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84-201 �NHITE - CiTV CLERK PINK - FINANCE GITY OF SAINT PAUL Council CANARV - DEPARTMENT ,�.//� BLUE - MAVOR File NO. �R�� Co cil Resolution Presented By � ✓ Referred To �/�//��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 Saint Paul and AFSCME District Council 14, Local 2508, representing the Clerical Bargaining Unit Employees. Approved: � Chairman, vil Service Co ssion COUNCILMEN Requested by Department of: Yeas Nays Fletcher � [n Favor Drew Masanz _ V __ Against BY Nicosia Scheibel TedOSCO ��? � p� Form proved by ne Adopte�,it�g��uncil: Date — � � 19[l� �- Certified P s b Council Se ta BY gy � App by 1�layor: e _� Q ApP by Mayor for Su 's ion to Council By – B L PUBLtSFiED FEB 2 5 1984 ' r �' �-� �y �oi , . �s 1. Article 1. Recognition. 1.2 revised to defiae 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 19. Seniority. 19.3 revised to iaclude language which merges various titles for seniority purposes. 5. Article 23. Severence Pay. New Standard Severance Pay Plan increasing maxi- mum payment from $4,000 to $6,500. 6. New Article. Emergency and Temporary employees. Language clarifying the fringe benefits for Emergency & Temporary employees. 7. New Article. Non-Discrimination. Standard l�anguage stating that there shall be no discrimination in administering this agreement. 8. Wages. 1984: 5% 1985: 5% Differential between 15, 20, 25 year steps to remain $9.50 bi-weekly. � . . .�' �~a �� 1984 - 1985 AGREEMENT BETtJEEN THE CITY OF SAINT PAUL, AND LOCAL UNION 2508 DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND rNNICIPAL II`iPLOYEES, AFL-CIO ��-� �i INDEX ARTICLE TITLE PAGE Preamble iii � I Recognition � 1 II Check Off 4 III Hours of Work 5 IV Work Breaks 6 V Holidays � VI Employee Rights - Grievance Procedure 8 VII City Mi].eage 12 VIII Residence �3 IX Vacation 14 X Insurance 15 XI Working Out of Classification 18 XII Employee Records �-9 XIII Bulletin Boards 20 XIV Wages 21 XV Maintenance of Standards 22 XVI Leaves of Absence 23 XVII Military Leave of Absence 26 XVIII Management Rights 2� XIX Seniority 28 XX Discipline 31 XXI Vacancies 32 XXII No Strike-No Lockout 33 XXIII Severance Pay 34 XXIV Emergency and Temporary Employees 36 XXV Non-Discrimination 3� XXVI Terms of Agreement 38 Appendix A Al - ii - ��-� �.� ' P R E A M B L E This AGREEMENT entered into by the City of Saint Paul, hereinafter referred to as the E1�IPLOYER, and Local Union 2508 affiliated with Council 14 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the UNION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the UNION, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. - iii - ARTICLE I - RECOGNITION ' 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 � certificatian by the State of Minnesota, Bureau of Mediation Services, ; dated July 12, 1973, in Case No. 74-PR-61-A and as amended and as set forth in Section 1.2 below. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All office, clerical, and administrative 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 em- ployment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days pex year, in the classification of: Accounting Clerk I Clerk II Accounting Clerk II Clerk III Accounting Machine Operator I Clerk IV Accounting Machine Operator II Clerk-Stenographer I Animal Control Supervi.sor Clerk-Stenographer II Asst. Recorder of Council Proceedings Clerk-Stenographer II-Renewal Assistant Supervisor of Elections Clerk-Stenographer III Assistant Supervisor of Water Billing Clerk-Stenographer III-Renewal Auditing Clerk I Clerk-Typist I Bank Clerk Clerk-�pist I-Renewal Building Permit Clerk Clerk-Typist II Cashier--Civic Center Clerk-Typist II-Renewal Cashier I Clerk-Typist III Cashier II Complaint Office Supervisor Cashier--Civic Center Computer Operations Asst.-Library Chief Meter Reader Computer Operations Supervisor Clerical Supervisor Computer Operator Clerk I Computer Operator-Library Counselor Aide Trainee Data Entry Operator I Data Entry Operator II Data Entry Operator III Data Processing Aide Disbursement Auditing Clerk-Schools Disbursement Auditing Supervisor - 1 - ARTICLE I - RECOGNITION (continued) � Dog Warden Permit and License Clerk II Duplicating Equipment Opr. Trainee Planning Aide Trainee Duplicating Equipment Operator Police Communications Clerk Duplicating Equipment Opr. Supv. Police Community Officer Duplicating Equipment Operator (Health Bureau) Energy Clerk Police Records Clerk Field Clerk I Police Stenographer Field Clerk II Primate House Attendant Field Clerk III Procurement Specialist I Film Clerk Trainee Procurement Specialist II Film Clerk Procurement Specialist III Fire Property Clerk Procurement Specialist Trainee � Health Service Aide I Property Clerk I Health Service Aide II Refectory Attendant Information Systems Specialist Refectory Manager Inventory Control Supervisor Refectory Supervisor Keypunch Operator Registration Clerk Laboratory Helper �� Relocation Clerk Landfill Caretaker Secretary - Library Clerk Service Worker II Lighting Complaint Clerk Storehouse Helper Maintenance Trainee Storekeeper I Management Trainee Storekeeper I--Police Marine Mammal Keeper-Trainee Storekeeper II Messenger Storekeeper (Food Service) Meter Reader Storekeeper (Voting Machines) Office Supply Room Operator Storekeeper--Water Department Park Concession Manager Stores C1erk Park Guide Stores Clerk--Renewal Parking Lot Attendant II Stores Clerk (School Cafeterias) Parking Meter Collector I Supervisor of Water Billing Parking Meter Collector II Technical Trainee Parking Meter Monitor Telephone Operator Parking Meter Monitor Supervisor Parts Storekeeper Trainee (Clerical) Payroll Audit Clerk (Child Development) Payroll Supervisor I (Storehouse) Payroll Supervisor II Transportation Assistant Payroll Supervisor III Transportation Coordinator I Payroll Supervisor (Schools) Transportation Coordinator II Permit and License Clerk I Vehicle Maintenance Clerk Workers� Compensation Admin. Clerk Workers' Compensation Clerk Zoo Keeper I Zoo Keeper II - 2 - 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 sa�e to the UNION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specif ically provided by Minnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the II�4PLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the II�iPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article I, Section 1.3. - 3 - ' ARTICLE II - CHECY. OFF 2.1 The EriPLOYER agrees to deduct the UNION 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 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 ma.de or as soon thereafter as is possible. 2.2 The UrION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judg�ents 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. - 4 - 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 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 All employees in this bargaining unit shall be recompensed for work 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 of one and one-half shall be computed on the basis of 1/80th of the bi-weekly rat. . . 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on a11 department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be per- missible due to emergencies, acts of God, and overtime may be required. - 5 - � ARTICLE IV - WORK SREAKS 4.1 Rest Periods. All employees work schedules sha11 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 this is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs 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 Ttao 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.. . . 5.2 The floating holidays set forth in Section 5.1 abave may be taken at any time 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 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 £or 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 - � ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCIDURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with L'I3I0\ rules and regulations as the grievance representative of the bargaining unit. The UNION shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the UNION that the pro- cessing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided, the steward and the employee have notified and received the approval of their supervisor to be absent 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 the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the UNION. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the - 8 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) AGREEMENT violated, and relief requested. Any alleged . violation of the AGREEMENT not reduced to writing by the L'NION within (7) seven 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 unresolved, the EMPLOYER shall reply in writing to the UNION within three (3) work days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) work days follow- ing 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 EMPLOYF�'. supervisor shall 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 sha11 reply in writing to the UNION stating the EMPLOYIIt'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the UNION may refer the grievance to Step 4. Any grievance not referred in writing by the UNION to Step 4 within seven (7) work days f ollowing receipt of the EMPLOYER'S answer shall be considered waived. - 9 - .d� -� � � ARTICLE VI - E1�IPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) � Step 4. 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 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 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 Employment Relations Board to submit a panel of five (5) arbitrators. Both the II�IPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) name; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 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 specific issue submitted in writing by the EMPLOYER and the UNION and shall have no authority to make a decision on any other issue not so submitted. TEie arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and - 10 - ARTICLE VI - ErfPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) ' to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the EMPLOYER, the UNION, and the e�ployees. , 6.6 The fees and expenses for the arbitrator's services and proceedings r sha11 be borne equally by the II�IPLOYER 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 EMPLOYER and the UNION. 6.8 It is understood by the UNION 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 - � � i�-�v/ ARTICLE VII - CITY MILEAGE ' 7.1 Automobile Rei.mbursement 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 off icers and employees must receive written authorization from the ` Department Head. TyPe 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15� per mile f or 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 15G per mile driven and shall not be eligible for any per diem. TyPe 2. If an employee is required to use his/her own automob'ile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. 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 emplo}�ee is required to have his or her own personal car available. 7.4 Rules and Re�ulations: 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 Iiability 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 $300,0�0 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, to�ether with the amendment thereto, shall be maintained on file with the city clerk. - 12 - ARTICLE VIII - RESIDENCE • 8.1 The resolution pertaining to residency approved July 26, 1979, under 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 fu11-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted � 0 thru 4 years 10 days , after 4 years 15 days after 9 years 17 days after 15 years 21 days after 23 years and thereafter 26 days Employees who �aork less than full-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 follocaing 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. - 14 - ARTICLE X - INSURANCE 10.1 The EMPLOYER will continue for the period of this AGREEriENT to provide � f or 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 II�iPLOYER for such employees. 10.3 In order to be eligibl.e 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 Health insurance coverage, the EMPLOYER 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 EMPLOYER agrees to contribute the cost of such coverage or $58.00 per month, whichever is less. In addition, for each employee who selects Coordinated Health Care dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $111.00 per month, whichever is less. - 15 - ARTICLE X - INSURANCE (continued) � 10.6 For each eligible employee covered by this AGREEMENT who selects the SHARE insurance coverage, the F�IPLOYER 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 AGREEMENT 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 Cross-Blue Shield dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $193.26 per month, which- ever is less. 10.8 For each eligible employee covered by this AGREEMENT who selects HMO Minnesota insurance c�overage, the EMPLOYER agr:ees to contribute the cost of such coverage or $67.90 per month, whichever is less. In addition, for each employee �aho selects the HMO-riinnesota dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $141.88 per month, whichever is less. 10.9 The EMPLOYER agrees to contribute the cost of $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. 10.10 The contributions indicated in 10.4 thru 10.9 shall be paid to the EMPLOYER'S Group Health and Welfare Plan. 10.11 Effective October 1, 1984, the fi.gures in Articles 10.4, 10.5, and 10.6 above will be adjusted in dollars to reflect the cost of the October 1, 1984 premium rates for the respective coverages. - 16 - ARTICLE X - INSURANCE (continued) 10.12 Effective October 1, 1984, the amount of the EMPLOYER'S contribution ' toward employee coverage in Articles 10.7 and 10.8 above shall be ad�usted in dollars to reflect the cost of the October 1, 1984 premium rates for the respective employee coverages. 10.13 Effective October 1, 1984, the amount of the EMPLOYER'S 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 (75%) of the October 1, 1984 increase in the premium rates for the respective dependent's coverages. 10.14 Effective October 1, 1985, the figures in Articles 10.4, 10.5 and 10.6 will be ad�usted in dollars to reflect the cost of the October 1, 1985 premium rates for the respective coverages. 10.15 Effective October 1, 1985, the amount of the EMPLOYER'S contribution toward the employee coverages in Articles 10.7 and 10.8 �rill be adjusted in dollars to reflect 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-f ive 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 EMPLOYER'S contribution tocaard employee and dependent coverages sha11 be adjusted back to the respective amounts which were in effect on September 30, 1985. The amount of the EMPLOYER'S contribution toward employee and dependent's insurance coverages in 1986 will be negotiated. - 17 - � ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 EMPLOYFR 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 f ifteen (15) workin,g days during a year sha11 receive the rate of pay for the out-of-cl�ss assignment in a higher classif ication not later than the sixteenth (16tn) day of such assignment. For purposes of this article, and 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 sa�e rate the employee would receive if such employee received a regular appointment to the higher classification. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of the next higher classification in the job series: Health Service Aide I Clerk I Clerk Stenographer I Accounting Maching Operator I Data Entry Operator I Cashier I Duplicating Equipment Operator Trainee Tabulating Machine Operator I Parking Meter Collector I Zookeeper I Clerk-Typist I - 18 - ARTICLE XII - EMPL4YEE RECORDS ' 12.1 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 fi1e, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 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. 12.3 Any member of the bargaining unit may file a grievance or discrimina.tion complaint and there shall be no retaliation by the City of St. Paul f or such action. - 19 - ��-ao/ ARTICLE XIII - BULLETIN BOARDS 13.1 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. - 20 - �RTICLE XIV - WAGES ° 14.1 The wage schedule, for 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 following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 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 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. 14.2 Notwithstanding section 14.1, salary rates in Appendix A shall be reduced in the amounts necessary to equal3ze payment to individual HRA employees and City employees who receive different pension benefits. - 21 - • ARTICLE XV - r1AINTED;ANCE OF STAIv�DARDS 15.1 The parties agree that a11 conditions of employment relating to wages, hours of work, overtime differentials, vacations and aZl 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 St. Paul (Resolution No. 3250) 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 provisions for improvement are made elsewhere in this AGREF.�IENT. - 22 - ARTICLE XVI - LEAVES OF ABSENCE � 16.1 Leave of Absence. After three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules, (Resolution No. 3250) . 16.2 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 sick leave shall be sub�ect to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. 16.3 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 of a �ember of his household, making arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave. 16.4 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of - 23 - ��- a�/ • ARTICLE XVI - LEAVE OF ABSENCE (continued) absence from employment without pay during such service with right of rein- statement and sub�ect to such conditions as are imposed by law. Such leaves of absence as are granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benef its other than those granted by said statute. 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. 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. 16.6 Jury Duty. Any employee who is required during his regular working hours to appear in court as a juror or witness except as a witness in his own behalf against the CITY, shall be paid his regular pay while he is so engaged, pro- vided however, that any fees that the employee may receive from the court for such serv3ce 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, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a juror or witness. 16.7 Funeral Leave. Any employee who has accu�ulated sick leave credits, as pro- vided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 16.8 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 one year for the purpose of conducting the duties of the exclusive representative - 24 - ARTICLE XVI - LEAVES OF ABSENCE (continued) ' 16.9 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. - 25 - � �-ao� ' ARTICLE XVII - MILITARY LEAVE OF ABSENCE 17.1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval rSilitia or any other component of the militia of the State, now or hereafter organized or constituted under state or ' f ederal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, nor or hereafter organized or constituted under Federal law, shall be entitZed to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged wita such organization or component in training or active service ordered or authorized by proper authority pursuant to 1aw, 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 sucr leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless tre contrary is established. Such leave shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, of (2) is prevented from so returr.ing by physical or mental disability or other cause not due to such emplo�ze`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. - 26 - ARTICLE XVIII - MANAGE�IENT RIGHTS - 18.1 The UNION recagnizes the right of the CITY to operate and manage its affairs in all respects in accordance with applicable la�os and regulations of appropriate authorities. All rights and authority which the CITY has not officially abrid�ed, delegated or modified by this AGREEMENT are retained by the CITY. 18.2 A public employer is not required to meet and negot3ate 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. - 27 - AP.TICLE XIX - SENIORITY . 19.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and 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. 19.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 19.3 In the event is is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 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 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 senirotiy 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 sha11 be identified, and if the employee affected by the original depart�ental reduction is more senior, he/she shall have the right to claim - 28 - ARTICLE XIX - SENIORITY (continued) that position 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 C1erk-Typist II, Clerk-Typist I Clerk-Stenographer I Clerk-Stenographer I, Clerk-Stenographer II � Cashier I Cashier I, Cashier II Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator II, Accounting rlachine Operator I Data Entry Operator I Data Entry Operator I, Data Entry Operator � :� 19.4 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 bargain- ing 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. 19.5 In cases where an employee to be laid off has held no regular appointment in a lower title in the same promotiona.l 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 immediately 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 s�-month probationary period in such title. - 29 - � aRTICLE XIX - 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 '�umping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the soard of Education for Board of Education employees; however, 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. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. - 30 - 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; 2�.15 Discharge 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the UNION will receive copies of written repri.mands � and notices of suspension and discharge. 20.4 Employees may examine all information in their EMPLOYER personnel f iles that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasona.ble times under direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or UNION m�y request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. 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 Grievances relating to this Article shall be processed in accordance with existing 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 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 the grievance procedure. - 31 - ARTICLE XXI - VACANCIES 21.1 The Personnel Office will inform all departments that the department's timekeeper shall post notices of all job vacancies in their department. at least five days before submitting a requisition to the Personnel Office. - 32 - ARTICLE XXII - �0 STRIKE - NO LOCKOUT � 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this Agreement wili engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the f ull performance 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 e�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- four (24) hours of such warning may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 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. - 33 - � �-a�i � ARTICLE �III - SEVERANCE PAY 23.1 The employer shall provide a severance pay program as set forth in this Article. 23.2 To be eligible for the severance pay program, an employee must meet the follo�aing requirements: r 23.21 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" provisions of the Public Employees Retirement Association (PERA) . The "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 23.22 The emplayee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are noC eligible for the City severance pay program. 23.23 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 (10) year service re- requirement. 23.24 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. 23.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 23.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500 . - 34 - ARTICLE XXIII - SEVERANCE PAY (cont.) � 23.5 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 sever�nce pay will be made to the employee's estate or spouse. 23.6 For the purpose of this severance program, a transfer from the � City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.8 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. 23.9 The pravisions of this article shall be effective as of December 24, 1983. 23.10 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. - 35 - • ARTICLE XXIV - EMERGENCY AND TEMPORARY EMPLOYEES 24.1 It is reco�nized that Emergency and Temporary employees are caithin the unit covered by this AGREEMENT, 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 Plan and Rates of Compensation. - 36 - ARTICLF. XXV - NON-DISCRIr4INATION • 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 membership or non-membership in the UNION. 25.2 Employees will perform their duties and responsibilities in a non- discriminatory manner as such duties and responsibilities involve other employees and the general public. - 37 - ARTICLE XXVI - TERr1S OF AGREEMENT 26.1 Complete Agreement and Waiver of Bargaining. This Agreement shall represent the conplete AGREEMENT between the UNION and the EMPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREEME�T, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed hy 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 UPdIOh, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to barga.in collectively with respect to any subject or tnatter 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 Sairit Paul. In the event any pro- vision of this AGREEMENT shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 26.3 Term of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1984 thru December 31, 1985, and shall be automatically renewed £rom 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 16thday of January , 1984. - 38 - ARTICLE XXVI - TERriS OF AGREEMENT (continued) 26.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is subject to the . approval of the Administration of the City, the City Council and is also sub�ect to ratification by Local Union No. 2508. ` WITNESSES: CITY OF SAINT PAUL LOCAL UNION N0. 2508, DISTRICT COUNCIL N0.- 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO , • � ` , BY: �� , � : or Re ion ir or �sista� t Dire tor � � i BY: BY: Civil Service Commission BY: BY: - 39 - _ Ty _ ;' ; � i� i � � i � 00 00 00 �-+, �° ° i' i i" i �i � � 00 00 0� ao 0o a� o� � r* ln � ln � ln .� ln � C fD � A .L� � A .� .A l� W F-' ♦O V 00 O� O� 1� W W ln N � F-� � � V � a �D W O �O t1� W W W I--' F-' f-' V ln � � Cn A ln l� .� � .P N f-+ p0 O V 00 lJ� � V� W �O N OD N t0 v � t7� V N O !-' NW � � O .L� 0o V Oo F-� � � ln ln ln .� l� A 6� W N O F-' �O �O V f-� �O 00 W OD W Oo � � � C� � � .� v rn � o � w v� v oo ao w y � b � r � � c� � HHH � r � b m r� t-� w m w o N n n K A� w � .� .� � � N �' C � w � N � � n wN www � o � � � oVOrn � � t--� � ►-'� � oo w r+ cn �' rn r� � � � rr rt � �v rfi • • t� A� w � w � n a' c� c� • • m �o m �o t� • • �o 00 o r7 i�-� t� � m p � �C i--� N ►-a � w ru m m � rr t� �- � rn rn m a� o su oo m cn m o � � �•.�� s� o 0 0o rt N � � c� m �t n cn c� c� � n o x � o a � w n. �' rr a' N � �c � o `d H n w m e a o w m co �c G �d K xayn w ►-3w ►t � n x � � N � v� �n su cp (n rt x n re a v� c,� ru a ►-� H N v, u� y �o rn m C1i � W rt fb tD SU (D Vt N �' n �"i F-' W O (7 W �O 0o I-' � H w F'� �n o0 o t7 R� P� 'd � oo rt • • trJ r"� �-+ � r-� n � 9 � H • • G �u N N• m • • fn N v rt 9C W N tD H Sv (D W N �"! 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N ►-n tn tn w 0 N \ 1 O� �C (D � W N N F� F-' �-' �4' W K '� I-� .P a� O �O W ln � f' � r'S ln V � l� W � � � r� p, � o v tn w rn v rt rr N N �O o w F-' W � • (D Sv N � 'd N O rt (n fD �d � N F-' F-� F-' F� F-� � � �{ � � W NN NF-' N � N ln V F-� O � O N fJ [D v � �l .F� W W � � ln N O 00 F-� N �'i �O O W F-' W �O t7 ft �'' m N • I� (D rt � � N � � W NN NF-+ N �C Oo 'd (D W O� 0o N 1-' ln ln . -L� (D .L� O� W W N lJi � n t� Fi rt �O O V ln W O� V ht w r. oo �o o w N w �o . rt C w , m re m r . . � /4�''.�T� . � . r.,�. ��t� . � . . . . ,/� � �l� d'��tJ /� � . • +1 �r Personnel Of f ic� DEpqRTI•1ENT !t` �� ,Zea�prr�s�h�n;x �ONTACT 298--4221 PHONE � �� Jaauarq 17, 1984 DATE �v� . (Routing and Explanation Sheet) Assign Number for Routing Order (Clip All Locations for hlayoral Signature): i partment Di rector City Attorney t/Mayor � Finance and. Managemen �ces Dire - City Clerk Budget Director What Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale); This resolutioa approves the 1984-1985 Collective Bargaining Agreement between the Citq and AFSCME, Local 2508 representing the clerical employees. The changes ia the Agree- ment: are as showa on the attached sheet. - � Financial , Budgetary and Personnel Impacts Anticipated: 1984 1985 Wages $459,888 $482,882 Insuraace 59,785 uaknowa ' Funding Source and Fund Activity Number Charged or Credited: Attachments (List and Number all Attach�nts�: 1. Resolution . 2. Agreement 3. Copy for City Clerk � },, f�=x� c�.:� DEPARTMENT REVIEW CITY ATTORNEY REVIE4� Yes No Council Resolution Required? Resolution Required? l% Yes No Yes No Insurance Required? Insurance Sufficient? Yes No�✓� Yes No Insurance Attached? Revision of October, 1982 (�pP Rever�P Sidp for 'Instructions) WH�TE - CITV CLERK . PINK - FINANCE � I TY �� - `� � �� r ��I CDUnCl� C4NARY - DEPARTMENT � � �� p,/ BLUE - MAVOR `� j - File N0. AY'—�Q� CITY CLERK C'ou�acil Resolution Presented By Referred To __. _ Commitiee: 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 bet�oeen the City of Saint Paul and AFSCME District Council 14, Local 2508, representing the Clerical Bargaining Unit Employees. Approved: Chairman, Civil Service Commission COUIVC(LMEN Requested by Department of: Yeas Nays Fletcher [n Favor �RSONNEL OFFICF.., , Drew Masanz __ Against BY — Nicosia Scheibel TedeSCO Form Approved by City Attorney Adopte[dit��s�guncil: Date Certified Yassed by Council Secretary BY - B}� Apprc�ved by �'lavor. Date _ Approved by Mayor for Submission to Council .-. n_. : �__.. -': -. •a � \ /g�--02 d � ,r; `�' �'1;�� C1TY o�, S I�.I��r P_�u 1� - ,,��,� � �, ; , , , . }_��:,:':�� :" { Ol�I+�ICF: O��' 'rFIP; CITF COri\CIT i �!�,.;:: .;:'- t.. ! �� `_�� ' �� ' 0 a t e . February 9, 1984 �;- ��y ..=�' ' ��- - c� rn COMM (TT � E RE PORT �,� m �� -v r nrn � �x W � TO = 5a �n� Pau I Cif y Cou �ci I �o 0 0 � . z� Z F R O I� = C O T'11 Clrl I r�� O h F TNANCE, NIANAGEMENT $ PERSONNEL c� a; rn � C M A I R COUNCILMAN SCHEIBEL 1. � Approval of minutes from meeting held February 2, I984. Cc�� - � . � 2. Resolution approving 1984 Memorandum of Agreement between the City and the City Attor.ieys Professional Association. . (Personnel) �s�r►„� � • 3. Resolution approving the 1984-1985 Collective Bargaining �reement between - � the City and AFSChiE, Local 2508 representing the clerical emplo ges. (Personnel) . �� 4. Resolution revising the minimum qualifications for Custodian Engineer II-- Library_ and G�.stodian �ngineer III--Library. (Personnel) Cy� � 5. Resolutioh changing the. grade for the title of Superintendent of l�iaintenance-- Parks and Recreation in the Civil Service Rules. (Pexsonnel) �,•� 6. Resolution amending the Salary Plan and Rates of Compensation Resolution by . establishing a new listing for the unclassified title of Deputy Chief of Police. . (Personnel) � . . 7. Resolution approving additions to the 1984 budget and appropriating $2,430,505 to the Financing and to the Spending Plans of Governmental Erap2oyment � Tra.ining Grants. (Comanunity Services) � 8. Resolution approving an agreement with the Central hiinnesota Group Health Plan of St. Cloud, Minnesota, for various medical testing services. (Comm�Se�ices� "7 9. Resolution approving a Special Use Permit granting the City exclusive right to use and control certain premises for use in conjunction with the Pig's Eye �Vood �. Recycling Center as part of the agreement with the County. (Community Services) �� CITY HALL SEVEN'TH FLOOr SAINT'PAUI_� MINNFSOTA 55J02 t�'-`Yr i� -