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84-503 WH17E - CITV CLERK PINK - FINANCE G I TY OF SA I NT PA LT L Council CANARV - DEPARTMENT BLUE - MAVOR File NO• � � �D� � Cou ci Resolution � � Presented By . ;�Referred To �� LC / Committee: Date � 3�� Out of Committee By Date RESOLVED, that the Counc3l of the City of Saint Paul hereby approves aad ratifies the attached Collective Bargaining Agreement betweea the Independent School D3strict No. 625 and the American Federation of State, County, aad Municipal Employees, AFL-CIO, District Couacil 14, Loca1 Uaion 1842. Approved: Chairmaa, Ci il Service Cammiss COUNCILMEIV Requested by Department of: Yeas Nays Fietcher PERSONNEL OF I E °f81N In Favor Masanz � Nicosia Scheibel __ Against BY Tedesco Wilson APR 19 19$4 Form A �o�e by A o� Adopted by Council: Date � Certified Yas e ounc.il Se e a BY B t�ppr ed y Mavor: Dat APR 2 p �gg� Appr ved Mayor for Sub�is o to`Council /Y �By , , �; �_� PUBLISHED APR2 8 1984. . .{..... .. .. .. ...... . . . . . . _ ...._ ... ............. ... . . .... __ . . .. , _- � ' G�� ''f�',�o-3 , ; Personnel Office DEPARTt�1ENT � �eanettP ��h�.+�x — �ONTACT 298-4221 PHONE �� . ' March 20, 1984 DATE r v . (Routing and Explanation Sheet) , Assi Number for Routin Order C1i Al1 Locations for Ma oral Si nature : , Department Di rector ' Ci ty Attorney RECEIV�D /Ma�yor , MAR 2 G i98n Finance and Management ces Direc o MAYaR'S OFFICE City Clerk Budget Director �lhat Wi11 be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale): This resolutioa approvea the Agreement betwe� the Indepeadent School District #625 and AFSC1�, District 14, Local �842. See attached sheet. Financial , Budgetary and Personnel Impacts Anticipated: None. Funding Source and Fund Activity Number Charqed or Credited: Attachments (List and Number all Attachments) :_ i. Resolution - 2. Agreement 3. Copy for City Clerk "w".'k .�Y:,'s'3: r;�� DEPARTMENT REVIEW CITY ATTORNEY REVIEW Yes No Council Resolution Required? Resolution Required? b� Yes o —�� Yes No Insurance Required? Insurance Sufficient? Yes � No��,. Yes No Insurance Attached? Revision of October, 1982 (SPe RPVPI"SP Side for 'Instructions) . Y GF ��'-5a� . BQARD MEETING AGENOA REQUEST All requests must be in the offi�e of the Depu+y Superintendent one week in advance of the cr meeting or w �c t e item is inten e . A intormotion requeste in t e spaces oefow is to e provi . Fai u�a to provi e comp ete information will result in the item being re- turned�to Fhe administrotor making the request Qnd that person wilt be responsiole for any delay that results. lnformation needed for the Board meeting should 6e sent wi� the agen�a request. Twenty-five copies of the material should be sent to the office of the Deputy Super- . intendent at e time t e reqvest is su mitte . Kenneth A. Berg Deputy Superintendant Local_ 18�L Board Mee�ing Date February 21, 1984 A,,,endc Ite�Zoyment agreement with �Couacil ��: �` AFS(41F. - fnr rarf�nir�l omnlOpgp� Requested by Phyllis E. Byers Department Negotiations Resolution: Yes X No Attorney's Approval� � Budget to be cl�arged Budget Administrator Expended to date S Totol budgeted S Encumbered to date S Balanca i� budget $ Information on the Ifem �ve eto� in ormetion on the item. informction should include where tfie progrem is to operate, source of the funds, length of tima or dete. If more spcce is needed, use the other side of this sneet. This two-year Agreement is for calendar year 1984 and calendar year I985. Changes are as follows: Recognition Article: Revised to define the unit as certified by the Bureau of Mediatio� Services. Holidays Article: ' Revised to allow temporary employees to become eligible, after 67 das for holidaq paq. Insurance Article: In each year, the District will pick up the premium increase ia em- ployee coverage, as well as the premium increase in dependent coverage in the three low� cost plans. Employees selecting the two higher-cost plans will pay 25% of the pr�ium _ crease for dependent coverage. Seniority Article: Revised to include language which merges various titles for senior__ �urposes. ' Severance � Article: New standard Severance Pay P}.an increases maximi� payment froca 54,000 to Sb,500. Emergency and Temporary Employees (New Article) : Language clarif ies the fringe heneiits ior temporary and emergency employees. Von-discrimination (New Article) : Standard language stating that there shall be ao discrimination in administ:�ring this Agreement. / /` j;enature of c�ministrator submittin �PL� SEE REVERSE SIDE) � o Qte .'-�� !�7 �;,�v o= Agreement is attached or on file in the Negotiations Ofiic�. • ' G+l IC �'[/ JJ713 1984 - 1985 AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRICT N0. 625 AND LOCAL UNION 1842, DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO . . �;` ��-sa � � INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Check Off 4 III Hours of Work 4 IV Work Bre�ks 5 V Holidays 5 VI Grievance Procedures 6 VII Mileage--Independent School District No. 625 9 VIII Residency 9 IX Vacation 9 X Insurance LO XI Working Out of Classification 12 XII Seniority 13 XIII Employee Records 16 XIV Bulletin Boards 16 XV Wages 16 • XVI Maintenance of Standards 17 XVII Leaves of Absence 18 XVIII Military Leave of Absence 20 XIX Management Rights 21 XX Discipline 21 XXI Vacancies 22 XXII Legal Services 22 XXIII No Strike, No Lockout 22 XXIV Severance Pay 23 XXV Emergency and Temporary Employees 25 XXVI Non-discrimination 25 XXVII Terms of Agreement 26 Appendix A A-1/A-6 � - ii - PREAMBLE This AGREEMENT, entered into by Independent School District No. 625, � hereinafter referred to as the EMPLOYER, and Local Union 1842, affiliated with Council 14 of 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 ENIPLOYER and the UNION, the establishment of rates of pay, hours of work, and other conditions of employment. • - iii - • . - C F �(-sv3 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 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. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All technical personnel who are employed by the City of Saint Paul or who have their "terms and conditions of emplo�ment" established by the governing body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 per cent of the normal work week and more than 67 work days per year, in the classifications of: Accounting Clerk III Deputy License Inspector II Accounting Technician I Deputy License Inspector Trainee Accounting Technician I--Renewal Duplicating Shop Manager Accounting Technician II E.D.P. Program Analyst Accounting Technician III E.D.P. Programmer Accounting Technician IV E.D.P. Systems Technician--Public Works Adaptive Recreation Assistant Engineering Aide I Adaptive 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 Affirmative Action Technician Fire Aide II Architectural Draftsman I Fire Communications Operator I Architectural Draftsman II Fire Communications Operator II Fire Prevention Technician II Architectural Technician Assessment Clerk II Fire Prevention Technician III Business Relocation Specialist Fire Technician I Child Development Technician Graphic Arts Technician--City Planning Clinic Nurse Health Education Assistant Health Laboratory Technician I Comm. Education/Rec. Coordinator Contract Compliance Spec.--HRD Health Laboratory Technician II Dental Assistant Housing Aide I Data Processing Aide Dental Hygienist Housing Aide II Deputy License Inspector I Housing Counselor Housing and Rehabilitation Advisor Housing Rehabilitation Advisor I Housing Rehabilitation Advisor II - 1 - Article I - Recognition (continued) Housing Rehabilitation Trainee Public Buildings Technician II Housing Technician I Public Buildings Technician II-- Housing Technician II Renewal Housing Technician III Public Buildings Technician III Instructor of Arts and Crafts Public Information Technician Public Works. Technician I Public Works Technician II Instrumentman Public Works Technician III Interpreter/Health Real Estate Specialist I Library Assistant I Real Estate Specialist II Library Assistant II Recreation Center Director License Investigator Recreation Leader II Loan & Grant Assistant I Rehabilitation Supervisor Loan & Grant Assistant II Relocation Specialist I Loan & Grant Specialist I Relocation Specialist II Loan & Grant Specialist II Safety and Health Technician Manpower Employment Counselor Sanitarian Aide I Sanitarian Aide II Medical Assistant Sanitation Inspector I Medical Records Practitioner Sanitation Inspector II Nutrition Assistant I Senior X-ray Technician Nutrition Assistant II Service Worker III Occupational Therapy Assistant Special Library Assistant I Operations Ass' t.--Town Square Park Special Library Assistant II Physical Therapist Assistant *Special Student Attendant Plan Examiner--Public Buildings Supervisor of Loan and Grants Plan Examiner I Surveyor Plan Examiner II Swimming Manager Plan Examiner III Traffic Technician I Planning Aide I Traffic Technician II Planning Aide II Traffic Technician III Planning Assistant I Valuation and Assessment Aide I Planning Assistant II Valuation and Assessment Aide II Planning Technician I Valuation and Assessment Tech. I Planning Technician II Valuation and Assessment Tech. II Police Artist Valuation and Assessment Tech. III Practical Nurse Water Department Technician I Program Planner--Town Square Park Programming Manager Water Department Technician II Project Management Technician Water Department Technician III Property Management Technician Water Laboratory Aide Property Maintenance Technician X-ray Technician *Public Address Operator - 2 - . �� G� ��1.�� 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 nbtification by the UNION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same 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 specifically provided by Minnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the �iPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of Section 1.3 of this Article. - 3 - ARTICLE II - CHECK OFF 2.1 The EMPLOYER 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 made or as soon thereafter as is possible. 2.2 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments 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. ARTICLE III - HOURS OF WORK 3. 1 The normal work day shall be seven and three-fourths ( 7 3/4) consecutive hours per day, excluding a forty-five- (45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven- (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38 3/4) hours 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 biweekly rate. 3.7 Normal work schedules showing the employee's shifts, work days, and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. - 4 - . � ��- ��sa� ARTICLE IV - WORK BREAKS 4. 1 Rest Periods. All employees' work schedules shall provide for a fifteen- (15) minute rest period dur.ing 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. 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 Two floating holidays. Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the ,succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than 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 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 for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding 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 far any floating holidays. 5.5 In the case of Board of Education employees, if Presidents' Day, Columbus Day or Veterans' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement between the employee and the supervisor. - 5 - ARTICLE VI - GRIEVANCE PROCEDURES 6. 1 The EMPLOYER shall recognize stewards selected in accordance with UNION rules 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 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 the 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 XIX 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 ma.y 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 AGREEMENT violated, and the relief requested. Any alleged 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 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 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. - 6 - � �F ��,5�3 ARTICLE VI - GRIEVANCE PROCEDURES (continued) Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2, a designated EMPLOYER 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 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 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 following receipt of the EMPLOYER'S answer shall be considered waived.. 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 up�n an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to subnit 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 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. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the EMPLOYER, the UNION, and the employees. 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. - 7 - ARTICLE VI - GRIEVANCE PROCEDURES (continued) 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. � - 8 - �� eF �� ARTICLE VII - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625 7. 1 Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for school business. To be eligible for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: PLAN "A", effective with the adoption of this AGREEMENT, is reimbursed at the rate of 23C per mile. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. ARTICLE VIII - RESIDENCY 8. 1 The Board of Education has no residency requirement governing School District employees. ARTICLE IX - VACATION 9. 1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 through 4 years 10 days Sth year through the 9th year 15 days lOth year through the 15th year 17 days 16th year through the 23rd year 21 days 24th year and thereafter 26 days. Employees who work 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 following 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, Subd. H. - 9 - 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 the EMPLOYER at the time of execution of this AGREE2�ENT. 10.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits and life insurance benefits as are provided by the EMPLOYER for such employees. 10.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 10.31 Be receiving benefits from a public employee retirement act • at the time of retirement. 10.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 10.4 For each eligible employee covered by this AGREEMENT who selects Group Health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $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. 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 AGREEMENT who selects Blue Cross-Blue Shield insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $87.06 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the EMPLOYER wiYl contribute the cost of such dependent's coverage or $193.26 per month, whichever is less. - 10 - �-� �'`�,Jd-� 10.8 For each eligible employee covered by this AGREEMENT who selects HMO-Minnesota insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $67.90 per month, whichever is less. In addition, for each employee who selects the HMO-Minnesota dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $141.88 per month, whichever is less. 10.9 The EMPLOYER agrees to contribute the cost for $5,000 of life insurance coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. 10.10 The contributions indicated in 10.4 through 10.9 shall be paid to the 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 adjusted in dollars to reflect the cost of the October 1, 1984 premium rates for the respective coverages. 10. 12 Effective October 1, 1984, the amount of the EMPLOYER' S contribution toward employee coverage in Articles 10.7 and 10.8 above will be adjusted 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 to reflect the October, 1983 Employer's contribution plus seventy-five per cent (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 adjusted 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 will 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 adjusted to reflect the October 1, 1984 EMPLOYER'S contribution plus seventy-five per cent (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 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 EMPLOYER'S contribution toward employee and dependent's insurance coverages in 1986 will be negotiated. - 11 - - ARTICLE XI - WORKING OUT OF CLASSIFICATION 11. 1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for �a prolonged period of ti�e. 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 (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 12 - L�1= �''t/-5v3 ARTICLE XII - SENIORITY � 12.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular, and probationary service with the IIKPLOYER 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 bq 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. i2.1 Senioritq 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 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 senioritq in all titles listed on the corresponding line under Column B. The Personnel Department will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any � other District 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 District 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 senior District 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. • - 13 - Article XII - Seniority (continued) Column A Column B Child Development Technician Child Development Technician, Special Student � Attendant Deputy License Inspector I Deputy License Inspector I, Deputy License Inspector II Deputq 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 Fire 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, Sa�itarian 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 Librarq Assistant I Library Assistant I, Library Assistant II Library Assistant II Library Assistant I, Library Assistant II Operations Ass't.-Town Sq. Recreation Leader II, Recreation Leader III, Park Recreation Director I, Recreation Center � Director Planning Aide I Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Planning 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, Operations Assistant-Town Square Park RecreaCion Leader II Recreation Leader II, Recreation Leader III, Recreation Director I, Operations Assistant-Town Square Park Recreation Leader III Recreation Leader IZ, xecreation 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 Special Student Attendant Child Development Technician, Special Student Attendant Traffic Engr. Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II 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 - 14 - �c ��F-5a3 Article XII - Seniority (continued) 12.4 In cases where there are promotional series, such as Technician I, II, III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title 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. - 15 - 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 EMPLOYER department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the EMPLOYER shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 13.2 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. 13.3 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall be no retaliation by the EMPLOYER for such action. 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. 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 classifications and salary ranges in Appendix "A" does not preclude the employer from the following: 15. 11 Reorganizing 15. 12 Abolishing classifications 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 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. 15.2 Notwithstanding section 15. 1, salary rates in Appendix A shall be reduced in the amounts necessary to equalize payment to individual HRA employees and City employees who receive different pension benefits. - 16 - G��= �f-5a3 ARTICLE XVI - MAINTENANCE OF STANDARDS 16. 1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations, and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 17 - ARTICLE XVII - LEAVES OF ABSENCE 17. 1 Leave of Absence. After three months' employment, an er�ployee 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) . 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 unl3.mited. 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 subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. 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 of a member of his household, making arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave. 17.4 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 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 XVIII 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 Employer, shall be paid his regular pay while he is so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid to the Employer and be deposited with the Employer Business Office. 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. 17.6 Education Leave. Leave with pay may be granted for 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 grandchild. - 18 - � � �� Article XVII - Leaves of Absence (continued) 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 one year for the purpose of conducting the duties of the exclusive representative. 17.9 Maternity Leave. Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 19 - ARTICLE XVIII - MILITARY LEAVE OF ABSENCE 18. 1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officers 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 time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of 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 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, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. - 20 - �� /-5a3 ARTICLE XIX - MANAGEMENT RIGHTS 19. 1 The UNION recognizes the right of the EMPLOYER 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 EMPLOYER has not officially abridged, delegated or modified by this Agreement are retained by the EMPLOYER. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. 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; � 20. 15 Discharge. 20.2 Suspensions, reductions, and discharges will be in written form. 20.3 Employees and the UNION will receive copies of written reprimands and notices of suspension and discharge. 20.4 Employees may examine all information in their EMPLOYER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files 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 without 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 EMPLOYER 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 A grievance 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. - 21 - 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. ARTICLE XXII - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the . performance or scope of the employee's duties. 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 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 employees 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. 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. - 22 - �� ARTICLE XXIV - SEVERANCE 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 Public 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 School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency; incompetency or any other disciplinary reason are not eligible for this 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, employment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting this ten- (10) year service 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 re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. 24.25 The employee must have accunulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 24.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted 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 c►ay obtain through this severance pay program is $6,500. � 24.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. - 23 - Article XXIV - Severance Pay (continued) 2.4.6 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. 24.7 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance Pay Plan already in existence. 24.8 This severance pay program shall be subject to and governed by the provisions of the original School District Severance Pay Plan (which allows $4,000 maximum payment) except in those cases where the specific provisions of this Article conflict with said Severance Pay Plan and in such cases, the provisions of this Article shall control. 24.9 The provisions of this Article shall be effective as of January 1, 1984. 24. 10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or the original School District Basic Severance Pay Plan (which allows $4,000 maximum payment) , draw severance pay. However, an election by the employee to draw severance pay under either this Article or the basic School District Severance Pay Plan shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shall be entitled only to the benefits of this Article upon meeting the qualifications herein. 24.11 An employee of Independent School District No. 625 shall not be eligible for the severance pay provision of this Article if such employee is also eligible and a recipient of Early Retirement Incentive payment under the Memorandum of Agreement with the exclusive representative dated October 14, 1983. - 24 - . - 2 F �l-Sz�.3 ARTICLE XXV - EMERGENCY AND TEMPORARY EMPLOYEES 25. 1 It is recognized that Emergency and Temporary employees are within 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 Saint Paul Salary Plan and Rates of Compensation. 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 membership or non-membership in the UNION. 26.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. - 25 - ' �e� �y'—✓�3 AB,TICLE XAVII - TERMS OF AGREEMENT - � Z7.1 Complete. Agreement and Waiver of Bargaining. This AGREII�iENT shall represent the complete AGREEMENT between the UNION and the EMPLOYER. TTie parties acknowledge that during the negotiations which resulted in this AG8F:�1�, each had the unlimited right aad opportunity to ma.ke requests and proposals with respect ta any subject or matter not removed by la�s from the area of collective bargaining, and that the complet� understandings and agreements arrive� at by the parties after the egercis� of that right aad opportunity are set forth ia this AGREEMENT. Therefore, the EhiPLOYER and the UNYON, for the life of this AGREIIKENT,. each naluntarily aad uaqual.ifiedly waives the right, and. each agreeg that the� other shall not be obl.igated to bargala. collectively with respect to aap� subject or matter refer=ed ta or covered ia this AGREEMENT. 27.2 Saving Clause. This AGREEMENT is, sub j ect to th� la.ws of the United States,_ the State of Minnesota, and the Citp of Saint Pau1.. Ia the event any provision of this AGREEMENT shall hold ta be� contrarg ta lac� bq a court of competeat ju=isdictioa from whose final judgment o� decrees no appeal has beea. taken withia the time provided, su.ch. provision. shall �b� voided. All other provisions shall continue ia full force and effect. 2T.3 Term of Agreement. This AGREEM�IT shall be ia full force and- effect from January ' L,. 1984,. through December 31,: 1985, aad sha1.1 automatically be renewed fro� year to qear thereafter ualess• eith�r � party shall notifp the cthez ia writing by Jua� 1 that it desires to modify or termiaate thi� AGREEMII�tT. Ia vitness the eof, the parties have caused this AGREII�NT- to be executed this��ay of Februarq, 1984. - 2?.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the School Board Negotiator, but is subject to the approval of the: Schoal Board and is also sub j ect to ratification by the� UNION. � � WITNESSES: INDEPENDENT SCHOOL DISTRICT N0. 625 LOCAL UNION 1842, DISTRICT COUNCIL ` 14 of the AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CI0 /�/��,� .� BY: ...�� Gl''�/ BY: V � ' i Scho 1 Board Negotia r Bus ess eprese tati: � � ��' � , � By: By:�,�� .�..ca�..�.1 � Superint dent, .S.D. 25 ! - 26 - _ Ty _ � � � � � � � � � � � i i � i i i i i i i M O O O O O O O O O O M v� v v+ � tn v tn � �n v � • I I 1 I I I I 1 I I n Oo Oo Oo Oo 00 Oo Oo Oo Oo Oo r'► U'� 1� V� l� Ui t� V+ 1� ln l� W C cD o� a� • a� o� o� v+ v+ v+ v+ v+ A r A r p v �O O� O� W ln l� r+ O W l� r-� W l� V �-' � l� �O O W N O �n O� 9 Oo O� �C l� W r-� , O ln V �o Q� O� O� O� O� lJ� Q� l!� lJ� t!� v W C� W N �O � OC OD ln O OC l� N ln lJi N W .L� O� �1 W � A V N � 0� 1� 11� �! 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M W O� W .P N W .L� �--� fD fD fC fD � r�'r rr r�r r r-� G l!� V'� O� lJ� r• r-� r-� r-� r-� r� r-� r I � I � W l!� ln l� l� W W W W N r-• �C Ut �C lI� Q� 00 ",y �-' W N O� �C N Vt 00 lJ� ^ fD o\° fD o\° • • O O� �O O N Un A \O 1 \U w �. w ... v oo ;� . . . . . . . . K �s �o v+ w w .� o �c o � w oo n � w w oo v+ w � rn w � ivw an aK � �— c�n � fD fD O� ln r-� r� r-� r-� r r r � � N p1 N Q� l� �I 11� l� l� W � W W W N � O fn Om �O � Nv'� � � O W O� O O I fD I tD • • W �-' N W l!i 00 V N I 1 _ �C �C �! 00 w` fD O fD O �O �n W l� O � O � w Oo M G� C C� C l!� W �-' C� W l� N W ri fU ri fD ri ri N � fT ft ft f7 r-� r-� i-+ � � r-� � r�+ t� r-+ � fD �' fD �' O� lI� ln .L� A W 1� W W W N 'C fD 'Cl fD O� Oo W O� V'i 00 r� ln 00 r-• V� U� (0 N i� O� � ln O� Oo r-� O ln I r-+ r� �p �c v o� w � O �o O v w Co ri 00 00 �D ln tJ� W r-� O� W 1� N W • l� W , r � � > {� '•�, . CITY �F SAIN'r P.A,UL �� /-Sa3 �,.T� , �` �!' '°%, � OI�'FICI� OF TFIIr CITY COIII�CIL ��4� .� : . , ;- •... "e•. ;a...,�,:,-.� ��-�.��:�_,:=' �.� D d t e • - . 'y , . April 12, 1984 ``. , �, , '~'/ I . � Y� COMMtTTEE RE PORT -� TO = Sa�n� PQU t �ity Cou��it � •_ - F R O M = C o m m i r t e e O h FINANCE, DlANAGEMENT F, PERSONNEL C H A I R James Scheibel � � � 1. Approval of minutes from meeting held April 5, 1984: ��7�� ! . 2. Resolution approving submissi of the CD Bloc Grant Year X Iication to HUD. . RqSSf.� u�tMovt �MW»A "i� Co�iu y�...F��to�►_--- _ . •. ,. . _..�...�....__ _...._.__,...._ ..._._.__�-,-�- -- . . _ � __ - .._ �...�,---�-� . 3. Resolution approving $100,000 U.S. T-Notes as collateTal to protect deposits of public • funds with Summit National Bank. h�p�Vfcl� ` � " � 4. Resolution approving $26Q,000 San Francisco, CA Bay Area GO bonds as collateral to � protect deposits of public funds with the American National Bank. .q�PPRO+�LO' _ �S. Resolution approving $4b0,D00 U.S. 'I�easury Notes 9.875 as collateral to protect - � deposits of public funds wit'�i Western State Bank.P��RAV`"tA ' - 6. Resolution appxoving $100,000 .and $200,000 Govt. National Mortgage Assn. Pool notes to protect deposits `of public funds with Summit State Bank of Phalen Park. �� ' 7. Resolution amending the 198U thru 1983 Capital Improvement Budgets and transferring $1,023,500 from projects as listed to Como Ave. Bridge over the Burlington Northern �QpR Railroad (�483,500); Payne Ave. Bridge-ROW ($190,000); Robert St. Viaduct ($350,000) . . 8. Ordinance amending Chapter 370 of the Legislative Code pertaining to the employment � of apprentices in the building trades �, requiring registration with the City.�nD OVF�Q • ! W�.EaC. 9. Resolution approving Collective Bargaining Agreement between ISD #625 and the rimerican Federation of State, Co. , and Municipal Employees, � Local Union #844. P_cP�lQDVF.+�'' 10. Resolution•approving Collective Bargaining Agreement between ISD #625 and the American Federal of State, Co. , and Municipal Employees, Local Union #1842. �Qf�ROt�.p -� 11. Resolution amending Section I � 1, subsection (i) of the Salary Plan F Rates of Coa�en- sation Resolution by substituting a new section (i) so as to revise salary increases through Step I. �1 j) OV�-I�- 1D-:. -�Rll. :_ aL lqg��. __ _�_ _ _.��--_:_.� . . - 12. Resolution amend�ng Section 3.B of the Civil Service Rules by placing as asterisk before the titles Police•Communications Clerk in Grade 14 and Messenger in Grade 17 and striking their specifications from Section 32. Z,Ac1p pVf.iQ 'ta f�t{a21L a.6� Ig$tf_ N�T o�v rR[A�efo A��: � ' 13. Resolution establishing the title of Telecommunicator in Grade 16 E of Section 3.B of the Civil Serv3ce Rules. 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