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84-166 M�MITE - CITV CLERK PINK - FINANCE GITY OF SAINT PAUL Council / CANARV - DEPARTMENT LP// /� BLUE - MAVOR File NO. �J %~� � Co ncil Resolution Presented By �� -�� ,/ Referred To �� n�� L� Committee: Date �—J� " � 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 betweea the City of Saint Paul and AFSCME District Council 14, Local 1842, representing the Technical Bargaining Unit Employees. Approved: Chairma.n, Civ 1 Service Commiss on COUNCILMEN Requested by Department of: Yeas F�� Nays Drew �_ � Masanz In Favor �� scneibei � Against BY Tedesco �KiL�48. FEB 9 - 198� ' Form A roved 't rne Adopted by Council: Date � Certified Pa s d Cou .il , ta BY By . � t�pprove Mavor: Date Approve yor for Sub i ' n to Cou cil By BY �UBUSt�EO �E B 1� 1984 . . . . . � ��y��o , 1984-=1985 AGREEMENT $ETWEEN THE CITY OF SAINT PALTL AND LOCAL UNION 1842,. DISTRICT COUNCIL 14, OF THE AMERTCAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO . � � ��`��f° . INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 ' II Check Of f 3 III Hours of Work � 4 IV Flork Breaks 5 V Holidays 6 VI Grievance Procedures 7 VII City Mileage 11 VIII Residence 12 IX Vacation 13 X Insurance 14 XI Working Out of Classif ication 17 XII Seniority 18 XIIT Employee Records 21 XIV Bulletin Boards 22 XV ksages 23 h'�'T Maintenance of Standards 2G XVII Leave of Absence 25 XVIII Military Leave of Absence 27 XIX Management Rights 28 XX Discipline 29 XXI Vacancies 30 XXII Legal Services 31 XXZII No Strike-No Lockout 32 XXTV Severance Pay 33 XXV Emergency and Temporary Employees 35 XXVI Non-Discrimination 36 XXVII Terms of Agreement 37 � Appendix A A1 ii . . . � �� 5`-/�� P R E A M B L E This AGREEMENT entered into by the CITY of Saint Paul, hereinafter referred to as the EMPLOXER, and Local UNION 1842, affiliated with Council 91, and the American Federation of State, County and riunicipal Employees, AFL-CIO, hereir.after ref erred to as the UNION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the UNIOiv, the establishment of rates of pay, hours of work, and other conditions of employment. iii ARTICLE I - RECOGNITTON 1.1 The EMPLOYER recognizes the UNION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case , No. 74-PR-7-A and as amended and as set forth in Section 1.2 below. I.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All technical personnel who are employed by the City of St. Paul or who have their "terms and conditions of employment" established by the governing body of the City of St. Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per year, in the classification of: Accounting Clerk III Deputy License Inspector Ii Accounti�g Technician I Deputy License Inspector Trainee Accounting Tech. I--Renewal Duplicating Shop Manager Accounting Technician II E.D.P. Program Analyst Accounting Technician III E.D.P. Prograuuner Accounting Technician IV E.D.P. Systems Technician--Public Works Adaptive Recreation Assistant Engineering Aide I Ada�.tive Recreation Director Engineering Aide II Affirmative Action Investigator Engineering Assistant Field Representative--Human Rights Dept. Affirmative Action Officer-- Department of Human Rights Fire Aide I Aff3.rmative Action Technician Fire Aide II Architectural Draftsman I Fire Communications Operator I Architectural Draftsman II Fire Cammunications Operator II Fire Prevention Technician II Architectural Technician Assessment Clerk II Fire Prevention Technician III Business Relocation Specialist Fire Technician I ClZild Development Technician Graphic Arts Technician--City Planning Clinic Nurse Health Education Assistant Health Laboratory Technician I Conm. Education/Rec. Coordinator Contract Compliance Spec.--HRD Health Laboratory Technician II Dental Assistant Housing Aide I Dental Hygienist Housing Aide II Deputy License Inspector I Housing Counselor Hausing and� Rehabilitation Advisor �tousing Rehabilitation Advisor I �Iausing Rehabilitation Advisor II - 1 - , , . �r �y�� ARTICLE I - RECOGNITION (continued) Housing Rehabilitation Trainee Public Works Technician III Housing Technician I Real Estate Specialist I Housing Technician II Real Estate Specialist II Housing Technician III Recreation Center Director Instructor of Arts and Crafts Recreation Leader II Instrumentman Rehabilitation Supervisor Interpreter/Health Relocation Specialist I Library Assistant I RelocaCion Specialist II Library Assistant II Safety and Health Technician License Investigator Sanitarian Aide I San3tarian Aide II Loan & Grant Assistant I - Loan & Grant Assistant II Sanitation Inspector I Loan and Grant Specialist I Sanitation Inspector II Loan and Grant Specialist II Senior X-ray Technician Manpower Emplo�ent Counselor Service Worker III Special Library Assistant I Medical Assistant Medical Records Practitionex Special Library Assistant II Nutrition Assistant I *Special Student Attendant Nutrition Assistant II Supervisor of Loan and Grants Occupational Therapy Assistant Surveyor Swimming Manager Operations Asst.-Town Sq. Park Physical Therapist Assistant Traffic Technician I Plan Examiner--Public Buildings Traffic Technician II Plan Examiner I Traffic Technician III Plan Examiner II Valuation and Assessment Aide I Valuation and Assessment Aide II Plan �aminer III Planning Aide I Valuation and Assessment Tech. I Planning Aide II Valuation and Assessment Tech. II Planning Assistant I Valuation and Assessment Tech. III Planning Assistant II Water Department Technician I Planning Technician I Water Department Technician II Planning Technician II Water Department Technician III Police Artist Water Laboratory Aide Practical Nurse X-Ray Technician Program Planner-Town Sq. Park Programming Mana�er Pro�ect Management Technici:an Property Management Technician Praperty Maintenance Technician *Public Address Operator Public Buildings Technician II Public Buildings Technician II--Renewal Public Buildings Technician III Public Information Technician Public Works Technician I Public Works Technician II - lA - ARTICLE I - RECOGNITION (continued) � 1.3 Any present or future employee who is not a UNION member shall be required to contribute a fair share fee for services rendered by the UNION, and upon notification by the UNION, the EMPLOYER shall check off said fee from�the earnings of the employee and transmit the same to the U�ION. In nn instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments brought or issue against the EMPLOYER as a result o£ any action taken or not taken by the EMPLOYER under the provis� . of Section 1.3 of this Article. - 2 - �F �y i�� ARTICLE II - CHECK OFF 2.1 The EMPLOYER agrees to deduct the UNION membership initiation f ee 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 representative of the UNION and the aggregate deductions of all employees shall be remitted together with � an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereaf ter as is possible. 2.2 The UNION agrees to indemnify and hold the EMPLOXER harmless against any and a11 claims, suits, orders or judgments brought or issued against the CTTX as a result of any action taken or not taken by the CITY under the provisions of this Article. - 3 - 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, 15 (fifteen) 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 per week. 3.4 This section shall not be construed 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 payzoll in excess of the normal hours set forth above in this Ar- ticle shall be "overtime work" and shall be done only by order of the head of the department. 3.6 All employees in this bargaining unit shall be recompensed for work done in excess of the narmal hours established above in this Article by being granted �ampensatory tim.e 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 of one and one-half shall be computed on the basis of 1/80th of the bi-weekly rate. 3.7 Normal work schedule showing the employee`s shifts, work days and hours shall be posted on all department bulletin boards at aIl times. It is also under- stood that deviation from posted work schedules sha11 be permissible due to emergencies, acts of God, and overtime may be required. - 4 - , . _ , . , �� y�� ?,RTICLE IV - WORK BREAKS '4.1 Rest Periods. All employees work schedules shall provide for a fifteen (15} minute rest period during each one-half shift. The rest period shall be sched- uled by management at approximately the middle of each one-half shift whenever i th s is feasible: 4'�.2 If an e o e 's s he if be ond his re ular uit- mpl y e i c duled to work a fu11 half sh t y g q ting time, he shall be entitled to the rest period that occurs during said half shift. -5- 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 1 Memorial Day Thanksgiving Day Independence Day Christmas Day ` Labor Day ltao floating holidays Eligible employees shall receive pay for each of the holidays listed ahove, 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. When- ever 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 Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to 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 na.me must appear on the payroll on any six working days of the nine warking days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day. for the purposes of this section. It is further understood that neither temporary, emergency nor other employee 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. - 6 - . L'F ��/(o/ ARTICLE VI - GRIEVANCE �PROCEDURES 611 The EMPLOYER shall recognize stewards selected in accordance with UNION rules I' and regulations as the grievance representatives of the bargaining unit. The � UNION shall notify the EMPLOYER in writing of the names of the stewards and � of their successors when so named. 6.��2 It is recognized and accepted by the EMPLOYER and the UNION that the processing , of grievances as hereinafter provided is limited by the job duties and respon- , sibilities of the employees and shall therefore be accomplished during working li hours only when consistent with such employee duties and responsibilitiES. I� The steward involved and a grieving employee shall suffer na loss in pay when � a grievance is processed during working hours, provided, the steward and the ' enployee have notified and received the approval of the supervisor �to be ab- ' sent to process a grievance and that such absence would not be detrimental to I' the work programs of the II`iPLOYER. 6.3 The procedure established by this Article shall be the sole and exclusive pro- �i cedure, except for the appeal of disciplinary �action as provided by Article XX �� for the processing of grievance, which are defined as an alleged violation of � the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: I, Step 1. Upon the occurrence of an alleged violation of this I� AGREEM�IT, the employee involved with or without the steward Ishall attempt to resolve the matter on an informal basis with I� the em lo ee's s ervisor. If the matter is not resolved to the P Y uP Ienployee's satisfaction by the informal discussion it may be I' reduced to writing and referred to Step 2 by the UNION. The ' written grievance sha11 set forth the nature of the grievance, I�i the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the relief requested. Any alleged I , - 7 - ARTICLE VI - GRIEVANCE PROCEDURES (continued) violation of the AGREEMENT not reduced to writing by the UNION 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 UNION Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unsolved, the EMPLOYER shall reply in writing to the UNION within three (3) work days following this meeting. The U�ION 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 UNION within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor sha11 meet with the UNION 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 EMPLOYER shall reply in writing to the UNION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unsolved, the UNION may refer the grievance to Step 4. Any grievance not referred to in writing by the UNION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Steg G. If the grievance remains unresolved, the UNION may within seven (7) work days after the response of the EMPLOYER in Step 3 by written notice to the EMP�OYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by _ - 8 - L�F ��'/(6 . � � � � � � . � � . ART�CLE VI - GRIEVANCE PROCEDURES (continued) � an arbitrator to be selected by mutual agreement of the EMPLOYER I and the UNION within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employ- ment Relation Board to submit a panel of five (5) arbitrators. Both the EMPLOYER and the UNION shall have the right to strike two (2) � names from the panel. The UNION sha11 strike the first (lst) name; the EMPLOYER shall then strike one (1) name. The process will be repeated a.nd the remaining person shall be the arbitrator. 6.5 � The arbitrator shall have no right to amend, modify, nullify, ignore, ladd to, or subtract from the provisions of this AGREEMENT. The arbitrator Ishall consider and decide only the specific issue submitted in writing iby the EMPLOYER and the UNION and sha11 have no authority to make a jdecision on any other issue not so submitted. The arbitrator shall be � without power to make decisions contrary to or inconsistent G�ith or imodifying or varying in any way the application of laws, rules or ! regulations having the force and effect of law. The arbitrator's Idecision shall be submitted in writing within thirty (30) days � following close of the hearing of the submission of briefs by the 'parties, whichever be later, unless the parties agree to an extension. IIThe decision shall be based solely on the arbitrator's interpretation ior application of the express terms of this AGREEMENT and to the facts �of the grievance presented. The decision of the arbitrator shall be If inal and binding on the EtiPLOYER, the UNION, and the employees. I I I i � - 9 - i i ARTICLE VI - GRIEVANCE PROCEDURES (continued) 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the UNION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the 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 F.riPLOYER and the UNION. 6.8 It is understood by the UNION and the EMPLOYER that a grievance may be deterciined 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 issued is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil 5erv�ce 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. - 10 - G'�= ��/6� • ART�CLE VII - CITY riILEAGE • 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. pe 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee sha11 be reimbursed 15� per mile for each - mile actually driven, i If such employee is required to drive an automobile during employment and I the department head or designated representative determines that an enployer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the emplayee shall be retm- ' bursed at the rate of 15� per mile driven and shall not be eligible I, for any per diem. pe 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and sha11 not be eligible for I any per diem. 7.3 The City will provide parlcing 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 ruZes 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 $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional ' insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 11 - I ARTICLE VIII - RESIDENCE � 8.1 The resolution pertaining to residence approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. '. - 12 - . �r ��-/�� ' ARTICLE IX - VACATION • 9.1 In each calendar year, each full-time employee shall be granted vacation ac- cording to the following schedule: Years of Service Vacation Granted 0 thru 4 years 10 days 5th year thru the 9th year 15 days lOth year thru the 15th year 17 days 16th year �hru the 23rd year 21 days � 24th year and thereafter 26 days Employees who work less than fu11-time shall be granted vacation on a pro rata basis. 9.2 The head of the department may permit an employee to carry over into the fol- lowing year up to ten days vacation. 9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. - 13 - ARTICLE X - INSURANCE 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. x 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 bene�its as are provided by the II�IPLOYER f or such employees. 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 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 Aealth insurance coverage, the FMPLOYER agrees to contribute the cost of such coverage of $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. 10.5 For each eligible employee covered by this AGREEMENT who selects Coordinated Health Care, the Fl�iPLOYER agrees to contribute the cost of such coverage or $58.00 per month, whichever is less. In addition, for each employee who selects Coordinated Health Care dependentrs coverage, the IIKPLOYER will contribute the cost of such dependent's coverage or $111.00 per month, whichever is less. - 14 - . L� ��1/(0� ' ARTT�CLE X - INSURANCE (continued) 10.6� For each eligible employee covered by this AGREEMENT who selects the SHARE insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $61.14 per month, whichever is less. In addition, for each employee who selects the SHARE dependent's coverage, the EMPLOYER 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 AGREEhiENT who selects Blue Cross-Blue Shield insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $87.06 per month, which- ever is less. In addition, for each employee who selects Blue iCross-Blue Shield dependent's coverage, the EMPLOYER wi.11 contribute Ithe cost of such dependent's coverage or $193.26 per month, which- lever is less. 10.8IFor each eligible employee covered by this AGREEMENT who selects IHMO-Minnesota insurance caverage, the EMPLOYER agrees to contribute Ithe cost of such coverage or $67.90 per month, whichever is less. IIn addition, for each employee who selects the HMO-Minnesota idependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $141.88 per month, whichever is less. 10.9IThe EMPLOYER agrees to contribute the cost of $5,000 of Life IInsurance Coverage for each employee who is eligible for such Icoverage or $2.07 per month, whichever amount is less. 10.10 The contributions indicated in 10.4 thru 10.9 shall be paid to Ithe EMPLOYER'S Group Health and Welfare Plan. 10.11� Effective October 1, 1984, the figures in Articles 10.4, 10.5, and 10.6 above will be ad�usted in dollars to reflect the cost of the October 1, 1984 premium rates for the respective coveragas. - 15 - ARTICLE X - INSURANCE (continued) � � � • 10.12 Effective October 1, 1984, the amount of the EMPLOYER'S contributiQn toward employee coverage in Articles 10.7 and 10.8 above shall be adjusted in dollars to reflect the cost of the October l, 1984 preaium rates for the respective employee coverages. � 1�.13 Effective October 1, 1984, the amount of the II`iPLOYER'5 contribution toward dependent coverage in Articles 10.7 and 10.8 above shall be adjusted in reflect the October, 1983 Employer's contribution plus seventy-five percent (757) of the October 1, 1984 increase in the premium rates for the respective dependent's coverages. 10.1G Effective October 1, 19$5, the figures in Articles I0.4, 10.5 and 10.6 will be adjusted in dollars to reflect the cost of the October 1, 1985 premium rates for the respective coverages. 1Q.15 Effective October 1, 1985, the amount of the EMPLOYER'S contribution toward the employee coverages in Articles. 10.7 and 10.8 will be adjusted in dollars to ref lect the cost of the October 1, 1985 premium rates for the respective employee coverages. 10.16 Effective October 1, 1985 the amount of the EMPLOYER'S contribution toward the dependent's coverages in Articles 10.7 and 10.8 shall be ad�.usted to reflect the October 1, 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. 10.17 Effective December 31, 1985 the F1�iPL0YERtS contribution 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 �iPLOYER'S contribution toward employee and dependent's insurance coverages in 19$6 will be negotiated. � 1� - ' � � g�i�6 ARTICLE XI - WORKING OUT OF CLASS2FrcATroN 11.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days during a year 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 classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. I� - 17 - ARTICLE XII - SENIORITY ` � � 12.1 Seniority, for the purpose of this AGREEMENT, shall be defined as fo�_ The length of continuous, regular and probationary service with the EMPLOYER ' from the date an employee was first certified and appointed to a class title � covered by this AGREEMENT, it being further understood that seniority is con- f ined 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. 12.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 12.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each 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 inuerse length of total seniority in aIl titles listed on the corresponding line under Column B. Department will identify such least senior employee in the Department reducin� positions, and shall notify said employee of his/her reduction from the depart-- ment. 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 Department shall place the affected employee in such vacancy. If two or more vacant positions are available the Personnel Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least - 18 - , . . - �'�/�O� . ARTICLE XII - SENIORITY (continued) 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 Child Development Technic3an Child Development Technician, Special Student Attendant Deputy License Inspector I Deputy License Inspector I, Deputy License Inspector II Deputy License Inspector II Deputy License Inspector I, Deputy License � Inspector II Engineering Aide I Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II, Engr. Draftsman Engineering Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II, Engineering Draftsman Fire Aide I �ire Aide I, Fire Aide II Fire Aide II Fire Aide I, Fire Aide II Housing Aide I Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Housing Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Housing Rehab. Advisor I Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Housing Rehab. Trainee Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Library Assistant I Library Assistant I, Library Assistant II Library Assistant II Library Assistant I, Library Assistant II Operations Asst.-Town Sq.Park Recreation Leader II, Recreation Leader III, Recreation Airector I, Recreation Center Director Planning Aide I Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Plannin� Aide II Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Planning Assistant I Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Planning Assistant II Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Recreation Center Director Recreation Leader II, Recreation Leader III, Recreation Director I, Opperations Assistant- Town Square Park Recreation Leader II Recreation Leader II, Recreation Leader III, _ _ Recreation Director I, Operations Assistant�- Town Square Park � Recreation Leader iII Recreation Leader II, Recreation Leader III, Recreation Director I, Operations Assistant- Town Square Park Sanitarian Aide I Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Sanitarian Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Special. Student Attendent Child Development Technician, Special Student Attendant - 19 - ARTICLE XII - SENIORITY (continued) Column A Column B Traffic Engr. Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide IT Val. & Assess. Aide I Valuation and Assessment Aide I, Valuation and Assessment Aide II � Val. & Assess. Aide II Valuation and Assessment Aide I, Valuation and Assessment Aide II , 12.4 In cases where there are promotional series, such as Technician I, II, III, etc. ; when the number of enployees 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 o.ff, before layoffs are made by any class title in any � department. 12.5 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. - 20 - _ . . . - �y i�6 ARTICLE XIII - EMPLOYEE RECORDS 13.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed 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 f ile, the City shall request from the employee an acknowledgment, in writing, that the reprimand had 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 per- sonnel file, after first giving proper notice to the supervisor in custody of such file. 13.3 Any mezlber of the bargaining unit may file a grievance or a discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. - 21 - ARTICLE XIV - BULLETIN BOARDS ' 14.1 The EMPLOYER 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. - 22 - . . � ��f/�( ARTICLE XV - WAGES 15.1 The wage schedule, for purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifi- cations and salary ranges in Appendix "A" does not preclude the employer from the following: 15.11 Reorganizing 15.12 Abelishing classif ications 15.13 Establishing new classifications 15.14 Regrading classifications � 15.15 Reclassifying positions Both parties also agree that titles and grades in Appendix "A" refer to enployees in the positions at the date o� signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 15.2 Notwithstanding section 15.1, salary rates in Appendix A shall be reduced in the amounts necessary to equalize payment to individual HR.A employees and City employees who receive different pension benefits. - 23 - ARTICLE XVI - MAINTENAIvCE 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 employmenti shall be improved wherever specific provisions for imgrovement are made elsewhere in this AGREEMENT. - 24 - . �r= ��-i�� ' ARTICLE XVII - LEAVES OF ABSE2dCE 17.1 Leave of Absence. After three month's employment, an employee may make appli- cation for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250) . 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 leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than one-half hour past his regular scheduled starting time� The granting of sielc leave sha11 be subject to the terms and provisions of Resolution I�To. 3250 af the City of Saint Faul. 17.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and dEClared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. , or in the case of sudden sickness or disability or a member of his household, making arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave. 17.4 Leave Without Pay. Any employee caho engages in active service in time of war or other emergency declared by proper authority of any of the military or naval forces of the State or of the United States for which leave is not otherwise al- lowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article XVITI - 25 - • : � ' � . ARTICLE XVII - LEAVES OF ABSENCE (CONTINUID) shall conform to Minnesota Statutes Section 192, as amended from time to time and shall confer no additional benefits other than those granted by said statute. 17.5 Jury Duty. Any employee who is required during his regular working hours to � appear in court as a juror or witness except in his own behalf against the City, shall be paid his regular pay while he is so engaged, provided hotvever, that any fees that the employee may receive from the court for such service shall be pa3d to the City and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be re- scheduled to work the normal daytime shift during such ti_me as he is required to appear in court as a juror or witness. 17.6 Education Leave. Leave with pay may be granted �or education purposes at the option of the employer. 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 granchild. 17.8 An 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 ona year for the purpose of conducting the duties of the exclusive representati�.T 17.9 Maternity Leave. Materz�ity 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 emgloyee 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. - 2b - . . c� �y i�� ARTICLE XVIII - MILITARY LEAVE OF ABSENCE 18.1 Pay Allowance. Any employee who sha11 be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or here- after organized or constituted under state or federal law, or who sha11 be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tine when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall r.ot be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returni.ng 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. - 27 - ?.RTICLE XIX - MANAGEM .F�1i � RIGHTS 19,1 The UNION recognizes the right of the CITY to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the CITY has not officially a- bridged, delegated or modified by this AGREII°1ENT are retained by t�►e CITY. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial poli�y, which include, but are not limited to, such areas af dis- cretion or policy as the functions and programs of the employer, and organiza- tional structure and selection and direction and number of personnel. _ 2g _ . � C� ��/�� ARTICLE XX - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 20.11 Oral reprimand; 20.12 Written reprimand; 20.13 Suspension; 20.14 Reduction; 2Q.15 Discharge. 20.2 Suspensions, reductions and discharges wi11 be in �rritten form. � 20.3 Employees and the UNION will receive copies of written reprimands and notices of suspension and discharge. 20.4 Employees may examine a11 i.nforeiation in their ENIPLOYER persennel files. that concerns work evaluations, commendations and/or disciplinary actions. Fi1es may be examined at reasonable times under the direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension withaut pay. During said period, the employee and./or UNION 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�fPLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or may modify, or withdraw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a UNION representative be present. 20.7 Grievance relating to this Article shall be processed in accordance with exist- ing Civil Service procedures or at the option of the employee may be taken up in the grievance procedure under Article VI. If an issue is determined by the grievance procedure it sha11 not again be submitted for arbitation 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 the grievance procedure. - 29 - ARTICLE XXI - VACANCIES 21.1 The Personnel dffice will inform all departments that the department's time- keeper shall post notices of all job vacancies in their department at least f ive days before submitting a requisition to the Personnel Office. � r - 30 - G�� e��/6( ARTICLE XXII - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the employer sha11 defend save harmless and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or amission occuring in the performance or scope of the employee's duties. - 31 - ARTICLE XXIII - NO STRIKE - NO LOCKOUT 23.1 Neither the Union, 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 perfortnance 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 em.ployees of the consequences of their action and shall instruct them to immediately return to their normal duties.. Any employee who fails to return to his full duties within twenty- f our (24) hours of such warning may be subject 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 instituted by the Employer and/or its appointing authorities during the life of this Agreement. - 32 - , . �� -�6d ' ARTICLE XXIV - SEVEP.ANCE PAY 24.1 The employer shall provide 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 Yublic Employees RetireMent Association (PERA) . The "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 24.22 The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirenent. 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 (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employ- ment in either the City or in the Independent School District No. 625 may be used in meeting this ten (1Q} year service re- requirement. 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 emp�oyee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued - sick leave days. 24.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 33 - ARTICLE XXIV _-- SEVERANCE PAY (cont.) , ' . 24.5 For the Purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the empZoyee 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 estate or spouse. r 24.6 For the purpose of this severance program, a transfer from the City of Saint Paul e�ployment 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 subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. 24.9 The provisions of this article shall be effective as of December 24, 1983. 24.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this article upon meeting the qualifications herein. - 34 - �� y/�� ARTICLE XXV - EMERGENCY AND TEMPORARY EriPLOYEES 25.1 It is recognized that Emergency and Temporarq employees are within the unit covered by this AGREII�fENT, however, except as specifically provided by this AGREEMENT, emergency and temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the St. Paul Salary P1an and Rates of Compensation. - 35 - ARTICLE XXVI - NON DISCRIMINATION 26.1 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 inembership or � non-membership in the U�ION. 26.2 Employees will perform their duties and responsibilities in a non-discrininatory manner as such� duties and responsibilities involve other employees and the general public. - 36 - . � Cr ��6 ARTICLE XXVII - TERMS OF AGREEMENT 27.1 Complete Agreement and Wa3ver of Bargaining. This AGRE�fENT shall represent the complete AGREF�fENT between the UNION and the F.�IPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREk�tE*:T, eac:� had the unlimited right and opportunity to make requests and proposals with re- spect 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 EMPLOYER and the UNION, for the life of this AGREEMINT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this AGREEMEVT. 27.2 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 �uxis- diction from whose final �udgment or decrees no appeal has been taken wit�-�in the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 27.3 Term of Agreement. This AGREEMENT shall be in full force and effect fro� January 1, 1984 thru December 31, 1985, and shall be automatically renewed froia Sear to year thereafter unless either party shall notify the other in writing by June 1, that it desires to modify or terminate this AGREF.�fENT. In witness thereof, the parties have caused this AGREEMENT to be executed this 22nd day of December , 1983 . - 37 - ARTICLE XXVII - TERMS OF AGREEMENT �continued) 27.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the Citiy Negotiator, but is subject to the approval of the Administration of the City and the City Council and is also subject to ratification by the UNION. �dli�tESSES: CITY OF SAINT PAUL LOCAL UNION 1842, DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO f� � � •� �f � B ' ' BY: L_ ;{:,� �_.�,•. � ,; L bor Rela ions rec or usi ess Representative ; � � . � BY: BY: Civil Service Co�nission BY: BY: - 38 - Z� i i t i i i i ~ � 00 00 00 0o rn i� i i' i `i i i' i � Qo 00 00 00 00 00 00 00 �r � � � � � r � � c m rn rn rn tn �n tn tn �n No ° � t-�� w � � a . . �O .P W {-+ O lJ� V �O 6� O� O� Vt d� 11t 11� l!� O� W N � F-' 00 0� llt -L� N V� ln N W .4� � Cd s � V. 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W ln °C � �C � O� Oo ¢�i O OWO � O �C � ►ni � �"S v Co � W � O �O .i UI fD (A tD �D Ut '� V� W F-' � rt !» rr W t-+� • *d c�D 'd N � N tn NN rt NN NN N 0 o rn v, u� tn � .� w o fi C rS C A V N Vt 1� V � �n r't fn rt �O F-' W F-+ N W � 'rJ 'Li V 0� W � O �O . tn rr m rr �o �n u� w E-+ c� f� a' c� � rY m rr m W W C 1-� C F-+ F-� I-' I-' I� F-' t-' N (D �O fD �O O� ln ln .4� � W ln H 0o I-� 0o O� Oo W O� ln 00 � �C .L� �C W N .4� O� .P ln 6� � rt H v Oo w 1� o �o . w A� �o tn �n w t--� rn rt rr N N � Uf r . . _ . r �� WMITE — C�TV CLERY. , . ?INK — FINqNCE (�j I TY OF SA I NT �AU L Council ��y /�/ - CANARY — DEPARTME'�T Xf BLUE � — rnAYOR � Fll@ NO. � CITY CLERK Council Resolution P�esented By Referred To . Committee: Date , Out af Committee By — Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1984-1985 Collective �ar�aining t�greement betweea the City of Saint Paul and AFSCME District Council 14, Local 1842= representing th� Technical Bargaining Unit Emgloyee�. Approved: Chairma.n, Civil Service Commissioa COUNCILME[V Yeas Nays Requested by Department of: Fletcher Drew � In Favor P •RSONN .T. OF Tr.F Masanz Nlcosia . Scheibel Against BY Tedesco Wiison Fotin Approved by City Attorney Rdopted b� Council: Date Certified Yassed by Council Secretary BY B� Approved b}� :Navor: Date Approved by Mayor for Submission tv Council �__ a.. � � � . . Cr= �y- t��O Personnel Office � ' DEPARTh1ENT T�anet c� S�hAn�x �ONTACT 298-4221 PHONE � �� January 3, 1984 DATE r v� . (Routing and Explana�ion Sheet) Assign Number for Routing Order (Clip All Locations for Mayoral Signature):. ` 1 Department Di rector % , ��' .;�----. ,-w� � City Attorney ~f� �,�E , -.--- � � � nt/Mayo �'��,;? � __ �o -- --- - ��83 Fi nance and. Managerr�n �ces Di c f,ke ,'�`� , City Clerk � �'��r�p �� 8udget Di rector What Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale): This resolutiaa approves the 1984-1985 Collective $argaining Agreement between the City and AFSCME, Local 1842 represeating the.techaical employees. The changes in the Agree- ment are as shawn oa the attached sheet. Financial , Budgetary and Personnel Impacts Anticipated: . 1984 1985 Wages $306,642 $321,974 � Insurance 28,288 unknawa Funding Source and Fund Activity Number Charged or Credited: Attachments (List and Number all Attachrr�nts� : Resolutioa - Collective Bargaining Agreement Copy for City Clerk � DEPARTMENT REViEW CITY ATTORNEY REVIE�1 Yes No Cauncil Resolution Required? Resolution Required? �/ Yes� No Yes No Insurance Required? Insurance Sufficient? Yes No�� Yes No Insurance Attached? Revision of October, 1982 f�Pp Reverse SidP for 'Instructions) � . . . . � � �y�� . . . - . 1. Article 1. Recognition. 1.2 revised to define the unit as certified. 2. Article 5. Holidays. 5.4 added to allow temporary employees to become eligible for holiday pay. 3. Article 10. Insurance. 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 three lower cost plans. Employees selecting the two higher cost plans will pay 25% of the premium increase for dependent coverage. 4. Article 24. Severence Pay. New Standard Severance Pay Plan increasing maximum payment from $4,000 to $6,500. 5. New Article. Emergency and Temporary employees. Language clarifying the fringe benefits for Emergency & Temporary employees. 6. New Article. Non-Discrimination. Standard language stating that there shall be no discrimination in administering this agreement. 7. Article 12. Seniority. 12.3 revised to include language which merges various titles for seniority purposes. 8. Wages. 1984: 5% 1985: 5% Differential between 15, 20, 25 year steps to remain $13.00 bi-weekly. �✓.� - > v.i_ _� _L l�'.0 ►J.:l:t.1\'_l' .J_: t1 U 1.� :' =%"� ' � CF ��//elo y -- -- t'�.�� (�7�-,•1C�: O.-^ I'�1I: CI;I.'�' COUICI7. �:1 _ �- - .. � _ � . s;t ' . __ _ , � � Date ; `:� �; January 26, 1983 ;�R� .. �v��:.13�1•��l� .��"`�"�• �,t�"��,��--�.:�.».��_._ F. � . . . •'�y.-.�.«. .__. .. . . �.. �.�.a'r�hi4�..i�-...:p�� _.: .. TO = � at�t� Pct� 1 Ci�� Cou � cit - •� . r� 0 N� = Comr�i��z on ��,��.��:� _ C H A i R James Scheibel 2. Approval of minutes from m�etinos held January 1S anci 19, Igg�. t7 � �? R.1�3'�t� ' _ _ �,..;�.�.�.. � 2. Ordin�nce amending Chapter S6 of the Saint Paul Administrative Code; �- proi�iding for the designation by the P•iayor of a person i�rho �vould be authorized to sign contracts on the Atayor's behalf. :�y�p��- � �� . . �-,�..j�.�,._� . 3. Pesolution approt�ing budoet amendments and a three montt� contract exter_sfon for � the five neighborhood energy conseivation groups opera�ir�g un�Ier the HUD Inno- ��ati��e Grant Program. (PED). ,��F.d! - . • . �-=��Mr-.+".i:�:w.:..i..: . 4. Resolution approvino additions to the Corrnunity Devela�m�nt Block Budget and transferrirtg $151,506 .from the Financing Plan for CD Year I Budget (close-out of remainir.g 1�DP assets and liabilities) to the Spending P].an �or CD Year I� Budget. (PED) ;�'�,-"�r.��tl£�: 5. Resolution establishino the title and class specification �for �lcLninis�ra�atire Assistan�--Police D�partrcent in the Civil Servite Rules. (Personne�)Dt��-- �'�$3T'�TVT� !�tSa�u��o 6. �:esolution approving 1984-1955 Collective Bargaininb �lvreemznt betr�een the Cit}- � �nci the Classified Confidential ErrQloyees �lssociation. (Personnel) .p��;t��f 7. r:esolu�ion approving P�femorancla of A�xeements betc,een the City and the 5ar�ainir.� � U�its as listed. (Personnel)� 7;�A�'Otf�p,I _..�.r�... w 8• Resolution approving 1984-1985 Collectiti•e Bargaining Agreeinent bet�.een the City ar�d AFSCh� District Council 14, Loca1�1_842,.repxesenting. the Technical Baxgainin� Uni t Emp loyees. (Personne 1) ��"`S`'� � . .. __. 'uV"' " J, y• I'.esolution establ.ishing the title and class specification for Line Lead�r - - I)istrict };itchen in the civil Service Rules, (Persor►nel T r - � • .. .. .'�t;V rl� .:. CIIY K:L? SEVfi�+TH:ZG'OR SaI\T PAUL, ti3I\�I�OTA 55202 .��,_ � . ---• - • . -----•-------- •-----t---------�_._