84-83 WHITE — CITV CLERK
PINK — FINANCE G I TY O F SA I NT PA LT L Council s' �w/'
CANARV — DEPARTMENT File NO. �` sv �
BLUE — MAVOR
�
o ncil Resolution
Presented By �
p�Referred To �'( �//�"t`�Ll.` Committee: Date 1 —� "� �
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby approves aad
ratifies the attached 1984 Collective Bargga�ning Agreement between the City
of St. Paul and the St. Paul Police Supervisory Group.
Approved:
Chairman, Ci il Service Commis on
COUNC[LMEN Requested by Department of:
Yeas Fletcher Nays /�
J PERSONN 0 FICE
�+� fln�c�.> iD In Favor
Masanz
tltcosie'�
scnetbei _ Against BY
Tedesco
Wilson
JAN 2 6 �gg4 Form proved by ity n
Adopted by Council: Date �-
Certified Y s•e b Counci cre ry BY
gy. � `
Appr y Mavor: Date � JAN 2 7 198� A ro by Mayor for S mi to Council
/
By By
Pt1BLISHED FEB 4 1984
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�,,�
,
1984
AGREII�IENT
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THE CITY OF SAINT PAUL
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THE SAINT PAUL POLICE SUPERVISORY GROUP
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• • I N D E X
ARTICLE TITLE PAGE
I Purpose 1
II Definitions 2
IIT Recognition 3
IV Emp3.oyer Authority �+
V Grievance Procedure 5
VI Savings Clause 10
VII Uniform Allowance 11
VIII Legal Services 12
IX Safety 13
- X Insurance 14
XI Vacation 18
XII Holidays 19
XIII Sick Leave ZO
XIV Severance Pay 21
XV Wages 23
XVI Residency 24
XVII Incapacitation 25
XVIII Administrative Service Fee 26
XIX Duration and Effective Date 27
Appendix A A1
Appendix B B1
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ARTICLE I - PURPOSE
1.1 The Employer and the Saint Paul Police Supervisory Group (SPPS) agree
that the purpose of entering into this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby establishing a
system of uninterrupted operations and the highest level of
performance that is consistent with the well being of all
concerned.
1.12 Establish the full and complete understanding of the portions
concerning the terms mnd conditions of this AGREEMENT.
1.13 Establish procedures to orderly and peacefully resolve disputes as
to the application of interpretation of this AGREEMENT.
1.14 Place in written form the parties' agreement upon terms and
conditions of employment for the duration of this AGREEMENT.
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ARTICLE II - DEFINITIONS
2.1 Saint Paul Police Supervisory Group (SPPS)
202 EMPLOYERa The City of Saint Paul
�
2.3 SPPS - Saint Paul Deputy Chiefs of Police
:
2e4 Employee: A member of the SPPS Bargaining Unit.
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ARTICLE III - RECOGNITION
3.1 The EMPLOYER recognizes the SPPS as the exclusive representative for
the purpose of ineeting and negotiating the terms and conditions of
employment for supervisory Police Department personnel.
3.2 In the event the EMPLOYER and the SPPS are unable to agree as to the
inclusion or exclusion of a new or modified job position, the issue
shall be submitted to the Bureau of Mediation Services for determination.
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. ARTICLE IV - EMPLOYER AUTHORITY ` �
4.1 The SPPS recognizes the prerogatives of tYee EMPLQYER to operate and
manage its affairs in all respects in accordance with applicable laws
and regulations of appropriate authorities. The prerogatives and
�
authority which the EMPLOYER has not officially abridged, delegated or
�
modified by this AGREEMENT are retained by the F,MPLOYEIte
4.2 A public employer is not required to meet and negotiate on matters of
inherent managerial poliey, which include but are not limi�ed to, such
areas of discretion of policy as the funct�ons a�ad programs of the
employer, its overall budget, utilization of technologyp and organi-
zational structure ancY selection and direction and number of personnel.
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ARTICLE V - GRIEVANCE PROCIDQRE
5.1 DEFINITION OF GRIEVANCE. A grievance is defined as a dispute or
disagreement as to the interpretation or application of the specific
terms and conditions of the AGREEMENT. It is specifically understood
that any matters governed by civil service rules or statutory provisions
shall not be considered grievance and subject to the grievance procedure
hereinafter set forth. No disciplinary action which may be appealed to
a civil service or merit system authority will be considered a grievance
and subject to the grievance procedure herein.
5.2 SPPS REPRESENTATIVES. The EMPLOYER will recognize representatives
designated by the SPPS as the grievance representatives of the bargaining
unit having the duties and responsibilities established by this Article.
The SPPS shall notify the EMPLOYER in writing of the names of such SPPS
representatives and of their successors when so designated.
5.3 PROCESSING OF GRIEVANCE. It is recognized and accepted by the SPPS,and
the EMPLOYER that the processing of grievances as hereinafter provided
is limited by the �ob duties and responsibilities of the EMPLOYEE and
shall therefore be accomplished during normal working hours only when
consistent with such EMPLOYEE duties and responsibilities. The aggrieved
EMPLOYEE and the SPPS shall be allowed a reasonable amount of time
without loss in pay when a grievance is investigated and presented to
the EMPLOYER during normal working hours provided the EMPLOYEE and the
SPPS representative have notified and received the approval of the
designated supervisor who has determined that such absence is reasonable
and would not be detrimental to the work programs of the EMPLOYER.
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ARTICLE V - GRIEVANCE PROCIDURE (continued)
5.4 PROCIDURE. Grievances, as defined by Section 5.1 shall be resolved in
conformance with the following procedure:
,
Step 1. An EMPLOYEE claiming a violation concerning the interpretation
;
of application of the Contract shall within twenty-one (21)
calendar days after such alleged violat.ion has a�curred
present such grievance to the EMPLOYEE'S supervisor as
designated by the EMPLOYER. The EMPLOYER DE�IGNATED
representative will @iscuss and give an. answer to such Step 1
grievance within ten (10) calendar days after receipto A
grievance not resolved in Step 1 and appealed in Step 2 shall
be placed in wrriting setting forth the nature of the grievance�
the facts on wich it is based, the provision or provisions of
the Contract allegedly violated, the remedy requested, and
shall be appealed to Step 2 within ten (10) calendar days
after the EMPLOYER-DESIGNATED representative�s final answer
in Step 1. Any grievance not appealed in writing to Step 2
by the SPPS within ten (10) calendar days shall be considexed
wa3.ved.
Step 2. If appealed, the written grievance shall be presented by the
SPPS, and discussed with the EMPLOYER-DESIGNATID Step 2
representative. The EMPLOYER-DESIGNATED representative shall
give the SPPS the EMPLOYER'S Step 2 answer in writing within
ten (10) calendar days after receipt of such Step 2 grievance.
A grievance not resolved in Step 2 may be appealed to Step 3
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� ARTICLE V - GRIEVANCE PROCIDURE (continued)
within ten (10) calendar days following the EMPLOYER-DESIGNATED
representative's final Step 2 answer. Any grievance not
appealed in writing to Step 3 by the SPPS within ten (10) �
calendar days sha17. be considered waived. ,
Step 3. Zf appealed, the written grievance shall be presented by the
SSPS to,. and discussed with the E�IPLOYER-DES?GNATID Step 3
representative. The EMPLOYER-DESIGNATED xepresentative sha11
give the SPPS the EMPLOYER'S answer in writing within ten
(10) calendar days after receipt of sueh Step .3 grievance. A
grievance not resolved in Step 3 may be appealed by the SPPS
to Step 4 within ten (10) calendar days following the
EMPLOYER-DESIGNATID representative's final answer in Step
3. Any grievance not appealed in writing to Step 4 by the
SPPS within ten (10) calendar days shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall
be submitted to arbitration sub3ect to the provisions of the
Public Employment Labor Relations Act of 1971. The selection
of an arbitrator shall be made in accordance with the "Rules
Governing the Arbitration of Grievances" as established by
the Public Employment Relations Board.
5.5 ARBITRATOR'S �AUTHORITY. The arbitrator shal]. have no right to amend,
modify, nullify, ignore, add to, or subtract from the terms and conditions
of the AGREEMENT. The arbitrator shall consider and decide only the
specific issue(s) submitted in writing by the EMPLOYER and the SPPS,
and shall have no authority to make a decision on any other issue not
so submitted.
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ARTICLE V - GRIEVANCE PROCIDURE (continued)
S.6 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
�rbitrator's decision shall be submitted in writing within thirty (30)
days following the close of the hearing or the submission of briefs by
the parties, whichever is 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.
5.7 The fees and expenses for the arbitrators' services and praceedings
shall be borne equally by the EMPLOYER and the SPPS, provided that each
party shall 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 fo� the xecord.
If both parties desire a verbatim record of the proceedings, the cost
shall be shared equally.
5.8 WAIVER. If a grievance 3s not presented within the time limits set
forth above, it shall be considered "waived". If a grievance is not
appealed to the next step within the specified time limit or any agreed
extension thereof, it shall be considered settled on the basis of the
EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or
an appeal thereof within the specified time limits, the SPPS may elecC
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ARTICLE V - GRIEVANCE PROCIDURE (continued)
to treat the grievance as denied at that step and immediately appeal
the grievance to the next step. The t3me limit on each step ma� be
�
extended by mutual agreement of the employer and the SPPS in
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each step.
5.9 RECORDS. All documents, comm�unica�ions and records dealing with a
grievance shall be fil�d separately fxom the personnel £iles af the
involved employee(s) .
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ARTICLE VI - SAVINGS CLAUSE
6.1 This AGREEMENT is sub�ect to the laws of the United States, the State
of Minnesota and the City of Saint Paul. In the event any provision of
this AGREEMENT shall be held to be contrary to law by a court of competent
3urisdiction from whose final �udgment or decree no appeal has been
�aken wi�hin the time provided, such provisions shall be voided. All
other provisions shal? continue in full force and effect. The voided
� provision may be renegotiated at the written request of either party.
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' ARTICLE VII - UNIFORM ALLOWANCE
7.1 The 1972-base of one hundred eighty ($180.00) dollars as a clothing
allowance on a voucher system will be increased on January 1, 1974 and
each year thereafter on the basis of a yearly study of the increased 1
cost of the defined uniform. The 1972 base cost of the uniforms are
defined in Appendix A.
7.2 The Saint Paul Police LTniform wi1�. not be worn by any employee in the
service of any employer other than �he City of Saint Paulo
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ARTICLE VIII - LEGAL SERVICES
8.1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the EMPLOYER shall defend, save harmless and indemnify an
EMPLOYEE, and/or his estate, against any claim or demand, whether
groundless or otherwise, arising out of an alleged act or omission
occuring in the perfor�ance and scope of the EMPLOYEE`S duties.
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ARTICLE IX - SAFETY
9.1 EMPLOYER and employee shall cooperate in the enforcement of all applicable
regulations for the enforcement o£ 3ob safety. If an employee feels
that his work duties or responsibilities require such employee to be in
a situation that violates federaJ. or state safety standards, the mattex
shall be immediately considered by the EMPLOYER. If such matter i.s not
satisfactorily ad3usted, it may become the subject of a grievanc�. and
will be processed in accardance w:ith the grievance procedure set forth
herein.
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ARTICLE X - INSURANCE ,
10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide
for employees such health and life insuxance benefits as are provided
by E.*�IPLOYER at the time of execution of this AGREEMENT.
10e2 The EMPLOYER will for the period of this AGREEMENT provide for employees
who xetire 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 the employees of this
uait.
10.3 In order to be eligible for the benefits under the early retiree provision,
the employee must:
10.31 Be receiving benefits from a public employee retirement act.
10.32 Have severed his relationship with the City of Saint Paul under
one of the early retiree plans.
10.4 In the event of the death of an active employee or an early retiree,
the dependents of such employee or retiree shall have the option within
thirty (30) days to continue the current hospitalization and medical
benefits, including such improvements as may be ma.de from time to time,
which said dependents previously had, at the premium applicable, to
dependents of active employees. It is further understood that coverage
shall cease in the event of:
10.41 Subsequent remarriage of the surviving spouse of the deceased
employee or retfree.
10.42 The employment of the surviving spouse where hospitalization
and medical insurance coverage is obtained through a group
program provided by said employer. It is further understood,
however, that in said event, the surviving spouse shall have
the right to maintain City hospitalization and medical insurance
coverage for the first ninety (90) days of said employment.
10.43 City-provided life insurance in existence at time of retirement
shall continue to be provided by the City after an employee
shall take early retirement, but such coverage shall terminate
at age 65.
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. ARTICLE X - INSURANCE (coritinued) �� ��-�3
, � 10.5 For each eligible employee covered by this AGREEMENT selecting
that health insurance program without the AWARE provisions supplied
to the City by Blue Cross-Blue Shield, the City shall pay the
entire cost of such coverage, or $93.65 per month= whichever is
less. In addition, for each employee selecting dependent's coverage
,
under the program without the AWA.RE provisions offered to the City
by Blue Cross-Blue Shield, the City shlal.l pay the entire cost of
such dependent's coverage or $197.24 per month� wtzichever is 1ess.
10.6 For each eligible employee covered by this AGREEMENT selecting that
health insurance program supplied to the City b� Group Healtb, the
City shall pay the entire cost of such coverage, or $60.85 per month,
whichever is less. In addition, for each employee selecting dependent's
coverage under the program offered to the City by Group Health, the
City sha11 pay the entire cost of such dependent's coverage or
$101.17 per month, whichever is less.
10.7 For each eligible employee covered by this AGREEMENT selecting that
health insurance program supplied to the City by Coordinated Care,
the City shall pay the entire cost of such coverage, or $58.00 per
month, whichever is less. In addition, for each employee selecting
dependent's coverage under the program offered to the City by
Coordinated Care, the City shall pay the entire cost of such
dependent's coverage or $111.00 per month, whichever is less.
10.8 For each eligible employee covered by this AGREEMENT selecting the
health insurance program supplied to the City by HMO riinnesota,
the City shall pay the entire cost of such coverage, or $67.90
per month, whichever is less. In addition, for each employee
selecting dependent's coverage under the program offered to the
City by HMO Minnesota, the City sha11 pay the entire cost of such
coverage or $112.09 per month, whichever is less.
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ARTICLE X - INSURANCE (continued)
10.9 For each eligible employee covered by this AGREEMENT selecting the
health insurance program supplied to the City by SHARE, the City
• shall pay the entire cost of such coverage, or $6I.14 per month,
whichever is less. In additian, for each employee selecting dependent's
coverage under the program offered to the City by SHARE, the City
shall pay the entire cost of such dependent's coverage of $112.09
. per month, whichever is 1ess.
10.I0 For each eligible employee covered by this AGREIIKENT selecting the
health insurance progr�► supplied to the City by Physicians Health
Plan, the City shall pay the entire cost of such coverage, or $78.98
per month, whichever is less. In addition, for each employee selecting
dependent's coverage under the program offered to the City by Physicians
Health Plan, the City shall pay the entire cost of such dependent's
coverage or $174.32 per month, whichever is less.
10.11 For each eligible employee covered by this AGREEMENT selecting that
health insurance program supplied to the City by Med Center, the City
shall pay the entire cost of such coverage, or $56.05 per month,
whichever is less. In addition, for each employee selecting dependent's
coverage under the program offered to the City by Med Center, the
City shall pay the entire cost of such dependent's coverage or $111.30
per month, whichever is less.
10012 The City agrees to contribute the cost of $5,000 of life insurance
coverage for each employee who is eligible for such coverage which
cost is $2.07 per month per employee.
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ARTICLE X - INSURANCE (continued)
10.13 In addition to the $5,000 Life Insurance Coverage in I0.12, the
City agrees to contribute the cost of additional life insurance coverage
or $0.97 per thousand dollars of coverage per month, whichever amount'
is less. The total amount of 13.fe insurance coverage provided under
this section and Section. 10.12 for each employee shall be equal to
the employeets annual. salary to �he nearest fu11 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 periQd. This
contribution shall be paicl to the City's group health and welfare plane
10.14 Effective October 1, 19$4, the dollar caps, specif3ed 3n Articles
10.5 thru 10.11 for employee coverage shall be increased to equal the
total October 1, 1984 premium cost for employee coverage in the
respective plans.
10.14 Any increase in the premium cost after September 30, 1984 for dependent's
coverage specified in Articles 10.5 thru l0.11: shall be paid by the
employee unless an renewed labor agreement between the parties provides
otherwise.
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ARTICLE XI - VACATION
11.1 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 yrs thru 15 yrs 20 days
Af ter 15 yrs and thereafter 25 days
11.2 The head of the department ffiay permit an employee to carry over into
the following year up to eighty hours. Any employee who does not work
full time shall be granted vacation on a pro rata basis. The time of
vacation shall be f ixed by the head of the department in which the
employee is employed. If an amployee has been granted more vacation
than he has earned up to the time of his separation from the City
service, the employee shall reimburse the City for such unearned vacation.
If an employee is separated fram the service by reason of resignation,
he shall be granted such vacation pay as he may have earned and not
used up to the time of such separation, provided that he has notified
the department head in writing at least fifteen calendar days prior to
the date of his resignation. If an employee is separated from the
service by reason of discharge, retirement or death, he shall be granted
such vacation pay as he may have earned and not used up to the time of
such separation. The provisions of this Article XI shall not apply to
temporary or emergency employees.
11.3 If an employee has an accululation of sick leave credits in excess of
one hundred and eighty days, he may convert any part of such excess to
vacation at the rate of one-half day's vacation for each day of sick
leave credit. No employee may convert more than ten (10) days of sick
leave in each calendar year under this provision.
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''' ARTICLE XII - HOLIDAYS
12.1 Holidays recognized and observed. The following holidays shall tae
recognized and observed as paid holidays:
New Years Day Columbus Day
Presidents Day Veterans Day
Memorial Day Thanksgiving Day `
Independence Day Christmas Day
Labor Day �tao floating holidays �
Eligible employees shall receive pay for each of the holidays listed
above on which they perform no work. For emplo��es normally assigned
to a work week of Monday through Friday, the following sha11. apply.
Whenever any of the holidays listed above shall fall on Saturday,
the preceding Friday shall be observed aa the holiday.
k'henever any of the holidays listed above shall fa11 on Sunday,
the succeeding Monday shall be observed as the haliday.
For those employees assigned to a work week other than Monday through
Friday, the holiday shall be observed on the calendar date of the
holiday.
12.2 The floating holidays set forth in Section 12.1 above may be taken at
any time during the contract year, sub3ect to the approval of the
department head of any employee.
12.3 Eligibility Requirements. In order to be eligible for a holiday with pay,
an employee's name must appear on the payroll on any six working days of
the nine working days preceding the holiday; or an employeets name must
appear on the payroll the last working day before the holiday and on three
other working days of the nine working days preceding the holiday. In
neither case shall the holiday be counted as a working day for the purpose
of this section. It is further understood that neither temporary, emergency
nor other employees not heretofore eligible shall receive holiday pay.
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ARTICLE XIII - SICK LEAVE
13.1 Employees shall accumulate sick J.eave credits at the rate of .0576 of a
working hour for each full hour on the payroll, excluding overtime.
Sick leave shall be granted in accordance with the Civil Service Rules
(Resolution 3250) .
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� � ARTICLE XIV - SEVERANCE PAY
14.1 The employer shall provide a severance pay program as set forth in
this Article.
14.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
I4.21 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) .
14.22 The employee must be voluntarily separated from City employment
� or have been sub3ect 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.
14.23 The employee must have at ieast ten (10) years of service under
the classified or unclassified Civil Service at the time of
separation.
14.24 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.
14.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
14.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth abave, 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 sub3ect to a maximum of 200 accrued
sick leave days.
14.4 The maximutn amount of money that any employee may obtain through this
severance pay program is $6,500.
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ARTICLE XIV - SEVERANCE PAY (continued} •
14.5 For the purpose of this severance program, a death of an employee shall
be considered as separation of employment, and if the employee would have
met all of the requirements set forth above, at the time of his or her
�
death, payment of the severance pay will be made to the employee's
r
estate or spouse.
14.6 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.
14.7 The manner of payment of such severance pay sha11 be made in accordance
with the provisions of CiCy Ordinance No. 1.1490.
14.8 This severance pay program shall be sub3ect to and governed by the pro-
visions of City Ordinance No. 11490 except in those cases where the specific
provisions of this article conflict with said ordinance and in such cases,
the provisions of this article shall control.
14.9 Any employee covered by this bargaining unit, may, in any event, and
upon meeting the qualifications of this article or City Ordinance ho.
11490, as amended by City Ordinance No. 16303, section 1, section 6,
draw severance pay. However, an election by the employee to draw
severance pay under either this article or the ordinance shall constitute
a bar to receiving severance pay from the other.
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ARTICLE XV k�AGES
15.1 The bi-weekly salary as established in Appendix "B" shall be paid to
employees holding the title of Deputy Chief of Police.
�
.
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ARTICLE XVI - RESIDENCY '
16.1 The residency r2quirements as passed by the City Council on
December 30, 1982 under Council File No. 279643 shall apply
to all emgloyees covered by this agreement.
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� ARTICLE XVII - INCAPACITATI013
17.1 EMPLOYEES in3ured during the course of employment and thereby rendered
�
incapable of performing �ob duties and responsibilities shall receive
full wages during the period of incapacity, not to exceed the period �
equal to twelve (12) months plus accumulated sick leave. It is under-
stood that in such cases, the twelve (12) month period shall first be
utilized and only when same is exhausted sha11 accumulated sick leave
be applicable.
17.2 EMPLOYEES disabled through injury or sickness other than specified in
Section 17.1 above shall receive fu11 wages for a period equal to
accumulated sick leave, plus six (6) months as provided herein. It is
understood that in such cases, accumul.ated sick leave shall first be
utilized before the six (6) months, or any part thereof, shall be appli-
cable. It is further understood that the six (6) month period shall be
available only in those years where the last available Annual Report of
the City Civil Service Of£ice shall show average sick leave used per
Police Department Employee (based on the 1972 Annual Report me�hod of
calculating same) , of eight (8) days or less.
17.3 EMPLOYEES in�ured or incapacitated by illness in the line of duty shall
be entitled to reinstatement at any time within five (5) years from the
�ate of injury or incapacity provided they are physically capable of
restuning their job.
17.4 Except as specifically provided in this Article, all illness and
incapacity rules and policies previously in effect shall continue.
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ARTICLE XVIII - ADMINISTRATIVE SERVICE FEE
18.1 The St. Paul Police Supervisory Group agrees that an administrative
service fee of twenty-five cents ($0.25) per member bi weekly shall
be deducted by the City of Saint Paul.
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ARTICLE XIX - DURATION AND EFFECTIVE DATE
19.1 Except as herein provided, this AGREEMENT shall be effective as
of January 1, 1984 and shall continue in full force and effect until
December 31, 1984 and thereafter until notified or amended by mutual �
agreement of the parties. Either party desiring to amend or modify
this AGREEMENT sha11 notify the other in writing by June 15 of the
year in which modif3cations are desired, so as to comply w3th the
provisions of the Public Employment Labor Relations Act of 1971.
Signed this O�g �day of 1983
CITY OF SAINT PAUL SAINT PAUL POLICE SUPERVISORY GROUP
.
�
L r Rel ' n ct Busi ess Representative
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� � G�F�y-�-�
APPENDIX A
, ' ' Unit Price
Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.50
Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50
Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . e . . $ 3.50
Chukka Boots. . . . . . . . . a . . . . . . . . . . . . . . . . . . . $ 19:00
Flashlite Holder. . . . . . . . . . . . . . . . . . . . . e . . e . . $ 1.50
Fezeral Streamer Holder . . . . o . . . . . . . . . . . . . . . . . . $ 2.00
Garrison Belt . . . o . e . e a o m , a . . . . . o . � . . . . . � . $ 2.50
Handcuff Case . . . . o � g . , , v , . . . . . . . . r . . . . . . . $ 3.04
Handcuf f s . . . . . . . , o e s s , . . , . . . . e e . . . e . . . � $ 13.95
Holsters
Federal Man. . . . . , . � . . . . . . . . . . . . . . . . . a . � 5.95
Sarariland 11A . . . e . . . . . . . . . . . . . . . . . e . . � 18.95
Sarariland 29. . . . . . o . . . . . . . . . . . . . . . . . . . $ 12.95
Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . $ 15.50
Jackets, Winter . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 39.95
Jackets, Intermediate . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95
Jackets, Summer . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 27.95
Overcoats . . . . . . . . e . m � . . . , . . . . . a . . . . . . . . $125.00
Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 12.95
Alternate Overshoes . . . . . . . . . . . . . . . . . . . . $ 6.95
Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95
Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 49.95
Raincoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 32.00
Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . $ 17.95
Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . $ 22.00
R�bber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
- A1 -
�"r
APPENDIX A (continued)
Unit Price
Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . o . . ., a . $ 3.95
Safety Helmet
Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.25
Chin Cup . . . . . . . e . . . . . . . . . . . . . . o . � . . e $ 1.50
Chin Strap . . . . . . . . . . . . . . . . . . . . . a . . . . . $ .95
Heavy Dutq Face Shield . . . . . . . . . . . . . . . . . . . . . $ 9.95
flead Suspension. . . o o . . . . . . . . . . . . . . . . . . . . $ 4.90
Quter Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 14.20
Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . m . $ 6.45
Y-D E2rness. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.95
San Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95
Alternate Sam Browne Belts. . . . . . . . . . . . . . . . . $ 16.25
Saps. . . e . . . . . . . . > . . . . . . . . . . . . o . o . . . . . $
Shirts, Winter (Colored) . v e e . . . . . . . . . . . . . o . . . . > $ 7.95
Shirts, Winter (Ranking Of ficer) . . . . . . . . . . . . . . . . . . . $ 8.95
Shirts, Summer (Colored) . . . . . . . . . . . . . . . o . . . . . e . $ 6.95
Shirts, Summer (Ranking Officer) . . . . . . . . . . . . . . . . . . . $ 7.95
Shirts, Short Sleeve (Radio Division) o . . . . . e . . . . . . . e . $ 6.50
Shirts, Long Sleeve (Radio Division) . . . . . . . . . o . . . . . . . $ 6.75
Shoes . . . . . . . . . . e . . . . . . . . . . . a . . . . . o . . . $ 19.00
Alternate Shoes . . . . . . . . . . . . . . . . . . . . . . $ 22.00
Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . $ 1.50
Socks (Black with White Foot) . . . . . . . . . . . . . . . . . o . . $ 1.75
Ties. . . . . o . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.25
Trousers, Winter. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 34.95
Trousers, Intermediate. . . . . . . . . . . . . . . . . . . . . . . . $ 29.50
- A2 -
�� �� �3
,�, �
APPENDIX A (continued)
Unit Price
Trousers, Summer. . . s . . . . . . . e . . . . . . . . . o . . . . . $ 25.50
Uniform Caps, Winter. . . . . . . . . . . . . . a . . . . . . . . . . $ 8.75
Uniform Caps, Summer. . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75
Ve.St$ • • • • • • • • o s • • • s a • • • • • • • e • • • • • • • • • � �eS0
Alternate Vest. . . . . . . . . . . . . . . . . . . . . . . $ 5.95
k'h�tle Chains. . v a o . . . . . . . . . . . . . . . . . . � e o . . $ 1.95
a
— A3 —
. ������
�•_ �
APPENDIX B
Salaries Effective January 7, 1984
A B C D E F 10-yr 15-yr
1383.93 1449.36 1518.98 1593.47 1668.66 1750.10 1800.22 1853.83
The above January 7, 1984 rates represent a six percent (6.0%) increase over
� the December 25, 1982 rates.
- Bl -
�� Pers:�r,�ael UffiCe DEPARTFIENT ��� �P��3
.
Bernard P_�riglit r�a�TACT.� � •
298-4221 PHONE
D�e�r, 20, 1983 �Q,/�� ��
_ DATE
, . (Routing and Explanation Sheet} -
Assi n Number fvr Routin Order Cli A11 Lacations for M �oral Si nature :
� -
. pepartment Director
,
City Attorney . _ ^- -� .
�M� r . : �,�...,����� -_ -
Fi nance and Manage�nent ervi ces D ctflr � C'`�-`-�. �; �- i°B3 :
� Ci ty C]erk _ � . . . , - - -� '
.' L�:." ,�: �. �
� 8udget Director .
What Wi11 be Achieved by Takinq Action on the Attached Materials? (Purpose/Rationale)�
This resolutioa approves the 1984 Agreement betweea the City aad ;the St. Paul .Police �
Supernisory Group. Thi.s �ew Agreement includes changes in Articles listed aa the attached�: -
sheet. . - . , _ _
Financial , Budgetary and Personnel Impacts Antici ap ted: .
Wagea: 1984 $5,457 � � �
Iasurance: 19$4 None .
Funding �Source and Fund Actfivity Number Charged�or Credited:
Attachments (List and Nun�er all Attachrr�nts): . . � �
l. Reeolution and � � . . �
2. Agreement -
3. Copy for C3ty Clerk
DEPARTMENT REVIEW CITY ATTORNEY REVIETrt
Yes No Counctl Resolution Required? Resolution Requlred? Yes� No
Yes No Insurance Required? , Insurance Sufficient? Yes Na��
Yes No Insurance Attached?
,
. RQV�sion of Octo6er, 1982
- (�pP Revt�rsp� �iclP for Instructions�
_ ., . , .
��f=�y��
. �
1984 Agreement between the City and the St. Paul Police Supervisory Group.
1. Article X - Insurance. City will continue to pay all premiums except 10%
of the premium for dependent's coverage under Blue Cross-Blue Shield and
HMO-Minnesota. Effective October 1, 1984, the City will pay all increases .
in employee premiums and the employee will pay all increases in dependent's
premiums.
2. Article XV - Wages. 6% increase effective 1-7-84.
3. New Article XVIII - Administrative Service Fee. New language providing for an
Administrative Service Fee of .25 per member bi-weekly.
� �
,,::-_ '� `'�;-:\ �iI'Z'Y OF ►�.E),Ii���' ��1UL �F ��'
�����~f •� ' ' . . . _ .
�.`, r--°,.���'�� � 0���'ICI: OF '1`FlI; CIZ'� GOU�CIL x
ij_�� �4r:;. .
�` '� �=-'•°"'�����'=i ���j D a t e , January 19, 1984
. ��.: . .- .
���',.�"�:- .-;
�`-.��� �, . .
���� `����� COMM (T�' � E R E PO RT �
� O � 5a�n? Paul Ci�� Council � -
FP► OM ' CO�mITI��� Oh FINANCE
C H A i R James Scheibel -
l. Approval of minutes from meeting held January 12, 1983. •�OV�t[�� �-O •y
� - -
� 2. Resolution approving a Joint Powers Agreement tivith 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 compensativn _to Lilyda2e for prose-
cution within the park. (Community Services� �P�i20�tp '�-0 �
3. Reso�ution amending the 1983 Capital Improvement Budget and transferring $45,000
from Unallocated Reserve to Sun Ray Library Renovation om letion. . (Comm_ Serv.)
, e�p�� �t-O . / -
. Re ol ion appro 'ng additio to the 84 bud t and a ropriati�g,\ $1,218,900
� to the 'nanci�ing P and t �th Spendin Pla f Pa�k�s _ _ Recrsatidn Speci`al
'- - _ 1�'�.�.:s��.,c,���c,� T�. 3.. �
ices. mmunity erv'�es) P. �A . Op_ -$"� '�.- � � �
�. �
5. Resolution amending 1984 budget and transferring $39,368 from Contingent Reserve��
Specified to Public ZVorks Traffic Qperations and I�taintenance (laid over from �/5)O�'�
6. Resolution approving additions to the 1984 budget and appropriatin� $20,912 to
the Financing Plan and ^�45,816 to the Spending Plan for Traffic, Signals, Lighting
-- - DTaintenance Fund. (laid over from 1/S) 74PP�DJ�Q',-� �Q-O - � '
7. Ordinance amending Chapter 86 of the Saint Paul Administrative Code; providing for
the designation by the I�iayor of a person who would be authorized to sign contracts
on the Mayor's behalf. (laid over from 1/5) �'11a D!!�4 -TUn �l��-$'�{- �
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+����!� -����D. � a
9. Administrative Resolution revising the_.series,.,of_ technical positions in the
Human Rights Department. (Personnel) �P�J�._.4�a ,�
10. Administrative Resolution changing the title of 1�Ianpoirer Director to Aeputy
Director-Job Creation and Training in the Salary Plan and Rates of Compensation
Resoluti�on. (Personnel) _.;,�,�,�.��`°"��_d""'_"�
11. Resolution approving the 1984 hiemorandum of Understanding pertainin to -
employees holding the title of Assistant Fire Chief_ (Personnel) ����`�'-� y "�j
_..�,..�..:..,..._._. .. . _ �
12. Resolution a.mending Section 28 of the Civil Service Rules concerning Appoint-
ment above the l�finimum. (Personnel) �Di� f'�``'�. : �
75�.:;:a+:Stt+-' �. ...-. W-�.�-c:.. ..x._
13. R+eS�lu�ian �TMg the 1.�':�r��sct�trt B``"'�'�a����a n th� Clt
of St. PauT � fi�►e St. -�a�3 �i����sory Group. (Personi��������4-4
14. Resolution approving the 1984-1985 htemorandum of Understanding pertaining to the
Civic Center Stage Employees. (Personnel) '��P��"`^�"OF� � �
..:."i,itre+�;e:�rr:�3��...,,t.a;.�.a�...-`-
15. Resolution approving the 1984-1985 Collective Bargaining Agreement betaee����
City of St. Paul and the Professional Employee Associatian. (Personnel} �,�p Y�D
� >.
16. Resolution approving the 1984-1985 Collective Bargainin� Agreement beti:een
the City of St. Paul and the International Union of Operating Erigine�rs, Locals
36 and 967. Personnel ���"Y
� ) . _ ...,�,:,���.. �"p' �
17. An administrative ordinance amending the Civil Service Rules pertaining to the ^
�� �4� position of Deputy Director-Job Creation and Training. ���Ui1�—`�'--a�; �
pR►N�p� i8• An ordin�ince pertaining to the division of manpower programs.
P�i . �fP�Pa�!�' S/O, �
i