85-1262 �NHI7E - CITV CLERK �
PINK - FINANCE � G I TY O F SA I NT PA U L Council � e /
CANARV - DEPARTMENT F�iC NO. ` �- /-` T �
BLUE - MAVOR
Council Resolution
Presente y
� �
Referred To /=1 u,��111�;' Committee: Date � ' 3' ��
Out of Committee By Date
�
RESOLVED, that'�, the Council of the City of Saint Paul hereby approves
and ratifies the attache¢i 1985-1987 Maintenance Labor Agreement between the City
of Saint Paul and the In�ernational Brotherhood of Electrical Workers, Local 110.
COUNCILMEN
Requested by Department of:
Yeas p��,v� Nays
M�sa:-, PERSON(VE� OFFICE
In Favor }_ , ` -
Nicos��
"s`a'e'e'C' � __ Against gY � ' �
So�nen
TeOesco '
f
�"' SEP 1 9 1gA5 Form rove by City tor
Adopted by Council: Date �
Certified P s-e b Council r BY
B;�
!#ppr 'Navor: Date �_ ��� Appr d by Mayor for Sub si to�ouncil
By _ � �
PUBLISHED S�� 2 � 1985
Personnel Offi�e DEPARTMENT � ��'�� NO 2050
.
Jeanette Sobania CONTACT
4221 PHONE � ��
� DATE Q� Q Qr
ASSIGN NUMBER FOR ROUTING ORDER Cli All Locations for Si nature :
1 Department Director 3 t/Mayor
Finance and Management Serv'ces Director 4 City Clerk
Budget Director
2 City Attorney
WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpose/
Rationale) :
This resolution approves a 3-y ar Agreement between the City and Electrician's Local 110.
Changes in the new Agreement i clude an additional holiday (Martin Luther King Day)and Wage
& Fringe Benefit contribution. Total package increases are .53 lst year; .53 second year.
The third year increase will b the same as what the union negotiates with �1ECA. The wage
appendix now includes language which ties the City.'s total package cost to the �otal �iackage
paid under the Union's Agreeme t with NECA.
COST/BENEFIT BUDGETARY AND PE ONNEL IMPACTS ANTICIPATED: RECEIVED
40 employees.
May, 1985 thru April, 198 $44,096 AUG 19 19�i
May, 1986 thru April, 198 $44,096
May, 1987 thru April, 198 Unknown G`'� A�QRNL1
FINANCING SOURCE AND BUDGET AC IVITY NUMBER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amount of Transaction: quired if under
$10,000)
Fundin� Source:
Activity Number:
ATTACHMENTS List and Number All Attachments : .�
��
1 . Resolution A ����"t�
2. Copy for City Clerk ��'G . ,,,
�� ry85
�1�YpN��rr���
DEP TMENT R VIEW CITY ATTORNEY REVIEW
Yes o Council Resoluti n Required? Resolution Required? Yes No
Yes � Insurance Requir d? Insurance Sufficient? Yes No „J�
Yes o Insurance Attach d: ��
(SEE EVERSE 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-Ti.me Equivalent (FTE) positions.
If a CONTRACT amount is less than $10,000, the Mayor's signature is not required,
i€ the department director signs. A contract must always be first signed by the `
outside agency before routing through City offices. ,
Below is the preferred ROUTING for the five most frequent types of documents:
CONTRACTS (assumes authorized budget exists)
1. Outside Agency 4. Mayor
2. Initiating Department 5. Finance Director
3. City Attorney 6. Finance Accounting
ADMINISTRATIVE ORDER (Budget Revision) ADMINISTRATIVE ORDERS (all others)
1. Activity Manager l. 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&M5
COUNCIL RESOLUTION (Amend. Bdgts./Accept. Grants) COUNCIL RESOLUTION (all others)
1. Department Director 1. Initiating Department
2. Budget Director 2. City Attorney
3. City Attorney 3. Director of Management/Mayor
4. Director of Management/Mayor 4. City Clerk
5. Chair, Finance, Mngmt. & Personnel Com. 5. City Council
6. City Clerk
7. City Council
8. Chief Accountant, F&MS
SUPPORTING MATERIALS. In the ATTACHMENTS section, identify all attachments. If the `
Green Sheet is well done, no letter of transmittal need be included (unless signing
such a letter is one of the requested actions) . '
Note: If an agreement requires evidence of insurance/co-insurance, a Certificate of
Insurance should be one of the attachments at ti.me 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 providinq
funding.
8. Budget amendments.
Y � ' C� �����
1985 - 1987
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and -
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 110
�
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' • I N D E X
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of the Agreement S
VI Probationary Periods 6
��II Philosophy of Employment and Compensation 7
VIII Hours of Work 8
IX O�ertime 9
X Call back 10
XI Work Location 11
XII Wages and Fringe Benefits 12
XIII Selection of Foreman and General Foreman 14
XIV Early Retirement Insurance Benefits 15
XV Holidays 16
XVI Disciplinary Procedures i8
XVII Absences from Work 19
XVIII Seniority 20
XIX Jurisdiction 21
XY. Separation and Retirement 22
XXI Tools 23
XXII Grievance Procedure 24
XXIII Right of Subcontract 29
XXIV Non-Discrimination 30
- XXV Severability 30
XXVI Waiver 32
XXVII City Mileage Plan 33
XXVIII Maternity Leave 34
XXIX Severance Pay 35
XXX Duration and Pledge 3�
Appen�dix A Al
Appendix B B1
Appendix C C1
Appendix D D1
Appen ix E E1
Appendix F F1
- ii -
' � ' G'��.��=ia � a..�
PREAMBLE
This AGREEMENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLOYER and the International Brotherhood
of Electrical Workers, Local 110 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 at-
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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. , � � �.�_ �a � �
• ARTICLE I - PURPOSE
1.1 The EMPLOYER and the UNION agree that the purpose for entering
into this AGREEMENT is to:
1.11 Achie�e orderly and peaceful relations, thereby
establishing a system of uninterrupted operations
and t e highest level of employee performance that
is co sistent with the safety and well-being of all
conce�ned;
1.12 Set f�rth rates of pay, hours of work, and other
conditkions of employment as have been agreed upon
by the EMPLOYER and the LTNION;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation 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 25 (SEVERABILITY) .
- 1 -
r r
ARTICLE II - RECOGNITION �
2.1 The EMPLOYER recognizes the UNION as the exclusive representative
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2
as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-477-A 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,
1
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
i
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.
I
- 3 -
r �
ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The EMPLOYF.R 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
in each department to act as a Steward and shall inform the EMPLOYER
in writing of such designation. Such employee shall have the rights
and responsibilities as designated in Article 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the EMPLOYER where employees
covered by this AGREEMENT are working.
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' ARTICLE V — SCOPE OF THE AGREEMENT
5.1 This AGREEMENT established the "terms and conditions of employment"
t
defined by M.S. 179.63, Subd. 18 for all employees exclusively
represented by the UI�'ION. This AGREEMENT shall supersede such
"terms and conditions of employment" established by Civil Service
Rule, Council Or inance, and Council Resolution.
■
�I
I
I
�I
II
— 5 —
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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 (6) month's probationary
period during which time the employee's fitness and ability to
perform the class of positions' duties and responsibilities shall
be evaluated.
6.11 At any time during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE) .
6.12 An employee terminated during the probationary period
shall receive a written notice of the reason(s) for
such termination, a copy of which shall be sent to the
UNION.
6.2 All personnel promoted to a higher class of positions shall serve
a six (6) months' promotional probationary period during which
time the employee's fitness and ability to perform the class of
positions' duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period
an employee may be demoted to the employee's
previously held class of positions at the discretion of
the EMPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE) .
6.22 An employee demoted during the promotional
probationary period shall be returned to the
employee's previously held class of positions and
shall receive a written notice of the reasons for
demotions, a copy of which shall be sent to the UNION.
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, �
���v���a ��
ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATIOr
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 EriPLOYER s�all compensate employees for all hours worked
at the basic h�burly wage rate and hourly fringe benefit rate as
found in Article 12 (WAGES AND FRINGE BENEFITS) .
7.3 No other compejnsation or fringe benefit shall be accumulated
or earned by ain 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.
8.2 The normal work week shall be five (5) consecutive normal work days in any
seven (7) day period.
8.3 Shifts other than the regular daytime shift Monday through Friday may be
established. Such shifts must be maintained for a period of at least one
(1) work week. The second shift shall be a regularly acheduled shift which
follows a regularly scheduled first shift of five (5) hours or greater.
The third shift shall be a regularly scheduled shift which follows a regularly
scheduled second shift of five (5) hours or greater.
8.4 For employees on a shift basis, this shall be construed to mean an average of
forty (40) hours a week.
8.5 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.
8.6 An employee normally working on a particular shift may be transferred from that
shift to another shift upon one week's notice; provided, however, that in the
event of a vacancy, an employee may be assigned to another shift to fill such
vacancy upon 24 hours' notice.
8.7 All employees shall be at the work 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.
8.8 All employees are subject to call-back by the EMPLOYER as provided
by Article 10 (CALL BACK) .
8.9 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.
8.10 The employer shall be required to give no less than six and one-half (6�) hours
notice, when an employee is to be laid off.
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, ,
���,�-����
ARTICLE IX - OVERTIME
9.1 All overtime compensated for by the EMPLOYER must receive prior
authorization 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 on a sixth (6th) day following a normal
work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be
paid for work performed under the following circumstances:
9.31 Time worked on a seventh (7th) day following a
normal work week; and
9.32 Time worked in excess of twelve (12) consecutive hours
in a twenty-four (24) hour period, provided, that all
"emergency" work required by "Acts of God" shall be
compensated at the rate of one and one-half (1}) .
9.4 For the purposes of calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid twice
for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid
in cash or in compensatory time. The basis on which overtime shall
be paid shall be determined solely by the EMPLOYER. Compensatory
time off must be approved by the EMPLOYER.
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ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and
after an employee has completed a normal work day or normal work
week.
10.2 Employees called back shall receive a minimum of four (4) hours
pa�� at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject
to 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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1 1
� �--�.f��—/o2 ��-
ARTICLE XI - WORK LOCATION
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 -
ARTICLE XII - WAGES AIv'D FRINGE BENEFITS
12.1 The basic hourly wage rates as established by Appendix C shall be
paid for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below
shall continue to be covered by such benefits. They shall be
subject to all other provisions of the AGP,EEMENT, but shall not
have hourly fringe benefit contributions and/or deductions made on
their behalf as provided for by Article 12.7 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by the City of Saint Paul.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 In each calendar year, each full-time employee who is
eligible for vacation shall be granted vacation according
to the following schedule:
Years of Service Vacation Granted
Less than 5 years 15 days
After 5 years thru 15 years 20 days
After 15 years and thereafter 25 days
Employees who work less than full-time shall be granted
vacation on a pro rata basis.
The above provisions of vacation shall be subject to
- the Saint Paul Salary Plan and Rates of Compensation,
Section I, Subdivision H.
12.24 Ten (10) legal holidays as established by the
Saint Paul Salary Plan and Rates of Compensation,
Section 1, Subdivision I.
12.25 Severance benefits as established by Ordinance No. 11490
with a maximum payment of $4,000 or as established by
Article 29 of this Agreement.
12.3 Regular employees covered by the Fringe Benefits in 12.2 shall
have the right to transfer from this coverage. Employees requesting
such transfer shall be considered participating employees and will
no longer be covered by the fringe benefits in 12.2 but shall be
covered by 12.4.
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' � ' ���-�� 1� �
� � ARTICLE XII - WAGES AND FRINGE BENEFITS (continued}
12.4 Regular employees not covered by the fringe benefits listed in
Article 12.2 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 12.7.
12.5 Provisional, temporary, and emergency employees 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 in their
behalf as provided for by Article 12.7.
12.6 All regular employees employed in a title in this bargaining unit
after February 15, 1974, shall be considered, for the purpose of this
AGREEMENT, participating pmployees 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 12.7.
Employees who promote, transfer or reduce to any title in this bargaining
unit from any title which is not in this bargaining unit shall not be
allowed to use any accumulated sick leave credits while they are in
such title.
If the employee promotes, transfers or reduces to any title which is not
in this bargaining unit and if sick leave is allowed under the new title,
the accumulated sick leave the employee had at the time such employee
became a member of this bargaining unit shall be reinstated.
12.7 The EMPLOYER shall make contributions on behalf of and/or make
deductions from the wages of employees covered by this AGREEMEATT
in accordance with Appendix D for all hours worked.
- 13 -
ARTICLE XIII - SELECTION OF FOREMAN AND GENERAL FOREMAN �
13.1 The selection of personnel for the class of positions Electrician--
General Foreman and Foreman shall remain solely with the EMPLOYER.
13.2 The class of positions Electrician--General Foreman and Foreman
shall be filled by employees of the bargaining unit on a
"temporary assignment".
13.3 All "temporary assignments" shall be made only at the direction
of a designated EMPLOYER supervisor.
13.4 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 XIV - EARLY RETIREMENT INSURANCE BENEFITS
14.1 For those employees that are covered by the Fringe Benefits Article
12, the EMPLOYER will provide life, hospital and medical insurance for
early retirees who have retired since July 24, 1974, in the same
proportionate ampunts of premium as provided by EMPLOYER for active
employees.
14.2 In order to be eligible for the benefits under this early retiree provision,
the employees muSt:
14.21 Be receiving benefits from a public employee retirement
act at th� time of retirement.
14.22 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
14.33 Inform th� Personnel Office of the City of Saint Paul in
writing w�thin 60 days of employee's early retirement date -
' that he or she wishes to be eligible for early retiree
insurance benefits.
14.3 Notwithstanding any provision of this Article to the contrary, II�LOYER
premium payments on behalf of early retirees shall commence June 1, 1977,
and shall not be interpreted to apply retroactively or act in reimbursement.
14.4 Any obligation o£ the EMPLOYER to an early retiree as defined herein shall
cease when such early retiree reaches age sixty-five (65) .
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ARTICLE XV - HOLIDAYS - !
15.1 The following ten (10) days shall be designated as holidays:
New Year�s Day, January 1
Martin Luther King Day, Third Monday in January (effective 1986)
Presidents' Day, third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
� Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday,
the following Monday shall be considered the designated holiday. When any
of these three (3) holidays falls on a Saturday, the preceding Friday shall
be considered the designated holiday. For those employees assigned to a
work week other than Monday through Friday, these three holidays shall be
observed on the calendar date of the holiday. �
15.3 The ten (10) holidays shall be considered nonwork days.
15.4 If, in the �udgment of the EMPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) .
15.5 Participating employees as defined in Articles 12.3, 12.4, 12.5 and 12.6
assigned to work on Martin Luther King Day, President's Day, Columbus Day
or Veteran's Day shall be compensated on a straight time basis for such
hours worked.
15.6 Participating employees as defined in Articles 12.3, 12.4, 12.5 and 12.6
assigned to work on New Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day shall be compensated at the rate of two (2)
times the basic hourly rate for all hours worked.
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�`-d�`5-��� 2'
ARTICLE VX - HOLIDAYS (cont.)
15.7 If an employee other than a Participating Employee is required to work
on a designated holiday, he shall be compensated at a rate of two (2)
times the basic hourly rate for such hours worked.
15.8 The day after Thanksgiving Day and the day before Christmas Day shall be
considered work days. All employees working on these days shall be
compensated on a straight time basis.
- 17 -
ARTICLE XVI - DISCIPLINARY PROCEDURES ' �
16.1 The EMPLOYER shall have the right to impose disciplinary actions
on employees for just cause.
16.2 Disciplinary actions by the EMPLOYER shall include only the
following actions:
16.21 Oral reprimand
16.22 Written reprimand
16.23 Suspension
16.24 Demotion
I6.25 Discharge
16.3 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 22 (GRIEVANCE PROCEDURE) .
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� ARTICLE XVII - ABSENCES FROM WORK
17.1 Employees who are unable to report for their normal work day
have the responsibility to notify their supervisor of such absence
as soon as possible, but in no event later than the beginning of
such work day.
17.2 Failure to make such notification may be grounds for discipline
as provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
� - 19 -
ARTICLE XVIII - SENIORITY � �
18.1 Seniority, for the purposes of this AGREETiErT, shall be defined
as follows:
18.11 "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.
18.12 "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.
18.2 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 in�ury;
is granted to allow an employee to accept an Eppointment to the
unclassified service of the EMPLOYER or to an elected or appointed
fulltime position with the UNION.
18.3 Seniority shall terminate when an employee retires, resigns,
or is discharged.
18.4 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."
Recall from layoff shall be inverse order of layoff, except that recall
rights shall expire after two years of layoff.
18.5 The selection of vacation periods shall be made by class title
based on length of "Class Seniority", subject to the approval
of the EMPLOYER.
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• . ARTICLE XIX - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions
is recognized as an appropriate subject for determination by
the various unions representing employees of the EMPLOYER.
19.2 The EMPLOYER ag�ees to be guided in the assignment of work jurisdiction
- by any mutual agreements between the unions involved.
19.3 In the event ofla dispute concerning the performance or assignment
of work, the unions involved and the EMPLOYER shall meet as soon
as mutually pos�ible to resolve the dispute. Nothing in the
foregoing shalllrestrict the right of the EMPLOYER to accomplish
the work as originally assigned pending resolution of the dispute
or to restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER
and as clarified by Sections 19.2 and 19.3 above shall be subject
to disciplinary action as provided in Article 16 (DISCIPLINARY
PROCEDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption
of work resulting from a work assignment.
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ARTICLE XX - SEPARATION AIvD RETIREMErT � "
20.1 Employees having a probationary or regular employment status
shall be considered separated from employment based on the �
�
I
following actions: �
20. 11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar '
days prior to the effective date of the resignation.
i
20.12 Retirement. All employees shall retire from
employment with the EMPLOYER no later than the last
calendar day of the month in which an employee
becomes seventy years old.
20.13 Discharge. As provided in Article 16.
20.14 Failure to Report for Duty. As provided for in
Article 17.
20..2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER
before the completion of a normal work day.
- 22 -
, ,
ARTICLE X}+II - GRIEVANCE PROCEDURE
22.1 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
w5en so named.
22.2 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.
22.3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appeal of disciplinary action
as provided by 16.3, for the processing of grievances, which are
defined as an alleged violation of the terms and conditions of
this AGREEMENT.
22.4 Grievances shall be resolved in conformance with the following
procedure:
St� 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
- 24 -
. , � ��-i���-
� � ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
employee's supervisor. If the matter is not resolved
to the employee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
the Ulv'ION. The written grievance shall set forth the
nature of tbe grievance, the facts on which it is based,
the alleged sections(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.
- 25 -
ARTICLE XXII - GRIE�'ANCE 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 to 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 response 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
- 26 -
�l� �.5/� ��
� ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
panel of five (5) arbitrators. Both the EMPLOYER
and the UNION shall have the right to strike two
(2) names from the panel. The Union shall strike
the fi�st (lst) name; the EMPLOYER shall then
strike one (1) name. T`�e process will be repeated
I
and th� remaining person shall be the arbitrator.
22.5 The arbitrator $hall 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 suthority to make a decision on any other issue not so
submitted. Thelarbitrator shall be without power to make decisions
contrary to or �nconsistent 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 II�IPLOYER, the UNION, and the employees.
- 27 -
ARTICLE RXII - GRIEVANCE PROCEDURE (CONTINUED)
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute p�stponement that leads to the arbitrators making a
charge, the canceling party or the party asking for the postponement
shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
pays for the record.
22.7 The time limits in each step of this procedure may be extended
by mutual agreement of the EMPLOYER and the UNION.
- 28 -
. _ . ���=i� ��
ARTICLE XXIII - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this
I
AGREEMENT, contract out work done by the employees covered
by this AGREEMENT. In the event that such contracting would '
result in a redufition of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNIOI� a ninety (90)
calendar day not�ce of the intention to sub-contract. �
23.2 The sub-contract�ng of work done by the employees covered
by this AGREEMEN�' shall in all cases be made only to employers
who qualify in a�CCOrdance with Ordinance No. 14013.
- 29 -
ARTICLE XXIV - NOr-DISCRIMINATION . .
24.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the UNION.
24.2 Employees will perform their. duties and responsibilities in
a non-discriminatory manner as such duties and responsibilities
involve other employees and the general public.
- 30 -
� �r �,�- �� � �-
ARTICLE XXV - SEVERABILITY
25. 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. Al1 other
provisions shal� continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations
to place the vo�ided provisions of the AGREEMENT in compliance
with the legisl�tive, administrative, or �udicial determination.
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- 31 -
ARTICLE XXVI - WAIVER
26.1 The EMPLOYER and the UNION acknowledge that during the meeting
and negotiating which resulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
subject concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the
exercise of this right are fully and completely set forth in
this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment
whether specifically covered or not specifically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually
agree to modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
conditions of employment, to the extent they are inconsistent
with this AGREEMENT, are hereby superseded.
- 32 -
� � � ����=����-
• . ARTICLE XXVII - CITY MILEAGE
27.1 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.
27.2 Method of Comput�tion: To be eligible for such reimbursement, all
officers and emp oyees must receive written authorization from the
Department Head. ,
Type 1. If an e�ployee is required to use his/her own automobile
OCCASIONALLY dur ng employment, the employee shall be reimbursed at
the rate of $3.0 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 15� per mile for each
mile actually dr ven.
If such employeelis required to drive an automobile during employment and
the department hlad or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use h�s/her own automobile, then the employee shall be reim-
bursed at the ra�e of 15� 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 vehiele 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.
27.3 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.
27.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the prpcedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall ffle 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.
- 33 -
ARTICLE XXVIII - MATERNITY LEAVE - '
28.1 Maternity Leave. Maternity is defined as the physical state of
pregnancy of an employee, commencing eight (8) months before the
estimated date of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the event
of an employee's pregnancy, the employee may apply for leave
without pay at any time during the period stated above and the
employer may approve such leave at its option, and such leave
may be no longer than one (1) year.
- 34 -
� (�,���'�'-'��C�,3"
ARTICLE XXIX - SEVERANCE PAY
29.1 The employer shall provide a severance pay program as set forth
in this Article.
29.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
29.21 The �mployee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" provisions
of the Public Employees Retirement Association (PERA) . The
"rule of 90" criteria shall also apply to employees covered
by a public pension plan other than PERA.
29.22 The employee must be voluntarily separated from City employment
or h�ve been subject to separation by layoff or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
29.23 The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at
the �ime 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 re
quir�ment.
29.24 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
rein�tatement or reemployment (of any type) , with the City
or w�.th Independent School District No. 625.
- 29.25 The �mployee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from I service.
29.3 If an empl�yee 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.
29.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
- 35 -
ARTICLE XXIX - SE�'ERANCE PAY (cont.) . �
29.5 For the Purpose of this severance 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 will be made to
the employee's estate o- spouse.
29.6 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.
29.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of City Ordinance No. 11490.
29.8 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.
29.9 The provisions of this article shall be effective as of May 1, 1984.
29.10 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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� � (�r'I��-/���-
- . 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, 1988, and
continue in effect from year to year thereafter unless notice
to change or to terminate is given in the manner provided in 30.2.
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.
- 37 -
ARTICLE XXX - DURATION AND PLEDGE (continued) ,
30.32 The EMPLOYER will not engage in, instigate, or
condone any lock-out of employees.
30.33 This constitutes a tentative agreement between
the parties which will be recommended by the City
Negotiator, but is sub�ect to the approval of the
Administration of the City and is also sub�ect
to ratification by the UNION.
AGREED to this 8th day of August, 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 from the
EMPLOYER and the UNION.
WITNESSES:
INTERNATIONAL BROTHERHOOD OF
CITY OF SAINT PAUL ELECT CAL WORKE S, LOCAL 110
cS
BY:
Labor Rel tion rec r si ss Ma ger
BY: BY:
Civil Service Commission
- 38 -
� � ` (,���= ����
� ' APPENDIX A
The classes of positions recognized as being exclusively represented
by the UNION are as follows:
Electrician--General Foreman
Electrician--Foreman
Electrician
L3ghting Maintenance Worker
Apprentice Electrician
S�nior Electrical Inspector
E ectrical Inspector
and other classes of �ositions that may be established by the EMPLOYER
where the scope of the work duties and responsibilities assigned comes
within the jurisdiction of the UI�ION.
- A1 -
APPENDIX B - '
For all normal work weeks established pursuant to the provisions
of Article �III of this contract, which includes Sunday, the following
provisions shall apply and govern:
1. All regular electricians employed prior to January 1, 1976
shall be offered assignment to the work week on a seniority
basis, and all such employees shall have the riRht to refuse
assignment to the workweek. This refusal is subiect to the
provisions listed below. y
2. All regular electricians employed subsequent to January 1,
1976 may be assigned to vacancies in this work week.
3. All regular electricians shall have the right to bid on and
obtain assignment of a position occupied by an electrician
with lesser class seniority within 30 calendar days from the
date that said position was last filled.
4. Any regular electrician may be assigned, on a temporary basis,
to the workweek, to replace an electrician who is absent
because of vacation, illness, paid military leave, jury duty
or any other leave acceptable to both parties. These tem-
porary assignments shall be made on the basis of seniority and
in no instance shall any one employee be required to work on
such temporary basis for more than 15 work days or the total
temporary assignment to exceed 90 work days.
- B1 -
. . ' �-�J` �� ��
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions who are not covered
by the provisions of Article 12.2.
Effective Effective Effective
4-27-85 4-26-86 4-25-87
Electrician . . � . . . . . . . . . . . . $17.69* 17.95* **
Electrician-Fore an . . . . . . . . . . . $18.95* 19.21* **
Electrician-Gene�al Foreman . . . . . . . $19.80* 20.06* **
Electrical Inspe�tor. . . . . . . . . . . $18.95* 19.21* **
Senior Electrica� Inspector . . . . . . . $19.80* 20.06* **
Lighting Mainten�nce Worker
(Hired prio� to May 2, 1981
757 of Ele�trician Rate) . . . . . $13.27* 13.46*
Lighting Maintenance Worker (Hired after May 2, 1981)
0 - 6 months . . 507 of Electrician Rate
7 - 12 months . . 557 of Electrician Rate
13 - 18 months . . 607 of Electrician Rate
19 - 24 months . . 657 of Electrician Rate
25 - 30 months . . 757 of Electrician Rate
The basic hourly wage rate for temporary and emergency employees appointed to
the following classes of positions shall be:
Effective Effective Effective
4-27-85 4-26-86 4-26-87
Electrician . . . . . . . . . . . . . . . $18.40* 18.67* **
Electrician-Foreman . . . . . . . . . . . $19.71* 19.98* **
Electrician-General Foreman . . . . . . . $20.59* 20.86* **
Electrical Inspector. . . . . . . . . . . $19.71* 19.98* **
Senior Electrical Inspector . . . . . . . $20.59* 20.86* **
Lighting Maintenance Worker
0 - 6 months . . 507 of Electrician Rate
7 - 12 months . . 557 of Electrician Rate
13 - 18 months . . 607 of Electrician Rate
19 - 24 months . . 657 of Electrician Rate
25 - 30 months . . 757 of Electrician Rate
*This rate includes 9�7 Vacation Contribution
**The Temporary Rate shall be the May 1, 1987 rate paid by the employer to
employees in comparable classifications under the agreement between Local 110
and NECA. The rate for provisional, regular and probationary employees who
are not covered by the provisions of Article 12.2 shall be the temporary rate
divided by 1.04.
- C1 -
APPENDIX C (continued) ' �
Apprentice Electrician
lst 950 hours. . . 507 of Journeyman Rate
2nd 950 hours. . . 557 of Journeyman Rate
3rd 950 hours. . . 60� of Journeyman Rate
4th 950 hours. . . 657 of Journeyman Rate
Sth 950 hours. . . 707 of Journeyman Rate
6th 950 hours. . . 757 of Journeyman Rate
7th 950 hours. . . 807 of Journeyman Rate
8th 950 hours. . . 85� of Journeyman Rate
The basic hourly wage rate for regular employees appointed to the following
classes of positions, who are covered by the provisions of Article 12.2 of this
AGREEMENT, shall be:
Effective Effective Effective
4-27-85 4-26-86 4-27-87
Electrician . . . . . . . . . . . $17.24 *** *****
Electrician-Foreman . . . . . . . $18.31 *** *****
Electrician-General Foreman. . . . $19.02 *** *****
Apprentice Electrician
(hired prior to March 16, 1974)
(852 of Electrician rate) . . . . $14.65 **** *****
***The 1986 hourly wage rates in this contract will be the rates as shown below
less the cost of sick leave usage for 1985 and less the cost of pensions,
vacations and holidays for 1986 and less the cost of health and life insurance
for the period May l, 1985 thru April, 1986 incurred by the employer for
employees in this bargaining unit.
4-26.86
Electrician . . . . . . . . . . . $23.62
Electrician-Foreman . . . . . . . $24.97
Electrician-General Foreman . . . $25.87
Electrical Inspector. . . . . . . $24.97
Senior Electrical Inspector . . . $25.87
****The 1986 hourly wage rates for Apprentice Electrician (Hired prior to March
16, 1974) shall be 857 of the base rate for Electrician.
- C2 -
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� " *****The 1987 hourly wage rates in this contract for the titles listed below
will be the total package paid by the employer to employees in comparable
classifications in the May 1, 1987 agreement between Local 110 and the National
Electrical Contractors Association less the cost of sick leave usage for 1986
and less the cost of pensions, vacations and holidays for 1987 and less the
cost of health and Iife insurance for the period May 1, 1986 thru April, 1987
incurred by the employer for employees in this bargaining unit. The 1987 hourly
wage rates for Apprentice Electrician (Hired prior to March 16, 1974) shall
be 857 of the base rate for Electrician.
Electrician
Electrician-Foreman
Electriciax�-General Foreman
ElectricallInspector
Senior Elec�trical Inspector
The total compens�ation (wages and fringes) received by employees covered by
this Agreement shall bl'le equivalent in money to the total package paid by the
employer to employees �in comparable classifications in the Agreement between Local
110 and the National E�.ectrical Contractors Association. (NECA)
The total package! cost shall exclude any costs of payments made for industry
promotion and/or adver�isement or any other purposes not directly and clearl}�
beneficial to the public employer.
In the event Loca�. 110 and NECA amend their bargaining agreement to provide for
either a wage or benefit freeze or reduction during the period of this Agreement,
such freeze or reduction shall be immediately applicable to the total compensation
paid to employees covered by this Agreement.
- C3 -
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APPENDIX D �
Effective May 1, 1985, the EMPLOYER shall:
(1) Contribute $1.25 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Health and Welfare Fund.
(2) Contribute $ .55 per hour for all hours worked by participating employees as
defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Pension Fund.
(3) Contribute $ .06 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Apprenticeship Training Fund.
(4) Contribute $ .06 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Seniority Fund.
(5) Contribute $ .52 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Reserve Trust Fund.
(6) Contribute 3� of the gross wages earned by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement
to the Union's designated National Employees Benefit Fund (N.E.B.F.) .
(7) Contribute 9}7 of all wages earned by participating employees as
defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Vacation and Holiday Fund. This contribution
is subject to all payroll deductions.
(8) Contribute $ .50 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Annuity Fund.
(9) Contribute $1.25 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Flexible Benefit Fund.
Effective May 1 , 1986 the employer shall contribute an additional 25C (in addition
to percentage rollup) to the Fringe Benefit Receiving Account.
- D1 -
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APPENDIX "D" (continued)
The EMPLOYER shall establish Workman's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered
by this AGREEMENT sha�l not be eligible for, governed by, or accumulate
vacation, sick leave, holiday, funeral leave, �ury duty, or insurance fringe
benefits that are or �ay be established by Personnel Rules, Council Ordinance,
or Council Resolution.
The EMPLOYER'S fringe benefit obligation to participating employees covered
by this AGREEMENT, as defined in Articles 12.3, 12.4 and 12.5 is limited solely
to the contributions �nd/or deductions established by this AGREEMENT. The
actual level of benef�ts provided to employees shall be the responsibility
of the trustees of th� various funds to which the EMPLOYER has forwarded
contributions and/or �eductions.
- D2 -
APPENDIX E
Pocket Tool Punch and Belt
6" Rule
9" or 10" Aluminum Level
8" Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches 3/8" - 3/4"
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps 6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench
File Rasp 12" 1/2 Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and 4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
Knife
Long Nose Plier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hammer, Ball Peen
- El -
. l ��.s/��a.
APPENDIX E (CONTINUED)
Scratch Awl
Drills - in accordance with Tap sizes 9/32 and 3/8
Fuse Puller
Angle Screw Driver
Tool Box to hold the above tools
The EMPLOYER shall furnish all other necessary tools or equipment.
Employees will be hel� responsible for tools or equipment issued to them,
providing the EMPLOYEI� furnishes the necessary lockers, "gang box" or
other safe place for storage.
The EMPLOYER shall replace with similar tools of equal value and quality
any of the above listed tools which are turned in by an employee which are no
I
longer serviceable beCause of wear or breakage, providing the employee has been
employed for nine (9) continuous months or more.
- E2 -
APPENDIX F
WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL INSPECTORS
As a result of the 1974 settlement, the Parties have established
craft-determined rates for Senior Electrical Inspectors and for
Electrical Inspectors, with the specific understanding that such
agreement is restricted to establishing rates of pay for such clas-
sifications.
It is, consequently, agreed that the Employer in applying Article III -
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.
- Fl -
v�;;�.��,,,=��,;1..\ I .�
}r;:�_�_� Y�l �,���` CITY OI` SAZN� PAY7L ��c-��-e.7loa-
��� �/���`' � �' OF1'ICT+: OI+� THIt: CITX COUNCTL
�R.��'=•`�'1•i�l�Y�a.o. . .
� f]�i}M7iV.`.,ly,r' , �
`'. t }s,_1„3��`C41� �t
��;�\=� ; .�,� D a t e ; Sept. 5, 1985
� �.4:. ._
,,:i-. �- � . .
-��, .
� � COMM (TT' � E �� � EPORT
. - TO = Saint Pau ! City Cou�ci�! �
F R � M = C o rn m iri-ee o n FI NANCE, MANAGEMENT � PERSONNEL
- . � � ' C F�A I R James Sche i bel .
.,.— -- !,; -� - ,� - --�-- -
��.. ��ri,�, ::,'!��' . . � � � .
,• ,`.:�^* :',•T,,x�-�,' . REGULAR COMMITTEE: ' ' ' .. • . � , .
;.', + `,i'.:.:�+'>� . . . .
~:_,�:x:;;-i`:;`�';���� .. :11. APProval of minutes 'f . � ' .
- �: - � -:;.it. • rom meeting heid September 5� 1985. D���-Q� • .
. •'=a`�.+'+�inc, ' ( . , . . _�/ ' .
-, :�l:: : ... ,,. �. . '.• . • ' • ' y ' . .
,.. '"�}'�.1:.., �(_,= . �. .
� : ��' "�t,�;3.��+:; 2.. Reso�lution:, amending Section..3 of the C(vil Service Rules•conc ninq positions . j� ' ��� `
, . � . .
i � } ' ' ` the. Classified Service: (personnel) (Laid ovec from 9/5/85) ", n .
'-•�zrsi�l�'' ��a ": . :' . .. . . . . . ' , , �/ �
� 3 �L��''�...� 3.,. Resolution approving, i9$5-a�-.�i�ns4�+�'��x�lqfeaweqt between the City and , F ..
r t�>_ ;�,+�,,;;_. ::'the 4nttrnat`id�aY 6to!`Rerhood oP. tectriul ��srsy� 110.'(P��e�r�s�,n� el) [ � •,
,��:,.� t; �;,�. • : . . • . , • • , :, ` r . ��d3�1�"'eG..s�� ' •
�:i'��''ar-; '� .4.�.• ResolutiQt► appr.oving 1985r8b.Maintenance Labor�Agreement 6etween the City and th .. ' ' �
" �` � '` '���'• :�� Sheet Metal Workers International Assn.� �ocal' Id. (Personnel) ,��7 �/� ��[/5� � 2 ��
'{ Y,1c11 F �"��",',E • !• . .. ' ' ' . ' . �///�����t—V' �'�' � � " F�t �
: ';, 1 i v
�-w �2N; <���t+-3:: � 5•;. Resolution deleting the title of Legislative Research Asst.• to t e Counc(1 from _ �� �
��`'� _i;' ._;. Grade 24 in the•Pnofessional-Administrative Non-SuperVisor Group�of the-Civi1 .- � t
:� Service Rules and placing it in Grade 24 in t Professionaj-Administrative �: ' � �
..�fKb �'� . . . /�' . � _ �
�� �,;�.� •• �.• Supervi so�s Group. .(Personnel) ��i,�, _. ' ' . � t
�l/�/�.� . . . i .
f�. �` 7 „ . • ' r� . : ' • , ..
`t�1 , +j� ';� : 6. . Re�olution amending the 1985 budget by transferring $4�204 from�General .Govt. Accaunts/ {:"':��':'=
` "�'A,}' i� . � •.;; Cont i ngenc esecve,. to p sonne l Off i ce-Urban Corps l ni ernsh i p Program..�(Personwel) � ` �
s, '.�,ti,� �n��. . . ; . . /� '' . � . , _ . .. . L. • _
. !;n� • , ` ]., Resolutio�� id 4rEjvt e 1 85 budget b transferrin , i 486 •from Contin erit+Reserve
y . Y . 9 $ 7. 9, � .:
� �m'^ ;r ; � ° .to Commu�i ty Serv' es-Parks E creat i on B l dg, Ma i ntenance. (Commun i ty Servi ckes� : E �:
�.�, r S L .. � - • . �J��U� ' •' . • . . . � . !
•r,�,. �, �_ti, , ' •• . 8.: Resolu[ion auChe�r��zi�ng n agreement with the Maternal infant Care Project (MJC) = '
- � ••��:;.:--`f� • St. Paul kamsey Medical CenEer to assure health care'for high-risk Women,� Infants �� °� �
' sh°��' f ' !' � . .and Children Suppl ental/�FeedinJ9 .P gram� (WIC). (Community Servicesj . ' - r ��
Jw\ �� i ; . . � L/ � VV "�'iy � ' ' . ' M�' ' `
�-� '" � • 9.• Regolu[ion autho i i g 'an agreement wrth the State Dept. of. Corrections-Sti I lwater • •�' � _ "
^ �; Co�rectional Facility for the establishment of a nd.ing library lationship with k " • '
i:,` :.=�' ' the Division of Lib�aries. (Community Services}��/}���o � ' '
:�' �� ��� C..flC..._
� •� 10:: Resolution amendfng the 1985 Capital (mprovement Budget by.transferring $655,040_ ••
''�"�'� � ' � ', to the.Ford Pkwy, Reconsfruction Project.fro the.1985 Contingency and Burlington - ' � '�
` . Road Project. (Public Works) n,���G�`+"`�. . � • . . . � .
'.: <��: .:. HIJ � � . �' � . .
� ` ' 11. • Resolution amendtng the �1985 budget by adding $7,930 to the Financing Plan andcSpending i �
. � •. ..:,.;:.. . , �
, :::.:.:., .. • Plan for Finance Special Projec -Treas�ry/�pe� piscal Service. (Finance,.-Dept.) ' • . -
':;:�`''';.'' � � , 1����� ' Ti �J - ' ' ` ' . . ' • ,
_, , , 12. Resolution au�horizing'an ag e e t� wit the Minnesota 5'tate Agricul�tural 5ocig�y. _
=.'..: ;: _ . . .
, .,,.�� : � ' (State Fa,i� Bmard) whereby the CiCy will provide various poTic 'services during� .• � .
� !: , • I _ period September 4, 1985: to August�17, 1986. (pol ice• Oept.) - �77 �y ���_��\+� . 1.
. . •'� .•Y'. ' �. -.. . , � ._ � J�.i��� . .
� ..r ..•/. • _. .... . . ._.. _ . �'�'�.��__..'._•. •... .� � .__ `.• . ._._. ..._ t �'♦ .• •, • ______•' ' . • - • , .. .'" . . . .
. . ' • � • . � . � . .� '
CITY HALL 4 �
• SEVENTH FLOOR SAINT PAUL. T4INNESOTA 55]02
�c'��,: