84-128 WHITE - CITV CLERK
PINK - FINANCE G I TY OF SA I NT 17A �J L COUIICIl
CANARV - DEPARTMENT I,y/.
BLUE - MAVOR File NO. � • -/
Cou cil Resolution
Presented By / �
y Referred To �� ���N L�-- Committee: Date �—����
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby
approves and ratifies the attached 1984-1985 Collective Bargaining Agreement
between the City of Saiat Paul and the Classified Confidential Employees
Association.
Approved:
Chairman, Civ 1 Service Commiss n
COU[VC[LMEN
Yeas Nays Requested by Department of:
Fletcher � PERSONN FFICE
Drew [n Favor ,
Masanz �� ;
Nicosia - � __ Against BY
Scheibel
Tedesco FEB 2 — �98�} Form pproved b C� orne
A�ouncil: Date — �.
Certified ss d y C�il etar BY
gy,
� kV�;� ,� �- ���� Approved by Mayor for Submission to Council
Ap d by Nlayor. —
B _ By �I �,`( Zv1 ��°v�'L�
.PUBIISNED FE Q 11 1984
� � . �� ��-�.��
,
>
1984 - 1985
AGREEMENT BETWEEI�' '
THE CITY OF SA'iNT PAUI,
AND
CITY OF SAINT PAUL
CLASSIFIED CONF'IDENTIAL EMPLOYEES ASSOCIATION
� , . �F ��-���'
I N D E X
ARTICLE TITLE PAGE
Preamble iii
I Recognition 1
II Checkoff 3
III Hours of tv'ark 4.
IV Work Breaks 6
V Holidays 7
VI Employee Rights - Grievance �rocedure 8
VII Mileage 12
� VIII Residency �3
IX Vacation I4
X Insurance-Clerical & Technical Group 15
XI Insurance-Professional Group 19
XII Working Out of Classification 23
XIII Employee Records 24
XIV Bulletin Boards 25
XV Wages 26
XVI Maintenance of Standards 27
XVII Leaves of Absence 28
XVIII Military Lesve of Absence 30
XIX Management Rights 31
XX S�eniority 32
XXI Discipline 35
XXII Legal Services 36
XXIII No Strike - 13o Lockout 37
XXIV Severance Pay 38
XXV Non-Discrimination 40
XXVI Terms of Agreement 41
Appendix A1
- ii -
� �� �y-���
P R E A M $ L E
This AGREII�fENT entered into by the City of Saint Paul, hereinafter referred ta
�
as the EMPLOYER, and the City of Saint Paul Classified Con.fidential Employaes
Association, hereinafter referred to as the ASSOCIATION, has as its purpose
the promotion of harmonious relations between the EMPT.OYER and the ASSOCIATION,
the establishment of an equitable and peaceful procedure for the resolution
of differences, and the establishment o� rates of pay, haurs of work, and
other conditions of employment.
- iii -
i �
ARTICLE I - RECOGNITION
1.1 The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargaining
agent for the purpose of establishing salaries, wages, hours and other
conditions of employm.ent for all of its employees as outlined in the certi-
f ication by the State of Minnesota, Bureau of Mediation Services, dated
November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in
Case No. 77-PR-685-A, and set forth in Section 1.1 below.
1.2 The bargaining unit covered by this AGREEMENT shall consist of the following:
All classified confidential employees employed in the City Attorney, Budget
Director, Mayor and Personnel Offices in the classifications of:
Clerical and Technical Group
Budget Technician I Clerk-Stenographer III
Budget Technician II Data Processing Aide
Budget Technician III Duplicating Equipment Operator
Budget Technician IV Duplicating Equipment Operator Superviso�
Civil Service Transaction Clerk I Duplicating Equipment Operator Trainee
Civil Service Transaction Clerk II Orientation Coordinator
Clerk I Personnel Clerk-Board of Education
Clerk II Personnel Technician I
Clerk III Personnel Technician II
Clerical Supervisor Personnel Technician III
Clerk-Typist I Planning Technician I
Clerk-T'ypist II Planning Technician II
Clerk-T�pist ITI Public Information Technician
Clerk-Stenographer I Secretary
Clerk-Stenographer II
Professional Grovp
Accountant I Budget Analyst IV
Accountant II Employee Benefits Coordinator
Accountant III Personnel Assistant I
Budget Analyst I Personnel Assistant II
Budget Analyst II Personnel Assistant III
Budget Analyst III
- 1 -
� �'���-i�Y
ARTICLE I - RECOGNITION (continued)
1.3 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,
and 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
. rela�ionship to negotiations and administration of grievance procedures.
This provision shall remain operative only so Iong as specifically provided
by Minnesota law, and. as otherwise legal.
1.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against
an� and all ciaims, suits, orders or judgments brought or issued against
the EMPLOYER as a result of any action taken or not taken by the EMPLQYER
under the provisions of this Article I, Section 1.3.
- 2 -
ARTICLE II - CHECK OFF
2.1 The EMPLOYER agrees to deduct the ASSOCIATIO� 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 EMPLOYER by a rep,re-
sentative of the ASSOCIATZON and the aggregate deductions of all employees
shall be remitted together with an itemized statement to the representative
by the f irst of the succeeding month after such deductions are made or as
soon therea£ter as is possible.
2e2 The ASSOCIATION agrees to indemnify and hold t�e EMPLOYER harmless against
any and all claims, suits, orders or �udgments brought or issued against
the EMPLOYER as a result of any action taken or not taken by the EMPLOYER
under the provisions of this Article.
- 3 -
� G�F �y-i��
� ARTICLE III - HOURS OF WORK
3.1 The normal work day shall be seven and three/fourths (7 3/4) consecutive
hours per day, excluding a forty-five (45) minute lunch period, fifteen
(15) minutes of which shall be paid.
3.2 The normal work week shall be five (5) consecutive normal work days in
any seven (7) day period.
3.3 For employees on a shift basis, this shall be construed to mean an average
of thirty-eight and three/fourths (38 3/4) hours ger week.
3.4 This section shall not be eonstrued as, and is not a guarantee of, any hours
of work per normal work day or per normal work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this
Article shall be "overtime work" and shall be done only by order of the
head of the department.
3.6 Employees in this bargaining unit working under a title listed under the
heading "Clerical and Technical Group" in Article 1.2 shall be recompensed
for woxk done in excess of the normal hours established above in this Article
by being granted compensatory time on a time and one-half basis or by being
paid on a time and one-half basis for such overtime work. The overtime rate
ar one and one-half shall be computed on the basis of 1/80th of the bi-weekly
rate.
3.7 Employees working in a titl.e listed under the heading, "Professional Group"
in Article 1.2 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 3.8 below.
3.8 It is understood by the parties that Section 28.H - OVERTIME of Resolution No.
3250 shall not apply to employees in the bargaining unit working under a titl.e
listed under the heading, "F'rofessional Group" in Article 1.2. In unusual
- 4 -
AF.TICLE III - HOURS OF ��ORK (continued)
circumstances a department head may grant these 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 tihe extra
hours worked.
3.9 Normal work schedules showing the employee's shift, work days and hours
shall be posted on all department bulletin boards at all ti.mes. It is also
understood that deviation from posted work schedules shal.l be permissible due
to emergencies, acts of God, and overtime may be required.
3.10 Call-In Pay. When an employee is called to work he shall receive two hours'
pay if not put to work. If he is called to work and commences work, he shall
be guaranteed four hours' pay. These provisions, however, shall not be
effective when work is unable to proceed because of adverse weather conditions;
nor shall theae provisions apply to temporary or emergency employees nor to
employees employed under any of the titles listed in Section 3.B of the Civil
Service Rules under the heading "Special Employments"; nor to any person
whose regular scheduled workday is less than four hours.
- 5 -
� �� ��i��
ARTICLE IV - WORK BREAKS
4.1 Rest Periods. All employees work schedules shall provide for a fifteen
minute rest period during each one-half shift. The rest period shall be
scheduled by management at approximately the middle of each one-half shift
whenever it is feasible.
4.2 If an employee is scheduled to work a full half shift beyond his regular
quitting time, he shall be entftled to the rest periad that accurs during
said half shift.
- 6 -
ARTICLE V - HOLIDAYS , .
5.1 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 �wo floating holidays
%
Eligible employees shall receive pay for each of the holidays listed above,
on which they perform no work. Whenever any of the holidays listed above
shall fall on Saturday, the preceding Friday shall be observed as the holiday.
Whenever any of the holidays listed above shall fall on Sunday, the succeeding
Monday shall be observed as the holiday. For those employees assigned to a
work week other than Moaday through Friday, the holiday shall be observed on
the calendar date of the holiday.
5.2 The floating holidays set forth in Section S.1 above ma.y be taken at any t3.me
during the contract year, subject to the approval of the Department Head of
any employee.
5.3 Eligibility Requirements. In order to be eligible for a holiday with pay,
an employee's name must appear on the payroll on any six working days of
the nine working days preceding the holiday; or an employee's na.me must
appear on the payroll the last working day before the holiday and on three
other working days of the nine working days preceding the holiday. In
neither case shall the holiday be counted as a working day for the purposes
of this section. It is further understood that neither temporary, emergency,
nor other employees not heretofore eligible shall receive holiday pay.
5.4 Not withstanding Article 5.3, effective April 1, 1984 a temporary employee
shall be eligible for holiday pay only after such employee has been employed
as a temporary employee for sixty-seven (67) consecutive work days. No
temporary employee shall be eligible for any floating holidays.
. - 7 -
� C�F �'�(-/��
' ARTICLE VI - EMgLOYEE RIGHTS - GRIEVANCE PROCEDURE
6.1 The EMPLOYER shall recognize stewards selected in accordance with ASSOCIATION
rules and regulations as the grievance representative of the bargaining unit.
The ASSOCIATION sha11 notify the EMPLOYER in writing of the names of the
stewards and of their successors when so named.
6.2 It is recognized and accepted by the EMPLOYER and the ASSOCIATION that the
processing of grievances as hereinafter provided is limited by the job duties
and responsibilities of the employees and sha11 therefore be accomplished
during working hours only when consistent with such employee duties and
responsibilities. '�'he steward involved and a grie.ving employee shall suffer
no loss in pay when a grievance is processed during working tcours, provided,
the steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would
not be detrimental to the work programs of the EMPLOYER.
6.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
Article XX for the processing of grievances, which are defined as an alleged
violation of t�e terms and conditions of this AGREEMENT.
6.4 Grievance sha11 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 satisfaction by the infoxmal discussion it
may be reduced to writing and referred to Step 2 by the ASSOCIATION. The
written gzievance sha11 set forth the nature of the grievance, the facts on
which it is based, the alleged section(s) of the AGREEMENT violated, and the
- 8 -
ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCE�URE (cont�inued) '
relief requested. Any alleged violation of the AGREEMENT not reduced to
writing by the ASSOCIATION within seven (7) work days of the first occurrence
of the event giving rise to the grievance, shall be considered waived.
.
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 grievence. 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
f ollowing 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 Business Manager or his designated representative� the employee
and the steward and attempt to resolve the grievance. Within seven (7)
work days following this meeting the II�PLOYER shall reply in writing to the
ASSOCIATION stating the EriPLOYER'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 A5SOCIATION to Step 4 within seven (7) work days
following receipt of the EMPLOYEK'S answer shall be considered waived.
- 9 -
� , �F �yia�
- ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued)
St_ ep 4. If the grievance remains unresolved, the ASSOCIATION may within seven
(7) work days after the response of the EMPLOYER in Step 3, by written notice
to the EMPLOYER, request arbitration of the grievance. The arbitration
proceedings shall be conducted by an arbitrator to be selected by mutual
agreement of the EMPLOYER and the ASSOGIATION within seven (7) work days
after notice has been given. If the parties fail to mutally agree upan an
arbitrator within the said seven (7) day period, either party may request
the Public Employment Relations Board to submit a panel of five (5) arbitrators.
Both the EMPLOYER and the ASSOCIATION shall have the right to strike two. (Z)
names from the panel. The AS50CIATION 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.
6.5 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 speeific issue submitted in writing by the
F.MPLOYER 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
1n any way the application of laws, rules, or regulations having the force
and effect of law. The arbitrator's decision sha11 be submitted in writing
within thirty (30� days following close of the hearing or the submission of
briefs by the paxties, whichever be later, unless the parties agree to an
extension. The decision shall be based solely on the arbitrator's inter-
pretation or application of the express terms of this AGREEMENT and to the
facts of the grievance presented. The decision of the arbitrator shall be
f inal and binding on the EMPLQYER, the ASSOCIATION and the employees.
- 10 -
ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) ' '
6.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the AS50CIATION, provided
that each party shall be responsible for compensating its own repre-
sentatives and w3.tnesses. If either party desires a verbatim record of
the proceedings, it may cause such a record to be made, providing ;it pays
for the record.
6.7 The time limits in each step of this procedure may be extended by mutual
agreement of the EMPLOYER and the ASSOCIATION.
6.8 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 Saint Paul. If an
issue is determined by this grievance procedure it shall not again be
submitted for arbitration under the Civil Service Rules. If an issue is
determined by the provisions of the Civil Service Rules it shall not again
be submitted for arbitration under this grievance procedure.
- 11 -
ARTICLE� VII - CITX M�LEAGE �r �� /��
7.I 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.
7.2 Method of CoMputation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head.
Type 1. If an e�ployee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at
the rate of $3.00 per day for each day the emplayee's vehicle is
actually used in performing the duties of the employee's position.
� In addition, the employee shall be rei.mbursed 15� per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the deparfiment 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.
Z�pe 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee sha11 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 t►ead 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 sha11 not be eligible for
any per diem.
7.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
7.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,400/$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. TEiese rules and reguiations, together with the amendment thereto,
sfiall be maintained on file with the city clerk.
- 12 -
ARTICLE VIII - RESIDENCY
8.1 The Residency Resolution effective August 4, 1979, in Council File
No. 273378 shall apply to all employees covered by this agreement.
- 13 -
� �� ���a�
ARTICLE IX - VACATION �
9.1 In each calendar year, each full-time employee working under a title
listed under the heading "Clerical and Technical Group" in Article 1.2
shall be granted vacation according to the following schedule:
Years of Service Vacation Granted
0 thru 4 years 10 days
5 years thru the 9th year 15 days
10 years thru the 15th year 17 days
16 years thru the 23rd year 21 days
24 years and after 26 days
9.2 In each calendar year, each full-time employee working under a title
listed under the heading "Professional Group" in Article 1.2 shall be
granted vacation according to the following schedule:
Years of Service Vacation Granted
Less than 8 years 15 days
Af ter 8 years thru 15 years 20 days
Af tex 15 years and thereafter 25 days
9.3 The head of the department may permit an emgloyee to carry over into
the following year up to ten days' vacation.
9.4 The above provisions of vacation shall be subject to the Saint Paul
Salary Plan and Rates of Compensation, Section I, Sub. H.
- 14 -
ARTICLE X - INSURA.NCE - CLERICAL AND TECHNICAL GROUP
10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for
employees such health and life insurance benefits as are provided by EMPLOYER
at the time of execution of this AGREEMENT.
�
10.2 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 and life
insurance benefits as are provided by the EMPLOYER for such employees.
10.3 In order to be eligible for the benefits under the early retiree provision,
the employee must:
10.31 Be receiv3ng lienefits from a public employee retiree act
at the time of retirement.
10.32 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
10.4 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 $6Q.8S 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 or $101.17 per month, whichever is less.
10.5 For each eligible employee covered by this AGREEMENT who selects Coordinated
Health Care, 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 Coordianted Health Care dependentts coverage, the EMPLOYER will contri-
bute the cost of such dependent's coverage or $11I.00 per month, whichever is
less.
- 15 -
�F �y�a�'
ARTICLE X - INSURANCE - CLERICAL AND TECHNICAL GROUP (continued)
10.6 For each eligible employee covered by this AGREEMEIvT who selects the SHARE
insurance coverage, the II�4PLOXER agrees to contribute the cost of such cover-
age or $61.14 per month, whichever is less. In addition, for each employee
who selects the SHARE dependent's coverage, the �IPLOYER will contribute the
cost of such dependent's coverage or $112.09 per month, whichever is less.
10.7 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..
10.8 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 $193.26 per month,
whichever is less.
10.9 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 dependent's coverage, the EMPLOYER. will contribute
the cost of such dependent's coverage or $141.88 per month, whichever is less.
10.10 For each eligible employee covered by this AGREEMENT who selects the
Physicians Aealth Plan insurance coverage, the EMPLOY$R agrees to contribute
the cost of such coverage. or $78.98 per month, whichever is less. In addition,
for each employee who selects the Physicia.ns Health Plan dependent's coverage,
the EMPLOYER will contribute the cost of such dependent's coverage or $174.32
per month, whichever is less.
- 16 -
ARTICLE X - INSURANCE - CLERICAL AND TECANICAL GROUP (continued)
10.11 The II�IPLOYER 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. ,
10.12 The contributions indicated in 10.4 thru 10.10 shall be paid to the
r
EMPLOYER'S Group Health and Welfare Plan.
10.13 Effective October 1, 1984, the figures in Articles 10.4, 10.5, 10.6 and
10.7 above will be adjusted in dollars to reflect the cost of the October,
1984 premiiun rates for the respective coverages.
10.14 Effective October 1, 1984, the amount of the F�IPLOYER'S contribution
toward employee coverage in Articles 10.8, 10.9 and 10.10 shall be adjusted
in dollars to reflect the cost of the October 1, 1984 premium rates for
the respective e�ployee coverages.
10.15 Effective October 1, 1984, the amount of the EMPLOYER'S contribution
toward dependent coverage in Articles 10.8, 10.9 and 10.10 shall be adjusted
to reflect the October, 1983 Employer's contribution plus seventy-five percent
(75%) of the October 1, 1984 increase in the premium rates for the respective
dependent's coverages.
10.16 Effective October 1, 1985, the figures in Articles 10.4, 10.5, 10.6 and 10.7
will be adjusted in dollars to reflect the cost of the October 1, 1985
premium rates for the respective coverages.
10.17 Effective October 1, 1985, the amount of the EMPLOYER'S contribution toward
the employee coverages in Articles 10.8, 10.9 and 10.10 shall be adjusted in
dollars to reflect the cost of the October 1, 1985 premium rates for the
respective employee coverages.
- 17 -
� , �F �U-ia�
ARTICLE X - INSURANCE - CLERICAL AND TECHNICAL GROUP (continued)
10.18 Effective October 1, 1985 the amount of the EMPLOYER'S contributivn
toward the dependent`s coverages in Articles 10.8, 10.9 and 10.10 sha11
be adjusted to reflect the October l, 1984 EMPLOYER'S contribution plus
seventy-five percent (75�) of the October 1, 1985 increase in the premium
rates for the respective dependent's coverages.
10.19 Effective December 31, 1985 the EMPLOYER'S eontribution toward employee
and dependent coverages shall be adjusted back to the respective amounts
which were in effect on September 30, 1985. The amount of the EMPI,OYER`S
contribution toward employee and dependent's insurance coverages in
1986 will be negotiated.
- 18 -
ARTICLE XI - INSURANCE - PROFESSIONAL GROUP
11.1 The EMPLOYER wi11 continue for the period of this AGREEMENT to provide
for employees such health and life insurance benefits as are provided by
EMPLOYER at the time of execution of this AGREEMENT. �
11.2 The EMPLOYIIt 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.
11.3 In order to be eligible for the benefits under the early retiree provision,
the employee must:
11.31 Se receiving benef its from a public employee retirement
act at the time of retirement.
11.32 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
11.4 Effective January 1, 1984, for each eligible employee covered by this
AGREEMENT who selects Blue Cross-Blue Shield insurance coverage, the II�SPLOYER
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.
11.5 Effective January 1, 1984, 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-
dentts coverage, the EMPLOYER will contribute the cost of such dependent's
coverage or $128.59 per month, whichever is 1ess.
- 19 -
- . �F ���a�
ARTICLE XI - INSURANCE - PROFESSIONAL GROUP
11.6 Effective January 1, 1984, for each eligible employee covered by this
AGREEMENT who selects the Physicians Health Plan insurance coverage, the
IIrIPLOYER 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 wi11 contribute
the cost of such dependent's coverage or $151.81 per month, whichever is less.
� 11.7 Effective January 1, 1984, for each eligible employee covered by this
AGREEMENT who selects Group Health insurance coverage, the EMPLOYER agrees
to contribute the cost of such coverage or $60.85 per month, whichever is
less. In addition} for each employee who selects Group Health dependent's
coverage, the EMPLOYER will contribute the cost of such dependent's coverage,
or $101.17 per month, whichever is less.
11.8 Effective January 1, 1984, for each eligible employee covered by this
AGREEMENT who selects Coordinated Care health insurance coverage, the
EMPLOYER agrees to contr�bute the cost of such coverage or $58.00 per
month, whichever is less. Yn add�tion, for each employee who selects
Coordinated Care dependent's coverage, the EMPLOYER will contribute the cost
of such dependent's coverage or $1I1.00 per month, whichever is less.
11.9 Effective January 1, 1984, for each eligible employee covered by this
AGREEMENT who selects the SHARE insurance coverage, the EMPLOYER agrees
to cantrfbute the cost of such coverage or $61.14 per month, whichever is
less. In addition, for each employee who selects the SHARE dependentTs
coverage, the EMPLOYER wi�l contribute the cost of such dependent`s coverage
or $112.09 per month, whichever is less.
- 20 -
ARTICLE XI - INSURANCE - PROFESSIONAL GROUP (continued)
11.10 Effective January 1, 1984, 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.
11.11 T'he 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.
11.12 In addition to the $5,000 Life insurance coverage in 14.11, the EMPLOYER
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.
11.13 Effective October 1, 1984, the Employer's contribution toward employee
coverages in Articles 11.4 thru 11.10 will be ad3usted in dollars to reflect
the total cost of the October 1, 1984 premium rates for the respective
employee coverages. Any increase in premiums for any employee coverage
after September 30, 1985 shall be paid by the employee.
- 21 -
�f- ���ad�
ARTICLE XI - INSURANCE - PROFESSIONAL GROUP (continued)
11.14 Effective October 1, 1984, the Employer's contribution toward dependent
coverage in Articles 11.4 thru 11.6 will be adjusted in dollars to reflect
seventy-five percent (75%) of the October 1, Z984 premium increases for
the respective dependent's coverage. Any increase in the premiums for
these dependent's coverages after September 30, 1985 shall be paid by
the Employee.
1i.15 Effective October 1, 1984, Employer's contribution towards dependent`s
coverages in Articles 11.7 thru 11.10 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.OQ. Any increase in the premiums for these dependent's
coverages after September 30, 1985, shall be paid by the employee.
11.16 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 ASSOCIATION. 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 a�plicable to each and
every employee in the bar.gaining 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 prograiu obtained through monies submitted to this fund sha11
be administered solely and entirely by the ASSOCIATION.
11.17 The provisions of this Article XI applies only to employees working under
the tit�es lis.ted under the leading of Professional Group in Article 1.2
- 22 -
ARTICLE XII - WORKING OUT OF CLASSIFICATION
12.1 EMPLOYER shall avoid, whenever possible, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee
working an ouC-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 (16) 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 classifi-
cation 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.
12.2 For the following classifications, the provisions of 12.1 sha11 not
apply to performance of the duties of the next higher classification in
the job series:
Clerk I
Clerk-Stenographer I
Duplicating Equipment Operator Trainee
Clerk-Typist I
- 23 -
� � � . �r���a�'
ARTICLE XIII - EMPLOYEE RECORDS
13.1 Any written reprimand made concerning any member of this Bargaining Unit
which is f iled with the Personnel Office or within any City department, shall
be shown to the member before it is placed on file. Before the reprimand is
placed on file, the City sha11 request from the employee an acknowledgment,
in writing, that the reprimand has been read by said employee.
13.2 Any member of the bargaining unit, may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody
of such file.
13.3 Any member of the bargaining unit may file a grievance or a discrimiation
complaint and there shall be not retaliation by the City of Saint Paul for
such action. .
-� 2L► -
ARTICLE XI - BULLETIN BOARDS
14.1 The EbiPLOYER shall provide reasonable bulletin space for use by the UNION
in posting notices of UNION business and activities, said bulletin board
space shall not be used by the UNION for political purposes other than UNION
elections. Use of this bulletin board is subject to approval of the department
head.
- 25 -
. �� ���a�'
ARTICLE XV - WAGES
15.1 The wage schedule, for the purposes of this contract, shall be Appendix A,
attached hereto. Both parties agree that the inclusion of the classifications
and salary ranges in Appendix "A" does not preclude the employer from the
f ollowing:
1. Reorganizing
2. Abolishing classifications
3. Establishing new classif ications
4. Regrading classifications
. 5. Reclassifying positions
Both parties also agree that titles and grades in Appendix A refer to employees
in the positions at the date of signing of the agreement. No employee in this
bargaining un3t shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or reclassi-
fication takes place.
1 5.2 Notwithstanding section 15.1, salary rates in Appendix A shall be
reduced in the amounts necessary to equalize payment to individual
HRA employees and City employees who receive different pension benefits.
- 26 -
ARTICLE XVI - MAINTENANCE OF STANDARDS
16.1 The parties agree that all conditions of employment relating to wages.,
hours of work, overtime differentials, vacations and all other general
working conditions shall be maintained at not less than the highest `
minimum standard set forth in the Civil Service Rules of the City of
Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at
the time of the signing of this AGREEMENT, and the conditions of
employment sha11 be improved wherever specific pravisfons for im.provement
are made elsewhere in this AGREEMENT.
- 27 -
� , � . G'�- ��l i�P�
ARTICLE XVII - LEAVES OF ABSENCE
17.l.Leave of Absence. After three onth's employment,. an employee may make
application for a leave of abs ce not to exceed one year. A leave of
absence shall be granted on th basis established in the Civil Service
Rules (Resolution No. 3250) .
17.2 Sick Leave. Sick Leave shall accumulate at the rate of .0576 of a working
hour for each full hour on the payroll, excluding overtime. Sick Ieave
accumulation is unlimited. To be eligible for sick Ieave the employee
must report to his supervisor no later than one-half hour past his regular
scheduled starting time. 7.'he granting of sick ].eave shall be subject to
the terms and provisions of Resolution No. 3250, of the City of Saint Pau1.
17.3 Any employee who has accumulated sick leave credits as provided above
shall be granted leave with pay, for such period of the time as the head
of the department deems necessary, on account of sickness or injury of the
employ2e, quarantine established and declared by the Bureau of Health,
death of the employee's mother, father, spouse, child, brother, sister,
mother-in-law� father-in-law, or other person who is a member of the house-
hold; and may be granted leave with pay for such time as is actually the
case of sudden sickness or disability of a member of his household, making
arrangements for the care of such sick or disabled persons up to a maximum
of eight hours sick Ieave.
17.4 Leave Without Pay. Any employee who engages in active service in time of
war or other emergency declared bq the proper authority of any of the
military or naval forces of the state or of the United States for which
leave is no.t otherwise allowed by law shall be entitled to leave of absence
from employment without pay during such service with rigttt of reinstatement
and sub3ect to such conditions as are imposed by law. Such leaves of absence
as are granted .under Article 18 shall conform to Minnesota Statutes, Section
192, as amended from time to time, and shall confeX no additional benefits
other than those granted by said statue.
- 28 -
ARTICLE XVII - LEAVES OF ABSENCE (continued)
17.5 Severance Pay. Employees shall be eligible for severance pay in accordance
with the Severance Pay Ordinance No. 16303. The amount of Severance Pay
allowed shall be that amount permitted by State Statutes subject to the
provisions that the maximum amount allowed shall be $4,000.
�
17.6 Jury Duty. Any employee who is required during his regular working hours
�
to appear in court as a �uror or witness except as a witness in his own
behalf against the CITY, shall be paid his regular pay while he is so
engaged, provided, however, that any fees that the employee may receive
from the court for such service shall be paid to the CITY and be deposited
with the City Finance Director. Any employee who is scheduled to work a
shift, other than the normal daytime shift, sha11 be rescheduled to work
the normal daytime shift during such time as he is required to appear in
court as a 3uror or witness.
17.7 Funeral Leave. Any employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted one day of such leave
to attend the funeral of the employee's grandparent or grandchild.
17.8 Any employee elected or appointed to a full time paid position by the
exclusive representative may be granted a leave of absence without pay for
not more than one year for the purpose of conducting the duties of the
exclusive representative.
17.9 Maternity Leave. Maternity is defined as the physical state of pregnancy
of an employee, commencing eight (8) months before the estimated date of
childbirth, as determined by a physician, and ending six (6) months after
the date of such birth. In the event of an employee's pregnancy, the
employee may apply for leave without pay at any time during the period
stated above and the employer may approve such leave at its option, and
such leave may be no longer than one (1) year.
17.10 Education Leave. Leave with pay may be granted for educational purposes
at the option of the employer.
_ �ca _
� , , . �� �����'
ARTICLE XVIII - MILITARX LEAVE OF ABSENCE
18.1 Pay Allowance. Any employee who shall be a member of the National Guard,
the Naval Piilitia or any other component of the militia of the State, now
or hereafter organized or constituted under state or federal law, or who
shall be a member of the Officer's Reserve Corps, the Enlisted Reserve
Corps, the Naval Reserve, the Marine Coxps Reserve or any other reserve
component of the military or naval force of the United States, nor or
hereafter organized or constituted undez FederaZ law, shall be entitled
to leave of absence from employment without loss of pa�r, seniority status,
efficiency rating, vacation, sick leave or other benefits for all the
time when such employee is engaged with such organization or component in
training or active service ordered or authorized by proper authority pursuant
to law, whether for state or federal purposes, provided that such leave shall
not exceed a total of fifCeen (15) days in any calendar year and, further
provided that such leave shall be allowed only in case the required military
or naval service is satisfactorily performed, which shall be presumed unless
the eontrary �s established. Such leave sha11 not be allowed unless the
emp�.oyee (1) returns to his position immediately upon being relieved from
such military or naval service and not later than the expiration of fiime
herein limited for such leave, or (2) is prevented from so returning by
physical or mental disability or other cause not due to such employee's own
fault, or (3) is required by proper authority to continue in such military
or naval service beyond the time herein limited for such leave.
� - 30 -
� , , '
ARTICLE XIX - rtANAGEMENT RIGHTS
19.1 The ASSOCIATION recognized the right ox the CITY to operate and manage its
affairs in all respects in accordance with applicable laws and regulations
or appropriate authorities. Al1 rights .and authority which the CITY has
not officially abridged, delegated or modified by this AGREEMENT are
retained by the CITY.
19.2 A public employer is not required to meet and negotiate on matters of
inherent managerial policy, which include, but are not limited to, such
areas of discretion or policy as the functions and programs of the EMPLOYER,
its overall budget, utilization of technology, and organizational structure
and selection and direction and number of personnel.
- 31 -
� �� �`�-�a�'
ARTICLE XX - SENIORITY
20.1 Seniority, for the purpose of this AGREEMENT, sha11 be defined as follows:
The length of continuous, regular and probationary service with the EMPLOYER
fram the date an employee was first certified and appointed 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 employee's rank on the
eligible list from which certification was made.
20.2 Seniorit� shall terminate when an employee retires, resigns, or is
discharged.
20.3 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force, employees wi11 be laid off by class title within
each depart�ent based on inverse length of seniority as defined above.
However, when layoff occurs in any of the titles listed below under Column A
layoff shall be based on inverse length of total seniority in all titles
listed on the corresponding line under Column B..
Department will identify such least senior employee in the department reducing
positions, and shall notify said employee of his/her reduction from the
department. If there are any vacancies in any of the titles under Column B
on which seniority was �based, in any other City Department, the Personnel
Depar�ment shall place the affected employee in such vacancy. If two or
� more vacant positi4ns are available the Personnel Department shall decide
which vacant positions the affected employee shall fill. If no vacancy
exists i.n such titles, then the least senior City employee in such titles
shall be identified, and if the employee affecL•ed by the original departmental
reduction is more senior, he/she shall have .the right to claim that position
- 32 -
ARTICLE XX - SENIORITY (continued) �
and the least senior City employee in such titles shall be the employee
laid off. For the purposes of this article, the Board of Education is
not included as a City department nor is a Board of Education employee
included as a City employee.
�
Column A Column B
Clerk I Clerk I, Clerk II •
Clerk II Clerk I, Clerk II
Clerk-Typist I Clerk-Typist I, Clerk-Typist II
Clerk-Typist II Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I Clerk-Steno I, Clerk-Steno II
Cashier I Cashier I, Cashier II
Cashier II Cashier II, Cashier I
Accounting Machine Operator I Accounting Machine Operator I, Accountin€
Machine Operator TI
Accounting Machine Operator II Accounting Machine Operator II, Accountir
Machine Operator I
Data Entry Operator I Data Entry Operator I, Data Entry
Operator II
Data Entry Operator II Data Entry Operator II, Data Entry
Operator I
Duplicating Equipment Duplicating Equipment Operator Trainee,
Operator Trainee Duplicating Equipment Operator
Duplicating Equipment Operator Duplicating Equipment Operator,
Duplicating Equipment Oper. Trainee
20.4 In cases where there are promotional series, such as Clerk I, II, III,
etc. , when the number of employees in these higher titles is to be reduced,
employees who have held lower titles which are in this bargaining unit
will be offered reductions to the highest of these titles to which class
seniority would keep them from being laid off, before layoffs are made
by any class title within any department.
20.5 In cases where an employee to be laid off has held no regular appointment
in a lower title in the same promotional series as his/her current title,
that employee will be offered a reduction to the title within the bargaining
unit to which he/she was regularly appointed unmediately prior to his/her
current title, so long as there is either a vacancy or if no vacancy exists
a less senior employee in such title may be displaced. In cases where an
employee to be laid off has held no regular appointment to any titles
immediately prior to his/her current title, said employee shall be laid
off. The employee reducing into a title formerly held must satisfactorily
complete a six-month probationary period in such titTe.
- 33 -
��- �y=�a�
ARTICLE XX - SENIORITY (continued)
If the probationary period is not satisfactory, the employee shall, at
any time during the probationary period, be reinstated to his/her former
title and shall be laid off, but such employee's name will be placed on
the reinstatement register in his/her former title and "bumping" rights
herei.n shall not again apply to such employee.
� This procedure will be followed by the City for City employees, and by
the Board of Education for Board of Education employees; howevera City
employees being reduced or laid off may not displace Board of Education
employees; Board of Education employees being reduced or laid off may not
displace City employees.
20.6 It is understood that such employees will pick up their former seniority
date in any class of positions that they previously held.
2Q.7 Recall from layoff shall be in inverse order of layoff, except that
recall rights shall expire after two years of layoff.
- 34 -
ARTICLE XXI - DISCIPLINE
21.1 The EMPLOYER will discipline employees for just cause only. Discipline
will be in the form of:
21.1 Oral reprimand;
21.2 Written reprimand;
21.3 Suspension; `
21.4 Reduction;
21.5 Discharge
21.2 Suspensions, reductions and discharges will be in written form.
21.3 Employees and the ASSOCIATION will receive copies of written reprimand
and notices of suspension and discharge.
21.4 Employees may examine all information in their EMPLOYER personneZ files
that concerns work evaluations, commendations and/or disciplinary actions.
Files may be exa.mined at reasonable times under direct supervision of the
EMPLOYER.
21.5 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 five (5) day period,
the II�IPLOYER may affirm the suspension and discharge in accordance with
Civil Service Rules or may modify, or withdraw same.
21.6 An employee to be questioned concerning an investigation of disciplinary
action shall have the right to request that an ASSOCIATION representative
be present.
21.7 Grievances relating to this Article shall be processed in accordance with
existing Civil Service procedures, except that oral and written reprimands
shall be taken up in the grievance procedure under Article VI.
- 35 -
� F" ��/ /��
ARTICLE XXII - LEGAL SERVICES
22.1 Except in cases of malfeasance in office or willful or wanton neglect of
duty, the employer shall defend save harmless and indemnify employee against
tort claim or demand whether groundless or otherwise arising out of alleged
acts or omission occuring in the performance or scope of the employees duties.
- 3b -
2,RTICLE XXIII - NO STRIKE - NO LOCKOUT
23. 1 Neither the Association, its officers or agents, nor any of the employees
covered by this Agreement will engage in, encourage, sanction or support
any strike, or the withholding in whole or in part of the full perfor�
mance of their duties during the life of this Agreement, except as,
specifically allowed by the Public Employment Labor Relations Act. In
the event of a violation of this article, the Employer will warn employees
of the consequences of their action and shall instruct them to immediately
return to their norma.l duties.. Any employee who fa�ls to return to his
full duties within twenty-four (24) hours of such warning may be sub�ect
to the penalties provided in the Public Employment Labor Relations Act.
23.2 No lockout, or refusal to allow employees to perform available work,
shall be i.nstituted by the Employer and/or its appointing authorities
during the life of this Agreement.
- 37 -
� , , �F �Ui��
ARTICLE XXIV - SEVERANCE PAY
24.1 The employer shall grovide a severance pay program as set forth in
this Article.
24.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
24.21 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) . Tkie "rule of 90"
criteria shall also apply to employees cavered t�y a public
pension plan other than PERA.
24.22 The employee must be voluntarily separated from City employment
or have been sub3ect to separation by Zay-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.
24.23 The employee must have at least ten (IO) years of consecutive
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of this Article, emp2oy-
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.
24.24 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.
24.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
24.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
seve�ance 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.
24.4 The maximum amount of moiiey that any employee may obtain through this
severance pay program is $6,500.
- 38 -
ARTICLE XXIV - SEVERANCE PAY (continued)
24.5 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 w-�11 be made to the employee's estate
,
or spouse.
24.6 For the purpose of this severance program, a transfer from the City of
St. 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.
24.7 The manner of payment of such severance pay shall be made in accordance
with the provisions of City Ordinance No. 11490.
24.8 This severance pay program shall be sub3ect to and governed by the provisions
of City Ordinance No. 11490 except in those cases where the specific provisions
of this article conflict with said ordinance and in such cases, the provisions
of this article shall control.
24.9 The provisions of this article shall be effective as of December 24, 1983.
24.10 Any employee hired prior to December 31, I983 may, in any event, and upon
meeting the qualifications of this article or City Ordinance No. 11490, as
amended by City Ordinance No. 16303, section 1, section 6, draw severance
pay. However, an election by the employee to draw severance pay under
either this article or the ordinance sha11 constitute a bar to receiving
severance pay from the other. Any employee hired af ter December 31, 1983
shall only be entitled to the benefits of this article upon meeting the
qualifications herein.
- 39 -
' . . _ C�� �y-�a�
ARTICLE XXV - NOh-DISCRIMINATION
25.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembershi.p or non membership in the ASSOCIATION.
25.2 Employees will perform their duties and res�onsibilities in a
non-discriminatory manner as such duties and responsibilities
i.nvolve other employees and the general public�
- 40 -
ARTICLE XXVI - TERMS OF AGREEMENT
26.1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the
complete AGREEh1ENT between the ASSOCIATION and the CITY of Saint Paul. The
parties acknowledge that during the negotiations which resulted in this AGREEMEN7
each had the unlimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed by law from the area of collective
bargaining, and that the complete understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth in
this AGREEMENT. Therefore, the CITY and the ASSOCIATION, for the life of this
AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees
that the other shall not be oligated to bargain collectively with respect to
any subject or matter referred to or covered in this AGREEMENT.
26.2 Savings Clause. This AGREEMENT is subject 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 hold to be contrary to law by a court of competent �uris-
diction from whose final 3udgment or decree no appeal has been taken within the
time provided, such provision shall be voided. All other provisions sha11
continue in fu11 force and effect.
26.3 Terms of Agreemente This AGREEMENT shall be in full force and effect from
January 1, 1984, thru December 31, 1985 and shall be automatically renewed from
year to year thereafter unless either party shall notify the other in writing
by June 1, that it desires to modify or terminate this AGREEMENT. In witness
whereof, the parties have caused this AGREEMENT to be executed this 23rd
day of December, 1983.
- 41 -
_ z� _
uo�ss-�u�o� a��nzag j�n��
ani�8�uasaadag ssau�sng �o ��Q su sZag ao sZ
�'�2�'Y�� ' �y'3'�y .GQ""'' '� '
�, -
�` �
uozz�l�oss� s���ozaraa �zu�ai�o�
Q�I3ISSF�� ZII�Id Zi�IHS 30 �ZI� ZII�Id ZNI�IS 30 e�.LI�
S�SS�N�IM �
•uoz�E-��ossy saa�ioZdmg ZBi�uapi3uo� paz3�sss1� jnsd �u�8g �o �C�z� au� �q uo��8�
-z3z�sz o� ��aCqns osTs s� puE Tz�uno� ��z� au� ��i��� a�� �o uo���z�siuimpy
au� �o TBnozddE aq� o� ��a�qns s� �nq '�o�8zzo8aN ���� au� �Cq papuauiu�o�a.z
aq TTzr� u��uM sa��.z8d au� uaaM�aq y��y�gg�d an����ua� s sa�n���suo� s-�uy +�•9Z
(Panut�uo�) ZN�J�II�2t9d 30 S1�I2I�Z - IAXX �'I�IS2iH
�L'�-fl� _�! '
- Td -
� � w � i � i i i i i i i i i i �
� � � � o0 00 00 00 00 00 �-+,
0 0� � o, �n v v� v u+ v �,+ v v+ v v+ " tD
I 1 I I I i I 1 I I 1 I f�
I O O � � Oo 00 W CA Oo QO Oo 00 00 0� rT
�C C C cn .� �n � tn 1� tn .� u� � tn .� C
rt fD � fD fD
N � {D �
� N A�
� � Q � lr ln tn tn ln ln tn ln ln .4� 1� �
N W 1 W 00 Vt l!� W .L� N W F-' F-' tfl �O V
�`�G' H `�V' w t!� �p W V F-� V F-+ V N O� N '�
�. O� OO V I-� A W N O� W V N l!�
rt S✓� f1� V V Oo � O � �D O N �o ln O V
� �
m � a
� N N
tD �O N �O Q� tn t!t tn lJt Vt t!�.U� ln ln lJ� -L�
'd 00 ln 00 � v (30 tJi O� .4� ln N W O N O�
U! ln 1 � V+ Q+ O W Oo 1-� ln tO � �D W � W
'�'�' � K � ln V t0 N d� V� O� t-� � O �D �
p rt m � tn I� .A oo �n v tn �o � n� rn �o
r m �► cu
r v, m �n
�
n rn tn rn a, tn rn u+ tn �,+ �n �n tn �n tn tr
� � � � N �O O � � � V � t I� N N O
0o Oo A 'O N � V �O � � � �O n O � n �C W ('
� � N � � A
� �„ i... � i� � vv F r ww M oorn r o0o ro �
�o rn � rn �n � oo .o � � � " � � r � o t-� c �
m �o �v x x w x' x' �' F" �'
Yr N O � � y� N H C'!� y' fD H
O 9 � �+ a+ C� tt CT ln `C O� ln ct H ln ln t�t ln tn �C tn V+
0' fT F'� fT l!� N tD N �O 'd O V 1-'� �D C� fD V .L� 'd .4� N �".., C�
tD p'' p �' N F' � l� � t-� 00 �O p V OD � O W F+ V F-j C7 O t'' 9
� � (D � � V � � ln H V V � ln 0 � O N H O� �O � A C�7
O i � In � ~ W � H r �
� ��'i t�D r��l C� C� �'�'S C� � C+ O� � O� V+ ►��t ln lr ln V� H �
oc � � r w o co r o0 0o rn rn .� r!
tD F'S d/? K F-' 00 H O� O� N N ."i OO �O H �O F-� 00 F-� l�! � �
��'t M � M � � ~ �D F' �O V � � � 1--� O O� tn C7
K N O � OD t,n V+ � N Oo �O O W � �O V+v U�
tD
� rf O�Q K m
v o+ rn rn rn o+ c+ rn rn a� tn v+ �+
ov � � rncv o .� � roo ao �+
'•�.� � N '� �O lJ� W F� O 00 r'S W N 1--' i� V �O �'x`J
� � � � V �O 00 00 N V y N 6� O �O V V
f� fD rt � �C �D �O O W �O � O� W N N 0� �D
W
`C M � fD �
vC+ Trn rnrn N rnrn rntn rntn r
� � � N �p �p p� V � lJ9 N N �O O V O
� � � � OoW WO � N V Vt V V ON �
� f.+ � pp QO V 11f N �O V 00 V �--� ►{
a.. rr,, rvt,n � o ov �ow �, ao rnu, •
N.�8 �i C
o.� �C lD
� w '� ,� v � � O� o� rn C� rn o� rn o� V+ r
n � w m r � ov .flrn v .� .� r � co �n
m n a. n � W � �n .� N wN wn� w � �
rr m m °o �' v �c a� u� o0 0� n� o� � v� K
� � �vp �,� � �o �o wu+ coo rnw wo
'�i Ln O te
W fD � �
fD C � � V V Vrn Vrn rnrn rnrn rntn N
o° (n N F•+ pO O V 00 V� 11� N N \O O
'd i"i r r,r � O� N tC ll� .4� I-� W F-' N N W l� �C
A t7 'd C W O� N A 1-' O W W V F-+ N O �"S
rf �' Vl � � V �O a0 W tn �D O O� W W O
F+ ta ri .
C �'t
�o N m rr
�C 0�0 'd (�p V V V 6� �I O� O� O� O� C� � � N
� W N �p H+ 00 �O � � W W O l!�
• � � Y V N O� A W O NO NF-+ NW �
O� H V �D O� tn OD Oo N 6� V ln ri
f�'f C W �+`� V �D �O W ln � O O� W W O •
(D (D . ,
U� F-� '
. �
— Z� —
� r r � � r NN E--� N N � r � t1i c� 9
� � � � � � � � � � � � � � rn r �d
O o o O o O O o O O o O O O ►fi � �°d
ln v ln V ln v ln V ln V ln V M V fD t+i
I f 1 I i 1 1 1 1 1 I I 1 1 f� H 7�..
0o Oo Oo Oo Oo 00 Oo Oo Go Co OD Oo 0� oo rt C� �v-1
tn � ln .� tn A ln .� ln l� tn .� ln A C t'� �C
fD
Hy '�
OD 00 V V V V V O� V O� C� � O� ln L''
�OVt 1� 0 � O NO� OV O� W Nt0 C17�
�O d� W V W V W 00 ln N OD C� i� .L� ',a fA O
.
.L� O� N 00 N 0� W 00 V �--� W ln O W � �
�O O� ln C� ln G� N 00 t0 OD V 1`� V ln f� 17
O W
� �
rt C
F� tD
�O 0o V V V V �! V V V O� O� O� O� .h R�
l� �O V .� V W 11� I-� W O �D Q� d� F-` � �
O tn �O N O� �O .4� O� V N V .� O� d� lT! a
� . .
i-� w i-� o 'v � � :� 'o� i„ oo v, �o r �
d� �O N N W � 1-' �O �O O� N t0 lJt .4�
t0 � 00 V 00 V V V V V V Q� O� O�
O� W 1� V F--' V 00 tn a+ W N �C V �
l� V .L� tJt F-' N 00 F-' 00 N OD fi� W 1� C'�
n . ro • cn c� • c� • • ty e � c� c� • r� r� c� c�
� oo w �v � � o w co w " r N � � � .a N ►-r N c� c� � o� N �
00 � C N .� �t N � � C N u, m �,+ .� �d o �o �u �o �c o �v �r c� m
F+ V� fi F; rt F-+ M Fi F-� W ri �'i
~ � � ~ � cWi x' � n ro x' �'
►-� cn � ro �n W w en ►-i w �t �H �+
O �C N Oo 0� fD Oc ao K N Oo V I--+ 0o V rt � v rt C V O� t�t O H
N 0o ri ln F�+ f-+ .L� O `C ri N Oo O O� I-� O� N ID O V I-� f� 'Cf H
�O O W I-� 1-� � V V µ N W � W V� � L� 0� O � O d QQ U1 U)
� .P f� O�'1-� f-� �t W f� �D V 'Lf CO ln v W 00 N C� N t7
l� N fD d� 0 � OW N V Oo � .4� � � �OV � OV � � H
hyS � H W 1-'� p' F�+�� H
O O � Oo 00 tr�J OD O� � OD Cb O OD 00 � V V M V V g W
V N U� �O � O 00 � cA ln F-' Ft l� O fD �O O� W O fD L1.
Co O� N N �O W ln W W 00 V F-' I-� � 00 O H Vt O C?1 � N
• A ri n rt • H K
O V �Y W OD R. �D V 1Y q 1-� N N N N H N N
� N F�'� W � .� lJ� F�+� W V �G W O Vt .� �O OC O
� O O O 'd 'C7
� � � � �
� o N � ao a �c oo N o0 00 00 0o rw+rt oo •.a v � �
W V fD W 00 � N 00 (D �O Vt V W O W � O� W O
O � r'i N 00 f� .1-`� O �"! � W V ln H l,.a W V F-� �'=7 �S
�r • w 7r
rn ao .o in � � �o w c+ i� w m w rn �o �
C� N H V .4`� W t0 � H O N d� �O � N .� OQ Fj
H O 'd
'.� tD
K
h-+ W C
�-+ f-' �D t0 �O �O to 00 �O 00 F'� Oo (70 �.1 �.1 F-+
O� O rn F� .P O N V O ln tn ln I-d Oo tn O
Nrn o � � .� N � rao � rntn ooN �
V � O W V .� Oo �O �O � .L� O� V {-� H
W F-� O� .4� O 00 F-� I-J O ln .4� � F-' tte
F� F�
F-� N t� �O �O �O �O �O �D 00 Oo Oo W v r-a
�p W 00 W V N .L� O N 00 �f W O V V�
A V O� tD O� �O rn F-� ln N � V Oo O �
l� Ut W W O tr lJ� .� 00 V lJ� d� d� F-� �'t
W ln O� �O I--' W W O� N W O� OD N h-+ •
N 1--+ �O �O �D �O �O �O t0 00 00 00 O� V N
O l� �O A O� W lr I-� W � Oo � F-� V O
W V U+ Oo ln � d� O lr F-� �O v 00 � �
. �
� O 00 O� ln O O �D W N C7 F-' 1-' O� r't
W lA � � F-' W W � N W d� 00 N F-� •
►--� r i--�
N F--' O l0 �O �O �O �O �O � OD 00 00 V N
F-+ ln O ln �O � O� N � O �O ln N Oo ln
W C� ln Oo ln Oo ln O � O O� � v �O �
�
� l!� W W O ln ln .P O� V ll� O� � I--' �"t
W t!� O� � F-' W W � N W 6� 00 N F-+ •
. �
,��'/-fi.� �� ' .
_ sy _
� � � � i i i i i i i i i i � r�+ ro
00 00 00 00 00 �-+� � *d
O � y � ln V ln V ln V lJ� V ln V (D
1 1 1 I t 1 t 1 I I f� � �
�C C C o0 00 00 00 0o co 00 00 00 0o rt
� � �, .� u, � v, .� v, � � r �e
n � � �o �
m �, m c, � a
Q' � o � i--� t-�
�� � � o�ow° vw o�ow � rn � o t� ..
rn � � ►..� t-� .o 00 0 o v+ 9 �n o
n� .� rv+ oo ww � v� .-. �
� �, � „ r �o co v, r rn rn r �o N � �-r
y v a v
IY �"'� �"'� . 1'i' �+
fD �C N �O N O O t0 � OD 0o V V V p W
f�A V�i �j � WOO F-' V NV W �O V W � �
�. i1f 1-� t0 F-+ O V N N .L� V � �
N i"S �"t ►t l�n V 00 N 0�0 W O V i--' V� v
w � m �
r� �o � m
r �n m cn
b
0 0 � o
� K �. � � � � V~i O � � VNi � V�i
� � � � � r�o • • ro � • ro �d � • • �d �d r� � c-� �d
0� W � N lJ� fD � V �O I--� (D � N O F-� (D � N �O �
� � � o00 � oo �"' 0° � � oo vN � uKioo � � r
� � n � r�r p rt W p r�r w � � n
O 9 � � N ►�-+ H F�-' O f�D H O � O�Q N H � � O�Q N H O� V H H
o. � Fr*,, � wv m r � Nm ov� Nm orn � � w �o � ;�i
" oo n ra w � N �n y � .� N H � rn o+ ►-+, c�
� �-�S � H ' • „^f • ' H '.7' • • fD H ,.ti' • • fD H ',�' • • C O 'T'
{n � � � c,� �n � o o m � o� o � r� � rn v+ � c� � � oo �
OV A NV �' fF�� Oln � � ('w� 1� 0� � �' A N � � C]
W t-� rt F-' f+. � W W � F-� W � W r'* �
t,J� O lJ�
� r't fD �"t H F-' � 1--� F-' fw� � F-' µ f'w� � W n '.� O
N N 1-1 1-� W O �O W I-'� �G Oo N W Oo 00 � H
tD W H O+ O A� H � �D p P� H � �O ;7 N H v W H
N F-+ C N V ",3 H V V H p H W O� H � W H � � �•••a
OD W �O lJ� H O N H M V CO H tJt �O [� Crl
N '�-h W M a.l O O� Oo H OD N H ln F-" V V � C/�
M !� O A µ
rr n
n
�• m �„� �y W N N F-+ O O �C �O �O 00 A�
{b fD p Cn OD F� tn �D � Oo W O O� �
�-+ V N .� N O lJt 00 lJt N
µ �f �
�C N � O� 00 0� O I� W N �
� � � � rw o � u+ r vrn co �
�o ►t
b rr to
� � � f�D
00 N � 0� N O� � C� N 00 F-+
�„� � � � �O W V OD N OC� O N 00 .P O
A� fD 11� W O� � W �O F� O �O V �C
,� ^ �„h � �O .Le N V N V V t0 lr �'i
p..tn F-� F�
d� V� t1
O W `C �
t 1�+� ti 'd � W N N 1-� O O �C �O t� F-�
N ln 00 F-+ V� �o O tn ln O lJ�
� ►�e � n °� co o .o N a� " �c w v �
. . . . .
� � p' p � w N � rn � nViw rnrn �
tD m N rr
'd SD. O
r'! C ri \ � W N N F-+ F-+ O �O �O �O N
� W V �OW � O N V � N O
� � � �O N W N .� �O O N � O �
(D R (D 'C A V+ W W h� W V V W �O �'i
f'� ?' 'C! fD C� W 1--' � O� l� N W O� G�
rt tD Uf M
H
I-�-� � (�!1 � '� lr.� W N 1--' F-' O �O �O �C N
`C .G� `d ln 00 O l� V N W OO V W Vt
� ►i !� � N � d� ln V N W Vt �C W �
N r't 00 l� I.n W W F-� W V V W �O pi
rt F'� W � W i-�' L� O� � N W d� O�
, fA (�D ' . •
• F-+
� ,
a� ►
_ �� �
� � r� M NN r� � �_� rN r � t� . �da
� i i i � � i t i i � � N, � ►�d
00 00 00 00 00 00 ►�, oro
U� V t!� V ln V N V tJt V Vt V �D �+J �J
t I 1 i I I 1 I f 1 1 1 f� Cr1 �
C C o0 00 00 00 00 0o w o0 00 00 00 0o rt �n H
ln � �n .� tn .� ln A c� � ln i`� C H ?C
tD tD fD O
� ti
9
G � t� F-~� O �o � � �o 0o Oo v v V �
1--� O� N V �p � W O� N 00 W"O :Y.�
� � o00 oN ow woo ooro � n> a � o
. . . . . . . . . .
tr ln t-+ lJ+ � lJ� W 00 O� N !-� O H ".�
ln V a0 ln N � �O F-' 1-' v V F-� 00 OD 7. A
V v � h+
�
`� � NN o0 oto �o .o oow .� � � a
� � d� O O� O N O� V N C� N C� W H�
V V O �O �o O 1-+ tn F-� O O� O bd C
!y W � O � �O 1� .L� N O �G tC O� 1-' L�i
�„� rt r rn u+ u, w r w � �a � � o+
N t�1� y
H
� � W N F-+ O O O O �O Oo 00 V V Cr!
I-+ lJ� O 11� V N N � � � � � �
V ln W O H O O F-+ V � tT Oo f�
. • r� *v e�e ro r,d a • �v Ge a • • o
fA N V O � O Ln N G N N � O �O (D � rh O� �G N p f� 00 �O M
� � �D � CL v .L� K W OD V 'd 6� C� ►i W M V N M L1. f� 00 W I-h
OQ (n 00 F-� fA UO F+ � Q'Q O W
r. rr r�r � rt m � � � � � rt �
� N w w � F-~� F-�� I�-+ � I-~� O � o o I�-� ��W �c oo I�-+ � � Co v N
M M 00 F-' 1y ln O N N V bd O� O !v C � �O N tt W �O rt
�"'' W W V �--� 0o N y 1-+ l.n F-+ N O �O y h+ (D 1--� V '� N V V CJ C
N fD . . tC . . t/f �', . . „"f, • • p) `C • • W aC H • • M,'�
rn oo cn r �o v, v, �n �o m � �o cn c� a o0 o m w t-� w n
.. .. .o o rr i--� o� � cr v v w �n v+ m vµi rt � � � m � N u�i
� �
� � c � H �o � ►-►-�+ � d ~ a
.. ..
rr � r rr NN c� Nr � � �
*�t � r w r.y N ►-� r o N o qo �c �o 00 0� ►+
ln O� F-� U� H 11 N O I-� � H fD O� A H � W �
N W V �O }-t �O W ri W O H f) �D N C�o O� Cr! W
� V� O O � 00 � W F� 1-� � �G V N � rt
� rt t0 I--' W OD N .A � � W � O O� V V� tiN
� � O rS O
Ft ri
f�D (D ln � N N N F~-� F-+ 1--+ O � �O 00 Cf�
IV V� V ►-+ WCO C� M W �O NV �
� fA 11� N O� lT �D O t0 � � O W �t7 �1 �
� � ln �O V lfl ln 1� �I O ln O N N r'i
C C � F-' W W O CO � � I--� I--' N O� W
N fD �A
� i,,t O
� N � ►-a N ►-� � � ►� r *�
rt r't � t1a W tV W N N I-� � O �C �O
� � O N 1� V O � N O� �O W f 3� N
}-+ ln F-� V W F-+ v 0o O 00 00 N G�
. •
� � ln N O N O O . O O� O� V �p 00 .
I--' ln �I i-" 00 W � O� �b in t0 Vt
p !�
G
`C �
� � V~i W W W N N N F-+ O �O �O I-�
v .L� V 00 1-� � V O� O N G� �O ln O
v N 0o O O L� N V I-' F, W t0 Oo O �
�' 00 W O� Oo O N N f-+ N V 1� GO ►i
� " NO O � V F-+ N6� W � NOD
0� t�
.� W
a° � N Nr-� N � � � N � r
� N O� � � W W W W N F-' I-' O �
� � �O F-+ N ln V I-+ O W l!� O N V N
V O� F-� W �O W F-� � ln O O� V ln
fA rt p� 00 � �O O W lJti Vt 00 V W .L� �4
' � .� O O� C� .4� V N � O O� ln 00 �"t
�
. r
,g�/f�$ �� " . . .
� . . �� �y i�Y
WHI7E - CITY CLERK
PINK - FINANCE C I TY OF SA I NT � A UL Council
CANARV - DEPARTM£NT � Fiie NO.
BLVE -MAYOR
CITY CLERK Council Resolution
Presented By
Referred To �Committee: Date
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby
approves and ratifies the attached 1984-1985 Collective Bargaining Agreement
between the City of Saint Paul and the Classified Coa.fidentiaT Employees
Association.
A�pproved: �
Chairman, Civil Service Commission
COUNCILMEN � Requested by Department of:
Yeas Nays
Fletcher PERSONNEL OFFICE
Drew [n Favor
Masanz
Nicosia - _ Against BY
Scheibel
Tedesco
Form Approved by City Attorney
AdU'�4� Council: Date
.• Certified Vassed by Counc.il Secretary BY
B;
Approved by :�tavor: Date �_ Approved by Mayor for Submission to Council
�' � . . � , . _ G���i��
Personnel Office DEPART��IENT
�an4+ttP Snh^ni� .�rONTACT
298-4221 PHONE ���� ��
January 3, 1984 DATE
(Routing and Explanation Sheet)
Assiqn Number for Routing Order (Clip Ali Locations for P1ayoral Signature):
i Department Director
City Attorney _ -- �,.�
. _'_. _ . /�dy01^ .. .. . . _ __ . r.__w�: . � . . .
Finance and. Management e ces Di c r � � ` u `± �
- City Clerk �':�.� � -- i�'83
Budget Di rector F�ra"��, , �= �1� �-i�
�J �..s'/� ��
What Will be Achieved by �Taking Action on the Attached Materials? (Purpose/Rationale)r
This resolution.approves the 1984-1985 Agreemen.t between the Citq aad the Classified Con-
fidential Employees Association. This new Agreement iacludes the chaages oa the attached �
sheet.
Financial , Budgetary and Personnel Impacts Anticipated:
" 1984 1985
Wages: $30,482 $32,007
Insurance: 153 uaknowa
Funding Source and Fund Activity Number Charged or Credited:
Attachments (List and Number all Attach�nts�:
1. Resolutioa
'2. Agreement
3. Copy for City Clerk
,ihd�.
� - .. . . . .. . .. .. .
DEPARTMENT REVIEW CITY ATTORIVEY REVIE�1
Yes No Council Resolution Required? Resolution Required? (/ Yes� No
Yes No Insurance Required? I�surance Sufficient? Yes � No �i�
� Yes No Insurance Attached?
(
� Revision of October, 1982
(�Pe RPVPY'SP Side for 'Instructions}
r , .
, � � �
. �
1984-1985 Agreement between the City and the Classified Confidential Employees changes.
l. Article 5. Holidays. 5.4 added to allow temporary employees to become eligible
for holiday pay.
2. Article 10. Insurance - Clerical and Technical Group.
In each year, the City will pick up the premium increase in employee
coverage as well as the premium increase in dependent coverage in the
lower cost plans. Employees selecting the two higher cost plans will
pay 25% of the premium increase for dependent coverage.
3. Article 11. Insurance - Professional Group.
Revised language establishing new maximum amounts the City will pay
toward insurance coverages. In the second year of the Agreement, the
City will pick-up all the premium increases for the employee coverages
and 75% of premium increases for dependent coverages.
4. Article 20. Seniority. 20.3 revised to include language which merges various titles
for seniority purposes.
5. Article 24. Severence Pay. New Standard Severance Pay Plan increasing maximum
payment from $4,000 to $6,500.
6. Article 25. Non-Discrimination. New Article stating that this contract will be
applied with no discrimination.
7. Wages. 1984: 5%
1985: 5%
Differential between 15, 20, 25 year steps for technical employees to
remain $13.00 bi-weekly.
Differential between 15, 20, 25 year steps for clerical employees to
remain $9.50 bi-weekly.
;'. � . , v.�"_�" .]� (_�.� ►.7�1.1.1\'.1' _t_:"1� U J.. C� ��-/a`�b
., _ . .
�: .
�� , ,:,_ . `•%'; C�7�'='lC?= O^ T�IF. CI'1!Y COL3_\'CIT
e��fr ... . - !
t '
�;x� �� _ �•,�"-/� } y 0 a t e : January 26, 1983
��:�=,�}-'-/-� �
;� ny�
�+ ���,�� � ���
. `�±���� � '��f"�� 2
�' ._�. �'C�,:a��.�.�:� �.�.t
-' .��„,..,...,..�.!+x:-��.. . `�,.�
�-:w-..�.w .�,y.ti._:�:��_.. .
TO = Sa��� PQU 1 � it� Cour� cit � •� -
r� � t�3 • Comt�i�fie2 on �� r���n��� _
-�`_',� � ---}���--�...._a.�::
C H A i R James Scheibel
1. Approval of minutes from meetings held January 18 anci 19, 1984.
���j
2. Ordin�nce amending Chapter S6 of the Saint Paul lidministrative Code;
- proti�iding for the clesignation by the r•fayor o� a person i�rho tvould be authorized •
to sign contracts on the Atayor's behalf.
�
� �� �,
. . �,�, __�.._..� -
3. Resolution approving budoet amendments and a three montt� contract exte�szon for
- the £ive neighborhood energy consexvation groups operating under the HUD Inno-
vati��e Grant Program. (PED). ��g�f.t�� -:.- -
. �_.:�:,.� ..V�_
. 4. Resolution approvino additions to the Corrnunity Develo�ment Block Budg�t and
transferring $iS1,506 .from the Financing Plan for CD Year. I Budget (close-out
of remaining NDP assets and liabilities) to the Spending Pla.n for CD �ear IX
Budget. (PED) , �; -
. :�,..__ .
�5. Resolution establishing the title and class specification �for AcLninise`.�-ati�re
Assistant--Police D�partn:snt in the Ca.vil Service Rules. (Persvnnel)DtK�f.�r--'
6• Resolution approving 1984-1955 Collective Bar aininR �, �3�sT��'vTE: ![�S�u��0 -
g o Aoreement bet�•�een �he Cit}- �
�ncl t}ie Classified Conf:idential Em�loyees Association. (Personnel) rp��9;T'�
. �
7. F;esolution approvino P•fenoranda of A�reements betiy�een the City and the 5ar`�inin�
Units as listed. (Personnel)�."���'p.�+��
�R.��..rr:.p..:� .
8• R^solution approving 1954-1955 Collective Bargaining Agree;nent beti�een the Cit -
and AFSC�� District Council 14, Local 184.2,�representin�. the Technical Bargainin�
Unit Employees. (Personnel) �p�,,,�, _
�_.__ -- `
9• F'.�solution establishing the title and class specification for Line Lead�r - -
District };itchen in the civil Service Rules. (Personnel) ,}���t;�j� ,;'
Cm h"�'r i SEVEtilTH:ZCOR
S.aI\TPAUL, ti3I\NE$OTA 55202
'—ti�_
. -- -- - � . - ---__-- -- •-----z-----�,