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84-80 WMITE - CITV CLERK � PINK - FINANCE • G I TY OF SA I NT PAU L Council �y,/ {�/y CANARV - OEPARTMENT File NO. v • - vO BLUE - MAVOR 1 C unci Resolution P�resented By �Referred To � ��d� �� —s�'O '�T � Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1984-1985 Collective Bargaining Agreement between the City of Saint Paul and the International Union of Operating Engineers, Locals 36 and 967, representing the Custodial and Operating Engineers Bargaining Unit. Approved: � � V Chairman, Civ 1 Service Commissi n COUIVCILMEN Requested by Department of: Yeas Fletcher Nays � � �R�� PERSO FICE Masanz In Favor NiPo�le scne�bei _ Against BY Tedesco Wilson Adopted by Council: Date JAN 2 6 198�4 Fotm A oved by ity r �, Certified P•_ e 3 Counc' ecreta BY sy t�ppr v by 1�lavor. Z Appr d y Mayor for Sub is on Council B Pt�B!.lSHED rC B 4 1984 �'.� ��``.\ CI�Y' OF S11I\�� 11.�.L C�� O �' O !) ;�� I� +,' - �._�.L..��.c_�;l�'� y oz,�,ici, oF rl•�rr ciz�:� cou�ci� � �� :� Fi..�..�ar-:I .i ! ,�.:.•►'�•::..: . �� : , ::. - -`=i , D a t e . January 19, 1984 ��, ._ ... �,/ �. .. �;:,:ti_....�. _ . COMM (T`�' � E R E PO RT � T0 = � qtn? PaU [ Cit� Co� � � il - - FPQ (� = COZY1t7i1IT�`�� Oh FINANCE C H A t R James Scheibel . . l. Approval of minutes from meeting held January I2, 1983. -��OV�t� +•¢.-p % ' r - - ` 2. Resolution approving a Joint Powers Agreement ��ith the County of Ramsey whereby � the City will operate and maintain the Harriet Island-Lilydale Regional Park and provide police and fire pro�ection and corapensation to Lilydale for prose- cution within the park. (Community Services) PtPt�i20�ltp ' � -0 r 3. Resolution amending the 1983 Capital Improvement Budget and transferring �45,000 from Unallocated Reserve to Sun Ray Library Renovation��o Jplet�nQ _ (Comm. Serv.) , ��o � . Re ol ion appro 'ng additio to the 84 bud t and a ropriati�S� $1,218,900 � to the 'nanci�ing P and to�th Spendin Pla f Pa�k�s Recr�atidn Spec�al , � ._ : . ___ .,. ""�'t��s�...,u A�t.� T�. -3..` � ices. mmunity erv'�es) ?� OJr.D O�_ -� � � � 5. Resolution amending 1984 budget and transferring $39,368 from Contingent Reserv� Specified to Public jVorks Traffic Operations and A7aintenance (laid over from �./5)OV�i 6. Resolution approving additions to the 1984 budget and appropriating $20,912 to the Financing Plan and ^�45,816 to the Spending Plan for Traffic, Signal�s, Lighting --_ � 1�laintenance Fund. (laid over from 1/5) RflP:2DJfD ��Q-t> t " 7. Ordinance amending Chapter 86 of the Saint Paul Administrative Code; providing for the designation by the biayor of a person i,rho would be authorized to sign contracts -.�-.�_,_.. r _. . .. _ . -. on the hiayor's behalf. (laid over from 1/5) �1'a D�lf.1� � l�-l-b-�'�{• � � 8. Resolution approving severance pay payments and providing for those enployees C resigning in 1983 as well as in the four preceding years their severance pay ontions. (Personnell .�P�� 0.�`K ; 9. Administrative Resolution revising the..series,_of technical positions in the Human Rights Department. (Personnel) �P�� "� � ,l 10. Administrative Resolution changing the title of hianpo«er Director to neputy Director-Job Creation and Training in the Salary Plan and Rates of Coirrpensation Resoluti,,on. (Personnel) ��`�'l3"""� . ..:�.--�� ._ . - . 21. Resolution approving the 1984 I�iemorandum of Understandino pertain�n to - employees holding the title of Assistant Fire Chief. (Personnel) ��„ � "�! 12. Resolution amending Section 28 of the Civil Service Rules concerning Appoint- ment above the Ati.nimum. (Personnel) �� '�W,�� -� • .. �.. . _ 13. Resolution approving the 1984 Collective Bargaining Agreement between the City of St. Paul and the St. Paul Police Supervisory Group. (Personnel)�P�„�� Q 14. Resolution approving the 1984-1985 hlemorandum of Understanding pertaining to the Civic Center Stage Employees. (Personnel) r�P2l�V'��3��1�`�=0 " ` � .�;,� :Xr�:�:3.ti-;:...�._.:�.. 15, Resolution approving the 1984-1985 Collective Bargaining �lgreement between the City of St. Paul and the Professional Employee Association. (Person�el) ��; �. - _ 16. Resolieti� ��tg �fie 1984-1985 :�pll�ctia�e.�:;aaaa�-l�-�-��-•� the C`ity of St. Paul and t In ernatis�na.i Union of Operating Eri•g��eErs, Locals 36 and 967. (Personnel) �F��A""^`�' 0.�� _. �- � 17. An administrative ordinance amendina the Civil Service Rules pertaining to the � ��.� �� position of Deputy Director-Job Creation and Training. �'f�-'�RU�� " y::.��, � pR��pi► 18• An ordinance pertaining to the division of manpower programs. A � �°��dEr� �y..o; �. �r- �'�gv Personnel Office __ UEPARTt�1ENT , � ,�ean t p S�h�„�x .�____��ONTACT . 298 4221 . ° PHONE � �� , December 20, 1983 DATE �� . (Routing and Explanation Sheet) Assign Number for Routing Order (Clip All Locations for Mayoral Siqnature): ` Department Director > Czty Attorney � Mayor ,�--y 1- `,-� � _ �`� Fi nance and. Management Servi ces Di rector [��;�;; � _ io83 �i City C1erk _ _ y Budget Di rector �`:y ' - �' ` . _ What W�11 be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale): This resolution approves the 1984-1985 Agreement between the City of St. Paul aad the Operating Engineers Locals 36 and 967. The changes in this aew Agreement are shown on the attached sheet. � Financia] , Budgetary and Personnel Impacts Anticipated: 1984 � 1985 � �agas g14,325 .120,041 � Iasurance 15,142 unknown Funding Source and Fund Activity Number Charged or Credited: Attachments (List and Number all Attachrr�nts� : 1. Resolution 2. Agreemeat 3. Copy for City Clerk �; DEPARTMENT REVIEW CITY ATTORNEY REVIE�1 Yes No Council Resolution Required? Resolution Required? r/ Yes No Yes No Insurance Required? Insurance Sufficient? Yes � No��' Yes No Insurance Attached7 Revision of October, 1982 ISPp RPVPrsp Sidp for 'instructions) � �f= ��/-�`� ' Operating Engineers, Locals 3�i & 967. 1. Article 7.3 � Overtime. Overtime may be paid in cash or compensatory time, at the option of the employer. Previously it was at the option of the employee. 2. Article 11 Severance Pay. New Standard Severance Pay Plan increasing max- imum pay from $4,000 to $6,500. 3. Article 15 Insurance. Employee to continue paying the amounts currently bein g paid. The City will pick-up premium increases in October, 1984 and October, 1985. 4. Wages Effective January 7, 1984, 5% increase across the board. Effec- tive January 5, 1985, 5% increase across the board. . �� '�-�d� , . � 1984 - 1985 LABOR AGREEMENT - between - THE CITY OF SAINT PAUL - and - INTERNATIONAL UNTON OF OPERATING ENGINEERS LOCAL 36 AND LOCAL 967 �f- �y-�'� , , , � . ' I N D E X ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Def initions '2 III Dues - Fairshare 3 IV Union Rights 4 V Seniority 6 VI Management Rights � VII Hours, Premium Pay $ VIII Leaves of Absence 10 IX Military Leave of Absence 11 X Jury Duty 13 XI Severance Pay 14 XII Mileage 16 XIII Working Out of Classification 17 XIV Discipline 18 XV Insurance 19 XVI Holidays 22 XVII Vacation 24 XVIII Grievance Procedure 25 XIX Residency 29 XX Wage Schedule 30 XXI Strikes, Lockouts, Work Interference 31 XXII Terms of Agreement 32 Appendix A - Wages A1 - ii - i/�-- jlL�-�(� C� a , , • ' � ' P R E A M B L E THIS AGREEMENT, BY AND BETWEEN THE CITY OF SAINT PAL1L AND LOCAL UNIONS N0. 36 AND N0. 967, INTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO. � This AGREEMENT has been entered into between the City of Saint Paul, hereafter referred to as the EMPLOYER, and Local Unions No. 36 and 967, International Union of Operating Engineers, AFL-CIO, hereafter referred to as the UNION. This AGREEMENT has as its purpose, 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. - iii - C,�- ��-�� , � 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 employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, under Case No. 73-PR-449-A, as amended, to read as follows: All regular, probationary, and provisional engineering and building maintenance personnel who are employed by the City of St. Paul or who have their "terms and con- • ditions of employment" established by the governing body of the City of St. Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 100 work days per year in the following classifications: Assistant Superintendent of Stadium, Building Main- tenance Supervisor-TVI, Chief Operating Engineer-- Civic Center, Civic Center Plant Helper, Custodian, Custodian-Engineer I, Custodian-Engineer I--Library, Custodian-Engineer I--Public Safety, Custodian-Engineer II, Custodian-Engineer--Library, Custodian-Engineer III, Custodian-Engineer III--Library, Custodian-Engineer IV, Custodian-Exigineer V, Filter Plant Operator I, Filter Plant Operator II, Custodian (Light Duty) , General Matron, House Custodian II, Instrument Repairman (Filter Plant) , Lime Recovery Operator, Maintenance Man, Operating Engineer I, Operating Engineer II, Pumping Engineer I, Pumping Engineer II, Pumping Engineer III, Security Officer, Sewer Pumping Station Operator, Stadium Supervisor, Stationary Engineer, Stationary Fireman, Supervising Stationary Engineer, Watchman II, Watchman-- Water Department, Water Plant Aide, Trainee (Custodian- Engineer) ; excluding supervisory, managerial, clerical, confidential, temporary and emergency employees, those exclusively represented by other labor or employee organizations, and all other employees. 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this bargaining unit� and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. - 1 - ' • �. , ' , ARTICLE II - DEFINITIONS . 2.1 Collective Bargaining. The EMPLOYER will bargain collectively with the UNION and with respect to rates of pay, hours and other conditions , pertaining to employment for all of the employees in the unit herein- � before set forth. 2.2 Maintenance of Standards. The EMPLOYER agrees that a11 conditions of employmerit relating to wages, hours of wark, overtime differentials, vacations, and 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 �his AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. 2.3 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 of membership in or activity on behalf of the UNION, nor will it discourag� or attempt to discourage membership in the UNION, or attempt to encourage membership in another UNION. - 2 - . . �F �'y�d , . . ARTICLE III - DUES - FAIRSHARE 3.1 Dues. The EMPLOYER agrees to deduct the UNION membership initiation fee assessments and once each month dues from the pay to those employees who individua.11y request in writing that such deductions be made. The amounts to be deducted shall be certified to the E�IPLOYER by a representative of the UNION and the aggregate deductions of all employees shall be remitted together with an itemize� statement to the representative by the first of the succeeding month after such deductions are made or as soon there- af ter as is possible. 3.2 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 negotiation and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 3.3 The UNION will indemnify, defend and hold the EMPLOYER harmless against any claims made and against any suits instituted against the City, its officers or employees, by reason of negligence of the UNION in requesting or receiving deductions under this Article. The City will indemnify, defend and hold the UNION harmless against any claims �ade and against any suits instituted against the UNION, its officers or employees by reason of negligence on the part of the EMPLOYER in making or forwarding deductions under this Article. - 3 - . ' - , • ARTICLE IV - UNION RIGHTS �.1 The LNION may desfgnate employees within the bargaining unit to serve as Union Stewards and shall be required to administer this AGREEMENT. . 4.2 The UNION shall furnish the EMPLOYFR and appropriate Department Heads , and Labor Relations Director with a list of Stewards and alternates, and, shall, as soon as possible, notify said appropriate City officials in writing of any changes thereto. Only those who are Officers and Stewards shall be recognized �y the EMPLOYER for the purpose of ineetings. 4.3 There shall be no deduction from the pay of a Steward when directly involved in meetings with management relating to the administration of this AGREEMENT during working hours. 4.4 Designated Union Representatives shall be permitted to visit employees on 3ob siCes and at department buildings during working hours for the purpose of the administration of this contract. 4.5 Shop Steward. One shop steward from each department will be allowed to accompany an employee's authorized representative during regular working hours for the purpose of wage, salary, or fringe benefit discussions or other problems of their particular concern involving employees of the City of St. Paul under the following conditionsa 4.51 That only one employee fram any one department be allowed to leave his work. 4.52 That the steward be expected to attend these meetings on his own time when they are held outside of his regular working hours. 4.53 That adequate notice is given to the department heads so that permission may be obtained. - 4 - . � � GF ��-�'U , . . ARTICLE IV — UNION RIGHTS (continued) 4.54 That the steward has officially been designated as such by the UNION that he represents. 4.55 Union Conventions. Duly elected UNION delegates shall be granted time off without pay for one week to attend such convention. Vacation or compensatory time may be used for this purpose. The UNION shall give at least ten working days � advance notice of the employees who will be participating in such conventions. � - 5 - . � � f . ARTICLE V - SENIORITY 5.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows : The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was f irst certified and appointed to a class title covered by this AGREEMENT, it being further understood that senior�ty fs confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee`s rank on the eligible list from which certif3cation was madeo 5.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 5.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 5.4 In cases where there are promotional series, such as Custodian-Engineer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, employees who have held lower titles in the bargaining unit will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 5.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. 5.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. - 6 - . . � C�� '° t . ARTICLE VI - MANAGEMENT RIGATS 6.1 The UNION recognizes the right of the �IPLOYER 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 of 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. - 7 - ARTICLE VII - HOURS, PREMIUM PAY . ' , , . 7.1 Hours of Employment. The normal work day and the normal work week shall � be 8 consecutive hours in any 24-hour period and 40 hours •in any 7-day period. (For employees on a shift basis, this shall be construed ta mean an average of forty hours a week.) The normal work week shall con5ist of 5 consecutive normal work days. �dithin the Division of Libraries, the normal ; work �aeek shal.l consist of 5 consecutive normal work days followed by two (2) consecutive days off. 7.2 Call-in-Pay. When an employee is called to work he shall receive two hours' pay if not put to worlca If he is called to work and coumiences work, he shall be guaranteed four straight time hours` pay. These pro- visions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.M of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduZed workday is less than four hours. 7.3 Overtime. Time on the payroll in excess of the normal hours set forth above shall be "overtime work" and shall be done only by the order of the head of the department. 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 over- time work. The basis on which such overtime shall be paid s�all be determined solely by the Employer. The overtime rate of one �nd one-half shall be computed on Che basis of 1/80th of the bi=weekly rate. 7.4 Premium Pay. To any employee who works on a regularly assigned shift, beginning earlier than 6 a.m. or ending later than 6 p.m. provided that at least five hours of the shift are worked between the hours of 6 p.m. and 6 a.m. , there shall be paid a night differential for the entire shift. _ g _ . �� , . ARTICLE VII - HOURS, PREMIUM PAY (continued) To any employee who works on a regularly assigned shift, beginning earlier than 6 a.m. or ending later than 6 p.m. , but less than five hours of the shift are worked between the hours of 6 p.m. and 6 a.m. , there shall be paid a night differential for the hours worked between the hours of 6 p.m. and 6 a.m. 7.5 The night differential shall be 5% of the base rate, and shall be paid only for those night shifts actually worked; provided, however, that the provisions of this subsection shall not apply to emergency or temporary employees in the Auditorium, or to employees holding titles listed in Section II of the Saint Paul Salary Plan and Rates of Compensation under the heading "Special Employments" in this bargaining unit. 7.6 A premium pay of twenty-five cents (25G) per hour shall be paid for all swing stage work, such as any work performed. from a boatswain's chair or a swing scaffold, fifty (50) feet or more above the ground. All standard safety laws shall be camplied with. - 9 - ARTICLE VIII - LEAVES OF ABSENCE • , � . , � 8.1 Leave of Absence. After three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250) . � 8.2 Sick Leave. Sick leave sha11 accumulate at the rate of .0576 of a� working hour £or each full t�our on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than one-half hour past his regular scheduled starting time� The granting of sick leave shall be subject to the terms and provisions of Resolution Noe 3250 of the City of Saint Paul. 8.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of tfie household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, clentistP optometrist, etc. , or in the case of sudden sickness or disability of a member of his house- hold, making arrangements for the care of such sick or disabled person up to a maximum of four hours sick leave. 8.4 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. - 10 - - . G� �'�-�'d . , . . ARTICLE IX - MILITARY LEAVE OF ABSENCE 9.1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval riilitia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, . now or hereafter organized or constituted under Federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other ben- efits f or all the time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and, further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee: (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental dis- ability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. - 11 - . • � ' ARTICLE IX - MILITARY LEAVE OF ABSENCE (continued) � 9.2 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for '. which leave is not otherwise allowed by law shall be entitled to l�ave of absence from employment without pay during such service with right of reinstatement and sub3ect to such conditions as are imposed by lawe 9.3 Such leave of absence as are granted under Article 9 sha11 conform to Minnesota Statutes, Section 192, as amended £rom time to time and sfiall confer no additional benefits Ather than those granted by said statute. - 12 - ' , � r ARTICLE XI - SEVERANCE PAY • 11.1 The Employer shall provide a severance pay program as set forth in. this Article. 11.2 To be eligible for the severance pay program, an employee must meet the following requirements: \ ; 11.21 The employee must be 58 years of age or older or �;ust be eligible for pension under the "rule of 90" provisions of the Public Employees Retirement Association (PERA) . The "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERAm 11.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off oz compulsory re�irement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 11.23 The employee must have at least ten (10) years of consecutive service under the classified or unclassffied 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 130. 625 may be used in meeting this ten (10) year service re- quirement. 11.24 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 �r with Independent School District No. 625. 11.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 11.3 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 one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of acerued sick leave subject to a maxirsum of 200 accrued sick leave days. 11.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 14 - � �F ��-�d , . ' ARTICLE X - JURY DUTY 10.1 Any employee who is required to appear in court as a juror or witness 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 EMPLOYER and be deposited with the Director of Finance and Management Services. 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. 13 - �� `�'�G ARTICLE XI - SEVERENCE PAY (continued) 11.5 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. 11.6 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 trans£eree shall not be eligible for the City severance program. 11.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 11.8 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. 11.9 The provisions of this article shall be effective as of December 24, 1983. 11.10 Any employee hired prior to December 31, 1983 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. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this article upon meeting the qualifications herein. - 15 - ARTICLE XII - CITY MILEAGE ' � �� ' � 12.1 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 ow� automobiles in the performance of their duties, the following provisions are adopted. . 12.2 Method of Computation: To be eligible for such rei.mbursement, all o£ficers 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 employeets position. 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 vehiele is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. Pe 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 15G 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 e�ployee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15F per mile driven and shall not be eligible for any per diem. 12.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 12.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursenent, 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. - 16 - G��= ��f-�'d , � � ARTICLE XIII - [�ORKING OUT OF CLASSIFICATION 13.1 EriPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-clasa assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For puposes of this Article, an out-of-class assignment is defined as an assignnent of an employee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classffication held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 17 - ARTICLE XIV - DISCIPLINE 14.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 14.11 Oral reprimand; ' 14.12 Written reprimand; 14.13 Suspension; � 14.14 Reduction; 14.15 Discharge 14.2 A notice in writing of Suspensions, Reductions and Discharges shall be sent to the employee and the union seventy-two (72) hours after such �ction is taken. 14e3 Employees and the UNION will receive copies of written reprimands and notices of suspension and discharge. 14.4 Employees may examine all information in the EMPLOYER personnel file that concerns wark evaluations, commendations and/or disciplinary actions. �iles may be examined at reasonable times under the direct supervision of the EMPLOYER. 14.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or UNIO�T 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. 14.6 An employee to be questioned concerning an investigation or disciplinary action shall have the right to request that a UNION representative be present. 14.7 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 procedure under Article XVIII. - 18 - G�= ��/-�U ARTICLE XV - INSURANCE 15.1 The Employer will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this AGREEMENT. 15.2 The Employer will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance bene- fits and life insurance benefits as are provided by the EMPLOYER for such employees. 15.3 In order to be eligible for the benefits under this early retiree provision, the employee must: 15.31 Be receiving benefits from a public employee retirement act at the time of retirement. 15.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 15.33 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. 15.4 Effective Janusry 1, 1984, for each eligible employee covered by this AGREEMENT who selects B1ue Cross-Blue Shield insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $87.06 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the EMPLOYER wi.11 con- tribute the cost of such dependent's coverage or $124.00 per month, whichever is less. 15.5 Effective January 1, 1984 for each eligible employee covered by this AGREEMENT who selects Group Health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $60.85 per month, whichever is less. In addition, for each employea who selects Group Health dependent's coverage, the ENIPLOYER will contribute the cost of such dependent's coverage or $101.17 per month, whichever is less. - 19 - ARTICLE XV - INSURANCE (continued) . � . • 15.6 Effective January 1, 1984 for each eligible employee .covered by this AGREEMENT who selects the Coordinated Health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $58.00 � per month, whichever is less. In addition, for each employee who selects the Coordinated Health dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $89.59 per month, whichever is 1ess. 15.7 Effective January l, 1984 for each eligible employee covered by this AGREEMENT who selects HMO-Minnesota insurance coverage, the EMFLOYER agrees to contribute the cost of such coverage or $67.94 per month, whichever is less. In addition, for each employee who selects the HMO-Minnesota dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $93.04 per month, whichever is less. 15.8 Effective January l, 1984, for each eligible employee covered by this AGREEMENT who selects SHARE insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $61.14 per month, whichever is less. In addition, for each employee who selects SHARE dependent's coverage, the EMPZOYER will contribute the cost of such dependent's coverage or $108.47 per month, whichever is less. 15.9 Effective January 1, 1984 �or each eligible employee covered by this AGREEMENT who selects the Physicians Health Plan insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $78.98 per month, whichever is less. In addition, for each employee who selects the Physicians Health Plan dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $124.00 per month, whichever is less. - 20 - ��= ��-�° . � • ARTICLE XV - INSLIRANCE (continued) 15.10 Effective January l, 1984 for each eligible employee covered by this AGREEMENT who selects Med Center insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $56.05 per month, whichever is less. In addition, for each employee who selects the Med Center dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $111.30 per month, whichever is Zess. 15.11 Effective January 1, 1.984 the EMPLOYER agrees to contribute the cost f or $10,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $4.12 per month, whichever amount is less. This contribution shall be paid to the Employer's Group Health and Welfare Plan. 15.12 Effective October 1, 1984, the EMPLOYER'S contributions in Articles 15.4 thru 15.11 will be adjusted in dollars to reflect the October l, 1984 increase in the premium rates for the respective coverages. 15.13 Effective October 1, 1985, the EMPLOYER'S contributions in Articles 15.4 thru 15.11 will be adjusted in dollars to reflect the October 1, 1985 increase in the premium rates for the respective coverages. 15.14 Effective December 31, 1985 the EMPLOYER'S contributions in Articles 15.4 thru 15.11 shall be ad�usted in dollars back to the respective amounts which were in effect on September 30, 1985. - 21 - ARTICLE XVI - HOLIDAYS 16.1 Holiday recognized and observed. The following days shall be recognized and observed as paid holidays: New Year�s Day Columbus Day \ Presidents� Day Veterans� Day Memorial Day Thanksgiving Day ' Independence Day Christmas Day Labor Day Zfao floating holidays Eligible employees sha11 xeceive pay for each of the hol3days listed above, on which they perform no work. Whenever any of the holidays listed ahove shall f all 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. For those employees assigned to a work week other than Monda� through Friday, the holiday shall be observed on the calendar date of the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday �ith 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 holi.day be counted.as a working day for the purposes of this section. It is further understood that neither temporar�, emergency nor other employees not heretofore eligible shall receive holiday pay. - 22 - �� -�a ARTICLE XVI - HOLIDAYS (continued) 16.4 If an employee entitled to a holiday is required to work on t,lashington's and Lincoln's Birthday, Christopher Columbus Day, or Veterans' Day, he shall be granted another day off with pay in lieu thereof as soon thereafter as the convenience of the department permits, or he shall be paid on a straight time basis for such hours worked, in addition to his regular holiday pay. If an employee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, 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. - 23 - ARTICLE XVII - VACATION . 17.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted \ � 0 - 4 years 10 days after 4 years 15 days afte� 9 ye�rs 17 days after 15 years 21 days after 23 years 26 days Employees who work less than full-tizne shall be gzanted vacation on a pro rata basis. 17.2 The head of the Department raay permit an employee to carry over into the following year up to ten days' vacation. 17.3 The above provisions of vacation shall be sub3ect to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 17.4 If an employee has an accumulation o£ sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess of vacation at the rate of one-half day's vacation for each day Af sick leave credit� The maximum number of days' vacation allowed by the conversion of sick leave 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 thirty- seven� days including the regular vacation period. - 24 - �!- �`-��d ARTICLE XVIII - GRIEVANCE PROCEDURE 18.1 The EMPLOYER shall recognize Stewards selected in accordance with UNI02v' 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. 18.2 It is recognized and accepted by the II�IPLOYER 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 ta process a grievance and that such absence would not be detrimental to the work programs of the EMPLOYER. 18.3 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. Grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved 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 - 25 - , ARTICLE XVIII - GRIEVANCE PROCEDURE (continued) nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREIIKENT violated, and the relief requested. Any alleged violation of the AGREF�iENT 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 2o Within seven �7) calendar days �fter receiving the written grievance a designated EMPLOYER supervisor shall meet with the j7NI0N 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 follow- ing this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) calendar �ays 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. Step 3. Within seven (7) calendar days following receipt of a grievance referred from Ste� 2 a designated EMPLOYER supervisor shall meet with the Union Business Ma.nager or his designated representative and attempt to resolve the grievance. Within seven (7) calendar days following this meeting the EMPLOYER shall reply in writing to the UNION stating the EMPLOYER�S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the UNION may refer the grievance to Step 4. Any grievance not referred to in writing by the UNION to Step 4 within seven (7) calendar days following receipt of the II°IPLOYER'S answer sha11 be considered waived. - 26 - Cf�= �s�—�a • � �1RTICLE XVIII - GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the UNION may within seven (7) calendar days after the response of the E"IPLOYER 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 �iPLOYER 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 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 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. 18.4 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 dec3.sion shall be based solely on the arbitrator's inter- pretation 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. - 27 - � , . . • , ARTICLE XVIII - GRIEVANCE PROCIDURE (continued) � 18.5 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 sha11 be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause , such a record to be made, providing it pays for the record. 18.6 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the UNION. 18.7 It is understood by the UNION and the FNIPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - 28 -• , �," �y-�a � . . ARTICLE XIX - RESIDENCY 19.1 The Residency Resolution effective August 4, 1979, in Council File Ivo. 273378 shall apply to all employees covered by this AGREEMENT. - 29 - . � ` . ARTICLE XX - WAGE SCHEDULE 20.1 The wage schedule for purposes of this contract shall be Appendix A attached hereCo. � - 30 - . � f= ��-�� ARTICLE XXII - TERMS OF. AGREEMENT - _ . 22.1 Complete Agreement and Wa�.ver of Bargaining. Ttiis �GREEMENT shall represen:t the complete AGREEMENT between the UNION and the EMPLOYER. The parties acicnowledge that during the negotiations which xesuZted in this AGREEMENT, each had the unlimited right and opportunity to malce rec�uests and proposals raith respect to an� sub,�ect or �matter not removed by law from the. area of collective bargaining, and �hat the complete understandings and agr�ements � arrived at by the parties after the exercise of that right and opportunity are set fozt'h in �his AG�2EEL�IENT� Therefore, rhe EMgZOYER and the UNIONa for the life of �his AGREEMENT, ea�h voluntarily and unqualifiedly wai�es the �igt�t, and each agreea that the other shall nAt be obligated to bargain collectively with respect to any sub3ect ox� matter referred to or covered. in this AGRE�MENT. 22.2 Savings Clause. �his AGREEMENT is �ub3ect to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any pro- vision of this AGREEMENT sha11 hold to be contrary to law by a court of competent �urisdiction from whose final 3�dgment ox decree no appeal has been taken within the tim� provided, such provision shall be voided. 6i11 other provisions shall cont3nue in full force and ef�ect. 22�3 Tertns of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1984, to December 31, 1985, and shall be automatically renewed from year to year thereafter unless either party s�a11 notify the other in writing by June 1, that it desires to modify or terminate this AGREEMENTe In witness thereof, the parties have caused zhis AGREEMENT tcs be executed this 16th day of December , 1983. - - 32 - ARTICLE XXI - STRIKES, LOCKOUTS, WORK INTERFERENCE 21.1 The UNIONS and the EMPLOYERS 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 said UNIONS and/or the members thereof, and there shall be no ` bannering during the existance of this AGREEMENT without first using all possible means of peaceful settlement of any controversy which may arise. - 31 - C��= �'�-�� ARTICLE XXII - TERMS OF AGREEMENT (continued) 22.4 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 � sub3ect to ratification by the UNION. , WITNESSES: CITY OF SAINT PAUL INTERNATIONAL UNION OF OPERATING E1�TGINEERS, AL NOS. 36 AND 967 ' � BY: /I�L''�-t-` �� i=-/�--�3 Labor Rel ons rec r Business Man er, ocal 36 � $Y: BY: , �' _ G - �.� Civil Service Commission Busine nager, Local 967 ` - 33 - , �,_ ��-�� APPENDIX A - WAGES (continued) � Watchman II 550.03 570.44 591.60 614.36 638.66 664.56 681.80 676.47 Watchman-Water Department �, 567.79 588.19 609.36 632.12 656.42 682.30 699.56 715.22 , Civic Center Plant Helper 780.21 800.24 Assistant Superintendent of Stadium 708.62 736.86 765.08 798.02 830.17 864.68 886.64 911.74 R Stadium Supervisor 935.74 961.56 Personnel hired for employment with the City after the date of the signing of this agreement, to a class of positions listed in 1 above, shall be compensated at the "0 - 6 months" hourly wage rate during their probationary period. After completion of the probationary period the employee shall be paid at the "af ter 6 months" hourly wage rate. Employees promoted from any of the positions listed in 1 above to any position listed in 1 above shall receive the "after 6 months" hourly wage rate. Temporary and emergency employees shall be paid the minimum rate indicated in this appendix for the classification in which they are employed. The above January 7, 1984 rates represent a five (5%) percent increase over the December 25, 1982 rates. -A2- APPENDIX A - WAGES . • The wage rates and salary ranges for classifications in this unit are effective January 7, 1984, as follows: � First After 6 mos 6 mos Building Maintenance Supervisor-TVI $ $13.50 Chief Operating Engineer--Civic Center 13.41 13.93 Custodian-Engineer I 10.77 11.25 Custodian-Engineer I--Library 10.77 11.25 Custodian-Engineer I--Public Safety 10.77 11.25 Custodian-Engineer II 10.94 I1.57 Custodian-Engineer II--Library 10.94 11.57 Custodian-Engineer III 11.25 11.87 � Custodian-Engineer III--Library 11.25 11.87 Custodian-Engineer IV 11.61 12.24 Custodian-Engineer V 12.04 12.63 Filter Plant Operator I 11.66 12.13 Filter Plant Operator II 12.34 12.84 House Custodian II 8.18 Instrument Repairman (Filter Plant) 12.34 12.84 Lime Recovery Operator 11.66 12.13 Maintenance Man 11.66 12.13 Operating Engineer I--Civic Center 11.66 12.13 Operating Engineer II--Civic Center 12.34 12.84 Pumping Engineer I 11.66 12.13 Punping Engineer II 12.34 12.84 Pumping Engineer III 13.41 13.93 Sewer Pumping Station Operator 12.86 13.37 Stationary Engineer 11.66 12.13 *Stationary Fireman 11.34 11.84 Supervisory Stationary Engineer 12.23 12.73 Trainee (Custodian-Engineer) 5.78 k'ater Plant Aide 10.78 11.28 Af ter Af ter Af ter Start 6 mos 1_yr• 2-yrs Custodian $9.41 $9.67 $9.85 $10.15 Custodial Worker 8.36 8.62 8.80 9.10 General riatron 445.59 461.29 477.75 495.79 513.83 533.43 544.41 556.95 Custodian (Light Duty) 499.70 518.54 537.36 556.95 578.94 600.87 615.00 629.88 Security Officer 501.42 521.81 540.62 561.03 583.00 607.30 619.83 635.52 - A1 - C i- �c/-.�'D APPENDIX A - WAGES The wage rates and salary ranges for classifications in this unit are effective January 5, 1985, as follows: First After � 6 mos 6 mos Building Maintenance Supervisor-TVI $ $14.18� Chief Operating Engineer--Civic Center 14.08 14.63 Custodian-Engineer I 11.31 1I.81 Custodian-Engineer I--Library 11.31 1Z.81 Custodian-Engineer I--Public Safety 11.31 I1.81 Custodian-Engineer II 11.49 12.15 Custodian-Engineer IT.--Library 11.49 12.15 Custodian-Engineer TII 11.81 12.46 Custodian-Engineer III--Library 11.81 12.46 Custodian-Engineer IV 12.19 12.85 Custodian-Engineer V 12.64 13.26 Filter Plant Operator I 12.24 12.74 Filter Plant Operator II 12.96 13.48 House Custodian II 8.59 Instrument Repairman (Filter Plant) 12.96 I3.48 Lime Recovery Operator 12.24 12.74 Maintenance Man 12.24 12.74 Operating Engineer I--Civic Center 12.24 12.74 Operating Engineer II--Civic Center 12.96 13.48 Pumping Engineer I 12.24 12.74 Punping Engineer II 12.96 13.48 Pumping Engineer III 14.08 14.63 Sewer Pumping Station Operator 13.50 14.04 Stationary Engineer 12.24 12.74 *Stationary Fireman 11.91 12.43 Supervisory Stationary Engineer 12.84 13.37 Trainee (Custodian-Engineer) 6.07 Water Plant Aide 11.32 11.84 After After After Start 6 mos 1_yr• 2-yrs Custodian $9.88 $10.15 $10.34 $10.66 Custodial ti'orker 8.78 9.05 9.24 9.56 General Matron 467.87 484.35 501.64 520.58 539.52 560.10 371.63 584.80 Custodian (Light Duty) 524.69 544.47 564.23 584.80 607.89 630.91 645.75 661.37 Security Officer 526.49 547.90 567.65 589.08 612.15 637.67 650.82 667.30 - A3 - , . C t= �y-�U, APPENDIX A - WAGES (continued) � Watchman II 577.53 598.96 621.18 645.08 670.59 697.79 715.89 710.29 Watchman-Water Department , 596.18 617.60 639.83 663.73 689.24 716.42 734.54 750.98 Civic Center Plant Helper 819.22 840.25 Assistant Superintendent of Stadium 744.05 773.70 803.33 837.92 871.68 907.91 930.97 957 .33 Stadium Supervisor 982.53 1009.64 Personnel hired for employment with the City after the date of the signing of this agreement, to a class of positions listed in 1 above, shall be compensated at the "0 - 6 months" hourly wage rate during their probationary period. After completion of the probationary period the employee shall be paid at the "after 6 months" hourly wage rate. Employees pramoted from any of the positions listed in 1 above to any position listed in 1 above sha1Z receive the "after 6 nonths" hourly wage rate. Temporary and emergency employees shall be paid the minimum rate indicated in this appendix far the classification in which they are employed. The above January 5, 1985 rates represent a five (5�) percent increase over the January 7, 1984 rates. -A4-