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84-763 WHITE - CITV CLERK 1 PINK - FINANCE COUIICII /{/y,/` CANqRV - DE�ARTMENT GITY OF SAINT PAUL File NO• v • �� BLUE - MAVOR 1 Cou cil R solution Presented By �eferred To F" �n��t.��--�= Committee: Date ��—�( ' Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1984 Maiateaance Labor Agreement between the City of Saint Paul and the Plumbers Local No. 34. Approved: - Chairman, Civ Servi ce Commission _ COUNCILMEN Requested by Department of: Yeas Nays Fletcher � Drew In Favor Ali�e�lt'� Mioasi� scheibei � __ Against BY Tedesco Wilson Adopted by Council: Date �� 198�+ Form A rove' by City Attorney �� Certified �ssed by ou . ec tar}c „ By By �• t#ppr v by !VI o .1UN 1 4 198�+ P� ve by Mayoc for Submiss' to!Council \N�e' � PUBLISHED JUN � ;� 19�� , � � �� 3 1984 MAINTENANCE LABOR AGREEMENT - between - THE CITY OF SAINT PAUL - and - UNITED ASSOCIATION PLUMBERS LOCAL 34 , �r- ��-r�3 INDEX ARTICLE TITLE PAGE Preamble iii I Purpose 1 II Recognition 2 III Employer Rights 3 IV Union Rights 4 V Scope of the Agreement 5 VI Probationary Periods 6 VII Philosophy of Employment and Campensation 7 VIII Hours of Work g IX Overtime 9 X Call Back 10 XI Work Location, Residency 11 XII Wages 12 XIII Fringe Benefits 14 XIV Selection of Foreman and General Foreman 15 XV Severance Pay 16 XVI Holidays 18 XVII Disciplinary Procedures 19 XVIII Absences From Work 20 XIX Seniority 21 XX Jurisdiction 22 XXI Separation 23 XXII Tools 24 XXIII Grievance Procedure 25 XXIV Right of Subcontract 30 XXV Non-discrimination 31 XXVI Severability 32 XXVII Waiver 33 XXVIII City Mileage Plan 34 XXIX Safety 35 XXX Legal Services 36 XXXI Duration and Pledge 37 Appendix A A1 Appendix B B1 Appendix C C1 Appendix D D1 Appendix E E1 - ii - , . �F �y-��3 P R E A M B L E This AGREEMENT is entered into between the City of Saint Paul, herein- after referred to as the EMPLOYER and the United Association Plumbers Local 34 hereinafter referred to as the UNION. The EMPLOYER and the UNION concur that this AGREEMENT has as its objective the promotion of the responsibilities of the City of Saint Paul for the benefit of the general public through effective labor-management cooperation. The EMPLOYER and the UNION both realize that this goal depends not only on the words in the AGREEMENT but rather primarily on attitudes between people at all levels of responsibility. Constructive attitudes of the EMPLOYER, the UNION, and the individual employees will best serve the needs of the general public. - iii - , r ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose for entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of employee performance that is consistent with the safety and well-being of all concerned; 1.12 Set forth rates of pay, hours of work, and other conditions of employment as have been agreed upon by the EMPLOYER and the UNION; 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or inter- pretation of this AGREEMENT without loss of manpower productivity. 1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a supplement to legislation that creates and directs the EMPLOYER. If any part of this AGREEMENT is in conflict with such legislation, the latter shall prevail. The parties, on written notice, agree to negotiate that part in conflict so that it conforms to the statute as provided by Article 26 (SEVERABILITY) . - 1 - , , �� y y�� ARTICLE II - RECOGNITION 2.1 The EMPLOYER recognizes the UNION as the exclusive representative for collective bargaining purposes for all personnel having an employment status of regular, probationary, provisional, temporary, and emergency employed in the classes of positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance with Case No. 73-PR-527-A dated May 11, 1973. 2.2 The classes of positions recognized as being exclusively represented by the UNION are as listed in Appendix A. - 2 - ARTICLE III - EMPLOYER RIGHTS 3.1 The EMPLOYER retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select, direct, and determine the number of personnel; and to perform any inherent managerial function not specifically limited by this AGREEMENT. 3.2 Any "term or condition of employment" not established by this AGREEMENT shall remain with the EMPLOYER to eliminate, modify, or establish following written notification to the UNION. - 3 - , . . . �� PY-7�v 3 ARTICLE ZV - UNION RIGHTS 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to cover monthly UNION dues. Such monies deducted shall be remitted as directed by the UNION. 4.11 The EMPLOYER shall not deduct dues from the wages of employees covered by this AGREEMENT for any other labor organization. � 4.12 The UNION shall indemnify and save harmless the EMPLOYER from any and all claims or charges made against the EMPLOYER as a result of the implementation of this ARTICLE. 4.2 The UNION may designa.te one (1) employee from the bargaining unit to act as a Steward and shall inform the EMPLOYER in writing of such designation. Such employee shall have the rights and responsibilities as designated in Article 23 (GRIEVANCE PROCEDURE) . 4.3 Upon notification to a designated EMPLOYER supervisor, the Business Manager of the UNION, or his designated representative shall be permitted to enter the facilities of the EMPLOYER where employees covered by this AGREEMENT are working. - 4 - ARTICLE V - SCOPE OF THE AGREEMENT 5.1 This AGREEMENT establishes the "terms and conditions of employment" defined by M.S. 179.63, Subd. 18 for all employees exclusively represented by the UNION. This AGREII�IENT shall supersede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance, and Council Resolution. - 5 - , �r,� ��3 ARTICLE VI - PROBATIONARY PERIODS 6.1 All personnel, originally hired or rehired following separation, in a regular employment status shall serve a six (6) months' probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsibilities shall be evaluated. 6.11 At any time during the probationary period an employee may be terminated at the discretion of the EMPLOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCEDURE). 6.12 An employee terminated during the probationary period shall receive a written notice of the reason(s) for such termination, a copy of which shall be sent to the UNION. 6.2 All personnel promoted to a higher class of positions shall serve a six (6) months' promotional probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsi- bilities shall be evaluated. 6.21 At any time during the promotional probationary period an employee may be demoted to the employee's previously held class of positions at the discretion of the EMPLOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCEDURE) . 6.22 An employee demoted during the promotional probationary period shall be returned to the employee's previously held class of positions and shall receive a written notice of the reasons for demotion, a copy of which shall be sent to the UNION. - 6 - ARTICLE VII - PHILOSOPHY OF FMPLOYMENT AND COMPENSATION 7.1 The EMPLOYER and the UNION ar� in full agreement that the philosophy of employment and compensation shall be a "cash" hourly wage and "industry" fringe benefit system. 7.2 The EMPLOYER shall compensate employees for all hours worked at the basic hourly wage rate and hourly fringe benefit rate as found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS) . 7.3 No other compensation or fringe benefit shall be accumulated or earned by an employee except as specifically provided for in this AGREEMENT; except those employees who have individually optioned to be "grandfathered" as provided by 12.2. - 7 - . � ��' �y-7d� ARTICLE VIII - HOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m. and 5:30 p.m. � 8.2 The normal work week shall be five (5) consecutive normal work days Monday through Friday. 8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S �udgment to establish second and third shifts or a work week of other than Monday through Friday, the UNION agrees to enter into negotiations immediately to establish the conditions of such shifts and/or work weeks. 8.4 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. 8.5 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.6 Al1 employees are sub�ect to call-back by the EMPLOYER as provided by Article 10 (CALL BACK). 8.7 Employees reporting for work at the established starting time and for whom no work is available shall receive pay for two (2) hours, at the basic hourly rate, unless notification has been given not to report for work prior to lea.ving home, or during the previous work day. - 8 - ARTICLE IX - OVERT]ME 9.1 Time on the payroll in excess of the normal hours set forth above shall be "overtime work" and shall be done only by order of the head of the department. An employee shall be recompensed for work done in excess of the normal hours 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 basis on which such overtime shall be paid shall be determined solely by the F.MPLOYER. 9.2 The rate of one and one-half (1 1/2) the basic hourly rate shall be the overtime rate for work performed under the following circumstances: 9.21 Time worked in excess of eight (8) hours in any one normal work day and; 9.22 Time worked in excess of 40 hours in a seven (7) day period. 9.3 For the purpose of calculating overtime compensation overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked. 9.4 Overtime hours worlced as provided by this ARTICLE shall be paid in cash or compensatory time as determined by the Employer. - 9 - . � � ��=P�y-�� ARTICLE X - CALL BACK 10.1 The EMPLOYER retains the right to call back employees before an employee has started a normal work day or normal work week and after an employee has completed a normal work day or normal work week. 10.2 Employees called back shall receive a minimum of four (4) hours pay at the basic hourly rate. 10.3 The hours worked based on a call-back shall be compensated in accordance with Article 9 (OVERTIME) , when applicable, and subject to the minimum established by 10.2 above. 10.4 Employees called back four (4) hours or less prior to their normal work day shall complete the normal work day and be compensated only for the overtime hours worked in accordance with Article 9 (OVERTIME) . - 10 - ARTICLE XI - WORK LOCATION, RESIDENCY 11.1 Employees shall report to work location as assigned by a designated EMPLOYER supervisor. During the normal work day employees may be assigned to other work locations at the discretion of the EMPLOYER. 11.2 Employees assigned to work locations during the normal work day, other than their original assignment, and who are required to furnish their own transportation shall be compensated for mileage. 11.3 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this AGREEMENT. - 11 - ' (,t= �'4�- y�3 ARTICLE XII - WAGES 12.1 The basic hourly wage rates as established by Appendix C shall be paid for all hours worked by an employee. 12.2 Employees who are covered by the fringe benefits listed below shall continue to be covered by such benefits. They shall be subject to all other provisions of the AGREEMENT, but shall not have hourly fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.21 Insurance benefits as established by City of Saint Paul Resolutions. � 12.22 Sick Leave as established by Resolution No. 3250, Section 20. 12.23 Vacation as established in Section 1 H of the Salary Plan and Rates of Compensation Resolution (6446) , however, employees in this bargaining unit, except Water Meter Serviceman, covered by this vacation provision, shall be granted vacation at the rate of 160 hours in each calendar year. Employees working in the class of Water Meter Serviceman shall be covered by the vacation scheduled as stated in Section 1 H of the Salary Plan and Rates of Compensation (6446) . 12.24 Ten (10) legal holidays as established by Resolution No. 6446, Section 1, Subdivision I. 12.25 Severence benefits as established by Ordinance No. 11490 with a maximum payment of $4,000 or as established by Article XV of this AGREEMENT. 12.26 The II�PLOYER will for the period of this AGREEMENT provide for employees who are eligible for City's Health and Welfare benef its and who have retired since September 1, 1974 and until such �ployees reach sixty-five (65) years of age such health and life insurance benefits as were provided by the EMPLOYER at the time such employees retired. The provisions of this article shall not apply to Water Meter Servicemen who retire after July 27, 1981. - 12- ARTICLE XII - WAGES (continued) 12.27 In order to be eligible for the benefits under the provision of 12.26 the employee must: 12.27.1 Be receiving benefits from a public employee retiree act at the time of retirement. 12.27.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 12.27.3 Inform the Personnel Office of the City of Saint Paul in writing within 60 days of employee's early retirement date that he or she wishes to be eligible for early retiree insurance benefits. 12.3 Regular employees not covered by the fringe benefits listed in Article 12.2 shall be considered, for the purposes of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.4 Provisional, temporary, and emergency employees shall be considered, for the purposes of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made in their behalf as provided for by Article 13 (FRINGE BENEFITS). 12.5 All regular employees employed after February 15, 1974, shall be considered, for the purpose of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS). 12.6 The provision of Article 12.5 shall not apply to employees working under the title of Water Meter Serviceman. - 13 - ° � ' (�� - 7�3 ARTICLE XIII - FRINGE BENEFITS 13.1 The EMPLOYER shall make contributions on behalf of and/or make deductions from the wages of employees covered by this AGREEMENT in accordance with Appendix D for all hours worked. - 14 - ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN 14.1 The selection of personnel for the class of position Plumber Foreman shall remain solely with the EMPLOYER. 14.2 The class of position Plumber Foreman shall be filled by employees of the bargaining unit on a "temporary assignment". 14.3 All "temporary assignments" shall be made only at the direction of a designated EMPLOYER supervisor. 14.4 Such "temporary assigrunents" shall be made only in cases where the class of positions is vacant for more than one (1) normal work day. - 15 - , . , . ��r�3 ARTICLE XV - SEVIIZANCE PAY 15.1 The employer shall provide a severance pay program as set forth in this Article. 15.2 To be eligible for the severance pay program, an employee must meet the following requirements: 15.21 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" or the "rule of 85" 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. 15.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 15.23 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- quirement. 15.24 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. 15.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 15.3 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 sub�ect to a maximum of 200 accrued sick leave days. 15.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 16 - ARTICLE XV - SEVERANCE PAY (cont.) 15.5 For the Purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay will be made to the employee's estate or spouse. 15.6 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. 15.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 15.8 This severance pay program shall be sub�ect 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. 15.9 The provisions of this article shall be effective as of May 1, 1984. 15.10 Any employee hired prior to February 15, 1974 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. - 17 - ARTICLE XVI - HOLIDAYS ��!` ��3 7 16.1 The following ten (10) days shall be designated as holidays: New Year's Day, January 1 Martin Luther King Day, Third Monday in January (effective 1986) Presidents' Day, Third Monday in February Memorial Day, last Monday in May Independence Day, July 4 Labor Day, first Monday in September Columbus Day, second Monday in October Veteran's Day, November 11 Thanksgiving Day, fourth Thursday in November Christmas Day, December 25 16.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday, the following Monday shall be considered the designated holiday. When any of these three (3) holidays falls on a Saturday, the preceding Friday shall be considered the designated holiday. 16.3 The ten (10) holidays shall be considered non-work days. 16.4 If, in the �udgment of the EMPLOYER, personnel are necessary for operating or emergency reasons, employees ma.y be scheduled or "called back" in accordance with Article 10 (CALL BACK) . 16.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5 working on a designated holiday shall be compensated at the rate of two (2) times the basic hourly rate for all hours worked. 16.6 If an employee other than a Participating Employee entitled to a holiday is required to work on Ma.rtin Luther King Day (effective 1986) , President's Day, Christopher Columbus Day, or Veterans' Day, he shall be granted another day off with pay in lieu thereof as soon thereafter as the convenience of the department permits, or he shall be paid on a straight time basis for such hours worked, in addition to his regular holiday pay. If an employee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Thanksgiving Day or Christmas Day, he shall be recompensed for work done on this day 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 hours worked, in addition to his regular holiday pay. Eligibility for Holiday pay shall be determined in accordance with Section I, Subsection I of the St. Paul Salary Plan and Rates of Compensation. - 18 - ARTICLE XVII - DISCIPLINARY PROCEDURES 17.1 The EMPLOYER shall have the right to impose disciplinary actions on employees for just cause. 17.2 Disciplinary actions by the EMPLOYER shall include only the following actions: 17.21 Oral reprimand. 17.22 Written reprimand. 17.23 Suspension. 17.24 Demotion. 17.25 Discharge. 17.3 Employees who are suspended, demoted, or discharged shall have the right to request that such actions be reviewed by the Civil Service Commission or a designated Board of Review. The Civil Service Cammission, or a designated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or discharge. No appeal of a suspension, demotion, or discharge shall be considered a "grievance" for the purpose of processing through the provisions of Article 23 (GRIEVANCE PROCEDURE) . - 19 - .. � ��- ��3 ARTICLE XVIII - ABSENCES FROM WORK 18.1 Employees who are unable to report for their normal work day have the responsibility to notify their supervisor of such absence as soon as possible, but in no event later than the beginning of such work day. 18.2 Failure to make such notification may be grounds for discipline as provided in Article 17 (DISCIPLINARY PROCEDURES) . 18.3 Failure to report for work without notification for three (3) consecutive normal work days may be considered a "quit" by the EMPLOYER on the part of the employee. - 20 - ARTICLE XIX - SENIORITY 19.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: 19.11 "Master Seniority" - The length of continuous regular and probationary service with the EMPLOYER from the last date of employment in any and all class titles covered by this AGREEMENT. 19.12 "Class Seniority" - The length of continuous regular and probationary service with the EMPLOYER from the date an employee was first appointed to a class title covered by this AGREEMENT. 19.2 Seniority shall not accumulate during an unpaid leave of absence, except when such a leave is granted for a period of less than thirty (30) calendar days; is granted because of illness or in�ury; is granted to allow an employee to accept an appointment to the unclassif ied service of the EMPLOYER or to an elected or appointed full-time position with the UNION, 19.3 Seniority shall terminate when an employee retires, resigns, or is discharged. 19.4 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 "Class Seniority". Employees laid off shall have the right to reinstatement in any lower-paid class title, provided, employee has greater "Master Seniority" than the employee being replaced. 19.5 The selection of vacation periods shall be made by class title based on length of "Class Seniority", sub�ect to the approval of the EMPLOYER. - 21 - ,. � ��y y�3 ARTICLE XX - JURISDICTION 20.1 Disputes concerning work �urisdiction between and among unions is recognized as an appropriate subject to determination by the various unions representing employees of the EMPLOYER. 20.2 The EMPLOYER agrees to be guided in the assigrunent of work jurisdiction by any mutual agreements between the unions involved. 20.3 In the event of a dispute concerning the performance or assignment of work, the unions involved and the EMPLOYER shall meet as soon as mutually possible to resolve the dispute. Nothing in the foregoing shall restrict the right of the EMPLOYER to accomplish the work as originally assigned pending resolution of the dispute or to restrict the EMPLOYER'S basic right to assign work. 20.4 Any employee refusing to perform work assigned by the II�iPLOYER and as clarified by Sections 20.2 and 20.3 above shall be sub�ect to disciplinary action as provided in Article 17 (DISCIPLINARY PROCEDURES) . 20.5 There shall be no work stoppage, slow down, or any disruption of work resulting from a work assignment. - 22 - ARTICLE XXI - SEPARATION 21.1 Employees having a probationary or regular employment status shall be considered separated from employment based on the following actions: 21.11 Resignation. Employees resigning from employment shall give written notice fourteen (14) calendar days prior to the effective date of the resignation. 21.12 Retirement. As provided in Article 15. 21.13 Discharge. As provided in Article 17. 21.14 Failure to Report for Duty. As provided in Article 18. 21.2 Employees having an emergency, temporary, or provisional employment status may be terminated at the discretion of the EMPLOYER before the completion of a normal work day. - 23 - ARTICLE XXIII - GRIEVANCE PROCIDURE 23.1 The EMPLOYER shall recognize Stewards selected in accordance with UNION 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. 23.2 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 their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EMPLOYER. 23.3 The procedure established by this ARTICLE shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by 17.3, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 23.4 Grievances shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved - 25 - . ��Y-y�� ARTICLE XXIII - GRIEVANCE PROCIDURE (continued) 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 AGREEMENT violated, and the relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2. Within seven (7) calendar 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) calendar days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) calendar days following receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the UNION within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. - 26 - ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) Step 3. Within seven (7) calendar 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 and attempt to resolve the grievance. Within seven (7) calendar 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) calendar 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) calendar 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) calendar 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 EMPLOYER and the - 27 - � � �� P�-�� ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) 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. 23.5 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 �ake 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 �ployees. - 28 - ARTICLE XXIII - GRIEVANCE PROCIDURE (continued) 23.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the II�IPLOYER and the UNION, provided that each party shall be responsible for compensating its own representative 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. 23.7 The time limits in each step of this procedure may be extended by mutual agreement of the II�IPLOYIIZ and the UNION. - 29 - . � ��-y� ARTICLE XXIV - RIGHT OF SUBCONTRACT 24.1 The EMPLOYER may, at any time during the duration of this AGREEMENT, contract out work done by the employees covered by this AGREEMENT. In the event that such contracting would result in a reduction of the work force covered by this AGREEMENT, the F�IPLOYER shall give the UNION a ninety (90) calendar day notice of the intention to sub-contract. 24.2 The sub-contracting of work done by the employees covered by this AGREEMENT shall in all cases be made only to employers who qualify in accordance with Ordinance No. 14013. - �0 - ARTICLE XXV - NON-DISCRIMINATION 25.1 The terms and conditions of this AGREEMENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, or because of inembership 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. - 31 - � ��l7 � ��0� ARTICLE XXVI - SEVERABILITY 26.1 In the event that any provision(s) of this AGREIIrIENT is declared to be contrary to law by proper legislative, administrative, or �udicial authority from whose finding, determination, or decree no appeal is taken, such provision(s) shall be voided. All other provisions shall continue in full force and effect. 26.2 The parties agree to, upon written notice, enter into negotiations to place the voided provisions of the AGREEMENT in compliance with the legislative, administrative, or �udicial determination. - 32 - ARTICLE XXVII - WAIVER 27.1 The F.MPLOYER and the UNION acknowledge that during the meeting and negotiating which resulted in this AGREIIrIENT, each had the right and opportunity to make proposals with respect to any sub�ect concerning the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise +�f this right are fully and completely set forth in this AGREEMENT. 27.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT agree that the other party shall not be obligated to meet and negotiate over any term or conditions of employment whether specifically covered or not specifically covered by this agreement. The UNION and EMPLOYER may, however, mutually agree to modify any provision of this AGREEMENT. 27.3 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or regulations regarding the terms and conditions of employment, to the extent they are inconsistent with this AGREEMENT, are hereby superseded. - 33 - ARTICLE XXVIII - CITY MILEAGE � (%�Y��O� 28.1 Autamobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 28.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization fram 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 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. Type 2. If an employee is required to use his/her own autamobile 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. 28.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 28.4 Rules and Regulatiions: 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 autamobile liability insurance in amounts of not less than $100,000/$300,000 for personal in3ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 34 - ARTICLE XXIX - SAFETY 29.1 Accident and injury free operations shall be the goal fo the II�LOYER and EMPLOYEES. To this end the EMPLOYER and EMPLOYEE will, to the best of their ability abide by, and live up to the requirements of the several State and Federal Construction Safety Codes and Regulations. 29.2 To this end the EMPLOYER shall from time to time issue rules or notices to his EMPLOYEES regarding on the job safety requirements. Any EMPLOYEE violating such rules or notices shall be subject to disciplinary action. No EMPLOYEE may be discharged for refusing to work under unsafe conditions. 29.3 Such safety equipment as required by governmental regulations, shall be provided without cost to the II�PLOYEE. At the EMPLOYER'S option, the EMPLOYEES may be required to sign for safety equipment and shall be obligated to return same upon discharge, layoff, quit or other termination in comparable condition as when issued, providing reason- able wear and tear. The EMPLOYER shall have the right to withhold the cost of such safety equipment if not returned. 29.4 The EMPLOYER agrees to pay $10.00 toward the cost of each pair of safety shoes gurchased by an EMPLOYEE that is a member of this unit. The EMPLOYER shall contribute for the cost of two pair of shoes per year and shall not be responsible for any additional cost for any additional shoes thereafter. This reimbursement of $10.00 per pair of shoes shall be made only after investigation and approval by the immediate supervisor of that employee. This $10.00 per pair of shoes contribution to be made by the EMPLOYER shall apply to those employees who must wear protective shoes or boots for their employment. - 35 _ �1��'�-7��a/ ARTICLE XXX - LEGAL SERVICES 30.1 Except in the case of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend, save harmless and indemnify an employee and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission in the operation of a city-owned motor vehicle occurring in the performance and scope of the employee's duties. _ 36 _ ARTICLE XXXI - DURATION AND PLEDGE 31.1 This AGREEMENT shall become effective as of the date of signing, except as specifically provided otherwise in this Agreement and shall remain in effect through the 30th day of April, 1985, and conti.nue in effect from year to year thereafter unless notice to change or to terminate is given in the manaer provided in 3�.2. 31.2 If either party desires to terminate or modify this AGREEMENT, effective as of the date of expiration, the party wishing to modify or terminate the AGREEMENT shall give written notice to the other party, not more than ninety (90) or less than sixty (60) calendar days prior to the expiration date, provided, that the AGREEMENT may only be so terminated or modified effective as of the expiration date. 31.3 In consideration of the terms and conditions of employment established by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE herein established is the means by which grievances concerning its application or interpretation may be peacefully resolved, the parties hereby pledge that during the term of the AGREEMENT; 31.31 The UNION and the employees will not engage in, instigate, or condone any concerted action in which employees fail to report for duty, willfully absent themselves from work, stop work, slow down their work, or absent themselves in whole or part from the full, faithful performance of their duties of employment. � - 37 - • • � d �� ARTICLE XXXI - DURATION AND PLEDGE (continued) 31.32 The EMPLOYER will not engage in, instigate, or condone any lock-out of employees. 31.33 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, and is also sub�ect to ratification by the UNION. AGREID to this 23rd day of April 1984, and attested to as the full and complete understanding of the parties for the period of time herein speci- fied by the signature of the following representative for the EMPLOYER and the UNION: WITNESSES: CITY OF SAINT PAUL UNITED ASSOCIATION PLUMBERS LOCAL 34 _� f f/��• r - � � � ab Relations Director Bu �iness Manager Civil Service Commission - 38 - APPENDIX A The classes of positions recognized by the II�IPLOYER as being exclusively represented by the UNION are as follows: Plumber-Foreman Apprentice Plumber Senior Plumbing Inspector Plumbing Inspector Plumbing Inspector--Water Department Water Meter Serviceman and other classes of positions that may be established by the EMPLOYER where the duties and responsibilities assigned comes within the jurisdiction of the UNION. - A1 - APPENDIX C The basic hourly wage rate for provisional, regular and probationary employees appointed to the following classes of positions and not receiving the fringe benef its listed in Article 12.2 shall be: Effective A�ril 28, 1984 Plumber . . . . . . . $17.40* Plumber-Foreman . . $18.85* Plumbing Inspector. $18.85* Pltunbing Inspector- Water Department. . $18.85* Senior Plumbing Insp. $19.81* The basic hourly wage rate for temporary and emergency employees appointed to the following classes of positions shall be: Effective April 28, 1984 Plumber . . . . . . $18.10* Plumber-Foreman . . $19.60* Plumbing Inspector. $19.60* Plimmbing Inspector- Water Department. . $19.60* Senior Plumbing Insp. $20.60* Apprentice 0-6 montlis . . . . . . . . . . 50% of Plumber rate 7-12 months . . . . . . . . . . 55% of Plumber rate 13-18 months . . . . . . . . . 60% of Plumber rate 19-24 months . . . . . . . . . . 65% of Plumber rate 25-30 months . . . . . . . . . . 70% of Plumber rate 31-36 months . . . . . . . . . . 75% of Plumber rate 37-42 months . . . . . . . . . . 80% of Plumber rate 43-48 months . . . . . . . . . . 85% of Plumber rate 49-54 months . . . . . . . . . . 90� of Plumber rate 55-60 months . . . . . . . . . . 95% of Plumber rate *This rate includes the $1.57 taxable vacation contribution. . •� �tc ��/��o� APPENDIX C (continued) The basic hourly wage rate for regular employees appointed to the following classes of positions who are receiving the fringe benefits listed in Article 12.2 shall be: Effective April 28, 1984 Pltmmber . . . . . $17.36 Plumber-Foreman . $18.60 Plumbing Inspector $18.60 Plumbing Inspector- Water Department. $18.60 Senior Plumbing Insp. $19.42'� The basic hourly wage rate for the class of Water Meter Serviceman shall be: Eff ective April 28, 1984 0 - 6 months of continuous service $12.63 After completion of 6 months of continuous service $13.01 If the Union elects to have the contributions listed in Appendix D increased or decreased, the Employer may adjust the above applicable rates for participating employees in such a way that the total cost of the package (wage rate plus contributions) remains constant. - C2- .+ APPENDIX D Effective May 1, 1984, the EMPLOYER shall: (1) contribute $1.57 per hour from which payroll deductions have been made for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to a UNION designated Credit Union. (2) contribute $1,53 per hour for all hours worked by participating employees as def ined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the Health and Welfare Fund. (3) contribute $2.38 per hour for all hours worked by partici- pating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the Pension Fund. (4) contribute $ ..10 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the Journeyman and Apprenticeship Training Fund. (5) contribute $ .02 per hour for all hours worked by participating employees as def ined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT to the General Benefit Fund. All contributions made in accordance with this Appendix shall be forwarded to the T'win City Pipe Traders Service Association. The F�ployer shall establish Worlanan's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. The EMPLOYER'S fringe benefit obligation to participating employees as defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions and/or deductions established by this AGREEMENT. The actual level of benefits provided to employees shall be the responsibility of the Trustees of the various funds to which the EMPLOYIIt has forwarded contributions and/or deductions. - Dl - � �� • APPENDIX E WORKING CONDITIONS FOR SENIOR PLUMBING INSPECTORS AND PLUMBING INSPECTORS As a result of the 1974 settlement, the Parties have established craft-determined rates for Senior Plumbing Inspectors and for Plumbing Inspectors, with the specific understanding that such agreement is restricted to established rates of pay for such classifications. It is, consequently, agreed that the Employer in applying Article 3 EMPLOYER RIGHTS of the MAINTENANCE LABOR AGREEMENT, shall have the right to operate the Department in the same manner as heretofore, with management rights unaffected, and that the establishment of separate rates for these classifications as well as for Insgector classifications in other Bargaining Units, may not result in disputes over assign- ments or over rates of pay for work performed, nor will any jurisdictional claims or restrictions be asserted by the Union because members of various Inspector classificationa are assigned to work which is also performed by other Inspector classifications. � - E1 - �- ,- - _ N�MITE - C�TV CLERK PINK � FINANCE G I TY O F SA I NT PA U L Council CANARY - OEP4RTMENT ��f� BLUE - MAVOR File NO. « � CITY CLERK Council Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Couacil of the City of Saint Paul hereby approves and ratifies the attached 1984 Maintenance Labor Agreemeat between the City of Saint Paul and the Plumbers Local No. 34. Approved: Chairmaa, Civil Service Commission COUNCILMEN Requested by Department of: Yeas Nays Flstchar °rsi" [n Favor pEBSnNNELCIFFICE Mssanz NiCOSia sahs�be� Against BY Ted�sco Wilson Adopted by Council: Date Form Approved by City Attorney Certified Passed by Council Secretary BY gy, Approved by 1Aavor: Date Approved by Mayor for Submission to Council By By � � � ` . (1/= 8�-7�3 1984 MAINTENANCE LABOR AGREEMENT - between - THE CITY OF SAINT PAUL - and - UNITID ASSOCIATION PLUMBERS LOCAL 34 : . � � �� '�-��3 INDEX ARTICLE TITLE PAGE Preamble iii I Purpose 1 II Recognition 2 III Employer Rights 3 IV Union Rights 4 V Scope of the Agreement 5 VI Probationary Periods 6 VII Philosophy of Employment and Campensation 7 VIII Hours of Work g IX Overtime 9 X Call Back 10 XI Work Location, Residency 11 XII Wages 12 XIII Fringe Benefits 14 XIV Selection of Foreman and General Foreman 15 XV Severance Pay 16 XVI Holidays lg XVII Disciplinary Procedures 19 XVIII Absences From Work Zp XIX Seniority 21 XX Jurisdiction 22 XXI Separation 23 XRII Tools 24 XXIII Grievance Procedure 25 XXIV Right of Subcontract 30 }IXV Non-discrimination 31 XXVI Severability 32 XXVII Waiver 33 XXVIII City Mileage Plan 34 RXIX Safety 35 XXX Legal Services 36 XXXI Duration and Pledge 37 Appendix A A1 Appendix B B1 Appendix C C1 Appendix D D1 Appendix E E1 - ii - � � ' ` , �F ��-��3 P R E A M B L E This AGREEMENT is entered into between the City of Saint Paul, herein- after referred to as the EMPLOYER and the United Association Plumbers Local 34 hereinafter referred to as the UNION. The EMPLOYER and the UNION concur that this AGREEMENT has as its ob�ective the promotion of the responsibilities of the City of Saint Paul for the benefit of the general public through effective labor-management cooperation. The EMPLOYER and the UNION both realize that this goal depends not only on the words in the AGREII�IENT but rather primarily on attitudes between people at all levels of responsibility. Constructive attitudes of the EMPLOYER, the UNION, and the individual employees will best serve the needs of the general public. - iii - � a , � ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose for entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of employee performance that is consistent with the safety and well-being of all concerned; 1.12 Set forth rates of pay, hours of work, and other conditions of employment as have been agreed upon by the EMPLOYER and the UNION; 1.13 Establish procedures to orderly and peacefully, resolve disputes as to the application or inter- pretation of this AGREEMENT without loss of manpower productivity. 1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a supplement to legislation that creates and directs the EMPLOYER. If any part of this AGREEMENT is in conflict with such legislation, the latter shall prevail. The parties, on written notice, agree to negotiate that part in conflict so that it conforms to the statute as provided by Article 26 (SEVERABILITY). - 1 - ' ' , . (��0 �'7�� ARTICLE II - RECOGNITION 2.1 The EMPLOYER recognizes the UNION as the exclusive representative for collective bargaining purposes for all personnel having an employment status of regular, probationary, provisional, temporary, and emergency employed in the classes of positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance with Case No. 73-PR-527-A dated May 11, 1973. 2.2 The classes of positions recognized as being exclusively represented by the UNION are as listed in Appendix A. - 2 - ARTICLE III - EMPLOYER RIGHTS 3.1 The EMPLOYER retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select� direct, and determine the number of personnel; and to perform any inherent managerial function not specifically limited by this AGREEMENT. 3.2 Any "term or condition of employment" not established by this AGREEMENT shall remain with the EMPLOYER to eliminate, modify, or establish following written notification to the UNION. - 3 - � ��'�-yf3 ARTICLE IV - UNION RIGHTS 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to cover monthly UNION dues. Such monies deducted shall be remitted as directed by the UNION. 4.11 The EMPLOYER shall not deduct dues fram the wages of employees covered by this AGREEMENT for any other labor organization. � 4.12 The UNION shall indemnify and save harmless the EMPLOYER fram any and all claims or charges made against the EMPLOYER as a result of the implementation of this ARTICLE. 4.2 The UNION may designate one (1) employee from the bargaining unit to act as a Steward and shall inform the EMPLOYER in writing of such designation. Such employee shall have the rights and responsibilities as designated in Article 23 (GRIEVANCE PROCIDURE) . 4.3 Upon notification to a designated EMPLOYER supervisor, the Business Manager of the UNION, or his designated representative shall be permitted to enter the facilities of the EMPLOYER where employees covered by this AGREEMENT are working. - 4 - ,� � � ARTICLE V - SCOPE OF THE AGREEMENT 5.1 This AGREII�IENT establishes the "terms and conditions of employment" defined by M.S. 179.63, Subd. 18 for all employees exclusively represented by the UNION. This AGREII�IENT shall supersede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance, and Council Resolution. - 5 - � � ' ' �F ��{-�63 ARTICLE VI - PROBATIONARY PERIODS 6.1 All personnel, originally hired or rehired following separation, in a regular employment status shall serve a six (6) months' probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsibilities shall be evaluated. 6.11 At any time during the probationary period an employee may be terminated at the discretion of the F.MPLOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCIDURE). 6.12 An employee terminated during the probationary period shall receive a written notice of the reason(s) for such teraination, a copy of which shall be sent to the UNION. 6.2 All personnel promoted to a higher class of positions shall serve a six (6) months' promotional probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsi- bilities shall be evaluated. 6.21 At any time during the promotional probationary period an employee may be demoted to the employee's previously held class of positions at the discretion of the EMPLOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCEDURE) . 6.22 An employee demoted during the promotional probationary period shall be returned to the employee's previously held class of positions and shall receive a written notice of the reasons for demotion, a copy of which shall be sent to the UNION. - 6 - ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION 7.1 The II�PLOYER and the UNION are in full agreement that the philosophy of employment and compensation shall be a "cash" hourly wage and "industry" fringe benefit system. 7.2 The EMPLOYER shall compensate employees for all hours worked at the basic hourly wage rate and hourly fringe benefit rate as found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS) . 7.3 No other compensation or fringe benefit shall be accumulated or earned by an employee except as specifically provided for in this AGREEMENT; except those employees who have individually optioned to be "grandfathered" as provided by 12.2. - 7 - . ' , , ��'�� ARTICLE VIII - HOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m. and 5:30 p.m. 8.2 The normal work week shall be five (5) consecutive normal work days Monday through Friday. 8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S judgment to establieh second and third shifts or a work week of other than Monday through Friday, the UNION agrees to enter into negotiations iaoaediately to establish the conditions of such shifts and/or work weeks. 8.4 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. 8.5 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.6 All employees are sub�ect to call-back by the IIrlPLOYER as provided by Article 10 (CALL BACK). 8.7 Employees reporting for work at the established starting time and for whom no work is available shall receive pay for two (2) hours, at the basic hourly rate, unless notification has been given not to report for work prior to leaving home, or during the previous work day. - 8 - ARTICLE IX - OVERTIME 9.1 Time on the payroll in excess of the normal hours set forth above shall be "overtime work" and shall be done only by order of the head of the department. An employee shall be recompensed for work done in excess of the normal hours 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 basis on which such overtime shall be paid shall be determined solely by the F.MPLOYER. 9.2 The rate of one and one-half (1 1/2) the basic hourly rate shall be the overtime rate for work performed under the following circumstances: 9.21 Time worked in excess of eight (8) hours in any one normal work day and; 9.22 Time worked in excess of 40 hours in a seven (7) day period. 9.3 For the purpose of calculating overtime compensation overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked. 9.4 Qvertime hours worked as provided by this ARTICLE shall be paid in cash or compensatory time as determined by the Employer. - 9 - ' �i��`�� ARTICLE X - CALL BACK 10.1 The EMPLOYER retains the right to call back employees before an employee has started a normal work day or normal work week and after an employee has completed a normal work day or normal work week. 10.2 Employees called back shall receive a minimum of four (4) hours pay at the basic hourly rate. 10.3 The hours worked based on a call-back shall be compensated in accordance with Article 9 (OVERTIME) , when applicable, and sub�ect to the minimum established by 10.2 above. 10.4 Employees called back four (4) hours or less prior to their normal work day shall complete the normal work day and be compensated only for the overtime hours worked in accordance with Article 9 (OVERTIME) . - 10 - ARTICLE XI - WORK LOCATION, RESIDENCY 11.1 Employees shall report to work location as assigned by a designated EMPLOYER supervisor. During the normal work day employees may be assigned to other work locations at the discretion of the EMPLOYER. 11.2 Employees assigned to work locations during the normal work day, other than their original assignment, and who are required to furnish their own transportation shall be compensated for mileage. 11.3 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this AGREEMENT. - 11 - � � . . ��y y� ARTICLE XII - WAGES 12.1 The basic hourly wage rates as established by Appendix C shall be paid for all hours worked by an employee. 12.2 Employees who are covered by the fringe benefits listed below shall continue to be covered by such benefits. They shall be subject to all other provisions of the AGREEMENT, but shall not have hourly fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.21 Insurance benefits as established by City of Saint Paul Resolutions. , 12.22 Sick Leave as established by Resolution No. 3250, Section 20. 12.23 Vacation as established in Section 1 H of the Salary Plan and Rates of Compensation Resolution (6446) , however, employees in this bargaining unit, except Water Meter Serviceman, covered by this vacation provision, shall be granted vacation at the rate of 160 hours in each calendar year. Employees working in the class of Water Meter Serviceman shall be covered by the vacation scheduled as stated in Section 1 H of the Salary Plan and Rates of Compensation (6446) . 12.24 Ten (10) legal holidays as established by Resolution No. 6446, Section 1, Subdivision I. 12.25 Severence benefits as established by Ordinance No. 11490 with a maximum payment of $4,000 or as established by Article XV of this AGREEMENT. 12.26 The II�LOYER will for the period of this AGREEMENT provide for employees who are eligible for City's Health and Welfare benefits and who have retired since September 1, 1974 and until such employees reach sixty-five (65) years of age such health and life insurance benefits as were provided by the EMPLOYER at the time such employees retired. The provisions of this article shall not apply to Water Meter Servicemen who retire after July 27, 1981. - 12- ARTICLE %II - WAGES (continued) 12.27 In order to be eligible for the benefits under the provision of 12.26 the employee must: 12.27.1 Be receiving benefits from a public employee retiree act at the time of retirement. 12.27.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 12.27.3 Inform the Personnel Office of the City of Saint Paul in writing within 60 days of employee's early retirement date that he or she wishes to be eligible for early retiree insurance benefits. 12.3 Regular employees not covered by the fringe benefits listed in Article 12.2 shall be considered, for the purposes of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.4 Provisional, temporary, and emergency employees shall be considered, for the purposes of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made in their behalf as provided for by Article 13 (FRINGE BENEFITS). 12.5 All regular employees employed after February 15, 1974, shall be considered, for the purpose of this AGREII�IENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS). 12.6 The provieion of Article 12.5 shall not apply to employees working under the title of Water Meter Serviceman. - 13 - • ' , , � �'7'��0� ARTICLE XIII - FRINGE BENEFITS 13.1 The EMPLOYER shall make contributions on behalf of and/or make deductions from the wages of employees covered by this AGREEMENT in accordance with Appendix D for all hours worked. - 14 - ARTICLE XIV - SELECTION OF FORF1`9AN AND GENERAL FOREMAN 14.1 The selection of personnel for the class of position Plumber Foreman shall remain solely with the FMPLOYER. 14.2 The class of position Plumber Foreman shall be filled by employees of the bargaining unit on a "temporary assignment". 14.3 All "temporary assignments" shall be made only at the direction of a designated EMPLOYER supervisor. 14.4 Such "temporary assigrnnents" shall be made only in cases where the class of positions is vacant for more than one (1) normal work day. - 15 - , �j f_"��i`'�� ARTICLE XV - SEVERANCE PAY 15.1 The employer shall provide a severance pay program as set forth in this Article. 15.2 To be eligible for the severance pay program, an employee must meet the following requirements: 15.21 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" or the "rule of 85" provisions of the Public Emploqees Retirement Association (PERA). The "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 15.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 15.23 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- quirement. 15.24 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. 15.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 15.3 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 sub�ect to a maximum of 200 accrued sick leave days. 15.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 16 - y � � , ARTICLE XV - SEVERANCE PAY (cont.) 15.5 For the Purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay will be made to the employee's estate or spouse. 15.6 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. 15.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 15.8 This severance pay program shall be sub�ect 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. 15.9 The provisions of this article shall be effective as of May 1, 1984. 15.10 Any employee hired prior to February 15, 1974 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. - 17 - � ART7CLE X�I - HOLIDAYS n��_�� C% 16.1 The following ten (10) days shall be designated as holidays: New Year's Day, January 1 Martin Luther King Day, Third Monday in January (effective 1986) Presidenta' Day, Third Monday in February Memorial Day, last Monday in May Independence Day, July 4 Labor Day, first Monday in September Columbus Day, second Monday in October Veteran's Day, N�vember 11 Thanksgiving Day, fourth Thursday in November Christmas Day, December 25 16.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday, the following Monday shall be considered the designated holiday. When any of these three (3) holidays falls on a Saturday, the preceding Friday shall be considered the designated holiday. 16.3 The ten (10) holidays shall be considered non-work days. 16.4 If, in the judgment of the EMPLOYER, personnel are necessary for operating or emergency reasons, employees may be scheduled or "called back" in accordance with Article 10 (CALL BACK) . 16.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5 working on a designated holiday shall be compensated at the rate of two (2) times the basic hourly rate for all hours worked. 16.6 If an employee other than a Participating Employee entitled to a holiday is required to work on Martin Luther King Day (effective 1986) , President's Day, Christopher Columbus Day, or Veterans' Day, he shall be granted another day off with pay in lieu thereof as soon thereafter as the convenience of the department permits, or he shall be paid on a straight time basis for such hours worked� in addition to his regular holiday pay. If an employee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Thanksgiving Day or Christmas Day, he shall be recompensed for work done on this day 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 hours worked, in addition to his regular holiday pay. Eligibility for Holiday pay shall be determined in accordance with Section I, Subsection I of the St. Paul Salary Plan and Rates of Compensation. - 18 - ARTICLE XVII - DISCIPLINARY PROCEDURES 17.1 The EMPLOYER shall have the right to impose disciplinary actions on employees for �ust cause. 17.2 Disciplinary actions by the EMPLOYER shall include only the following actions: 17.21 Oral reprimand. 17.22 Written reprimand. 17.23 Suspension. 17.24 Demotion. 17.25 Discharge. 17.3 Employees who are suspended, demoted, or discharged shall have the right to request that such actions be reviewed by the Civil Service Commission or a designated Board of Review. The Civil Service Commission, or a designated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or discharge. No appeal of a suspension, demotion, or discharge shall be considered a "grievance" for the purpose of processing through the provisions of Article 23 (GRIEVANCE PROCIDURE) . - 19 - . ��-�� ARTICLE XVIII - ABSENCES FROM WORK 18.1 Employees who are unable to report for their normal work day have the responsibility to notify their supervisor of such absence as soon as possible, but in no event later than the beginning of such work day. 18.2 Failure to make such notification may be grounds for discipline as provided in Article 17 (DISCIPLINARY PROCIDURES) . 18.3 Failure to report for work without notification for three (3) consecutive normal work days may be considered a "quit" by the F.MPLOYER on the part of the employee. - 20 - ARTICLE XIX - SENIORITY 19.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: 19.11 "Master Seniority" - The length of continuous regular and probationary service with the EMPLOYER from the last date of employment in any and all class titles covered by this AGREEMENT. 19.12 "Class Seniority" - The length of continuous regular and probationary service with the EMPLOYER from the date an employee was first appointed to a class title covered by this AGREEMENT. 19.2 Seniority shall not accumulate during an unpaid leave of absence, except when such a leave is granted for a period of less than thirty (30) calendar days; is granted because of illness or in�ury; is granted to allow an employee to accept an appointment to the unclassified service of the EMPLOYER or to an elected or appointed full-time position with the UNION, 19.3 Seniority shall terminate when an employee retires, resigns, or is discharged. 19.4 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 "Class Seniority". Employees laid off shall have the right to reinstatement in any lawer-paid class title, provided, employee has greater "Master Seniority" than the employee being replaced. 19.5 The selection of vacation periods shall be made by class title based on length of "Class Seniority", sub�ect to the approval of the F.MPLOYER. - 21 - , . , �Ii�41��iJ� ARTICLE XX - JURISDICTION 20.1 Disputes concerning work �urisdiction between and among unions is recognized as an appropriate subject to determination by the various unions representing employees of the EMPLOYER. 20.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction by any mutual agreements between the unions involved. 20.3 In the event of a dispute concerning the performance or assignment of work, the unions involved and the F.MPLOYER shall meet as soon as mutually possible to resolve the dispute. Nothing in the foregoing shall restrict the right of the II�IPLOYER to accomplish the work as originally assigned pending resolution of the dispute or to restrict the EMPLOYER'S basic right to assign work. 20.4 Any employee refusing to perform work assigned by the EMPLOYER and as clarified by Sections 20.2 and 20.3 above shall be subject to disciplinary action as provided in Article 17 (DISCIPLINARY PROCIDURES) . 20.5 There shall be no work stoppage, slow down, or any disruption of work resulting from a work assignment. - 22 - , ' ' . ARTICLE XXI - SEPARATION 21.1 Employees having a probationary or regular employment status shall be considered separated from employment based on the following actions: 21.11 Resignation. Employees resigning from employment shall give written notice fourteen (14) calendar days prior to the effective date of the resignation. 21.12 Retirement. As provided in Article 15. 21.13 Discharge. As provided in Article 17. 21.14 Failure to Report for Duty. As provided in Article 18. 21.2 Employees having an emergency, temporary, or provisional employment status may be terminated at the discretion of the EMPLOYER before the completion of a normal work day. - 23 - �. � . . �-' ��-��3 ARTICLE XXII - TOOLS 22.1 All emploqees shall personally provide themselves with the tools of the trade as listed in Appendix B. -. 2 4 - ARTICLE XXIII - GRIEVANCE PROCIDURE 23.1 The EMPLOYER shall recognize Stewards selected in accordance with UNIOr 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. 23.2 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 their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EMPLOYER. 23.3 The procedure established by this ARTICLE shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by 17.3, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 23.4 Grievances shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved - 25 - �, �, , . �� '�� ARTICLE XXIII - GRIEVANCE PROCIDURE (continued) 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 aection(s� of the AGREEMENT violated, and the relief requested. Any alleged violation of the AGREII�IENT not reduced to writing by the UNION within seven (7) calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2. Within seven (7) calendar 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) calendar days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) calendar days following receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the UNION within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. - 26 - ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) Step 3. Within seven (7) calendar 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 and attempt to resolve the grievance. Within seven (7) calendar 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) calendar 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) calendar 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) calendar 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 EMPLOYER and the - 27 - � � �� ARTICLE XXIII - GRIEVANCE PROCIDURE (continued) 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. 23.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbftrator shall consider and decide only the specific issue submitted in writing by the II�iPLOYER 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. - 28 - ARTICLE XXIII - GRIEVANCE PROCIDURE (continued) 23.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the II�IPLOYER and the UNION, provided that each party shall be responsible for compensating its own representative 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. 23.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYIIt and the UNION. - 29 - '� �. � � �i`=��3 ARTICLE XXIV - RIGHT OF SUBCONTRACT 24.1 The EMPLOYER may, at any time during the duration of this AGREIIrIENT, contract out work done by the employees covered by this AGREEMENT. In the event that such contracting would result in a reduction of the work force covered by this AGREEMENT, the F�IPLOYER shall give the UNION a ninety (90) calendar day notice of the intention to sub-contract. 24.2 The sub-contracting of work done by the employees covered by this AGREEMENT shall in all cases be made only to employers who qualify in accordance with Ordinance No. 14013. - 3� - ARTICLE XXV - NON-DISCRIMINATION 25.1 The terms and conditions of this AGREII�fENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, or because of inembership or non-�membership in the 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. - 31 - '. '. � � ��' �'�-7�3 ARTICLE XXVI - SEVERABILITY 26.1 In the event that any provision(s) of this AGREEMENT is declared to be contrary to law by proper legislative, administrative, or �udicial authority from whose finding, determination, or decree no appeal is taken, such provision(s) shall be voided. All other provisions shall continue in full force and effect. 26.2 The parties agree to, upon written notice, enter into negotiations to place the voided provisions of the AGREEMENT in campliance with the legislative, administrative, or �udicial determination. - 32 - ARTICLE XXVII - WAIVER 27.1 The F.MPLOYER and the UNION acknowledge that during the meeting and negotiating which resulted in this AGREEMENT, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise of this right are fully and completely set forth in this AGREIIrIENT. 27.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT agree that the other party shall not be obligated to meet and negotiate over any term or conditions of employment whether specifically covered or not specifically covered by this agreement. The UNION and EMPLOYER may, however, mutually agree to modify any provision of this AGREII�IENT. 27.3 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or regulations regarding the terms and conditions of employment, to the extent they are inconsistent with this AGREEMENT, are hereby superseded. - 33 ' . . . , � �`� 7�� ARTICLE XXVIII - CITY MILEAGE ' 28.1 Autamobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 28.2 Method of Com utation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. e 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 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. TyPe Z. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an autamobile 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 autamobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. 28.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 28.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for sutomobile reimbursement, which regulations and xules shall contain the requirement that recipients shall file daily reports indicating miZes driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain autamobile liability insurance in amounts of not less than $100,000/$300,000 for personal in3ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 34 - ARTICLE XXIX - SAFETY 29.1 Accident and injury free operations shall be the goal fo the II�LOYER and EMPLOYEES. To this end the II�IPLOYER and EMPLOYEE will, to the best of their ability abide by, and live up to the requirements of the several State and Federal Construction Safety Codes and Regulations. 29.2 To this end the EMPLOYER shall from time to time issue rules or notices to his EMPLOYEES regarding on the job safety requirements. Any EMPLOYEE violating such rules or notices shall be sub�ect to disciplinary action. No F.MPLOYEE may be discharged for refusing to work under unsafe conditions. 29.3 Such safety equipment as required by governa►ental regulations, shall be provided without cost to the II�PLOYEE. At the EMPLOYER'S option, the EMPLOYEES may be required to sign for safety equipment and shall be obligated to return same upon discharge, layoff, quit or other termination in comparable condition as when issued, providing reason- able wear and tear. The EMPLOYER shall have the right to withhold the cost of such safety equipment if not returned. 29.4 The II�SPLOYER agrees to pay $10.00 toward the cost of each pair of safety shoes gurchased by an EMPLOYEE that is a member of this unit. The EMPLOYER shall contribute for the cost of two pair of shoes per year and shall not be responsible for any additional cost for any additional shoes thereafter. This reimbursement of $10.00 per pair of shoes shall be made only after investigation and approval by the immediate supervisor of that employee. This $10.00 per pair of shoes contribution to be made by the EMPLOYER shall apply to those employees who must wear protective shoes or boots for their employment. - 35 _ . , . . CF ��-��3 ARTICLE XXX - LEGAL SERVICES 30.1 Except in the case of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend, save harmless and indemnify an employee and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission in the operation of a city-owned motor vehicle occurring in the performance and scope of the employee's duties. _ 36 _ ARTICLE XXXI - DURATION AND PLIDGE 31.1 This AGREEMENT shall become effective as of the date of signing, except as specifically provided otherwise in this Agreement and shall remain in effect through the 30th day of April, 1985, and continue in effect fram year to year thereafter unless notice to change or to terminate is given in the manner provided in 3�.2. 31.2 If either party desires to terminate or modify this AGREEMENT, effective as of the date of expiration, the party wishing to modify or terminate the AGREFI`tENT shall give written notice to the other party, not more than ninety (90) or less than sixty (60) calendar days prior to the expiration date, provided, that the AGREEMENT may only be so terminated or modified effective as of the expiration date. 31.3 In consideration of the terms and conditions of employment established by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE herein established is the means by which grievances concerning its application or interpretation may be peacefully resolved, the parties hereby pledge that during the term of the AGREEMENT; 31.31 The UNION and the employees will aot engage in, instigate, or condone any concerted action in which employees fail to report for duty, willfully absent themselves from work, stop work� slow down their work, or absent themselves in whole or part from the full, faithful performance of their duties of employment. - 37 - . . . �► �= ��- 7�3 ARTICLE XXXI - DURATION AND PLEDGE (continued) 31.32 The F.MPLOYER will not engage in, instigate, or condone any lock-out of employees. 31.33 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, and is also sub�ect to ratification by the UNION. AGREID to this 23rd day of April 1984, and attested to as the full and complete understanding of the parties for the period of time herein speci- fied by the signature of the following representative for the F.MPLOYER and the UNION: WITNESSES: CITY OF SAINT PAUL UNITED ASSOCIATION PLUMBERS LOCAL 34 _,/ . . �� ab Relations Director Bu "iness Manager Civil Service Coimnission - 38 - APPENDIX A The classes of positions recognized by the EMPLOYER as being exclusively represented by the UNION are as follows: Plumber-Foreman Apprentice Plumber Senior Plumbing Inspector Plumbing Inspector Plumbing Inspector-Water Department Water Meter Serviceman and other classes of positions that may be established by the EMPLOYER where the duties and responsibilities assigned comes within the �urisdiction of the UNION. - A1 - APPENDIX C The basic hourly wage rate for provisional, regular and probationary employees appointed to the following classes of positions and not receiving the fringe benefits listed in Article 12.2 shall be: Effective April 28, 1984 Plumber . . . . . . . $17.40* Plumber-Foreman . . $18.85* Plumbing Inspector. $18.85* Plimmbing Inspector- Water Department. . $18.85* Senior Plumbing Insp. $19.81* The basic hourly wage rate for temporary and emergency employees appointed to the following classes of positions shall be: Effective April 28, 1984 Plumber . . . . . . $18.10* Plumber-Foreman . . $19.60* Plumbing Inspector. $19.60* Plumibing Inspector- Water Department. . $19.60* Senior Plumbing Insp. $20.60* Apprentice 0-6 months . . . . . . . . . . 50� of Plumber rate 7-12 months . . . . . . . . . . 55� of Plumber rate 13-18 months . . . . . . . . . . 60� of Plumber rate 19-24 months . . . . . . . . . . 65X of Plumber rate 25-30 months . . . . . . . . . . 70% of Plumber rate 31-36 months . . . . . . . . . . 75Z of Plumber rate 37-42 months . . . . . . . . . . SO% of Plumber rate 43-48 months . . . . . . . . . . 85� of Plumber rate 49-54 months . . . . . . . . . . 90% of Plumber rate 55-60 months . . . . . . . . . . 95� of Plumber rate *This rate includes the $1.57 taxable vacation contribution. �• ' ' �F ��-��3 APPENDIX C (continued) The basic hourly wage rate for regular employees appointed to the following classes of positions who are receiving the fringe benefits listed in Article 12.2 shall be: Effective April 28, 1984 Plumber . . . . . $17.36 Plumber-Foreman . $18.60 Pl�bing Inspector $18.60 Plumbing Inspector- Water Department. $18.60 Senior Plumbing Insp. $19.42 The basic hourly wage rate for the class of Water Meter Serviceman shall be: Eff ective April 28, 1984 0 - 6 months of continuous service $12.63 After completion of 6 months of continuous service $13.01 If the Union elects to have the contributions listed in Appendix D increased or decreased, the Employer may ad�ust the above applicable rates for participating employees in such a way that the total cost of the package (wage rate plus contributions) remains constant. - C2- , . . • - APPENDIX D Effective May 1, 1984, the �LOYER shall: (1) contribute $1.57 per hour from which payroll deductions have been made for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT� to a UNION designated Credit Union. (2) contribute $1.53 per hour for all hours worked by participating employees as def ined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the Health and Welfare Fund. (3) contribute $2.38 per hour for all hours worked by partici- pating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREFMENT, to the Pension Fund. (4) contribute $ .10 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT, to the Journeyman and Apprenticeship Training Fund. (5) contribute $ .02 per hour for all hours worked by participating employees as def ined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT to the General Benefit Fund. All contributions made in accordance with this Appendix shall be forwarded to the Ttain City Pipe Traders Service Association. The �ployer shall establish Worl�an's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. The IIYSPLOYER'S fringe benefit obligation to participating employees as defined in Articles 12.3� 12.4 and 12.5 is limited to the contributions and/or deductions established by this AGREEMENT. The actual level of benefits provided to employees shall be the responsibility of the Trustees of the various funds to which the EMPLOYER has forwarded contributions and/or deductions. - Dl - � .'. • � . GF d�-763 APPEI�IDIX E WORKING CONDITIONS FOR SENIOR PLUMBING INSPECTORS AND PLUMBING INSPECTORS As a result of the 1974 settlement, the Parties have established craft-determined rates for Senior Plumbing Inspectors and for Plumbing Inspectors, with the specific understanding that such agreement is restricted to established rates of pay for such classifications. It is, consequently, agreed that the Employer in applying Article 3 II�IPLOYER RIGHTS of the MAINTENANCE LABOR AGREEMENT, shall have the right to operate the Department in the same maaner as heretofore, with management rights unaffected, and that the establishment of separate rates for these classifications as well as for Inspector classifications in other Bargaining Units, may not result in disputes over assign- ments or over rates of pay for work perfoYmed, nor will any �urisdictional claims or restrictions be asserted by the Union because members of various Inspector classifications are assigned to work which is also performed by other Inspector classifications. � - E1 - � � _ _ _ _ � p��r�D3 Personnel Office DEPARTI�IENT / ,j�anQtrp. �ot,a„�x rONTACT �/ 298-4221 ,_pHONE � �� DATE re�� Mav 15, 1984 � . (Routing and Explanation Sheet) Assign Number for Routing Order (Clip All Locations for Mayoral Signature): �� i pepartment Director 2 City Attorney \ RE��i11tD 3 Director of Management/Mayor . r�1AY 1 6i98� . Finance and. Management Servi ces Di rec�or �� «AYOa�'S �FFICE Ci ty Cl erk �� Budget Director � � What Will be Achieved by Takinq Action on the Attached Materials? (purpose/Rationale�: � This resolution approves the 1984 Agreement between the City of St. Paul aad the Plumbers Local No. 34. The new Agreement includes the following chaages. .. Article 9 - Overtime Compeasation Appendi� D - Friage Benefits papments Article 15 - New Severance Pay Plaa Article 16 - Additional Holiday - effective 1986. Appendix C - Wages Financial , Budgetary and Personnel Impacts Anticipated: Total package increases is .29 per hour for Plumbers and .37 for Water Meter Serviceman 12 Water Meter Serviceman: $9,235.20 11 Plumbers: 6,635.20 Total Cost $15,870.40 Funding Source and Fund Activity Number Charged or Credited: Attachments (List and Number all Attachments) :_ 1. Resolutioa 2. Copy for City Clerk 3. Maintenance Labor Agreement ��; DEPAR7MENT REVIEW CITY ATTORNEY REVIEW Yes No Council Resolution Required? Resolution Required? Yes� No Yes No Insurance Required? Insurance Suff�tcient? Yes Na Yes No Insurance Attached? Revision of October, 1982 (SPe RPVPI"SP S7(IP for �Instructions) ...�.. . . .� ,, . � . (�i� �y�G 3 I �enda '. ' .�inance Committee bteeting June 7,,•.�1984 . � Page 2'� . . ; 7,0_ Resolution approving "�125,000 City of Neenah, t�Jisc., �100;000 l•liddlesex Co. , Mass. , and �50,000 �Vashtinaw Co. , biich. securities as col Iateral to protect deposits of public funds with First National Bank of St. Paul. (Financ 11. Resolution approving $100,00Q Federal National riortgage Assn. (14.900) and $100,000 Federal National rtortgage Assn. (7.90) securities as collateral to protect deposits of public funds irith {Vestern State Bank. (Finance)�� 12. Resolution approving $100,000 North Slope Borough Alaska, (9.20) , $100,000 Federal National Atortgage Association ( I1.7 0) securities and $50fl,000 United . ' States Treasury Notes (12.6250) as collateral to rotect deposits of public funds iaith biinnesota State Bank. (Finance _ 13. Resolutiori approving $115,000 Federal Farm Credit Banks securities as co11 to protect deposits of public funds with Commzrcial State Bank. (Finance�� . I 14. Resoluti,p�-. appro�ing tbs I9$i�°-�� a ar A reement between the City and ; the Plumbers Local No. 34. ( Personnel) � � � ; 15. Resolution approving the 1984 I�faintenance Labor Agreement bet►seen the City and the Electricians Local 11Q. ( Personnel) ,��; ��=_ i 16. Resolution approving the 1984 btemorandum of Settler.;e t betj•�een the City and the ` Iron S9orkers Local Union No. 512. ( Personnel) `"�' 17. Resolution amending Section 32 of the Civil Service Rules b�� substitutino new specifications for th° ti les of Unskilled Laboxer, Building Laborer andtiJater Laborer. (Personnel) �,,; 18. Resolution amending the 1981 CIB budget and transfeaci��ng �45,417;25 to ContingencY . Fund-tiVi�ite Bear Avenue for the paving of ti+Ihite BeaT Avenue fxom the C.I�.{1I. Rai_lro2d Bridge to Larpenteur Avenue. (Public �Vork . � • ;°-��► -.-k� t 19. Resolution amending CD�Block Grant Years VII F� IX and transferring �84,000 from ` Residential Street Paving to St. Albans storm se►rer - street lighting_ �PED 'I� � � - �: 20_ Resolution approving the St. Pau1 Historic Plaque Program as recommended by the i Neritage Preservation Commission. (PED) � � � 21. Preliminary resolution for issuance of revenue bonds on ti'7orld Theater. (PED)��' i 22. Resolution approving a commission to be knosrn as the " o� town River� ont Commission�'. �: 23. Presentation by Gary Norstrem�,o arking meter advertising. _ ..�- ��,�.�"��/;+�-��-�, � t � � . . � - _ � � 1 . �