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84-1205 WHITE - CITV CLERK I PINK - FINANCE G I TY OF SA I NT PALT L Council /� I� CANqRY - DEPARTMENT File� NO. U� ��w BLUE - MAVOR � Council Resolution � � Presented By � � �— Y Referred To � �/�A�l,d„- Committee: Date ��$ Out of Committee By � Date RESOLVED, that the Council of, the City of Saint Paul hereby approves and ratifies the attached 1984 Maintenance Labor Agreement between the City of Saint Paul and the Roofers, Local 96. Approved: ! Chairman, Civi Service Commission COUIVC[LMEN Requested by Department of: Yeas ��r Nays Drew �� I � _ [n Favor M•�N�� d scne�be� __ Against BY redesco � Adopted by Council: Date SEP 6 ��8� Form A oved b Ci oney Certified P s e � .il ec ta BY By �- Approv lNavor: Date �� Ap o ed by Mayor foc Sub ' Council BY BY PUBLISHEtI S F P 1 5 1984 Personnel Office _ DEPARTt•1ENT ��r�°f� _ an s�t,A.,{A CONTACT I 298-4221 pHONE � �� August 7, 1984 DATE ' � (Routing and Explanation Sheet) Assign Number for Routing Order (C ip All Lo�cat�ions for Mayoral Sicmature): � Department Di rector ' � City Attorney 3 Director of Management/Ma�yor ! c`.�� 1 Finance and Nianagement ServiGes Directqr �� City Clerk i Budget Di rector ! What Will be Achieved by Takina Actfion on thd A�tached Materials? (Purpose/Rationale)• This resolution approves the 1984 Aigreement }�etWeen the City and the Roofers Local 96. The changes in the new Agreement involvie a changd iri overtime compensation and a .24 per hour increase in fringes. The overtime ichange allbwa� overtime to be paid in cash or in compen- satory ti.me. It also deletes double time fo� Sqndays and hours in excess of 12. All over- time will now be paid at time and one-half. i �inancial, Budgetary and Personnel �mpacts An�,�ic!ipated: �Ione. The City currently has no ro�fers empl�yed. Roofers are employed on a temporary basis as needed. ' ' i . Funding Source and Fund Acttvity Nun�ber Char�d �r Credited: Attachments (List and Number all Att;achments)� � DEPARTMENT REVIEW ' ' CITY ATTORNEY REYIEI�I Yes No Council Resolution! Re uired?I v q I Resolution Required? Yes No Yes No Insurance Required? � Insurance Sufficient? Yes No ��. Yes No Insurance Attached? � , Revision of October, 1982 (SPp RPVPt"SP Sic1P for 'Instructions) � i - � , ��y_,�� I' 1984 MAINTENANCE LABOR AGREIIKENT - between - THE CITY OF SAINT PAUL - and - UNITED SLATE AND TILE AND COMPOSITION ROOFERS, DAMP AND WATERPROOF WORKERS ASSOCIATION, LOCAL 96 , '� �- �y,�os INDEX ARTICLE TITLE � PAGE i Preamble ' iii I Purpose I' 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 Compensation 7 VIII Hours of Work 8 IX Overtime 9 X Call Back 10 XI Work Location 11 %II Wages 12 XIII Fringe Benefits , 14 XIV Selection of Foreman a;nd General Foreman 15 XV Holidays , 16 XVI Disciplinary Procedure,s 17 XVII Absences From Work 18 XVIII Seniority ; 19 XIX Jurisdiction � 20 XX Separation � 21 XXI Tools � 22 XXII Grievance Procedure i 23 XXIII Right of Subcontract � 27 RIV Non-Discrimination � 28 XXV Severability � 29 XXVI Waiver � 30 XXVII Mileage � 31 XXVIII Duration and Pledge ' 32 Appendix A A1 Appendix B ' B1 Appendix C C1 Appendix D D1 - ii - - I ; � ��aS" � PREAI�BLE --�— This AGREEMENT is entered into between the City of Saint Paul, herein- after referred to as the EMPLOYER, and the United Slate and Tile and Composition Roofers, Damp and Waterproof Workers Association, Roofers Local 96, 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 for the benefit of the general public through effecti;ve 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 II�IPLOYER, the UNION, and the individual employees will best serve the needs of the general public. �I - i�i - ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose for entering into this AGREMENT 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 interpretation of this AGREEMENT without loss of manpower productivity. 1.12 The EMPLOYER and the UNION agree that this AGREEMENT serves as a supple- ment 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 25 (SEVERABILITY). - 1 - , ; �I--��—��a� , ; ARTICLE II - RECOGNITION I 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-511-A dated May 11, 1973. 2.2 The classes of position recognized as being exclusively represented by the UNION are as listed in Appendix A. II - 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 - . I �?� �/-/�°S 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 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 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 22 (GRIEVANCE PROCEDURE) . 4.3 Upon notification to a designated EMPLOYER supervisor, the Business Manager of the UNION, or his designated representative shall be per- mitted 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, Subdivision 18 for all employees exclusively represented by the UNION. This AGREEMENT shall supersede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance, and Council Resolution. - 5 - ��-,�o.� . ARTICLE VI - PROBATIONARY PERIODS ' 6.1 All personnel, originally hired or rehired following separation, in a regular employment status shall �erve a six (6) month's 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 22 (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 responsibilities 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 22 (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 or 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 EMPLOYER 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 II�LOYER 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 - , �r=�t��as ARTICLE VIII - AOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, ex- cluding 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 AGR�EMENT, it is necessary in the IIKPLOYER'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 All employees are sub�ect to call-back by the FMPLOYER 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 Overtime. 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 EMPLOYER. 9.2 The overtime rate of one and one-half (1'�) times the basic hourly rate shall be paid 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 forty (40) hours in a seven (7) day period. � 9.3 For the purposes of calculating overtime compensation, overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked. 9.4 Overtime shall be paid in cash or compensatory time as determined by the Employer. - 9 - . i ��/-�ao� 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 ca11-back shall be compensated in accordance with Article 9 (OVERTIME) , when applicable, and sub�ect to the minimum established by 10.2 above. I 10.4 Employees called back four (4) t�ours 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 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 FJMPLOYER. 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 - . �i=�/-i�a� 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 sub3ect 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 by the Saint Paul Salary Plan and Rates of Compensation, S�ction I, Subdivision H. 12.24 Nine (9) legal holidays as established by the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision I. 12.25 Severance benefits as established by Ordinance No. 11490 with a maximum payment of $4,000. 12.26 The II�'LOYER will for the period of this AGREEMENT provide for employees working under the titles as listed in Appendix A who retire after the time of execution of this AGREEMENT or who have retired since September 1, 1974, and until such employees reach sixty-five (65) years of age such life, hospital and medical insurance benefits as are provided by the II�LOYER - 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 purpose of this AGREIIriENT, 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�ENT, 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) . - 13 - �� ARTICLE RIII - 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 of Foreman shall remain solely with the EMPLOYER. 14.2 The class of position of 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 assignments" shall be made only in cases where the class of positions is vacant for more than one (1) normal work day. - 15 - . �_��iaa� ARTICLE XV - HOLIDAYS 15.1 The following nine (9) days shall be designated as holidays: New Year`s Day, January 1 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 Veterans' Day, November 11 Thanksgiviag Day, fourth Thursday in November Christmas Day, December 25 15.2 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. 15.3 The nine (9) holidays shall be considered non-work days. 15.4 If, in the 3udgment of the EMPLOYER, personnel are necessary for operating or emergency reasons, employees may be scheduled or "called back" in accordance with Article X (CALL BACK) . 15.5 Employees working on a designated holiday shall be compensated at the rate of two (2) times the basic hourly rate for all hours worked. - 16 - ARTI�LE XVI - DISCIPLINARY PROCEDURES 16.1 The II�IPLOYER shall have the right to impose disciplinary actions on employees for �ust cause. 16.2 Disciplinary actions by the EMPLOYER shall include only the following actions: 16.21 Oral reprimand 16.22 Written reprimand 16.23 Suspension 16.24 Demotion , 16.25 Discharge 16.3 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 22 (GRIEVANCE PROCEDURES). - 17 - . ��i�� ARTICLE XVII - ABSENCES FROM WORK 17.1 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 eve�t later than the beginning of such •work day. 17.2 Failure to make such notification may be grounds for discipline as provided in Article 16 (DISCIPLINARY PROCEDURES) . 17.3 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. �i � I I - 18 - ARTICLE XVIII - SENIORITY 18.1 Seniority, for the purposes of this AGREIIKENT, shall be defined as follows: 18.11 "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. 18.12 "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. 18.2 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 injury; 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. 18.3 Seniority sha.11 terminate when an employee retires, resigns, or is discharged. 18.4 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. 18.5 The selection of vaction periods shall be made by class title based on length of "Class Seniority", sub�ect to the approval of the ENIPLOYER. - 19 - ��l��/�Oa� ARTICLE XIX - JURISDICTION 19.1 Disputes concerning work �urisdiction between and among unions is recognized as an appropriate sub�ect for determination by the various union representing employees of the F,MPLOYER. 19.2 The II�LOYER agrees to be guided in the assignment of work jurisdiction by any mutual agreements between the union involved. 19.3 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. 19.4 Any employee refusing to perform work assigned by the EMPLOYER and as clarified by Sections 19.2 and 19.3 above shall be sub�ect to disciplinary action as provided in Article 16 (DISCIPLINARY PROCEDURES) . 19.5 There shall be no work stoppage, slow down, or any disruption of work resulting from a work assignment. - 20 - ARTICLE XX - SEPARATION 20.1 Employees having a probationary or regular employment status shall be considered separated from employment based on the following actions: 20.11 Resignation. Employees resigning from employment shall give written notice fourteen (14) calendar days prior to the effective date of the resignation. 20.12 Discharge. As provided in Article 16. 20.13 Failure to Report for Duty. As provided in Article 17. 20.2 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. - 21 - . ��--��os ARTICLE XXI - TOOLS I� 21.1 All employees shall personally, provide themselves with the tools of the trade as listed in Appendi�C B. - 22 - ARTICLE XXII - GRIEVANCE PROCEDURE 22.1 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. 22.2 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 the ENlPLOYER. 22.3 The procedure established by this ARTICLE shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by 16.3, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 22.4 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 to the employee's satisfaction by the informal discussion it may be reduced - 23 - � ' /�05� • � �� ARTICLE XXII - GRIEVANCE PROCEDURE �(continued) to writing and referred tb Step 2 by the UNION. The written grievance shall set forthl�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 writtea 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 un- resolved, 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 c,onsidered waived. - 24 - ARTICLE XXII - 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 F.MPLOYER 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 to in writing by the UNION to Step 4 within seven (7) calendar days following receipt of the ENiPLOYER'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 F.MPLOYER in Step 3, by written notice to the II�PLOYER, 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 Relation Board to submit a panel of five (5) arbitrators. Both the EMPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) nasne; the EMPLOYER shall then strike one (1) name. The process will be repreated and the remaining person shall be the arbitrator. - - 25 - . �,G��—i�a� ARTICLE XXII - GRIEVANCE PROCEDURE (continued) 22.5 The arbitrator ehall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the UNION and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, which- ever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the exprese 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. 22.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EriP'LOYER and the UNION, provided that each party shall be responsible for compensating its own representative and witnesses. If either party cancels an arbitration hearing or asks for a last-minute postponement that leads to the arbitrators making a change, the canceling party or the party asking for the postponement shall pay this charge. If either 'party desires a verbatim record of the proceedings, it may cause sucti a record to be made providing it pays for the record. 22.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the UNION. - 26 - ARTICLE XXIII- RIGIiT OF SUBCONTRACT 23.1 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 EMPLOYER shall give the UNION a ninety (90) calendar day notice of the intention to subcontract. 23.2 The subcontracting 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. - 27 - . ��r��a� ARTICLE XXIV- NON-DISCRIMINATION 24.1 The terms and conditions of this AGREII�IENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, or because of membership or non-membership in the UNION. 24.2 Employees will perform their duties and responsibilities in a non- discriminatory manner as such duties and responsibilities involve other employees and the general public. - 28 - ARTICLE XXV - SEVERABILITY 25.1 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. 25.2 The parties agree to, upon written notice, enter into negot.iations to place the voided provisions of the AGREEMENT in compliance with the legislative, administrative, or �udicial determination. - 29 - , G��°� , ARTICLE XXVI - WAIVER 26.1 The EMPLOYER 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 sub�ect concerning the terms and conditions of employment. The agreements and under- standings reached by the parties after the exercise of this right are fully and completely set fo;rth in this AGREIIKENT. i 26.2 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 ter�n 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. � 26.3 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, � I are hereby superseded. i, I - 30 - ARTICLE XXVII - MILEAGE 27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 27.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. if an 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 15C 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 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 15C 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 15C per mile driven and shall not be eligible for any per diem. 27.3 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. 27.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for sutomobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional �nsured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 31 - � � G��/-/�o� . ; ARTICLE XXVIII - DURATION AND PLEDGE 28.1 This AGREEMENT shall become effective as of the date of signing, except as specifically provided otherw�se in Articles 12 and 13 and shall remain in effect through the 30th day of April, 1985, and continue in effect from year to year thereafter unless notice to change or to terminate is given in the manner provided in 28.2. 28.2 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 thar_ 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. I 28.3 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: 28.31 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 in part from the full, faithful performance of their duties of employment. - 32 - ARTICLE XXVIII - DUR.ATION AND PLIDGE (continued) 28.32 The EMPLOYER will not engage in, instigate, or condone any lockout of employees. 28.33 This constitutes a tentative agreement between the parties which will be recommended by the City Negotiator, but is sub�ect to the approval of the Administration of the City and is also subject to ratification by the UNION. AGREED to this 18th day of July, 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 IIKPLOYER and the UNION. WITNESSES: CITY OF SAINT PAUL UNITED SLATE AND TILE AND COMPOSITION ROOFERS, DAMP AND WATERPROOF WORKERS ASSOCIATION, LOCAL 96 � . . � ,� . Labor Rel ons D re or Bus ness Manager Civil Sexvice Commission - 33 - ��_ �/i�as APPENDIX A i The classes of positions recognized by the EMPLOYER as being exclusively represented by the UNION are as fol�.ows: Roofer Foreman ' Roofer Apprentice and other classes of positioas that may be established by the F.MPLOYER where the duties and responsibilities ass�.gned comes within the jurisdiction of the UNION. ' i i - A1 - , �r=��aa� 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 5-01-84 Roofer. . . . . . . . . . $15.85* Roofer Foreman. . . . . . $17.05* The basic hourly wage rate for temporary and emergency employees appointed to the following classes of positions shall be: Effective 5-01-84 Roofer. . . . . . . . . . '$16.48* Roofer Foreman. . . . . . Ij$17.73* Apprentice � 0 - 500 hours . . . . '. . . . . 66y of Roofer rate 501 - 1300 hours. . . . . . . . 70% of Roofer rate 1301 - 2100 hours . . . . . . . 80% of Roofer rate 2101 - 2900 hours . . . . . . . 85% of Roofer rate 2901 - 3700 hours . . . . . . . 90y of Roofer rate 3701 - 4500 hours �. . . . . . . 95� of Roofer rate The basic hourly wage rate for regular eanployees appointed to the follow- ing class of positions who are receiving the Fringe Benefits listed in Article 12.2 shall be: Effective 5-01-84 Roofer. . . . . . . . . . ,�16.p3 *This rate includes the $1.25 taxable vacation contribution. - Cl - APPENDIX C (continued) 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 partici- pating employees in such a way that the total cost of the package (wage rate plus contributions) remains constant. - C2 - , � ��i��- APPENDIX D Effective May 1, 1984, the EMPLOYER shall: (1) contribute $1.27 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by. this AGREEMENT, to a UNIONidesignated Welfare Fund. (2)� contribute $ .50 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to a Pension Fund (3) contribute $1.25 per hour from which payroll deduction has been made for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to a Vacation Fund. (4) contribute $ .10 per hour �or all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to an Apprenticeship Training Fund. (5) contribute $1.15 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to an Annui�ty Plan. All contributions made in accordance with this Appendix shall be forwarded to depositories as directed by the UN�ON. The II�LOYER shall establish Workman's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, shall not be eligit�le for, governed by, or accumulate vacation, sick leave, holiday, funera� leave, �ury duty, or insurance fringe benefits that are or may be establish�d by Civil Service Rules, Council Ordinance, or Council Resolution. - Dl - APPENDIX D (continued) 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 EMPLOYER has forwarded contributions and/or deductions. - D2 - _ - _� � _ WHITE - CITV CLERK � PINK - FINANCE COUIICII // CANARV - DEGARTMENT G I TY OF SA I NT PAIT L File NO. �" /^/�4�' BLUE - MAVOR � CITY CLERK Council Resolution Presented By Referred To � Committee: Date Out of Committee By I Date 4 RESOLVED, that the Council of �the City of Saint Paul hereby approves and ratifies the attached 1984 Maintenance Labor Agreement between the City of Saint Paul and the Roofers, Local 96. Ap�roved: I� Chairman, Civil Service Commission II i il i �I � COUIVCILMEN Requested by Department of: Yeas Nays Fletcher Drew In Favor �ERSONNEL OFFICE Masanz NlCOSfa Schsibel A gai n s t BY Tsdesco Wilson Adopted by Council: Date Form Approved by City Attorney Certified Passed by Council Secretary BY By Approved by 1Aavor: Date Approved by Mayor for Submission to Council By By + . � _ r�`�/�G�S 4 � �"7 1984 MAINTENANCE LABOR AGREII�IENT - between - THE CITY OF SAINT PAUL - and - UNITED SLATE AND TILE AND COMPOSITION ROOFERS, DAMP AND WATERPROOF WORKERS ASSOCIATION, LOCAL 96 ��d�� IND�X 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 Compensation 7 VIII Hours of Work 8 IX Overtime 9 R Call Back 10 %I Work Location 11 XII Wages 12 XIII Fringe Benefits 14 %IV Selection of Foreman �nd General Foreman 15 XV Holidays I 16 XVI Disciplinary Procedures 17 RVII Absences From Work ' 18 XVIII Seniority 19 XIX Jurisdiction 20 XX Separation 21 XXI Tools 22 XXII Grievance Procedure 23 XXIII Right of Subcontract 27 RIV Non-Discrimination 28 XXV Severability 29 XXVI Waiver 30 XXVII Mileage 31 XXVIII Duration and Pledge , 32 Appendix A A1 Appendix B B1 Appendix C C1 Appendix D D1 - ii - - , �� PREAMBLE This AGREEMENT is entered intojbetween the City of Saint Paul, herein- after referred to as the EMPLOYER, and the United Slate and Tile and i Composition Roofers, Damp and Waterp,roof Workers Association, Roofers Local 96, hereinafter referred to as the UNION. The EMPLOYER and the UNION conctrr that this AGREEMENT has as its I ob�ective the promotion of the respo�sibilities of the City for the benefit of the general public through effect�ive 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 responsibili�y. Constructive attitudes of the EMPLOYER, the UNION, and the individual employees will best serve the needs of the general public. - iii - ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose for entering into this AGREMENT 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 interpretation of this AGREEMENT without loss of manpower productivity. 1.12 The II�LOYER and the UNION agree that this AGREF.NIENT serves as a supple- ment to legislation that creates and directs the ENIPLOYER. If any part of this AGREII�NT 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 25 (SEVERABILITY). - 1 - . ��i�aJ� ARTICLE II - RECOGNITION 2.1 The EMPLOYER recognizes the UNIpN as the exclusive representative for collective bargaining purposes �or 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-511-A dated May 11, 1973. 2.2 The classes of position recognized as being exclusively represented by the UNION are as listed in Appendix A. - 2 - ARTICLE III - EMPLOYER RIGHTS 3.1 The II�LOYER 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 - , �-�,�a� ARTICLE IV - UNION RIGHTS � 4.1 The EMPLOYER shall deduct from Ilthe wages of employees who authorize such a deduction in writing an amount necessary to cover monthly UNION dues. Such monies deduct�d 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 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 22 (GRIEVANCE PROCEDURE) . 4.3 Upon notificaticn to a designated EMPLOYER supervisor, the Business Manager of the UNION, or his des�gnated representative shall be per- mitted to enter the facilities of the EMPLOYER where employees covered by this AGREEMENT are working. � �I �I - 4 - ARTICLE V - SCOPE OF THE AGREEMENT 5.1 This AGREEMENT establishes the "terms and conditions of employment" defined by M.S. 179.63, Subdivision 18 for all employees exclusively represented by the UNION. This AGREEMENT shall supersede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance� and Council Resolution. - 5 - ��/�05 ARTICLE VI - PROBATIONARY PERIODS 6.1 All personnel, originally hired or rehired following separation, in a regular employment status shall serve a six (6) month's 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 22 (GRIEVANCE PROCEDURE) . 6.12 An employee terminated during the probationary period shall receive a written notiice 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 responsibilities 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 22 (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 or the reasons for demotion, a copy of which shall be sent to the UNION. - 6 - ARTICLE VII - PHILOSOPHY OF F•MPLOYMENT AND COMPENSATION 7.1 The EMPLOYER 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 II�LOYER 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 - , �� f�/�o` ARTICLE VIII - HOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, ex- cluding 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 F�IPLOYER'S �udgment to establish second an�d third shifts or a work week of other than Monday through Friday, thelUNION agrees to enter into negotiations immediately to establish the cor�ditions of such shifts and/or work weeks. 8.4 This section I shall not be const�ued 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 lacation 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,ject to call-back by the F,MPLOYER 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 �eceive pay for two (2) hours, at the basic hourly rate, unless notifi¢ation has been given not to report for work prior to leaving home, or during the previous work day. - 8 - ARTICLE IX - OVERTIME 9.1 Overtime. 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 overtime rate of one and one-half (1'�) times the basic hourly rate shall be paid 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 forty (40) hours in a seven (7) day period. 9.3 For the purposes of calculating overtime compensation, overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked. 9.4 Overtime shall be paid in cash or compensatory time as determined by the Employer. - 9 - �`��a� 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 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 norma.l work day, other than their original assignment, and who are required to furnish their own transportation shall be compensated for mileage. - 11 - � ��i�os 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 sub�ect 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 BENEFSTS) . 12.21 Insurance benefits as established by City of Saint Paul Resolutions. 12.22 Sick Leave as established bq Resolution No. 3250, Section 20. 12.23 Vacation as established by the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 12.24 Nine (9) legal holidays as established by the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision I. 12.25 Severance benefits as established by Ordinance No. 11490 with a maximum payment of $4,000. 12.26 The EMPLOYER will for the period of this AGREEMENT provide for employees working under the titles as listed in Append� A who retire after the time of execution of this AGREEMENT or who have retired since September 1, 1974, and until such employees reach sixty-five (65) years of age such life, hospital and medical insurance benefits as are provided by the II�PLOYER I - 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 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 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) . - 13 - , � �/�105 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. I, �I - 14 - ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN 14.1 The selection of personnel for the class of position of Foreman shall remain solely with the EMPLOYER. 14.2 The class of position of 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 assignments" shall be made only in cases where the class of positions is vacant for more than one (1) normal work day. - 15 - � �l=�!/�o� ARTICLE XV - HOLIDAYS 15.1 The following nine (9) days shall be designated as holidays: New Year's Day, January 1 Presidents' Day, Third Monday in February Memorial Day, last Monday in May Independence Day, July 4 Labor Day, first Monday in lSeptember Columbus Day, second Monday in October Veterans' Day, November 11 Thanksgiving Day, fourth Thursday in November Christmas Day, December 25 15.2 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. 15.3 The nine (9) holidays shall be c�nsidered non-work days. 15.4 If in the ud ment of the EMPLO ER ersonnel are ne e r . � g , p c ssa y for operating or emergency reasons, mployees may be scheduled or "called back" in accordance with ArticlelR (CALL BACK) . 15.5 Employees working on a designated holiday shall be compensated at the rate of two (2) times the basic hourly rate for all hours worked. - 16 - ARTICLE XVI - DISCIPLINARY PROCEDURES 16.1 The EMPLOYER shall have the right to impose disciplinary actioas on employees for �ust cause. 16.2 Disciplinary actions by the II�LOYER shall include only the following actions: 16.21 Oral reprimand 16.22 Written reprimand 16.23 Suspension 16.24 Demotion , 16.25 Discharge 16.3 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 22 (GRIEVANCE PROCEDURES) . - 17 - , �=�� ARTICLE XVII - ABSENCES FROM WORR 17.1 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. 17.2 Failure to make such notification ma.y be grounds for discipline as provided in Article 16 (DISCIPLINARY PROCEDURES) . 17.3 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. li i ' I - 18 - ARTICLE XVIII - SENIORITY 18.1 Seniority, for the purposes of this AGREEMENT� shall be defined as follows: 18.11 "Master Seniority" - the length of continuous regular and probationary service with the II�PLOYER from the last date of employment in any and all class titles covered by this AGREEMENT. 18.12 "Class Seniority" - the length of continuous regular and probationary service with the EMPLOYER from the date an employee was first appoiated to a class title covered by this AGREEMENT. 18.2 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 injury; 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. 18.3 Seniority sha.11 terminate when an employee retires, resigns, or is discharged. 18.4 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. 18.5 The selection of vaction periods shall be made by class title based on length of "Class Seniority", sub�ect to the approval of the EI�LOYER. - 19 - . �= �/��vs ARTICLE XIX - JURISDICTION 19.1 Disputes concerning work �urisdiction between and among unions is recognized as an appropriate sub�ect for determination by the various union representing employees of the II�!?PLOYER. 19.2 The II�LOYER agrees to be guided in the assignment of work �urisdiction by any mutual agreements between the union involved. 19.3 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. 19.4 Any employee refusing to perform work assigned by the EMPLOYER and as clarified by Sections 19.2 and 19.3 above shall be sub�ect to disciplinary action as provided in Article 16 (DISCIPLINARY PROCEDURES) . 19.5 There shall be no work stoppage, slow down, or any disruption of work resulting from a work assignment.l i , i II - 2Q - ARTICLE XX - SEPARATION 20.1 Employees having a probationary or regular employment status shall be considered separated from employment based on the following actions: 20.11 Resignation. Employees resigning from employment shall give written notice fourteen (14) calendar days prior to the effective date of the resignation. 20.12 Discharge. As provided in Article 16. 20.13 Failure to Report for Duty. As provided in Article 17. 20.2 Employees having an emergency, temporary, or provisional employment status may be terminated at the discretion of the II�LOYER before the completion of a normal work day. - 21 - . �0 �� ARTICLE XXI - TOOLS 21.1 All employees shall personally provide themselves with the tools of the trade as listed in Appendix B. - 22 - ARTICLE XXII - GRIEVANCE PROCEDURE 22.1 The EMPLOYER shall recognize stewards selected in accordance with UNION rules and regulations ae the grievance representative of the bargaining unit. The UNION shall notify the II�iPLOYER in writing of the names of the stewards and of their successors when so named. 22.2 It is recognized and accepted by the EMPLOYER and the UNION that the processing of grievances as hereinafter provided is limited by the �ob 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 the EMPLOYER. 22.3 The procedure established by this ARTICLE shall be the sole and exclusive � procedure, except for the appeal of disciplinary action as provided by 16.3, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 22.4 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 to the employee's satisfaction by the informal discussion it may be reduced - 23 - � ��,a°� ARTICLE XXII - GRIEVANCE PROCEDURE (continued) 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 coneidered 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 meeling, the grievance remains un- resolved, 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 IIKPLOYER'S answer shall be considered waived. I - 24 - ARTICLE XXII - 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 F.MPLOYER'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 to in writing by the UNION to Step 4 within seven (7) caleadar 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 IIri?PLOYER in Step 3, by written notice to the II�LOYER, 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 Relation Board to submit a panel of five (5) arbitrators. Both the II�LOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) name; the II�PLOYER shall then strike one (1) name. The process will be repreated and the remaining person shall be the arbitrator. • - 25 - �+_��o� ARTICLE XXII - GRIEVANCE PROCEDURE (continued) 22.5 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 amd 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, which- ever 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. 22.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the UNION, provided that each party shall be responsible for compensating its own representative and witnesses. If either party cancels an arbitration hearing or asks for a last-minute postponement that leads to the arbitrators making a change, the canceling party or the party asking for the postponement shall pay this charge. If either party desires a verbatim record of the proceedings, it may cause sudh a record to be made providing it pays for the record. 22.7 The time limits in each step of this procedure may be extended by mutual agreement of the ENIPLOYER and the UNION. - 26 - ARTICLE XXIII- RIGHT OF SUBCONTRACT 23.1 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 EMPLOYER shall give the UNION a ninety (90) calendar day notice of the intention to subcontract. 23.2 The subcontracting 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. - 27 - � ��-�ao�' ARTICLE XXIV- NON-DISCRIMINATION 24.1 The terms and conditions of this AGREEMENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, or because of membership or non-membership in the UNION. 24.2 Employees will perform their duties and responsibilities in a non- discriminatory manner as such dwties and resp�nsibilities involve other employees and the general public. I ;I I I - 28 - ARTICLE XXV - SEVERABILITY 25.1 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. 25.2 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. - 29 - � ��os ARTICLE XXVI - WAIVER 26.1 The EMPLOYER 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 sub�ect concerning the terms and conditions of employment. The agreements and under- standings reached by the parties after the exercise of this right are fully and completely set forth in this AGREEMENT. 26.2 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. 26.3 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. i - 30 - ARTICLE XXVII - MILEAGE 27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 27.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. If an 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 15C 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 15C per mile driven and shall not be eligible for any per diem. �pe 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own sutomobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. 27.3 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 owa personal car available. 27.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain sutomobile liability insurance in amounts of not less than $100,000/$300�000 for personal in�ury, 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 ma.intained on file with the city clerk. - 31 - . �_�� D,, ARTICLE XXVIII - DURATION AND PLEDG� 28.1 This AGREEMENT shall become effective as of the date of signing, except as specifically provided otherwise in Articles 12 and 13 and shall remain in effect through the 30th day of April, 1985, and continue in effect from year to year thereafter unless notice to change or to terminate is given in the manner provided in 28.2. 28.2 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. 28.3 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: 28.31 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 in part from the full, faithful performance of their duties of employment. - 32 - ARTICLE XXVIII - DURATION AND PLIDGE (continued) 28.32 The EMPLOYER will not engage in, instigate, or condone any lockout of employees. 28.33 This constitutes a tentative agreement between the parties which will be recommended by the City Negotiator, but is sub�ect to the approval of the Administration of the City and is also sub3ect to ratification by the UNION. AGREED to this 18th day of July, 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 II�LOYER and the UNION. WITNESSES: CITY OF SAINT PAUL UNZTED SLATE AND TILE AND COMPOSITION ROOFERS, DAMP AND WATERPROOF WORKERS ASSOCIATION, LOCAL 96 � . , . y ► Labor Rel ons D re or Bus ness Manager Civil Service Commission - 33 - ��-��o� APPENDIX A The classes of positiona recognized by the EMPLOYER as being exclusively represented by the UNION are as follows: Roofer Foreman Roofer Apprentice , and other classes of positions that 'may be established by the F.MPLOYER where the duties and responsibilities assigned comes within the �urisdiction of the UNION. � �I i il - A1 - . �=�=�aG�' 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 5-01�84 Roofer. . . . . . . . . . $15.85* Roofer Foreman. . . . . . $17.05* The basic hourly wage rate for temporary and emergency employees appointed to the following classes of positions shall be: Effective 5-01-84 Roofer. . . . . . . . . . $16.48* Roofer Foreman. . . . . . $17.73* Apprentice 0 - 500 hours . . . . . . . . . 66°6 of Roofer rate 501 - 1300 hours. . . . . . . . 70% of Roofer rate 1301 - 2100 hours . . . . . . . 80% of Roofer rate 2101 - 2900 hours . . . . . . . 85y of Roofer rate 2901 - 3700 hours . . . . . . . 90% of Roofer rate 3701 - 4500 hours . . . . . . . 95% of Roofer rate The basic hourly wage rate for regular employees appointed to the follow- ing class of positions who are receiving the Fringe Benefits listed in Article 12.2 shall be: ' Eff ctive 5-I 1-8�► Roofer. . . . . . . . . . $�6.03 *This rate includes the $1.25 taxable vacation contribution. - Cl - . ��y��s' APPENDIX D Effective May 1, 1984, the EMPLOYER shall: (1) contribute $1.27 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to a UNION designated Welfare Fund. (2) contribute $ .50 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to a Pens�on Fund (3) contribute $1.25 per hour from which payroll deduction has been made for all hours worked by participating employees as defined 3n Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to a Vacation Fund. (4) contribute $ .10 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to an �pr�nticeship Training Fund. I (5) contribute $1.15 per hour for all hours worked by participating employees as def3.ned in Art`icles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to an Annui,!� Plan. All contributions made in accordance with this Appendix shall be forwarded to depositories as directed by the U�ION. The EMPLOYER shall establish Workman's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, shall not be eligible for, governed by, or accumulate vacation, sick leave, holiday, funeral leave, �ury duty, or insurance fringe benefits that are or ma.y be established by Civil Service Rules, Council Ordinance, or Council Resolution. - Dl - . APPENDIX D (continued) � 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 thie 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. - D2 - = ==.,r` •-� ;�=;�� `%� orricr o�, z�Frr CiTY COU�Crx. �-�/�Oj' . _ '�.--��_{: �t„;. � �� ; � . s:,�:.-:._,-�I . =�� ^�y;r.``"- � r� D a t e ; ��,,.�r�._t .'_-O� �js'� • _ '�-r�� -� . . - J -= �'"-�.`;�1 =_ co �n �ntT� � E � E PORT TO = SQ �n� Pau 1 City Cou � cii . � - FR � i�r? = Commif re� o�, �.�.z - �: . . . . . - :: . . � c t-t a i R �..,�..� �,�9-�-��.a�e, � - �:_- . . _ � . . ::.�� . . �,- . . �' - 1. Approval of minutes fron meeting held August I6, 1984_ "��'r_r.�tt�T�` . • • , — -- -�..n� � , - ��. 3 � - - Resolution appx4Ying rtaintenance Labor Agreement beti�een the City ,znd the i - . _ Operative �lasterers and Cement bfasons �International Association, Local 20.. ' (Personnel� � �� =- � � I 1; �Resolution approving biaintenance Labor Agree�rent bet�.een the City and the iRoofers, Local 96. LPersonnel) �D�E��- � ( \ 12. Resolution inserting an asterisk before the titles of Air Compressor Operator, ' Bituminous Curb riachine Operator; Hiixer En�ineer, Roller Engineer, (under 6 tons) ` � and nactor Operator I and striking their specifications. (Personnel�:,��.,�.._; ! � �' 13. Resolution amending the Civil Service Rules and inserting new specifications for ; the title of Corrputer Operator. (Personnel)'�`�`4D`'� � � . . . � �' 14. Resolution establishing the title and class specr�iCation for Computer. Services ! Manager in the Civil Service Rules. (Personnel}�� . � � 15. Resolution amending the Civil Service Rules and striking the specifications for tt { title of Librarian IV in Section 32. �[ Personnel)� ��8t'��=.--�y, . � ! i �16. Reso�.ution amending the Salary Plan and Rates of Compensativn Resolution by adjusi ! ti the rate of pay for House� Custodian I in Section IIB. . (Personnel) ��;�:-,:�. � I 17. Resolution approving application of the State of riinnesota for reduction in asses: valuation of property in St. Paul as identified in County Assessor Rep_ �rt_1�IQ,�. �;; t�4-_...Y.. ` � 18. Resolution approving application o� the State of Minnesota for reduction in asses: valuation of property in St. Paul as. identi i �.r� ounty Assessor Report No. 422! . •. . �s��i:��:.��oes�c� . • �- _.z��..—„_-„_ , � 19. Resolution approving application of the State of Aiinneso�a for reduction in asses: ;; .valuation of property in St. Paul as identified in County Assessor Report ro. 422� � and 4234. � .�'�'f=�� . ; . . �; . . � . . . I . � ' � ' • . , . . . WM17E - CITV CLERK PINK - FINANCE GITY OF SAINT PAUL Council e CANARV - DEPARTMENT Flle NO. ✓ � /�D� BLUE - MAVOR 1 Council esolution Presented By ' �Referred To � �� N�� Committee: Date � Out of Committee By ' Date An administrative Resolution abolishing, except as to present incumbents, certain titles and class specifications in the Civil Service Rules. RESOLVED, that the Civil Service Rules be amended in Section 3.G, Ungraded, by placing a star (*) before the followi�ng listed titles: Air Compressor Operator Bituminous Curb Machine Operator Mixer Engineer I Roller Engineer (Under 6 tons) Tractor Operator I and by adding at the bottom of the pagei,lthe following statement: "This title is abolished except as to present incumbents" and be it FURTHER RESOLVED, that the Civil Sdrvice Rules be further amended in Section 32 by striking out the class specifications for the following listed titles: Air Compressor Operator Bituminous Curb Machine Operator Mixer Engineer Roller Engineer (Under 6 tons) Tractor Operator I � Approved: Chairman, Civil ervice Commission COUNCILMEN Requested by Department of: Yeas ��ays � IV Drew [n Favor Masanz 9che�be� � __ Against BY Tedesco lAiileerr Adopted by Council: Date ��T � �a� Form proved by Ci �' Certifie P • C ncil Se ary BY By. • l�ppr by AAavor: Date _ EP �O �9 Approve by Mayor for Su s on ouncil By B eusus��o S E P 15 1984 Personael Office p • %��°?s�0 � — EPARTI�I�NT � �. � �egrettp �r�hania �ONTACT ' 2_4221 pHONE Au�st �, �984 oaTE reen e e , (Routing and Explanation Sheet) Assi n Nun�er for Routin Order li All L ca ions for oral Si ature : 1 �Department Di rector �, City Attorney , �✓ _ Di rector of Manageme�t/Mayor �� RECE�V�� Finance and Management Services Direc or ' � AU(i City Clerk , 8 ly�� Budget Director ' ' �AY��'S (�FFICE �Ihat Wi11 be Achieved by Taking Ac�ion on thie Attached Materials? (Purpose/Rationale)• This resolution abolishes, except �or prese��t incumbents, the following titles and class specs. Air Compressor Operator , Bitumi.nous Curb Machine Opera�tor ', Mixer Engineer !, Roller Engineer (Under 6 tons) Tractor Operator I The duties of these .titles have been includ in the new title of Driver - Operator which �nanc�a�t��eefia es��i�n�e�aonnel I acts ti' i ated: L None. ', I ' Fundin Source and Fund Activit N�mber Charl dior Credited: Attachments (List and N�m�ber all Attachments�: 1. Resolution 2. Copy for City Clerk. DEPARTMENT REVIEW CITY ATTORNEY REVIEt�i , Yes No Council Resolutidn Require ? I Resolution Required? Yes No Yes No Insurance Requirgd? , Insurance Sufficient? Yes No �� Yes No Insurance Attached? � ' Revision of October, 1982 (SPp RPVprcP Sic#+ for Tnstructions) i