85-1263 WHITE - CITV GLERK
PINK - FINANCE GITY OF SAINT PALTL .F1eci1N0. p��_,°2 j/�.
CANAf7�V - DEPARTMENT �
BIUE - MAVOR
ouncil Resolution
Presented y
Referred_To �� IV�l"1� L�= Committee: Date � ' 3��S�
Out of Committee By Date
RESOLVED, that��� the Council of the City of Saint Paul hereby approves
and ratifies the attache�i 1985-1986 Maintenance Labor Agreement between the City
of Saint Paul and the Sh�et Metal Workers International Association, Local 10.
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COUNCILMEN Requested by Department of:
Yeas Nays �
Drew PERSONN OFFICE
N cos a � jn Favor ,. �
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Sonnen �__ Against BY
Tedesco '
piissn
Adopted by Council: Date `'�CP � 9 1985 Form Ap ved Cit rne
Certified P- •e Counci , r BY
By
Appr by 1�favor: Dat
' 1985 Appro ed y Mayor Eor Sub si Council
By By ,
�UBLISNED S'F�P 2 � 1985
1 Personnel Office , DEPARTMENT C�/`-'�✓r�°��3 NO 3351 .
Jeanette Sobania CONTACT �
4221 PHONE
8-16-85 DATE / Q'/�r� ,, e�
ASSIGN NUMBER FOR ROUTING ORDE (Cli All Locations for Si nature :
1 Department Director 3 t/Mayor
Finance and Management Ser ices Director 4 City Clerk
Budget Director
2 City Attorney
WHAT WILL BE ACHIEVED BY TAKIN ACTION ON THE ATTACHED MATERIALS? (Purpose/
This resolution approves a two- ear agreement between the City and 'e����`���t�INetal Workers
Local 10. This new agreement i cludes the additional holiday of Martin Luther King Day. It
also includ� a wage & benefit p ckage increase based on the outside union settlement. The
total package increase is .42 p r hour. The second year increase is .48 per hour plus one
paid holiday (Labor Day). This agreement now includes language which states that the City's
total package costs a�hall be eq al to the outside union package costs.
COST/BENEFIT BUDGETARY AND PE ONNEL IMPACTS ANTICIPATED:
2 city employees. RECEIVED
May, 1985 thru April, 1986 $1 ,747
May; 1986 thru April, 1987 �2,304 AUG 1 9 1985
CITY ATTORNEY
FINANCING SOURCE AND BUDGET ACT VITY NUMBER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amount of Transaction: quired if under
$10,00Q)
Funding Source:
Activity Number: `
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ATTACHMENTS List and Number All Attachments) : �
. AUG� U i�8�
2. Copy1for�City C1erk ��f�Y��sOf�rlC�
DE ARTMENT R IEW CITY ATTORNEY REVIEW �
Yes ` Council Resolution Required? Resolution Required? Yes No
Yes o Insurance Required Insurance Sufficient? Yes No �j/�
Yes No Insurance Attached
(SEE RE ERSE 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 as,pects of the decision. Costs and benefits related both to City
budget (General Fund and/or Special Funds) and to broader financial impacts (cost
to users, homeowners or other groups affected by the action) . The personnel impact
is a description of change or shift of Full-Time Equivalent (FTE) positions.
If a CONTRACT amount is less than $10,000, the Mayor's signature is not required,
if 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 1. Initiating Department
2. Department Accountant 2. City Attorney
3. Department Director 3. Director of Management/Mayor
4. Budget Director 4. City Clerk
5. City Clerk
6. Chief Accountant, F&MS
COUNCIL RESOLUTION (Amend. Bdgts./Accept. Grants) COUNCIL RESOLUTION (all others)
1. Department Director l. 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 time of routing.
Note: Actions which require City Council Resolutions include:
l. 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 Go�ernment under which they are providing
funding.
• 8. Budget amendments.
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1985 - 1986
MAINTENANCE LABOR AGREEMENT
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THE CITY OF SAINT PAUL
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SHEET METAL kTORKERS
INTERNATIONAL ASSOCIATION
LOCAL 10
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ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of Agreement 5
VI Proba�ionary Periods 6
VII Philo�ophy of Employment and Compensation 7
VIII Hoursjof Work g
IX Overti:me 9
X Call �ack 10
XI Work Location - Residency 11
XII Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Severa�ce Pay 16
XVI Holida�s 1$
XVII Discip�inary Procedures 19
XVIII Absences From Work 2p
XIX Senior�ity 21
XX Jurisd�.ction 22
XXI Separation 23
XXII Tools 24
XXIII Grievance Procedure 25
XXIV Right of Subcontract 29
XXV Non-Di�crimination 30
XXVI Severability 31
XXVII Waiver� 32
XXVIII City M leage Plan 33
XXIX Durati�n and Pledge 34
Appendi�x A A1
Appendi�x B B1
Append''x C C1
Append� D D1
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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 Sheet Metal Workers
International Associ�tion Local 10 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 CITY,
the UNION, and the individual employees will best serve the needs of the
general public.
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� ARTICLE I - PURPOSE
1.1 The FMPLOYER 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 consi�stent with the safety and well-being of all
concerned;
1.12 Set forth rates of pay, hours of work, and other
conditio}�s 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 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 26 (SEVERABILITY) .
III
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ARTICLE II - RECOGNITION �
2.1 The EMPLOYER recognizes the UNION as the exclusive representative
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2
as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-513-A dated May 15, 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 determi.ne 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 authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages
of employees covered by this AGREEMENT for any other
labor organization.
4.12 The UNION shall indemnify and save harmless the
EMPLOYER from any and all claims or charges made
against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 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 AGREEMF.NT 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) months' 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 aay 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 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 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 AGREEMEN�; 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.
8.3 If, during the term of this AGREEMENT, it is necessary in the
EMPLOYER'S judgment to establish second and third shifts or a
work week of other than Monday through Friday, the UNION agrees
to enter into negotiations immediately to establish the conditions
of such shifts and/or work weeks.
8.4 This section shall not be construed as, and is not a guarantee of,
any hours of work per normal work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain
at an assigned work location until the end of the established work
day unless otherwise directed by their supervisor.
8.6 All employees are subject to call-back by the EMPLOYER as provided
by Article 10 (CALL-BACK) .
8.7 Employees reporting for work at the established starting time and
for whom no work is available shall receive pay for two (2) hours,
at the basic hourly rate, unless notification has been given not
to report for work prior to leaving home, or during the previous
work day.
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• � ARTICLE IX - 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 work�d in excess of eight (8) hours in any one
normal woxk day and
9.22 Time work�d 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 holiday as defined in Article 16
(HOLIDAYS) ;
9.32 Time worked on a seventh (7th) day following a
normal work week; and
9.33 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
compensatedl at the rate of one and one-half (1}) .
9.4 For the purposes o� calculating overtime compensation overtime hours
worked shall not b� "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 as determined 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 receivP a minimum of four (4) hours
pay at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject
to the minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal
work day shall complete the normal work day and be compensated
only for the overtime hours worked in accordance with Article 9
(OVERTIME) .
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� ARTICLE XI - WORK 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 oth�r work locations at the discretion of the EMPTOYER.
11.2 Employees assigr�ed to work locations during the normal work day,
other than thei�{ original assignment, and who are required to furnish
their own transp�ortation shall be compensated for mileage.
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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 for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be subject to
all other provisions of the AGREEMENT, but shall not have hourly
fringe benefit contributions and/or deductions made on their behalf
as provided for by Article 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions including life, hospital and health insurance
for early retirees who have retired since February 1, 1975.
In order to be eligible for the health benefits under the
early retiree provision, the employee must:
12.21.1 Be receiving benefits from a public employee
retirement act at the time of retirement.
12.21.2 Have severed his relationship with the City of
Saint Paul under one of the early retiree plans.
12.21.3 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.
12.22 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 XV in
this Agreement.
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• ARTICLE XII - WAGES - (continued)
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, te�porary, and emergency employees shall be considered, for
the purposes of ithis AGREEMENT, participating employees and shall be com-
pensated in accolydance 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 All regular emplbyees employed after February 15, 1974, shall be considered,
for the purpose vf 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, 1986 provisional, probationary and regular
participating employees shall be eligible for a paid holiday for
Labor Day, the first Monday in September in accordance with the
St. Paul Salary Plan and Rates of Compensation.
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' ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN
14.1 The selection of personnel for the class of position Sheet
Metal Foreman shall remain solely with the EMPLOYER.
14.2 The class of position Sheet Metal 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 EMPLOYF.R 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.
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 90" or the "rule of
85" provisions of the Public Employees Retirement Association
(PERA) . The "rule of 90" and the "rule of 85" 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 subjpct 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 re-
quirement.
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
reinstater�ent 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
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 or spouse.
15.6 For the purpose of this severance program, a transfer from the
City of Sai�t Paul employment to Independent School District No. 625
employment is not considered a separation of employment, and such
transferee lshall 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 June 30, 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 recieiving 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 11
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 other than Labor Day shall be compensated at the rate
of two (2) times the basic hourly rate for all hours worked. Participating em-
ployees as defined in Articles 12.3, 12.4 and 12.5 working on Labor Day shall
be recompensed for work done on this day by being granted compensatory time on
a time and one-half basis or by being paid on a time and one-ha].f basis for
such hours worked, in addition to his regular holiday pay.
16.6 If an employee other than a Participating Employee entitled to a holiday is
required to work on Martin Luther King Day (effective 1986) , President's Day,
Christopher Columbus Day, or 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 other
than a participating employee entitled to a holiday is required to work on New
Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or
Christmas Day, he shall be recompensed for work done on this day by being
granted compensatory time on a time and one-half basis or by being paid on a
time and one-half basis for such hours worked, in addition to his regular
holiday pay. Eligiblity for Holiday pay shall be determined in accordance
with Section I, Subsection I of the St. Paul Salary Plan and Rate of Compen-
sation.
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� ARTICLE XVII - DISCIPLINARY PROCEDURES
17.1 The EMPLOYER shsll have the right to impose disciplinary actions on
employees for j�st cause.
17.2 Disciplinary ac�ions by the EMPLOYER shall include only the
following actio�s:
17.21 Oral re�brimand
17.22 Writtenlreprimand
17.23 Suspens�on
17.24 Demotion
17.25 Dischar�e
17.3 Employees who ane 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 tt�e 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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ARTICLE XVIII - ABSENCES FROM WORK "
18.1 Employees who are unable to repo'rt' 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, shal.l 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 in�ury; 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 ha�ve the right to reinstatement in any lower-paid 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", subject to the approval of the EMPLOYER.
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ARTICLE XX - JURISDICTION � �
20.1 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.
20.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction
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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� � ������ � 3
� � 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 teXminated at the discretion of the EMPLOYER before the
completion of a normal work day.
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�� �'S- /�� 3
- 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 bargainir_g
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
i
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 pro-
cessed 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 detri�ental 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
AGREEMEIVT, the employee involved shall attempt to
resolve the matter on an informal basis with the
employee�'s supervisor. If the matter is not resolved
- 25 -
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 �LOYER'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.
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� � � ��_,�� 3
- 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 fullowing 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 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 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 first (lst) name; the EMPLOYER
st�all then strike one (1) name. The process will be repeated and
the remaining person shall be the arbitrator.
- 27 -
ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) '
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.
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.
- 28 -
. ,
� �� -,�� 3
• ARTICLE XXIV - RIGHT OF SUBCONTRACT
24.1 The EMPLOYER map, at any time during the duration of this
AGREEMENT, contract out work done by the employees covered
by this AGREEMENT. In the event that such contracting would
result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give thr_ UNION a ninety (90)
calendar day notice of the intention to sub-contract.
24.2 The sub-contracting of work done by the employees covered
,
by this AGREEMEN� shall in all cases be made only to employers
who qualify in a�cordance with Ordinance No. 14013.
'�
I
- 29 -
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 non-membership in the UNION.
25.2 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 -
. , ,
. @,� ��- /� �v 3
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. Al1 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.
- 31 -
y r •
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.
- 32 -
. , ,
G'� �..�-/�� 3
. ' 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 represpntative 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 15� 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.
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 h�r 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.
- 33 -
ARTICLF. XXIX - DURATION AND PLEDGE -
29.1 This AGREEMENT shall become effective as of the date of signing,
except as specifically provided otherwise in Articles 12 and 13,
and shall remain in effect through the 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 29.2.
29.2 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 noti.ce 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.
29.3 In consideration of the terms and conditions of employment estab-
lished by this AGREEMENT and the recognition that the GRIEVANCE
PROCEDURE herein established is the means by which grievances con-
cerning its application or interpretation may be peacefully resolved,
the parties hereby pledge that during the term of the AGREEMENT:
29.31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in
which employees fail to report for duty, will-
fully absent themselves froM work, stop work,
slow down their work, or absent themselves in
whole or part from the full, faithful perfor-
mance of their duties of employment.
- 34 -
. . �
, �l�= ��"��� 3
� ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The EMPLOYER will not engage in, instigate,
or condoa�e any lock-out of employees.
29.33 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, the City
Council and is also subject to ratification by the
Associat�ton.
AGREED to this $th day of August1985, and attested to as the
full and complete und�rstanding of the parties for the period of time herein
specified by the sign�ture of the following representative for the EMPLOYER
and the ASSOCIATION: I
WITNESSES:
SHEET METAL k'ORKERS INTERNATIONAL
CITY OF SAINT PAUL ASSOCIATION, LOCAL 10
f• 7 .-''� .� �
,,,� � ' <.,-" 1
;=
,`� r , .
I 1.�' �•' .�.'11.7�(,,,.:/"..
La or Relatio�-�ir c r - B si ss Manager '
� `_
Civil Service Commission
I
- 35 -
, � .
APPENDIX A °
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Senior Mechanical Inspector-Sheet Metal,
Sheet Metal Worker - Foreman,
Sheet Metal Worker,
Apprentice,
Sheet Metal Inspector;
and other classes of positions that may be established by the EMPLOYER
where the duties and responsibilities assigned come within the jurisdiction
of the UNION.
- Al -
♦ � 1 �
��� ��-/��v �
.. � APPENDIX B
Tool Box
Whitney, Small
Crescent ti�rench or set of Open End Wrenches
Center Punches
Hacksaw Frame
Chisels
Sma11 Hand Tongs
6' Folding Rule
Screw Driver
Scratch Awls
Pliers
Snips,, Straight-aviation L and R
Hammers (Tinners)
Dolly Bar
Combination Square
Prick Punch
10' Tape
Dividers
I
I
- B1 -
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
April 27, 1985 April 26, 1986
Sheet Metal Worker. . . . . $18.08* $18.54*
Sheet Metal Worker Foreman. $19.23* $19.69*
Sheet Metal Inspector . . . $19.23* $19.69*
Senior Mechanical
Inspector-Sheet Metal. . . $20.00* $20.46*
The basic hourly wage rate for temporary and emergency employees appointed
to the following class of positions shall be:
Effective Effective
April 27, 1985 April 26, 1986
Sheet Metal Worker. . . . . $18.80* $19.28*
Sheet Metal Worker Foreman. $20.00* $20.48*
Sheet Metal Inspector . . . $20.04* $20.48*
Senior Mechanical
Inspector-Sheet Metal. . . $20.80* $21.28*
*These rates include the taxable vacation deduction.
- C1 -
i , , ��dr� — �oZ �3
�•
APPENDIX C (continued)
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 employees in such a way that the total cost of the package
(wage rate plus cont�ibutions) remains constant.
The total compe sation (wages and fringes) received by employees covered by
this Agreement shall be equivalent in money to the total package paid by the
employer to employee� in comparable classifications in the Agreement between
Local 10 and the Twin City Division of the Sheet Metal, Air Conditioning and
Roofing Contractors Association.
The total package cost shall exclude any costs of payments made for industry
promotion and/or advertisement or any other purposes not directly and clearly
beneficial to the public employer.
In the event Local 10 and any sheet metal contractor affiliated or not
affiliated with the Twin City Division of the Sheet Metal, Air Conditioning and
Roofing Contractors Association and doing business in the seven county metropolitan
area agree to a total commercial package different from the above total commercial
package and which is less than the above total package, such differences shall be
immediately applicable to the total compensation paid to employees covered by this
Agreement.
i
il'
- C2 -
. . .
APPENDIX D
Effective May 1, 1985, the EMPLOYER shall:
(1) contribute $1.51 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 Welfare Fund.
(2) contribute $1.36 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 Local Pension Fund. For employees covered by the
former Minneapolis Sheet Metal Union Local Funds this amount shall
be $ .78 per hour.
(3) contribute $0.42 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 Supplemental Retirement Fund. For employees covered
by the former Minneapolis Sheet Metal Union Local Funds this amount
shall be $1.00 per hour.
(4) contribute $ .36 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 National Pension Fund.
(5) deduct $1.60 per hour for all hours worked from the earnings of
participating employees as defined in Articles 12.3, 12.4 and
12.5 of this AGREEMENT, and forward to a Vacation Fund.
(6) contribute $ .12 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 Funds.
The above contributions may be increased or decreased as long as the applicable
hourly rates in Appendix C for participating employees are decreased or increased
by the same total amount.
All contributions and deductions made in accordance with this Appendix shall
be forwarded to depositories as directed by the UNION.
The EMPLOYER shall establish Workman's Compensation and Unemployment Compen-
sation programs as required by Minnesota Statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as defined
in Articles 12.3, 12.4 and 12.5 is limited to the contributions and/or deductions
established by this AGREEMENT. The actual level of benefits provided to employees
shall be the responsibility of the Trustees of the various funds to which the
EMPLOYER has forwarded contributions and/or deductions.
- D1 -
rti��/��r�� � Cxm�r or S�.zivT �'.�tr� �����°�� �
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k��f+ �;.::»,��..:Y . .: .
y'�t� �._3:�1C_C°��t� i�� � � . .
;:►,� -_ >` _�, D a t e ; Sept. 5, 1985
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� � CO (VIM [TT' � E � REPORT
� . � TO = Salnt Pau l Cifiy Cou� ci�t �
FE� OM = COIYIC�IIrt@� Oh FINANCE, MANAGEMEN7 � PERSONNEL
- . � � ' C k�A I R James S che i be 1 .
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:r::^��c.;t_1-. ; � . . • .. ' . . : . . ;
„-, ,�C'�� - , .
'' "� ' " '."j',. • � :il•. �Approva{ of minutes .from meeting heid September 5. 1985. � �jJ--e� ''
�. --.:�'�..,.�+:;^" • • .!. . . p . � : :
',•:r,,-;�;;�,.:, �;_.; � •.. , • . � �. �
,, .•;�.:.;.".`e�:��;�}:' 2•• Reso�lution:, amending Section..3 of the Civ(1 Service Rules�conc ning positions , �� ' '�� `
.x., ,_ �r �t •• : ' ' the Classified Service: (personnel') (Laid ovec from 9/5/85) �1�"p � � .
, .a'�,, � ' �� �•;�• . : � . . .
�jrt,�yt T2 d �. . - .• .• _ . . , , . .
-s,��''�.,'z • 3. Resolution approvfng, 1985-87 Maintenance Laboc Agreement between the City and F,.
; �,,���,,'y�~��� , :��the lnternationai Brotherhood oF• Electrical Workers, L al 110. '(Pers nel) ' ( .,�.� •,
r t- ,,_�. �; ��� , , .'• ; ,. • , • ' • . . . ,
�="�s�a�'""+' .4.:. Resolution apqr.QVing 1985-86.Na{�te�nce Labor�llgreeme" nt 6etweeet th��and th . • ' `
�.��;;; ,��:�'- � '`.�; Sheet N�fiai tiidrk�ers'Inc�tiat�onal A�sn., lccaC i0. {parsonnel) � . � t .�
,� ' t,"`,.`�F . " �.• _ . . . . ���, , ' ;`�i '
•-w �"�; :',;�.fr ��=5, �• 5.;. Resolution deleting the title of Legislative Research Asst.• to t e Council �from 1 i � -
".'`F��., �.�L �j�y+, . _.,�_i. Grade 24 in the•Protessional-Administrative Non-SuperVisor Group�of�the:Civil � . -- r . - _ � t .,
� _�. Service Rules and placln9 it in Grade 24 in t ProfessionaJ-Administrative � � �
t�t �n � � ..
>.-� , � ;� ° . Supervi so�s Group. .(Personnel) �� . • ' � L
.� � . .
� '` '` �� i . �. . . . . � . .. . . . i ..
•`'°.^•;-::.-�:.' : 6. . Re�olution amendin
;��'���_r�;_;,,,���� N _ � g the 19a5 budget by t�ansferring $4�204 from General .Govt. Accouncs/ ti::':•''=`r''..,, :
.�� t - � • . , Contingent es•erve,. to P so�nel Office-Ur6an Corps internship Program.. (Persot�el) �
� s. . ..s.�,' `��" . � ; ' . . ,` . ' . i �. • '.
�. �r
r,'n'! ,'�� � ".].: RBSO�Ut10 m�E(id'I�]��t e 1 85 6udget by transferring.$17,486 •f.rom Contin ent Reserve °
9. . r
� ; f-i.n'^ Y .! � i .to Community Serv' es-Parks 6 creation B1dg. Maintenance. (Community Servicies� � �`
`�� r s s: ' , . : . � ���U�►/�-� ' •' . • . . ;
.y,p.- r,�.;n,,,.,. � •• . 8.: Resolution authd�2ing n agreement with the Maternal (nfant Care Project (MtC) '
z��:•�='�•!=•:.:������ ' St. Paul Ramse Medical Center to assure health care�for hi h-risk Women Infants �-• �� ��"��:��
' 'f,, ��'�� !' � . and Ch i l dren S u l e en ta l Feed i n9 .P gram 9 � ' .
j pp . (WIC). (Community Services) , i ��� �'
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'• ` '' } . • 9.� Reso lutlon aut ho � i g n agreemen[ with the State Dept. of. Corrections-Stillwater • ' _ -�
� ���; Correccional Facility for [he establishment of a nd.ing library lationship witN � "" : '
,+:,�?�:=• ' the Division oF Lib�aries. (Community Services) E�n�,l� �•
.�', . � ��� t/
• - �r 10��: Resolution amending the 1985 .Capital lmprovement Budget hy.transferring $655,000 . �
"`" '�'���° � ', to the.Ford Pkwy. Reconstruction Project•.fro the.1985 Contingency and Burlingcon • ' '• '
' , Road Projecc. (Publ ic Norks)��y..,�Gh�, �. � �. � . . , �� .
',: .-�: .:. /(i �_ . . ;� � . .
• ' ' 11. � Resolution amending the .1985 budgec by adding $7 930 to the Financing Plan and�[Spending i �
. � .•. ..;,.::.. , �
' 'r:`..?,':• •. . ' Plan far Flnance Special Projec -Treas�ry'/lSpecial Fiscal Service. (Finance;�Dept.) � • .•
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!'.'�'�` '. � � 12. Resolution authorizing'an ag e e t• wit the Mtnnesota $'tate Ag�ricul�tur•al Soc:igty. " � � '
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- . . . ' (State Fa.i� Board) whereby the �Cicy will provide various polic 'services during� •• • -
.< �i� , • period Sepcember 4, 1985 to August�l7, 1986. (police Dept.) ' • "
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