85-1625 WHITE - CITY CLERK �
PINK - FINANCE G I TY OF SA I NT PA LT L Council y/�'
CANARV - DEPARTMENT Fi1C NO. rJ� �`��
BLUE� - MAVOR
oun il Resolution
Presente By .� ��r
Referred To �l�l�"�� l,(=' Committee: Date �� ' ����J
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul approves and ratifies
the attached 1985-1986 Agreemen't between the City of Saint Paul and theInternational
Association of Machinists and Aerospace Workers AFL-CIO.
COUNCILMEN Requested by Department of:
Yeas p�� Nays
Masanz PER FICE
Nicasia
[n Favor
Scheibel �
�aooa. Against By
Tedesco
W ilson
Adopted by Council: Date OCC � 2 1985 Form A rove y Ci y t ey
c
Certified Pa Council et BY �
/ /By.
A►pprov v r: Date �Fl� �J 8� �1PPco by Mayor for Su mi n t �Council
By
PU@�1SNE� C E� `' 1 198�
� :
Personnel . DE PARTMENT ��5' �� NO 3 3 7
Jeanette Sobania CONTACT
���� PHONE ���� ��
10-31-85 DATE
� ASSIG NUMBER FOR ROUTING ORDER (Cli All Locations for Si nature :
Department Director 3 Director of Management/Mayor
Finance and Management Services Director c� City Clerk
Budget Director
�'City Attorney
WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpose/
Rationale) :
This resolution approves the 1985-1987 Agreement between the City and the Machinist's District
Lodge No. 77. The changes in the new agreement include the following Articles. _
1 . Administrative Service Fee ($6.00 per year per employee) REC EIVED
2, Insurance
3. Holidays (Martin L. King Day added) ,S -�
4. Duration (�ipper Clause and termination date) ��� ��� 4 1S85
5. Wages (.50 per hour lst year - 4� the 2nd year) \\
COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATED: CITY ATTO�ZNEY
C�ECEiV�D
57 employees
July 6, 1985 thru July 4, 1986 $59,280 N OV 4 �9$5
July S, 1986 thru July 3, 1987 61 ,651 �AAYOR'S OFFICE
FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amount of Transaction: quired if under
$10,00Q) -
Funding Source:
Activity Number:
ATTACHMENTS (List and Number All Attachments) :
1 . Resolution
2. Copy for City Clerk
DEP TMENT RE IEW CITY ATTORNEY REVIEW
es Coancil Resolution Required? Resolution Required? es No
Yes o nsurance Required? Insurance Sufficient? Yes No ��
Yes �nsurance Attached:
(SEE REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/84
HOW TO USE THE GREEN SHEET
The GREEN SHEET has several PURPOSES:
l. 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 re�iewers to make
decisions on the documents and eliminates follow-up contacts that may delay execution.
The COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS heading provides space to explain
the cost/benefit aspects of the decision. Costs and benefits related both to City
budget (General Fund and/or Special Funds) and to broader financial impacts (cost
to users, homeowners or other groups affected by the action) . The personnel impact
is a description of change or shift of Full-Time Equivalent (FTE) positions.
If a 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 frec�uent 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 l. Initiating Department
2. Budget Director 2. City Attorney
3. City Attorney 3. Director of Manaqement/Mayor
4. Director of Ma.nagement/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 attachmen�s. �f the �
Green Sheet is well done, no letter of transmittal need be included (unless sigriing
such a letter is one of the requested actions) .
Note: If an agreement requires evidence of insurance/co-insurance, a Certificate of
Insurance should be one of the attachments at time of routing.
Note: Actions which require City Council Resolutions include:
1. Contractual relationship with another governmental unit.
2. Collective bargaining contracts.
3. Purchase, sale or lease of land.
4. Issuance of bonds by City.
5. Eminent domain.
6. Assumption of liability by City, or granting by City of indemnification.
7. Agreements with State or Federal Government under which they are providing
funding.
8. Budget amendments.
�� �'�-/���
JULY, 1985 THRU JUNE, 1987
LABOR AGREII�IENT
BETWEEN
THE CITY OF SAINT PAUL
AND
DISTRICT LODGE N0. 77
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS AFL-CIO
, ��s-��� l
, INDEX
ARTICLE TITLE PAGE
I Recognition 1
II Definitions 2
III Maintenance of Standards 3
IV Check Off and Administrative Service Fee 4
V Union Rights 5
VI Management Rights 6
VII Discipline 7
VIII Hours, Overtime Pay g
IX Tool Insurance and Clothing 9
X Jury Duty 10
XI Legal Services 11
XII City Mileage 12
XIII Insurance 13
XIV Holidays 16
XV Vacation 17
XVI Grievance Procedures lg
XVII Savings Clause 22
XVIII Severance Pay 23
XIX Wage Schedule 25
XX Strikes, Lockouts, Work Interference 26
X.YI Sick Leave 27
XXII Maternity Leave 28
XXIII Safety Shoes 29
XXIV Duration and Effective Date 30
Appendix A A1
- ii -
�,�,c�,S-��as'
THIS AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND DISTRICT LODGE 4�77,
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-CIO.
This agreement has been entered into between the City of Saint Paul,
hereafter referred to as the EMPLOYER, and District Lodge �i77, International
Association of Machinists and Aerospace Workers AFL-CIO, hereafter referred
to as the UNION. This AGREEMENT has as its purposes, the promotion of
harmonious relations between the EMPLOYER and the UNION, the establishment
of an equitable and peaceful procedure for the resolution of differences and
the establishment of rates of pay, benefits, hours of work, and other
conditions of employment. The parties hereto pledge that they shall pursue
the above objectives in full compliance with the requirements of the Public
Employment Labor Relations Act of the State of Minnesota of 1971, as amended.
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i
�.._ �s���s
ARTICLE I - RECOGNITION
1 .1 The EMPLOYER recognizes the UNION as the sole and exclusive bargaining
agent for the purposes of establishing wages, benefits, hours and other
conditions of enployment for all of its employees as outlined in the
certification by the State of Minnesota, Bureau of Mediation Services,
dated August 15, 1973, in :ase No. 74-PR-77-A, and as set forth below:
All regular, probationary, and provisional vehicle and equipment
maintenance personnel who are employed by the City of St. Paul or
who have their "terms and conditions of employment" established by
the governing body of the City of St. Paul in the classifications
of Audio-Visual Equipment Repairman, Auto Body Repairman, Auto
Body Repairman Helper, Auto Washer, Equipment Repairman, Fire
Buildings Repairer, Fire Equipment Serviceman, Food Service Equipment
Specialist Helper, Machinist, Mechanic-Welder, Parking Meter Repair
Worker, Parts Runner, Tire Repairman, Traffic Sign Worker, Utilityman,
Utilityman I, Vehicle Mechanic, Vehicle Mechanic Leadworker, Vehicle
Maintenance Worker (Heavy) , Vehicle Maintenance Worker (Light) , Vehicle
Mechanic Trainee, Welder and Welder Leadworker, excluding supervisory,
confidential, temporary, emergency and employees exclusively represented
by other labor or employee organizations.
1.2 The parties agree that any new clzssifications which are an expansion
of the above bargaining unit or which derive from the classifications
set forth in this agreement shall be recognized as a part of this
bargaining unit, and the parties shall take all steps required under
the Public Employment Relations Act to accomplish said objective.
- 1 -
ARTICLE II - DEFINITIONS
2.1 Collective Bargaining. The EMPLOYER will bargain collectively with the
UNION with respect to rates of pay, hours and conditions pertaining to
employment for all of the employees in the unit hereinbefore set forth.
2.2 Discrimination. The EMPLOYER will not interfere with, restrain or
coerce the employees covered by this AGREEMENT because of inembership in
or activity on behalf of the UNION. The EMPLOYER will not discriminate
in respect to hire, tenure of employment or any term or condition of
employment against any employee covered by this AGREEMENT because o�f
membership in or activity on behalf of the UNION, nor will it discourage
or attempt to discourage membership in the UNION, or attempt to encourage
membership in another Union.
2.3 This AGREEMENT shall designate and define benefits with the exception
of pension benefits that shall be granted to the employees by the
EMPLOYER. If subsequent to this AGREEMENT, any governing body passes a
provision which shall create a cost benefit for a employee in this
unit, the cost of such benefit shall be paid by the employee until such
time as the responsibility of the cost is subsequently negotiated.
This provision shall not compel either party to reopen negotiations
during the course of an existing contract.
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��,5--/G�
ARTICLE III - MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages,
hours of work, overtime differentials, vacations, and all other general
working conditions shall be maintained at not less than the highest
minimum standard as set forth in the Civil Service Rules of the City of
Saint Paul, (Resolution No. 3250) and the Saint Paul Salary Plan and
Rates of Compensation at the time of the signing of this AGREEMENT,
and the conditions of employment shall be improved wherever specific
provisions for improvement are made elsewhere in this AGREEMENT.
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ARTICLE IV - CHECK OFF AND ADMINISTRATIVE SERVICE FEE
4.1 Dues. The II�iPLOYER agrees to deduct the UNION membership dues once
each month from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall
be certified to the EMPLOYER by a representative of the UNION and the
aggregate deductions of all employees shall be remitted together with
an itemized statement to the representative by the first of the
succeeding month after such deductions are made or as soon thereafter
as is possible.
4.2 Fairshare. Any present or future employee who is not a UNION member
shall be required to contribute a fair share fee for services rendered
by the UNION. Upon notification by the UNION, the EMPLOYER shall check
off said fee from the earnings of the employee and transmit the same to
the UNION. In no instance shall the required contribution exceed a pro
rata share of the specific expenses incurred for services rendered by
the representative in relationship to negotiations and administration
of grievance procedures. This provision shall remain operative only so
long as specifically provided by Minnesota law and as otherwise legal.
4.3 The Union agrees that an administrative fee of $6.00 per employee, per year
shall be deducted by the employer from the employee's earnings. This annual "
deduction shall be made from the first paycheck received in January of each
year.
4.4 The UNION will indemnify, defend and hold the �LOYER harmless against
any claims and all suits, orders or 3udgments brought or issued against
the EMPLOYER, its officers or employees, as a result of any action
taken or not taken by the EI�LOYER under the provisions of this section.
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. . ��si��5
ARTICLE V - UNION RIGHTS
S.1 The UNION may designate employees within the bargaining unit to serve
as Union Stewards.
5.2 The UrTION shall furnish the EMPLOYER and appropriate department heads
with a list of Stewards and alternates, and shall, as soon as possible,
notify said appropriate City officials in writing of any changes there*_o.
Only those who are Officers and Stewards shall be recognized by the
EI�LOYER for the purpose of ineetings.
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ARTICLE VI - MANAGEMENT RIGHTS
6.1 The UNION recognizes the right of the EMPLOYER to operate and manage
its affairs in all respects in accordance with applicable laws and
regulations of appropriate authorities. The rights and authority which
the EMPLOYER has not officially abridged, delegated, or modified by
this AGREEMENT are retained by the EMPLOYER.
6.2 A public employer is not required to meet and negotiate on matters of
inherent managerial policy, which include, but are not limited to, such
areas of discretion or policy as the functions and programs of the
EMPLOYER, its overall budget, utilization of technology, and organizational
structure and selection and direction and number of personnel.
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' ARTICLE VII - DISCIPLINE ���-/��5/
7.1 The EMPLOYER will discipline employees for �ust cause only. Discipline
will be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
e) Discharge.
7.2 Employees and the UNION will receive copies of written reprimands and
notices of suspension and discharge.
7.3 Discharges will be preceded by a five (5) day preliminary suspension
without pay. During said period, the employee and/or LTNION may request,
and shall be entitled to a meeting with the Employer Representative who
initiated the suspension with intent to discharge. During said five
(5) day period, the EMPLOYER may affirm the suspension and discharge in
accordance with Civil Service Rules or may modify, or withdraw same.
7.4 Grievances relating to this Article shall be processed in accordance
with existing Civil Service procedures, except that oral and written
reprimands shall be taken up in the grievance proce�ure under
Article XVI.
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ARTICLE VIII - HOURS, OVERTIME PAY
8.1 Hours of Employment-- The normal work day and the normal work week
shall be 8 hours excluding } hour for lunch in any twenty-four hour
period and 40 hours in any seven-day period. (For employees on a shift
basis, this shall be construed to mean an average of forty hours a
week:) The normal work week shall consist of five consecutive normal
�
work days.
8.2 Call-in-Pay-- When an employee is called to work he shall receive two
hours' pay if not put to work. If he is called to work and commences
work, he shall be guaranteed four hours pay. These provisions, however,
shall not be effective when work is unable to proceed because of adverse
weather conditions.
8.3 Overtime-- Time on the payroll in excess of the normal hours set forth
above shall be "overtime work" and shall be done only by order of the
head of the department.
8.4 An employee shall be recompensed for work done in excess of the normal
hours 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 overtime work.
The basis on which such overtime shall be paid shall be determined
solely by the EI�LOYER. The overtime rate of one-and-one-half shall be
computed on the basis of 1/80th of the bi-weekly rate.
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. ��5-i�a.�'
ARTICLE IX - TOOL INSURANCE AND CLOTHING
9.1 The EMPLOYER will provide three changes of coveralls per week in
accordance with existing practices.
9.2 The EMPLOYER agrees to reimburse employee for tools damaged by fire or
vandalism or for tools as may be stolen; however, such liability for
reimbursement shall only apply in the event that the employee's tools
are stored on the EMPLOYER'S premises and in such places as IIKPLOYER
shall designate, and, further, only if the tools are destroyed or
stolen in their entirety as a result of a fire, vandalism or proven
theft from the EMPLOYER'S premises.
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ARTICLE X - JURY DUTY
10.1 Any employee who is required during his regular working hours to appear
in court as a juror or witness except as a witness in his own behalf
against the City, shall be paid his regular pay while he is so engaged,
provided however, that any fees that the employee may receive from the
court for such service shall be paid to the City and be deposited with
the•City Finance Director. Any employee who is scheduled to work a
shift, other than the normal daytime shift, shall be rescheduled to
work the normal daytime shift during such time as he is required to -
appear in court as a juror or witness.
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. ��s i�a5
ARTICLE XI - LEGAL SERVICES
11.1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the EMPLOYER shall defend, save harmless and indemnify an
employee, and/or his estate, against any claim or demand, whether
groundless or otherwise, arising out of an alleged act or omission in
the performance and scope of the employee's duties.
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ARTICLE XII - CITY MILEAGE
12.1 Automobile Reimbursement Authorized - Pursuant to Chapter 92A of the
St. Paul Legislative Code, as amended, pertaining to reimbursement of
City officers and employees for the use of their own sutomobiles in the
performance of their duties, the following provisions are adopted.
12.2 Method of Co�putation - To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Mayor. Reimbursement shall be made in accordance with one of the
following plans:
Type l. For those officers and employees who are required to use
their own sutomobiles occasionally for official City
business, reimbursement at the rate of 14 cents for each
mile driven.
Type 2. For those officers and employees who are required to use
their own automobiles on a regular basis on City business,
reimbursement at the rate of $2.50 for each day of work,
and in addition thereto at the rate of 7.5 cents for
each mile driven.
12.3 Rules and Regulations - The Mayor shall adopt rules and regulations
governing the procedures for sutomobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file
daily reports indicating place of origin and destination and applicable
mileage ratings thereat and indicating total miles driven, and shall
file monthly affidavits stating the number of days worked and the
number of miles driven, and further required that they maintain automobile
liability insurance in amounts not less than $100,000/300,000 for
personal in�ury, and $25,000 for property damage. These rules and
regulations, together with any amendments thereto, shall be maintained
on file with the City Clerk.
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. ��',5���a5
ARTICLE XIII INSURANCE
13.1 The employer shall contribute an amount set forth below to a fund which
shall be established and administered by the union for the purpose of
securing health, life, medical and hospitalization insurance benefits
for members of this unit. The responsibility of securing such insurance
programs shall be that of the union.
13.2 Effective January 1, 1986, for each eligible employee covered by this Agreement
who selects single insurance coverage, the Employer will contribute $102.30
per month.
13.3 Effective January 1, 1986, for each eligible employee covered by this Agreement
who selects family insurance coverage, the Employer will contribute $152.17
per month.
13.4 Any cost in premiums for single or family insurance coverage in excess of the
amounts stated in Articles 13.2 and 13.3 above shall be paid by the Employee.
13.5 Eligibility for the employer's monthly contribution shall begin the first day
of the seventh month following the employee's employment by the Employer.
Eligibility shall continue each month thereafter during which the employee
is on the payroll the first workday.
13.6 The administration of any insurance programs established by the union for
the protection of the members of this unit and eligible early retirees
shall be the sole responsibility of the union. The union shall be respon-
sible for the implementation, solicitation, enrollment, eligibility, and
payment of premiums for insurance programs established pursuant to this
article.
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ARTICLE XIII - INSURANCE (cont.)
13.7 All contributions and deductions described above shall be forwarded to de-
positories as directed by the union. The union shall notify the employer of
the name of the employee and the amount to be contributed or deducted from the
employees'payroll, and the employer shall take the necessary steps to make such
contributions and payroll deductions and to forward the amounts to the Trust
Fund designated by the Union. If an employee does not consent to the amount of
deduction set forth by the union, the employer shall not be responsible for
failure of premium payment.
13.8 It shall be the responsibility of the union to advise employees as to their
health and hospital insurance status, benefits, and rights.
13.9 For employees who retire after the time of execution of this Agreement and
prior to January 1, 1987 and until such employees reach sixty-five (65) years
of age, the Employer will for the period of this Agreement contribute such
insurance payments as are provided by the Employer for such employees at the
time of their retirement. Said payments shall be made to the Trust Fund
designated by the Union.
13.10 For employees who retire after December 31, 1986, the Employer will dis-
continue making any insurance payments upon the date of retirement. The
Employer's final insurance payment for such employees will be for the month in
which the employee retires. Continued insurance caverage for such retirees
will be provided through District 77's Health and Welfare Fund subject to rules
of the fund.
13.11 Effective January 1, 1987, all retirees who retired after December 31, 1981
who are sixty five years of age or older or upon reaching sixty-five (65) years
of age will be covered by the Union's Insurance Plan at no cost to the
Employer. Insurance coverage will be provided through District 77's Health
and Welfare Fund subject to rules of the fund.
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�����a5�
ARTICLE XIII - INSURANCE (cont.)
13.12 In order to be eligible for the benefits under the early retiree provision
in Articles 13.9 above the employee must:
a) Be receiving benefits from a public employee retirement
act at the time of retirement.
b) Have severed his/her relationship with the City of
Saint Paul under one of the early retiree plans.
c) Inform the Personnel Office of the City of Saint Paul in
writing within 60 days of employee's early retirement date
that he/she wishes to be eligible for early retiree insurance
benefits.
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ARTICLE XIV - HOLIDAYS
14.1 Holidays recognized and observed. The following days shall be recognized
and observed as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Columbus Day
Presidents' Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
�ao floating holidays
Eligible employees shall receive pay for each of the holidays listed
above, on which they perform no work. Whenever any of the holidays
listed above shall fall on Saturday, the preceding Friday shall be
observed as the holiday. Whenever any of the holidays listed above
shall fall on Sunday, the succeeding Monday shall be observed as the
holiday.
14.2 The floating holidays set forth in Section 14.1 above may be taken at
any time during the contract year, subject to the approval of the
department head of any employee.
14.3 Eligibility Requirements. In order to be eligible for a holiday with
pay, an employee's name must appear on the payroll on any six working
days of the nine working days preceding the holiday; or an employee's
name must appear on the payroll the last working day before the holiday ;
and on three other working days of the nine working days preceding the
holiday. In neither case shall the holiday be counted as a working day
for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall
receive holiday pay.
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_ @���-���s
ARTICLE XV - VACATION
15.1 In each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service Vacation Granted
Less than 8 years 15 days
After 8 years thru 15 years 20 days
After 15 years and thereafter 25 days
15.2 Employees who work less than full-time shall be granted vacation on a
pro rata basis.
15.3 The head of the department may permit an employee to carry over into
the following year up to ten days' vacation.
15.4 The above provisions of vacation shall be subject to the Saint Paul Salary
Plan and Rates of Compensation, Section I, Subdivision H.
15.5 If an employee has an accumulation of sick leave credits in excess of
one hundred and eighty days, he may convert any part of such excess to
vacation at the rate of one-half day's vacation for each day of sick
leave credit.
15.6 The maximum number of days' vacation allowed by the conversion of sick
ieave credits shall be no more than five days in any one year so that
the maximum vacation time which may be taken in any one year shall be
forty days including the regular vacation period.
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ARTICLE XVI - GRIEVANCE PROCEDtTRES
16.1 The EMPLOYER shall recognize stewards selected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
16.2 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.
16.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
Article VII, for the processing of grievances, which are defined as an
alleged violation of the terms and conditions of this AGREEMENT.
Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to resolve
the matter on an informal basis with the employee's
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ARTICLE XVI - GRIEVANCE PROCEDURES �a� /���
(continued)
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 UNION. The
written grievance shall set forth the nature of the
grievance, the facts on which it is based, the alleged
section(s) of the AGREEMENT violated, and the relief
requested. Any alleged violation of the AGREEMENT not
reduced to writing by the UNION within seven (7) calendar
days of the first occurrence of the event giving rise to
the grievance or within the use of reasonable diligence
should have had knowledge of the first occurrence of the
event giving rise to the grievance, shall be considered
waived.
Step 2. Within seven (7) calendar days after receiving the
written grievance a designated Employer Supervisor shall
meet with the Union Steward and attempt to resolve the
grievance. If, as a result of this meeting, the grievance
remains unresolved, the EMPLOYER shall reply in writing
to the UNION within three (3) calendar days following
this meeting. The UNION may refer the grievance in
writing to Step 3 within seven (7) calendar days following
receipt of the EMPLOYER'S written answer. Any grievance
not referred in writing by the UNION within seven (7)
calendar days following receipt of the EMPLOYER'S answer
shall be considered waived.
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ARTICLE XVI - GRIEVANCE PROCEDURES (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 II�PLOYER 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 II�LOYER and the
UNION within seven (7) calendar days after notice has
been given. If the parties fail to mutally agree upon
an arbitrator within the said seven (7) day period,
either party may request the Public Employment Relation
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
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' ARTICLE XVI - GRIEVANCE PROCEDURES ` ��`/�a�
(continued)
' strike the first (lst) name; the EMPLOYER shall then
strike one (1) name. The process will be repeated and
the remaining person shall be the arbitrator.
16.4 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' 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.
16.5 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 representatives
and witnesses. If either party desires a verbatim record of the pro-
ceedings, it may cuase such a record to be made, providing it pays for
the record.
16.6 The time limits in each step of this procedure may be extended by mutual
agreement of the EMPLOYER and the UNION.
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ARTICLE XVII - SAVINGS CLAUSE
17.1 This AGREEMENT is subject to the laws of the United States, the State
of Minnesota, and the City of St. Paul. In the event any provision of
this AGREEMENT shall hold to be contrary to law by a court of competent
jurisdiction from who final judgment or decree no appeal has been taken
within the time provided, such provision shall be voided. All other
provisions shall continue in full force and effect.
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. ���-���,�
ARTICLE XVIII - SEVERANCE PAY
18.1 The employer shall provide a severance pay pro�;ram as set forth in
this Article.
18.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
18.21 The employee 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) .
18.22 The employee must be voluntarily separated from City employment
or have been subject to separation by layoff or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City Severance pay program.
18.23 The employee must have at least ten (10) years of service under
the classified or unclassified Civil Service at the time of
separation.
18.24 The employee must file a waiver of re-employment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
18.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
18.3 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.
18.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
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ARTICLE XVIII - SEVERANCE PAY (continued)
18.5 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 may be made to the employee's
estate or spouse.
18.6 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.
18.7 The manner of payment of such severance pay shall be made in accordance
with the provisions of City Ordinance No. 11490.
18.8 This severance pay program shall be subject to and governed by the pro-
visions 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.
18.9 An employee may, in any event, and upon meeting the qualifications of
this article or City Ordinance No. 11490, as amended by City Ordinance
No. 16303, section 1, section 6, draw severance pay. However, an
election by the employee to draw severance pay under either this
article or the ordinance shall constitute a bar to receiving severance
pay from the other.
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� ARTICLE XIX - WAGE SCHEDULE �� /���
19.1 The wage schedule for purposes of this contract shall be Appendix A,
attached hereto.
19.2 The Vehicle Mechanic Leadworker rate will be 25C per hour higher than
the Vehicle Mechanic rate.
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ARTICLE XX - STRIKES, LOCKOUTS, WORK INTERFERENCE
20.1 The UNION and the EMPLOYER agree that there shall be no strikes, work
stoppages, slow-downs, sitdown, stay-in, or other concerted interference
with the EMPLOYER'S business or affairs by any of the said UNION and/or
the members thereof, and there shall be no bannering during the existence
of this AGREEEMENT without first using all possible means of peaceful
settlement or any controversy which may arise. Employees engaging in
same shall be liable for disciplinary action.
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. @��s-i��s
ARTICLE XXI - SICK LEAVE
21.1 Sick Leave With Pay. During any period in which an employee is absent
from work on sick leave with pay, the employee shall not be employed or
engaged in any occupation for compensation outside of his regular city
employment . Violation of the provision of this paragraph by any
employee shall be grounds for suspension or discharge.
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ARTICLE XXII - MATERNITY LEAVE
22.1 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.
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ARTICLE XXIII - SAFETY SHOES � �`����0��
23.1 The EMPLOYER agrees to pay $10.00 toward the cost of each pair of
safety shoes purchased by an employee that is a member of this unit.
The EMPLOYER shall contribute toward the cost of two pair of shoes per
year and shall not be responsible for any additional cost for any
additional shoes thereafter. This reimbursement of $10.00 per pair of
shoes shall be made only after investigation and approval by the
immediate supervisor of that employee. This $10.00 per pair of shoes
contribution to be made by the EMPLOYER shall apply only to those
employees who must wear protective shoes or boots for their employment.
- 29 -
ARTICLE XXIV - DURATION AND EFFECTIVE DATE
24.1 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. Any and all prior agreements, resolutions, practices, policies or
rules or regulations regarding the terms and conditions of employment to the
extent they are inconsistent with this agreement are hereby superseded. In
those areas where Civil Service Rules are not inconsistent with this agreement
the Civil Service Rules shall continue to be in effect.
24.2 Except as herein provided this agreement shall be effective as of the date it
is executed by the parties and shall continue in full force and effect through
June 30, 1987. Either party desiring to amend or modify this agreement shall
notify the other in writing so as to comply with the provisions of the Public
Employment Labor Relations Act of 1971.
24.3 This constitutes a tentative agreement between the parties which will be re-
commended by the City Negotiator, but is sub�ect to the approval of the
Administration of the City, the City Council and is also sub�ect to rati-
fication by the Union.
WITNESSES:
CITY OF SAINT PAUL DISTRICT LODGE N0. 77, INTERNATIONAL
ASSOCIATION OF MACHINISTS AND
AEROSPACE WORKERS AFL-CIO
, �
BY: ` (,,L� �,
or tio ir ctor Business Manager
BY: BY:
Civil Service Commission
DATED THIS 29th DAY OF October , 1985
- 30 -
APPENDIX A ��`S /���
- The wage rates and salary ranges for classifications in this unit are shown below:
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 6, 1985 JAN. 4, 1986 JULY 5, 1986
Auto Body Repairman $14.18 $14.09 $14.65
Machinist 14.18 14.09 $14.65
Mechanic-Welder 14.18 14.09 $14.65
Tire Repairman 13.64 13.55 $14.09
Vehicle Mechanic 14.18 14.09 $14.65
Vehicle Mechanic Leadworker 14.45 14.36 $14.93
Welder 14.18 14.09 $14.65
Welder Leadworker 14.45 14.36 $14.93
Auto Body Repairman Helper:
Starting 60� of Auto Body Repairman Rate
after 6 months 65Z of Auto Body Repairman Rate
after 1 year 70� of Auto Body Repairman Rate
after 2 years 75� of Auto Body Repairman Rate
after 3 years and thereafter 80� of Auto Body Repairman Rate
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 6, 1985 JAN 4, 1986 JULY 5, 1986
START 6 MOS START 6 MOS START 6 MOS
Audio Visual Equipment
Repairman $12.00 $12.70 $11.91 $12.61 $12.39 $13.11
Auto Washer 9.39 9.88 9.30 9.79 9.67 10.18
Equipment Repairman 11.55 12.22 11.46 12.13 11.92 12.62
Fire Buildings Repairer 11.55 12.22 11.46 12.13 11.92 12.62
Fire Equipment Serviceman 11.55 12.22 11.46 12.13 11.92 12.62
Parking Meter Repair Worker 11.55 12.22 11.46 12.13 11.92 12.62
Traffic Sign Worker 11.55 12.22 11.46 12.13 11.92 12.62
*Utilityman 11.55 12.22 11.46 12.13 11.92 12.62
Utilityman I 10.66 11.26 10.57 11.17 10.99 11.62
Vehicle Maintenance Worker (Heavy) 11.55 12.22 11.46 12.13 11.92 12.62
Vehicle Maintenance Worker (Light) 10.66 11.26 10.57 11.17 10.99 11.62
EFFECTIVE 7-6-85 EFFECTIVE 1-4--86 EFFECTIVE 7-5-86
START 6 Mos. 1 Yr. START 6 Mos. 1 Yr. START 6 Mos 1 Yr.
Food Service Equip. -
Specialist Helper $7.67 $7.92 $8.22 $7.58 $7.83 $8.13 $7.88 $8.14 $8.46
- A1 -
APPENDIX A (continued)
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 6, 1985 JAN. 4, 1986 JULY 5, 1986
START 6 MOS 1 YR START 6 MOS 1 YR START 6 MOS 1 YR
Parts Runner $6.65 $7.42 $8.22 $6.56 $7.33 $8.13 $6.82 $7.62 $8.46
Communications
Technician Helper $7.47 $7.72 $8.22 $7,38 $7.63 $8.13 $7.68 $7.94 $8.46
Vehicle Mechanic Trainee
First 2,000 hours 607 of the Vehicle Mechanic base rate
Third 1,000 hours 65� of the Vehicle Mechanic base rate
� Fourth 1,000 hours 707 of the Vehicle Mechanic base rate
Fifth 1,000 hours 75' of the Vehicle Mechanic base rate
Sixth 1,000 hours 807 of the Vehicle Mechanic base rate
Seventh 1,000 hours 85� of the Vehicle Mechanic base rate
Eighth 1,000 hours 90' of the Vehicle Mechanic base rate
The above July 6, 1985 rates represent a $0.50 per hour increase over the July 1,
1984 rates.
The above January 4, 1986 rates represent a $0.09 per hour decrease from the July 6,
1985 rates. (The .09 per hour is being added to the Employer's insurance con-
tribution.)
The above July 5, 1986 rates represent a four percent (4�) increase over the
January 1, 1986 rates.
- A2 -