-26-86
Pipefitter . . . . . . . . . $19.22* $19.72*
Refrigeration, Gas & Oil Serviceman. . $19.22* $19.72*
Pipefitter Foreman . . . . . . . . . . $20.72* $21.22*
Pipefitter-Controls Specialist . . . . $19.22* $19.72*
Mechanical Inspector lst Step . . $19.22* $19.72*
2nd Step . . $20.72* $21.22*
Senior Mechanical Insp.-Pipefitter. . $21.72* $22.22*
The basic hourly wage rate for regular employees appointed to the following
class of positions who are receiving the fringe benefits listed in Article
12.2 shall be:
Effective Effective
4-27-85 4-26-86
Pipefitter . . . . . . . . . $17.88 **
Pipefitter Foreman . . . . . . . $19.12 **
Pipefitter-Controls Specialist . . $17.88 **
Mechanical Inspector lst Step $17.88 **
2nd Step $19.12 **
Senior Mech. Inspector-Pipefitter . $19.95 **
The wage rate for the title of Mechanical Inspector shall consist of two steps.
The first step shall be the entry level step. The second step shall be paid to
those who successfully perform for at least 1040 hours at the entry level.
If the Union elects to have the contributions listed in Appendix D increased or
decreased, the Employer may adjust the above applicable rates for participating em-
ployees in such a way that the total cost of the package (wage rate plus contri-
butions) remain constant.
*This rate includes the $2.00 taxable Credit Union contributions.
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I
APPENDIX C (continued)
**The April 26, 1986 hourly rates in this contract shall be the rates as shown
below less the cost of sick leave usage for 1985 and less the cost of holidays,
pension and vacation for 1986 and less the cost of health and life insurance for the
period May, 1985 thru April, 1986, incurred by the employer for employees in this
bargaining unit.
Pipefitter $23. 13
Pipefitter Foreman $24.63
Pipefitter-Controls Specialist $23.13
Mechanical Inspector
lst Step $23.13
2nd Step $24.63
Senior Mech. Inspector-Pipefitter $25.63
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APPENDIX D
Effective May 1, 1985, the EMPLOYER shall:
(1) contribute $2.00 per hour from which payroll deductions have
been made for all hours worked by participating employees as
defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT,
to a Union designated Credit Union.
(2) contribute $1.53 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT, to a Health and Welfare Fund.
(3) contribute $1.78 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Pension Fund.
(4) contribute $ .08 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT, to the Journeyman and Apprenticeship Training Fund.
(5) contribute $ .02 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the General Benefit Fund.
All contributions made in accordance with this Appendix shall be forwarded to
the Twin City Pipe Traders Service Association.
The EMPLOYER shall establish Workman's Compensation and Unemployment Compensa-
tion programs as required by Minnesota Statutes.
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I
APPENDIX D (continued)
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions and/or
deductions established by this AGREEMENT. The actual level of benefits pro-
vided to employees shall be the responsibility of the Trustees of the
various funds to which the EMPLOYER has forwarded contributions and/or
deductions.
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APPENDIX E
WORKING CONDITIONS FOR SENIOR MECHANICAL INSPECTORS, MECHANICAL
INSPECTORS, REFRIGERATION INSPECTORS AND GAS BURNER INSPECTORS
As a result of the 1974 settlement, the Parties have established craft-
determined rates for Senior Mechanical Inspectors, Mechanical Inspectors,
Refrigeration Inspectors and Gas Burner Inspectors, with specific under-
standing that such agreement is restricted to establishing rates of pay
for such classifications.
It is, consequently, agreed that the EMPLOYER in applying Article 3 -
EMPLOYER RIGHTS of the MAINTENANCE LABOR AGREEMENT, shall have the
right to operate the Department in the same manner as heretofore, with
management rights unaffected, and that the establishment of separate
rates for these classifications as well as for Inspector classifications
in other Bargaining Units, may not result in disputes over assignments
or over rates of pay for work performed, nor will any jurisdictional claims
or restrictions be asserted by the UNION because members of various
Inspector classifications are assigned to work which is also performed by
other Inspector classifications.
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,