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84-81 WH17E - CITV CLERK � � PINK - FINANCE COURCII ��/yL/ o CANARV - DEPARTMENT GITY OF SAINT PAUL /��7' / / BLUE - MAVOR File NO. v I � C unci Resolution Presented By � , �/ Referred To � � L � Committee: Date —s� Out of Committee By Date RESOLVED, that the Couacil of the City of Saint Paul hereby approves and ratifies the attached 1984-1985 Collective Bargaining Agreemeat between the City of Saint Paul and the Professional Employee Association. (PEA) Approved: i Chairman, Civ Service Commission COUNCILMEIV Requested by Department of: Yeas Fletcher Nays 'ea+�'' 1C2'��.�! In Favor PERSO FF Masanz fliaesie scheibel _ Against BY Tedesco Wilson t�AN 2 6 �a� Form prov by rney Adopted by Council: Date C Certified P s b Council r BY By. t�ppr y Ylavor: � JAN 2 7 1984 App e by Mayor for Su iss'on to Council B B P�!Ls.�SHED FEB 4 1984 � � . . � �%- �'� �� , . 1984 - 1985 COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND THE CITY OF SAINT PAUL PROFESSIONAL EMPLOYEES ASSOCIATION, INC. , � .� �� - �r INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Severance Pay � III Management Rights 6 IV Maintenance of Standards 7 V Check Off and Service Fee 8 VI Hours of Work, and Overtime 10 VII Seniority 11 VIII Working Out of Classification 12 IX Discipline 13 X Legal Services 14 XI Grievance Procedures 15 XII Wages 18 XIII Saving Clause 19 XIV Insurance 20 XV Vacation 24 XVI Holidays 25 XVII City Mileage 26 XVIII Non-Discrimination 27 XIX Maternity Leave 28 XX No Strike, No Lockout 29 XXI Duration and Effective Date 20 Appendix A A1 - ii - ' C��=�Y-�� PREAMBLE This AGREEMENT entered into between the City of Saint Paul, hereinafter ref erred to as either the "EMPLOYER" or the "CITY", and the City of Saint Paul Professional Employees Association, Inc. , hereinafter referred to as the "ASSOCIATION", for the purpose of fostering and promoting harmonious relations between the CITY and the ASSOCIATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more camplete understanding on the part of both the CITY and the ASSQCIATION of their respective rights and responsibilities. The provisions of this AGREEMENT shall not abrogate the rights and/or duties of the EMPLOYER, the ASSOCIATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of 1971, as amended. - iii - ��TICLE I - RECOGNITION 1.1 The CITY recognizes the ASSOCIATION as the exclusive representative for the Classified Professional Employees Group, as certified by the State of Minnesota Bureau of Mediation Servfces, dated December 11, 1973, Case No. 74-PR-209-A. This unit above consists of the following: Accountant I Community Dev. Grant Asst. II� Accountant I-Renewal Community Dev. Grant Asst. III Accountant II Community Dev. Grant Asst. IV Accountant iII Community Health Services Caordinator Admin. Asst.--City Planning Communit� Relations Specialist-- Human Rights Department Admin. Asst.--�ire Department Admin. Asst.--Community Services Complaint Office Analyst Admin. Mgr.--Community Services Conservatory Education Officer Arborist I Conservatory Supervisor Arborisr II Council Research Analyst Criminalist I Arborist III Arborist IV Criminalist II Architect I Data Base Coordinator Architect II Development Finance Specialist III Architect II-Renewal Development Finance Specialist IV Dietician Architect III Architect III-Renewal Economic Development Specialist I *Architectural Designer Economic Develo�ment Specialist II Assistant Chief Surveyor Economic Development Specialist III . Bacteriologist-Chemist I Economic Development Specialist IV ECOnomic Planner Bacteriologist-Chemist II Business Manager-TVI Electrical Engineer I Citizen Participation Coordinator Electrical Engineer II City Planner I Electrical Engineer III City Planner II IDP Specialist--Library EDP S�stems Analyst I City Planner III City Planner IV EDP Systems Analyst II Civil Engineer I IDP Systems Analyst III Civil Engineer I-Water Dept. EDP Systems and Programming Supv. Civil Engineer II EEO Manager-CETA Environmental Health Admin. Analyst Civil Engineer II-Renewal Civil Engineer II--Water Dept. Epidemiologist Civil Engineer III Civil Engineer III--k'ater Dept. Community Dev. Grant Asst. I _ 1 _ • ' ARTICLE I - RECOGNITION (continued) �F e �_�` Graphic Artist I Procurement Coordinator Graphic Artist II Production Manager Graphic Artist III Program Coordinator Health Analyst Program Coordinator-Police Health Educator I *Project Assistant I Health Educator II project Assistant I-Renewal Health Educator III *Project Assistant II Health Statistician I *Pro�ect Assistant III Health Statistician II Project Manager I Health Statistician III Project Manager II Housing Code Specialist Project Manager III Human Resources Develop. Specialist Project Manager IV Human Rights Analyst--Researcher Project Social Worker I . *Information Specialist Project Social Worker II Landscape Architect I Public Health Nurse I Landscape Architect II Public Health Nurse II Landscape Architect III Public Information Specialist I Legislative and Research Assistant Public Information Specialist II to the Council Quality Control Supervisor Librarian I Recrea.tion Coordinator-Special Librarian II Recreation Director I Librarian III Recreation Director II . Library Specialist I Research Analyst I - Library Specialist II Research Analyst II Maintenance & Capital Improve. Plnr. Research Analyst III Management Assistant I Research Analyst IV Management Assistant II *Research Coordinator I Management Assistant III Research Coordinator I-Renewal Manpower Coordinator I *Research Coordinator II Manpower Coordinator II Sanitarian I Manpower Coordinator III Sanitarian II Manpower Planner I Sanitarian III Manpower Planner II Structural Engineer I Manpower Planner III Structural Engineer II Mechanical Engineer I Structural Engineer III Mechanical Engineer II Substitute Library Specialist rfechanical Engineer III Supervisor of Relocation *Medical Examiner (Roentgenologist) Traffic Engineer I Medical Records Administrator Traffic Engineer II Multi-Service Center Coordinator Traffic Engineer III Nurse Practitioner-Obst. & Gyn. Vendor Assistance Analyst Nutritionist I Water Chemist I Nutritionist II Water Chemist II Nutritionist III Zoning Specialist Occupational Safety & Health Analyst Office Services Administrator-Supv. Pharmacist Physical Fitness Coordinator Planning Supervisor - 2 - ARTICLE I - RECOGNITION (continued) 1.2 The rights and benefits of provisional employees shall be governed by the City Personnel Rules unless such rights and benefits are specifically amended as to provisional employ�es by this contract. � - 3 - � . ��- ��-�'I ARTICLE II - SEVERANCE PAY 2.i The employer shall provide a severance pay program as set forth in this Article. 2.2 To be eligible for the severance pay program, an employee must meet the following requirements: 2.21 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) . The "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 2.22 The employee must be voluntarily separated from City employemnt or have been sub�ect to separation by lay-off 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. 2.23 The employee must have at least ten (1Q) years of consecutive service under the elassified or unclassified Civil Service at the time of separation. For the purpose of this Article, employ- ment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service re- quirement. 2.24 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. 2.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 2.3 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 accrued sick leave subject to a maximum of 200 accrued sick leave days. 2.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 4 - ARTICLE II - SEVERANCE PAY (continued) 2.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay sha11 be made to the employee's estate or spouse. • 2.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 2.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 2.$ This severance pay program shall be subject to and governed by the provisions of City Ordianance 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 sha11 control. 2.9 The provisions of this article shall be effective as of December 24, 1983. 2.10 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. Aowever, an election by th� 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. - 5 - ,. ..� � �!= ��d'l ARTICLE III - MANAGEMENT RIGHTS 3.1 The ASSOCIATION recognizes the right of the EhiPLOYER 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. 3.2 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 EMPLOYIIt, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. - 6 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that a11 conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this agreement shall be maintained at not less than the' highest minimum standard as set forth in the Civil Service Rules o€ the City of Saint Paul, (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of Che signing of this AGREEMENT, �nd the conditions o£ employment sha11 be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. � ._ 7 - , �r- ��-�� ARTICLE V - CHECK OFF AND SERVICE FEE , 5.1 The EMPLOYER agrees to deduct the ASSOCIATION membership initiation fee assessments and once each month dues 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 II�IPLOYER by a represent- ative of the ASSOCIATION 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. 5.2 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the ASSOCIATION. Upon notification by the ASSOCIATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. 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. It is also understood that in the event tt►e EMPLOYER shall make an improper fair share deduction from the earnings of an employee, the ASSOCIATION shall be obligated to make the EMPLOYER whole to the extent that the EMPLOYER shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 The ASSOCIATION agrees to idemnify and hold the II�iPLOYER harmless against any and all claims, suits, orders or 3udgments brought or issued against - 8 - ARTICLE V - CHECK OFF AND SERVICE FEE (continued) the EMPLOYER as a result of any action taken or not taken by the II�iPLOYER under the provisions of this Article. 5.4 The ASSOCIATION agrees that a service fee of twenty-five cents ($0.25) per member, per month shall be deducted by the EMPLOYER from the �mount withheld for dues or fair share prior to remittance of dues or fair share to the ASSOCIATION. � g. _ �� 'S��'l ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The nortnal hours of work for the employees shall be a minimum of seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7) day period. For employees on a shift basis this shall be construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. � 6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any 24 hour period or more than thirty-eight and three-fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 6.4 below. 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION of Resolution No. 3250 shall not apply to this unit. 6.4 In unusual circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on a straight time basis for the extra hours worked. - 10 - ?.�2TICLE VII - SENIORITY 7.1 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 first certified and a�pointed to a class title covered by this AGREEMENT, it being further understood that seniority is 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 certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 7.3 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 wa.thin each Department based on inverse length of senio.rity as defined above. 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being ]:aid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of Iayoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 7'a the extent possible, vacation period shall be assigned on the basis of seniority. It is however, understood that vacation assignment shall be sub3ect to the ability of the employer to maintain operations. - 11 - CF �'��8� ARTICLE VIII - WORKING OUT OF CLASSIFICATION 8.1 EMPLOYER 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-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment 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 classification 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. - 12 - ARTICLE IX - DISCIPLINE 9.1 The EMPLOYER will disciplfne employees for just cause only. Discipline w�ll be in the form of; 9.11 Written reprimand; 9.12 Suspension; 9.13 Reduction; 9.14 Discharge 9.2 Suspensions, reductions and discharges will be in written form. 9.3 Employees and the ASSOCIATION will receive copies of c�rritten reprimands and notices of suspension and discharge. 9.4 Employees may examine all information in their EMPLOXER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. 9.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said �ive (5) day period, the EMPLOYER may affirm the sus- pension and discharge in accordance with Civil Service Rules or may 9aadify, or withdraw same. 9.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a ASSOCIATION repre- sentative be present. 9.7 Grievance relating to this Article shall be processed in accordance with existing Civil Service procedures, except that written reprimands shall be taken up on the grievance procedure under Article XI. - 13 - C��= �y-8'l ARTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EAiPLOYER shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. - 14 - ARTICLE XI - GRIEVANCE PROCEDURE 11.1 The EMPLOYER shall recognize stewards selected in accordance with the ASSOCIATION rules and regulations as the grievance representative of the bargaining unit. The ASSOCIATION shall notify the EMPLOYER � in o�riting of the names of the sCewards and of their successors when so named. 11.2 It is recognized and accepted by the EMPLOYER and the ASSOCIATION that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during working 1�ours only when consistent raith 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 ttheir supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the II�IPLOYER. 11.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary actian as provided by Article IX far the processing of grievances, which are defined as an alleged violation of the terms and conditions of tl�is AGREEMENT. 11.4 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 with or without the steward 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 satisfactian by the informal discussion it may be reduced to writing and referred to Step 2 by the ASSOCIATION. The written grievance shall set forth the nature of the grievance, the facts on which is is based, the alleged section(s) of the AGREEMENT violated, and relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the ASSOCIATION within (7) seven work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. - 15 - , . � �r �'�� ARTICLE XI - GRIEVANCE PROCEDURE (continued) Step 2. Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the ASSOCIATION 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 ASSOCIATION within three (3) work days following this meeting. The ASSOCIATION may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the ASSOCIATION within seven (7) work days following receipt of the EMPLOYER�S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor shall meet with the ASSOCIATION'S representative or his designated representative, the Employee and the Steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the EMPLOYER shall reply in writing to the ASSOCIATION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the ASSOCIATION may refer the grievance to Step 4. Any grievance not referred in writing by the ASSOCIATION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 4. If the grievance remains unresolved, the ASSOCIATION may within seven (7) work days after the response of the EPiPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the EMPLOYER and the ASSOCIATION within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to submit a panel of f ive (5) arbitrators. Both the EMPLOYER and the ASSOCIATION shall have the right to strike two (2) names from the panel. The ASSOCIATION 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. 11.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue sub- mitted in writing by the EMPLOYER and the ASSOCIATION 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 - 16 - ARTICLE XI - GRIEVANCE PROCEDURE (continued) 11.5 (cont.) of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on �khe EMPLOYER, the ASSOCIATION, and the employees. 11.6 The fees and expenses for the arbitrator's services and preceedings shall be borne equally by the EMPLOYER and the ASSOCIATION, provided that each party shall be responsible for compensating its own re.presentatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it �ays for the record. 11.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the ASSOCIATION. 11.8 It is understood by the ASSOCIATION and the EMPLOYER 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 St. 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 shgll not again be submitted for arbitration under this grievance procednre. - 17 - . � �� i ARTICLE XII - WAGES 12.1 Effective January 7� 1984, all salary rates applicable to titles in this bargaining unit shall be increased five percent (5.0%) . 12.2 Effective January 5, 1985, all salary rates applicable to titles in this bargaining unit shall be increased five percent (S.0%) . � 12.3 The wage schedule is attached for purposes of reference only and is not a part of this contract. 12.4 Notwithstanding 12.1 and 12.2, salary rates shall be reduced in the amounts necessary to equalize payment to individual employees and City employees who receive different pension benefits. - 18 - ARTICLE XIII - SAVING CLAUSE I3.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this AGREEMENT shall be held to be contrary to 1aw by a court of competent jurisdiction from whose , final judgment or decree no appeal has been taken within the time provided, such provisions sha11 be voided. All other provisions sha11 continue in full force and effect. The voided pravision may be renegotiated at the written request of either party. All other provisions of this AGREFrSENT sha11 continue in full force and effect. - 19 - � n�=- �y-�'l ARTICLE XIV - INSURANCE 14.1 The EMPLOYER will continue for the period of this AGREEMENT to provide f or employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 14.2 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 benefits as are provided by the EMPLOYER for such employees and such life insurance benefits as provided in this article. 14.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 14.31 Be receiving benefits from a public employee retirement act at the time of retirement. 14.32. Aave severed his relationship with the City of Saint Paul under one of the early retiree plans. 14.4 Effective October 1, 1983, for each eligible employee covered by this AGREEMENT who selects Blue 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 will contribute the cost of such dependent's coverage or $151.81 per month, whichever is less. 14.5 Effective October 1, 1983, for each eligible employee covered by this AGREEMENT who selects HMO-Minnesota insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $67.90 per month, whichever is less. In addition, for each employee who selects the HMO Minnesota depen- dent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $128.59 per month, whichever is less. - 20 - ARTICLE XIV — INSURANCE (continued) 14.6 Effective October 1, 1983, for 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 $151.81 per month, whichever is less. 14.7 Effective October 1, 1983, 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 employee who selects Group Health dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage of $101.17 per month, whichever is less. 14.8 Effective October 1, 1983, for each eligible employee covered by this AGREEMENT who selects Coordinated Care 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 Coordinated Care dependent's coverage, the EMPLOYER will cont.ribute the cost of such dependent's coverage or $111.00 per month, whichever is less. 1�i.9 Effective October 1, 1983, for each eligible employee covered by this AGREEMENT who selects the SHARE insurance coverage, the EMPLOYER agrees to contrib.ute the cost of such coverage or $61.14 per month, whichever is less In addition, for each employee who selects the SHARE dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $112.09 per month, whichever is less. - 21 - � G��fi ��g� ARTICLE XIV - INSURANCE (continued) 14.10 Effective October 1, 1983, for each eligible employee covered by this AGREEMENT who selects the 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 less.. 14.11 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. Any increase in this Life insurance premium shall be paid by the employee. 14.12 In addition to the $5,000 Life Insurance Coverage in 14.11, the EMPT,OYER agrees to contribute the cost of additional Life Insurance Coverage or $ .51 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section and Section 14.11 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. 14.13 Effective October 1, 1984, the Employer's contribution toward employee coverages in Articles 14.4 thru 14.10 will be ad3usted in doll.ars to , reflect the total cost of the October 1, 1984 premium rates for the respective employee coverages. Any increase in premiums for any employee . �o� . coverage after September 30, 1985 shall be paid by the employee. - 22 - ' ARTICLE XIV - INSURA�CE (continued) 14.14 Effective October 1, 1984, the Employer's contribution toward dependent coverage in Articles 14.4 thru 14.6 will be adjusted .in dollars to reflect seventy-five percent (75%) of the of the October 1, 1984 premium increases � for the respective dependent's coverage. Any increase in the premiums � for these dependent's coverages after September 30, 1985 sha11 be paid by the Employee. 14.15 Effective October l, 1984, Employer's contribution towards dependent's coverages in Articles 14.7 thru 14.10 will be adjusted in dollars to reflect the total cost of the October 1, 1984 premium rates for the respective dependent's coverages or $120.00 whichever is less plus seventy-five (75%} of that portion of any October 1, 1984, dependent's coverage premium which is in excess of $120.00. tlny increase in the premiums for these dependent's coverages after September 30, 1985, sha�� be �aid by the employee. 14.16 At the ASSOCIATION'S option, the EMPLOYER agrees to pay an amount per month for each employee eligible for such coverage, to a Dental Insurance Fund to be established by the ASSOCIATIONa If such option is exercised, the amount shall be converted to a percentage and notwithstanding any provision of this contract to the contrary, the percentage shall be deducted from the 5.0% wage increase for 1984 applicable to each and every employee in the bargaining unit for 1984. It. is clearly understood by all parties that if the ASSOCIATION elects the option under this section this fund shall be administered solely and entirely by the ASSOCIATION. It is further understood that any Dental Insurance Program obtained throug'h monies submitted to this � Fund shall be administered solely and entirely by the ASSOCIATION. - 23 - � C�� 8/ 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 . Employees who work less than full-time shall be granted vacation on a pro rata basis. 15.2 The head of the department may permit an employee to carry over into the f ollowing year up to ten days' vacation. 15.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 15.4 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 ta vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. - 24 - ARTICLE XVI - HOLIDAYS 16.1 Holidays 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 �ao floating holiday Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. 4lhenever 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 �ionday sha11 be obse�ved as 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 with pay� an employee's name must appear on the payroll on any six working dgys of the nine working days preceding the holiday; or an employee's name must appear on t�e payroZl the last working day before the holiday and on three other workfng days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day f.or the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 25 - . . � C�r= ��/ ARTICLE XVII - CITY MILEAGE 17.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. � 17.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the' Department Head. pe 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee sha11 be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible f or any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. 17.3 The City will pxovide 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. 17.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures £or automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily ' � reports iridicating 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 $lOQ,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. - 26 - ARTICLE XVIII - rION-DISCRTMINATION 18.1 The terms and conditions of this AGREF��fENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, .� or because of inembership or non-membership in the ASSOCIATION. � 18.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. - 27 - L��'��/ ARTICLE XIX - MATERNITY LEAVE 19.1 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 on (1) year. - 28 - ARTICLE XX - NO STRIKE, NO LOCKOUT 20.1 The ASSOCIATION 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 said Association and/or members thereof, and there shall be no bannering during existance of this Agreement without first using all possible �eans of peaceful settlement of any controversy which may arise. Employees engaging in same shall be liable for disciplinary action. � 29 - � � C% �'�-�'/ ARTICLE XXI - DURATION AND EFFECTIVE DATE 21.1 Except as herein provided this AGREEMENT shall be effective as of January 1, 1984 and shall continue in full force and effect thru December 31, 1985, and thereafter until modified or amended by mutual agreement of the parties. 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. 21.2 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 sub�ect to the ratif ication by the ASSOCIATION. WITNESSES: CITY OF SAINT PAUL CITY OF SAINT PAUL PROFESSIONAL EMPLOYEE5 ASSOCIATION, INC. $ " BY: (�J`-,.�/(._l�-r�� ..t�..��-,.,.....cc�.� Labor Relations ir tor President BY: BY: BY: BY: Civil Service Commission - 30 - EFFECTIVE JANUARY 7, 1984 APPENDIX "A" - TITLES AND SALARIES Complaint Office Analyst Library Specialist I Office Services Administrator Supervisor Public Information Specialist I A B C D E F G 10-yr. 15-yr. 702.12 730.19 758.97 797.36 836.49 879.32 922.89 950.92 977.51 Arborist I City Planner I Community Development Grant Assistant I � Conservatory Education Officer Dietician Economic Development Specialist I Graphic Artist I *Information Specialist Management Assistant I Manpower Coordinator I Manpower Planner I Pro3ect Social Worker I *Recreation Director I Sanitarian I (Appointed after January l, 1976) Vendor Assistance Analyst A B C D E F G 10-yr. I5-yr.. 745.69 775.22 804e75 846.81 888.16 932.47 978.25 1007.77 1036.56 Accountant I Accountant I-Renewal Health. Educator I Health Statistician I Librarian I Library Specialist II Medical Records Administrator Nutritionist I *Project Assistant I Froject Assistant I-Renewal Pxoject Manager I Public Health Nurse I Public Information Specialist II Quality Control Supervisor Recreation Coordinator--Special Programs Research Analyst I *Research Coordinator I Research Coordinator I-Renewal A B C D E F G 10-yr. 15-yr. 789.23 820.98 854.96 897.02 942.82 990.08 1038.78 1069.79 1100.81 - A1 - • . � �(� ��'t�� aPPENDIX A (continued) � EFFECTIVE JANUARY 7, 1984 Arborist II Bacteriologist-Chemist I City Planner II Community Development Grant Assistant II Comnnunity Health Services Coordinator � Criminalist I Economic Development Specialist II EEO Manager-CETA Graphic Artist II Landscape Architect I Management Assistant II Manpower Coordinator II Manpower Planner II Nutritionist II Production Manager Pro�ect Social Worker II Public Health Nurse II Sanitarian II (Appointed after January 1, 1976) Water Chemist I A B C D E F G 10-yr. 15-;r. 837.23 871.93 906.62 951.68 999.66 1049.87 1102.28 1134.02 1167.25 **Graphic Artist II Health Educator II Health Statistician II Housing Code Specialist Librarian II Nurse Practitioner-Obstetrics & Gynecology Program Coordinator--Police *Project Assistant II Pro3ect Manager II Research Analyst II *Research Coordinator II A B C D E F G 10-yr. 15-�r. 863.81 897.02 932.47 979.71 1029.18 1080.87 1134.02 1168.72 I203.43 Accountant II Architect I Civil Engineer I Civil Engineer I--Water Department Council Research Analyst Electrical Engineer I EDP Specialist-Library Environmental Health Admin. Analyst **Landscape Architect I - A2 - APPENDIX A (continued) EFFECTIVE JANUARY 7, 1984 Mechanical Engineer I Recreation Director II Structural Engineer I Traffic Engineer I � A B C D E F G 10-yr. 15-yr. 888.91 925.09 962.00 1009.98 1060.19 1114.10 1168.72 1201.20 1239.61 EDP Systems Analyst I A B C II E F G 10-yr. 15-yr. 916.22 952.40 990.79 1039,52 1091.94 1146.57 1203.43 1241�08 1276.53 Arborist III Bacteriologist-Chemist II City Planner III Community Development Grant Assistant III Economic Development Specialist III Epidemiologist Health Analyst Landscape Architect II Management Assistant III Manpower Coordinator III Manpower Planner III Nutritionist III Occupational Safety & Health Analyst *Project Assistant III Sanitarian III Water Chemist II A B C D E F G IO-yr. 15-yr. 943.54 980.47 1020.34 1072.02 1123.69 1180.54 124i.08 1277.26 1313.42 Administrative Assistant--City Planning Citizen Participation Coordinator Community Relations Specialist--Human Rights Department Graphic Artist III Health Educator III Health Statistician III Human Resources Development Specialist Human Rights Ana].yst--Researcher Librarian III Multi-Service Center Coordinator . Pharmacist Research Analyst III Zoning Specialist A B C D E F G lU-yr. 15-yr. 971.60 1009.98 1050.60 1103.02 1159.13 1215.98 1277.26 1314.90 1354.05 - A3 - � APPEIv'DIX A (continued) ��-�/ ° EFFECTIVE JAhT[JARY 7, 1984 Accountant III Architect II Architect II-Renewal Assistant Chief Surveyor Civil Engineer II Civil Engineer II-Renewal Civil Engineer II--Water Department Conservatory Supervisor Criminalist II Electrical Engineer II **Landscape Architect II Maintenance and Capital Improvement Planner Mechanical Engineer II Procurement Coordinator . Structural Engineer II Traffic Bngineer II � A B C D E F G 10-yr. 15-yr. 1001.13 1041.74 10$2.35 1135.51 1193.09 1252.15 1314.90 1355.51 Z395.40 Administrative Assistant--Comm. Serv. Administrative Assistant--Fire Department Administrative Manager--Comm. Serv. *Architectural Designer DevelopmenC Finance Specialist III EDP Systems Analyst II EDP Systems & Programming Supervisor Physical Fitness Coordinator Program Coordinator Project Manager III A B C D E F G 10-yr. 15-yr. 1031.40 1072.75 1114.84 1170.94 1229.27 1290.54 1355.51 1395.40 1436.00 Business Manager - TVI A B B D E F G 10-yr. 15 yr. 1062.40 1104.50 1148.79 1204.91 1264.69 1328.94 1395.40 1438.20 1481.04 Landscape Architect III A B C D E F G 10-yr. 15-yr. 1094.16 1136.97 1182.02 1242.54 1303.84 1370.28 1438.20 1481.77 1523.11 Arborist IV Architect III . , Architect III-Renewal - City Planner IV Civil Engineer III Civil Engineer III--Water Department Co�unity Development Grant Assistant IV Economic Development Specialist IV Economic Planner . EDP Systems Analyst III Electrical Engineer III Mechanical Engineer III - A4 - EFFECTIVE JANUARY 7, 1984 APPENDIX A (continued) Medical Examiner (Roentgenologist) Research Analyst IV Structural Engineer III Supervisor of Relocation Traffic Engineer III A B � D E F G 10-yr. 15-yr. 1�60.62 1207.11 1255.11 1317.87 1383.57 1452.97 1525.34 1570.35 1616.88 Planning Supervisor A B C D E F G IO-yr 15-yr. 1194.57 1243.29 1292.03 1357.01 1424.92 1497.27 1570.35 1617.60 1665.59 Data Base Coordinator Development Finance Specialist IV Pro�ect Manager IV A B C D E F G 10-yr. 15.yr 1230.74 1279.47 1331.15 1397.59 1467.74 1540.82 1617.60 1666.34 1715.07 Legislative & Research Assistant to the Council A B C D E F G ZO yr. 1S.yr 1305.30 1357.71 1411.63 1483.22 1557.08 1634.59 1717.29 1767.49 1818.43 Sanitarian II (Appainted prior to January 1, 1976) A B C D E F 10-yr< 15-yr. 889.64 929.51 975.29 1019.59 1069.79 1118.51 1151.75 1184.23 Substitute Library Specialist lst 500 hours of employment $7.35 2nd 540 hours of employment $7.72 3rd 500 hours of employment $8.10 4th 500 hours of employment $8.51 �th 500 hours of employment $8.93 - A� - � EFFECTIVE JANUARY 5 . 1985 �F �'�X/ APPENDIX "A" - TITLES AND SALARIES Complaint Office Analyst Library Specialist I Office Services Administrator Supervisor Public Information Specialist I A B C D E F G 10-yr. 15-yr. 737.23 766.70 796.92 837.23 878.31 923.29 969.03 998.4� 1026.39 Arborist I City Planner I Community Development Grant Assistant I Conservatory Education Officer Dietician Economic Development Specialist I Graphic Artist I *Information Specialist Management Assistant I Manpower Coordinator I Manpower Planner I Pro�ect Social Worker I *Recreation Airector I Sanitarian I (Appointed after January 1, 1976) Vendor Assistance Analyst A B C D E F G 10-yr. 15-yr< 782.97 813.98 844.99 889.15 932.57 979.09 1027.16 1058.16 1088.39 Accountant I Accountant I-Renewal Health Educator I Health Statistician I Librarian I Library Specialfst II Medical Records Administrator Nutritionist I *Project Assistant I Pro�ect Assistant I-Renewal Pro3ect Manager I Public Health Nurse I Public Information Specialist II Quality Control Supervisor Recreation Coordinator--Special Programs Research Analyst I *Research Coordinator I Research Coordinator I-Renewal A' B C D E F G 10-yr. 15-yr. 828.69 862.03 897.71 941.87 989.96 1039.58 1090.72 1123.28 1155.85 - A6 - APPENDIX A (continued) EFFECTIVE JANUARY S� 1985 Arborist II Bacteriologist-Chemist I City Planner II Community Development Grant Assistant II Community Health Services Coordinator � Criminalist I Economic Development Specialist II EEO Manager-CETA Graphic Artist II Landscape Architect I Management Assistant II Manpower Coordinator II Manpower Planner II Nutritionist II Production Manager Project Social Worke� II Public Health Nurse II Sanitarian II (Appointed after January 1, 1976} Water Chemist I A B C D E F G 10-yr. 15-yr. 879.09 915.53 915.95 999.26 1049.64 1102.36 1157.39 1190.72 1225�6I *�Graphic Artist II Health Educator II Health Statistician II Housing Code Specialist Librarian II Nurse Practitioner-Obstetrics & Gynecology Prog�am Coordinator--Police *Project Assistant II Pro�ect Manager II Research Analyst II *Research Coordinator II A B C D E F G IO-yr. 15-yr. 907.00 941.87 979.09 1Q28.70 1080.64 1134.91 1190.72 1227.16 1263.60 Accountant II Architect I Civil Engineer I Civil Engineer I--Water Department Council Research Analyst Electrical Engineer I � EDP Specialist-Library Environmental Health Admin. Analyst **Landscape Architect I - A7 - � � C�F �y-�'/ APPENDIX A (continued) EFFECTIVE JANUARY 5, 1985 Mechanical Engineer I Recreation Director II Structural Engineer I Traffic Engineer I A B C D E F G 10-yr. 15-yr. 933.36 971.34 1010.10 1060.48 1113.20 1169.81 1227.16 1261.26 1301.59 EDP Systems Analyst I A B C D E F G 10-yr. 15-yr. 962.03 1000.02 1040.33 1091.50 1146.54 1203.90 1263.60 1303.13 1340.36 Arborist III Bacteriologist-Chemist II City Planner III Community Development Grant Assistant III Economic Development Specialist III Epidemiologist Health Analyst Landscape Architect II Management Assistant III Manpower Coordinator III Manpower Planner III Nutritionist III Occupational Safety & Health Analyst *Pro�ect Assistant III Sanitarian III Water Chemist II A B C D E F G 10-yr. 15-yr. 990.72 1029.49 1071.36 1125.62 1179.87 1239.57 1303.13 1341.12 1379.09 Administrative Assistant--City Planning � Citizen Participation Coordinator Community Relations Specialist--Human Rights Department Graphic Artist III Health Educator III Health Statistician III Human Resources Development Specialist . Human Rights Analyst--Researcher Librarian III Multi-Se�rvice ��nter Coordinator Pharmacist Research Analyst III Zoning Specialist A B C D E F G 10-yr. 15-yr. 1020.18 1060.48 1103.13 1158.17 1217.09 1276.78 1341.12 1380.65 1421.75 - A8 - ' ' APPENDIX A (continued) EFFECTIVE JANUARY 5, 1985 Accountant III Architect II Architect II-Renewal Assistant Chief Surveyor Civil Engineer II � Civil Engineer II-Renewal Civil Engineer TI--Water Department � Conservatory Supervisor Criminalist II Electrical Engineer II **Landscape Architect II Maintenance and Capital Improvenent Planner Mechanical Engineer II Procurement Coordinator Structural Engineer II Traffic Engineer II A B C D E F G 10-yr. 1.5-yr e 10�1.19 1093.83 1136.47 1192.29 1252.74 1314.76 1380.65 1423.29 �465.17 Administrative Assistant--Comm. Serv. Administrative Assistant--Fire Department Administrative Manager--Comm. Serv. *Architectural Designer Development Finance Specialist III EDP Systems Analyst II EDP Systems & Programming Supervisor Physical Fitness Coordinator ` Program Coordinator Project Manager III A B C D � F G 10-yr. ZS-yr. 1082.97 1126.39 1170.58 1229.49 1290.73 1355.07 1423.29 1465.17 1507e8C' Business Manager - TVI A B B D E F G 10-qr. Z5 yr. 1115.52 1159.73 1206.23 1265.16 1327.92 1395.39 1465.17 1510.11 1555.09 Landscape Architect III A B C D E F G 10-yr. IS-yr. 1148.87 1193.82 1241.12 1304.67 1369.03 1438.79 1510.11 1555.86 1599.27 Arborist IV -_ Architect III Architect III-Renewal City Planner IV Civil Engineer III . Civil Engineer III--Water Department Community Development Grant Assistant IV Economic Development Specialist IV Economic Planner EDP Systems Analyst III Electrical Engineer III Mechanical Engineer III - �!° - ' . G�� -�'/ EFFECTIVE JANUARY 5, 1985 APPENDIX A (continued) Medical Examiner (Roentgenologist) Research Analyst N Structural Engineer III Supervisor of Relocation Traffic Engineer III � A B C D E F G 10-yr. 15-yr. 1218.65 1267.47 1317.$7 1383.76 1452.75 1525.62 1601.61 1648.87 1697.22 Planning Supervisor A B C D E F G 10-yr 15�-yx. 1254.30 1305.45 1356.63 1424.86 1496.17 1572.13 1648.87 1698.40 1748.87 Data Base Coordinator Development Finance Specialist IV Pro�ect Manager IV A B C D E F G 10-yz. 15 eyr 1292.28 1343.44 1397.71 1467.47 1541.13 1617.86 1698.48 1749.66 1800.82 Legislative & Research Assistant to the Council A B C D E F G 10 yr. 15.yr 1370.57 1425.60 1482.21 1557.38 1634.93 1716.32 1803.15 1855.86 1909.35 Sanitarian II (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. 934.12 975.99 1024.05 1070.57 1123.28 1174.44 1209.34 1243.44 Substitute Library Specialist lst 500 hours of employment $7.72 2nd 500 hours of employment $8.11 3rd 500 hours of employment $8.51 4th 500 hours of employment $8.94 5th 500 hours of employment $9.38 - A10 - 1. Article 1.2 Recognition. Language regarding provisional employees. 2. Article 2 Severance Pay. New standard severance pay plan increasing maximum severance pay from $4,000 to $6,500. 3. Article 7.5 Seniority. Change in language which extends reinstatement rights after layoff from one year to two years. 4. Article 9 Discipline. New language which more clearly defines the discipline procedure. 5. Article 11 Grievance Procedure. Revised language changing the Grievance Pro- cedure to be consistent with the Grievance Procedure Article in other contractse 6. Article 14 Insurance. Revised language establishing new maximum amounts the City will pay toward insurance coverages. In the second year of the Agree- `/ment, the City will pick-up all the premium increases for the employee � coverages and 75% of premium increases for dependent coverages. 7. Article 18 Non-Discrim3nation. New Article stating that this contract will be applied with no discrimination. 8. Article 19 New Article regarding Maternity Leave. � 9. Article 20 New Article regarding No Strike - No Lockout. 10. Wages 5% increase across the board for each year. /A-f►,� �� ` �� , , _ ; �� Personnel Office ' _ DEPARTI4ENT �BnQt'tP Snhani,g �_QN�'ACj 298-4221 pHONE ,� ee �� 2�. DATE �v v . (Routing and Explanation Sheet) Assign Number for Routing Order (Clip All Locations for Mayoral Signature : ` 1��Department Director � > , � City Attorney , . nageme /Mayor , .�.._�'�. _ .. �_� � Finance and. Management ervices Di ctor � �� -- i983 _�/City Clerk ' .. . �. ' �, �,�' i ..��. Budget Director i�hat Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale): This resolution approves the 1984-1985 Agreement bet'�aeen the C'ity of St. Paul and the Pro- fessional Employees Association. (PEA) This new Agreemeat includes chaages in the following areas. See attached sheet. � Financial , BudcZetary and Personnel Impacts Anticipated:_ , . 1984 1985 Wages $354,332 $372,049 . Znsurance 31,450 . Unknown Funding Source and Fund Activity Number Charged�or Credit�d: Attachments (List and Number all Attachments) : 1. Resolution 2. Agreement 3. Copy for City Clerk DEPARTMENT REVIEW CITY ATTORNEY REVIEtd Yes No Council Resolution Required? Resolution ',Required? �/ Yes� No Yes No Insurance Required? Insurance S�fficient? Yes No�j/�. Yes No Insurance Attached? Revision of October, 1982 (�Pp RpvPrcp Sidp f�r 'Instructions) ;;� , . � FPy�'/ ��„�-i��\ • , CI�`Y" OF S.ELZ\'�' P.e1UL - �''`'� I� �` j ,��.�--^-��c��`"' Ol.`k�ICI: OF '1'frF CI�"�' COU:�CIL � °�- :4:'''r' ` � . � ,��' '.�,'��_=' .; D a t e ; January 19, 1984 . 4��. ,;'/ . �:`ti:�_ =:� ` C�OMMiT`�' � E R E PO RT " TO = Sa�n? Paut Ci�� Coun�il - - �� (� = (�On'I(7IIT1`�� Qh FINANCE C H A 1 R James Scheibel . • 1. Approval of minutes from meeting held January 12, 1983. �,�OV't,Q�'��-O ' � , ` r - - � 2. Resolut�on approving a Joint Powers Agreement ivith the County of Ramsey trhereby � � the City will operate and naintain the Harriet Island-Lilydale Regiona2 Park and provide police and fire pro�ection and compensation to Lilydale for prose- . __. .__ cution within the park. (Community Services) PtP�r?O�tA �-0 j 3. Resolution amending the 1983 Capital Improvement Budget and transferring $45,000 from Unallocated Reserve to Sun Ray Library Renovatio��o��let�nO __ (Comm. Serv.) . ��o . Re ol ion appro 'ng additio to the 84 budQ t and a ropriati�� $1,218,900 " to the 'nanci�ng P and to th Spendin Pla f Pafi�:�s Recseatidn Spec�`al , , , `.�r�}��...uat-� TG. -3..` � ices. mmunity erv'�es) P. _ Sc.p ,_O�. -$'/ �. � � 5. Resolution amending 1984 budget and transferring $39,368 from Contingent Reser\�t Specified to Public �Vorks Traffic Operations and I�iaintenance (laid over from ]./5)OtJ� 6. Resolution approving additions to the 1984 budget and appropriating $20,912 ta the Financing Plan and �45,816 to the Spending Plan for Traffic, Signals, Lightir►g - � Ataintenance Fund. (laid over from 1/5) Af'PRDJEt�'�°�Q-� - : ' 7. Ordinance amending Chapter 86 of the Saint Paul Administrative Code;. providing for the designation by the l�iayor of a person who ��rould be authorized to sign contracts on the Mayor's behalf. (laid over from 1/5) ��_��Rl��TZU� t-�-8'�{• � � 8. Resolution approving severance pay payments and providing for those enp2oyees C resignin� in 1983 as well as in the four preceding }•ears their severance pay ontions. fPersonnell �P�a�� '�• ..,. a 9. Administrative Resolution revising the_series. of. technical positions in the Human Rights Department. (Personnel) �p�� 4�� 10. Administrative Resolution changing the title of rlanpoirer Director to Deputy Director-Job Creation and Training in the Salary Plan and Rates of Compensation Resoluti,pn. (Personnel) „��{�''�"`�°-� 11. Resolution approving the 1984 hlemorandum of Understanding pertainin�to - employees holding the title of Assistant Fire Chief. (Personnel) h,P�Rc'F`J"E�' ri'-0l W�.� .__�.. .,.... .. 12. Resolution amenda.ng Section 28 of the Civil Service Rules concerning Appoint- ment above the bti.nimum. (Personnel) a"�Di�`�`"`�d"�.�' ��r�.�.�• _ �,..�...-: _ _ .- 13. Resolution approving the 1984 Collectit�e Bargaining Agreement bet��e n the City of St. Paul and the St. Paul Police Supervisory Group_ (Personnel)��J�,�-¢ . ..y`rsxx„:... ,. 14. Resolution approving the 1984-1985 Nlemorandum of Undexstanding pertaining to the Civic Center Stage Employees. (Personnel) '�'P+�OtT�q; �`=d ' � 'ML.:v�?J�:ili4.,4�liyyn-�I4�MS...�.. .,.. 15. Re�r�&��ur a�r`3.`�';'�:�'' I �� `�a�tn� Ilg�e��mt bet�ree.� � ur � ,±N�X�+��+c'C3ve 8 Cit��..S"�:�� '; . �ssodatir�. �:Personnel) . ..::_, .� �. . � �� 16. Resolution approving the 1984-1985 Collective Bargainin� �lgreement betc:een the City of St. Paul and thg International Union of Operating Engine�rs, Locals a..,..,,...,. 36 and 967. (Personnel) �P�' ��,� t�-0.�`� ,ry;.- �... ... . 17. An administrative ordinance amending the Civil Service_ Rules pertaining to the � � �� position of Deputy Director-Job Creation and Training. /f�r�i��'�.""�►'--�,}� p 1��118. An ordinance pertaining to the division of manpower programs. A :- , �6++�..:�s...e,, � WMITE - CITV CLERK PINK - FINANCE COUIICIl (�// CANqRV - DEPARTMENT GITY OF SAINT PALTL /� BLUE - MAVOR File NO. � _ v � � C un�i Resolution Presented By '�Referred To ( l�l�l�l C�� Committee: Date 1 P�� Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1984-1985 Memorandum of Understanding pertaining to the Civic Center Stage Employees. Approved: Chairman, Civ 1 Service Commission � COUNCILMEN Requested by Department of: Yeas Fletcher Nays PERSO FICE �B` �� In Favor Masanz 1lieesia scnetbei __ Against BY Tedesco Wilson JAN 2� ��i�} Form proved b Ci ey Adopted by Council: Date � Certified P ss Council , etar BY By � 'JA� 7 tg84 App o ed by Mayor for Su i io to Councii /�pprov b IVlavor: Date By — BY PUBLISHED �EB 4 1984