The URL can be used to link to this page

00-134Council File # 00 — �3� RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented by Referred To Green Sheet # 08914 15 Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and rarifies the attached 2 January 1, 2000 through December 31, 2001 Coilective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. Requested hy Department of. Office of Labor Relations Adop6on Certified by Council Secretary � App� � BY: �_ Form A roved by C�iy ttorney /� BY� `� �! �L��'00 Approv y yor for Sub iss'� Council By: Adopted by Council: Date �,Q�. �3 a��_ r� c> �� DEPARTMENT/OFFICE/COUNCIL: DATE IIVTI7ATED GREEN SHEET No.: 08914 �� -�3`� LA80R RELATIONS February 3, 2000 CONTACI' YERSON & PHONE: q m�177Almwre mmNmp7E TERRY HALTINER 266-8897 ASSIGN 1 DEPARTMENT DIlL_ �TN 4 CITYCOUNCIL 7VUlyIgER 2 CITY ATTORNEY � CITY CLERK MOSI BE ON COUNCII. AGENDA BY (DATE) FOR B17DGE7' DIIt FIN. & MGT. SERVICE DIIL ROUTING 3 MAYOR (OR ASS7'.) ORDER TOTAL # OF SIGNAITJRE PAGES 7 (CLIP ALL LOCATIONS FOR SIGNATURE) acriox xeQUFS�rEn: This resolution approves the attached January 1, 2000 - December 31, 2001 Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOMMENDA7TONS: Approve (A) or Rejec[ (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS: _PLANNING COMMISSION _CIV[L SERVICE COMIvIlSSION 1. Has this person/fum ever worked wder a contract for this department? _CIB COMIvIITTEE Yes No STAFF 2. Has this persodfirtn ever been a city emptoyee? DISIRICT COURT Yes No SUPPORTS WHICH COIINCIL OBJECIIVE? 3. Does this person/fimt possess a skill not novnally possessed by any wrsent city employee? Yes No Eaplaio sIl ya answers on separate sheet and attac6 to green s6eet INITIA77NG PROBLEM, ISSUE, OPPORTUNI7'Y (Who, Whay W6eo, Where, Why): TI1C COIIOCY]VC B21'gatIIlRg AgI'0BIY38ri1 W1Y11 YF10 Saint Paul Police Federation had expired. The City is required to negotiate with the Bazgaining Unit. nnvnrrrncES u� nrrxoven: An Agreement reached through good faith collective bazgaining will be in place through December 31, 2001. DISADVANTAGcS IF APPROVED: NOrie nisanvnNrncES iF NoT nrrxoven. The City would be required to reopen negotiations with the Bazgaining Unit. This would strain relations with the Bazgaining Unit and possibly lead to a strike. TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BIIDGETED: FUNDING SOURCE: ACTIVITY NUMBER FINANCIAL *ilVFORMATTON: (EXPLAIN) �k 3-':av�n�rzP,,f9 y�°.i�v�' � � s� a� � Z�Q� OQ -�3'�I, ATTACHII�NT TO THE GREEN SHEET SAINT PAUL POLICE FEDERATION Below is a suiu�ary of the changes in the Collective Bargaining Agreement between the City and the Saint Paul Police Federation. The new agreement is for the period of January 1, 2000 through December 31, 2001. Waees: 2000: $66.50 biweekly increase to base rate 2001: $67.00 biweekly increase to base rate (Commanders excluded) Health Insurance: 2000: Single: 2000: Family: 2001 2001 $276.65 per month $417.13 per month Single: $276.65 per month Family: $417.13 plus an amount equal to the single premium increase up to $40. If the 2001 single premium exceeds an increase of $40, the City will pay 50% of the increase over $40. The Single premium has been frozen for both yeazs. This means the unused benefit dollar amount returned to employees at the end of the year will decrease which helps accomplish the City's goal of paying benefit dollars for benefits. The Family premium increase for 2000 is similar to other bargaining units who have already signed agreements. The 2001 premium is set up to control what is potentially a substantial increase in premiums from our health care provider. The City is reforming a Labor-Management Committee to explore possibie ways to control these increases. By paying only 50% of the increase over $40 per month, the Federation has an incentive to work with the City in controlling costs. Uniform Allowance Several tides of employees who work in the Emergency Communications Center were added to the Federation bargaining unit which did not have provisions for a uniform allowance for non- swom positions. These employees will receive an allowance of $250 per yeaz. Full-Time Field Trainer The number of Full-Time Field Training Officers that the Department may appoint was increased from AO to 60. A provision for the Department to appoint up to 15 Sergeants as Full-Time Field Training Supervisors was also added. Both of these titles receive a$1.50 increase per hour above their base rate when so designated. �Q-t3y Uniformed Police Officer Police Officers who are assigned to Canine, Mounted or Traffic and Accident were added to the Uniformed Officer premium which is 1.5% per hour above base rate. An established premium for TrafFic Officers, Sergeants and Lieutenants of $4.60 biweekly was eliminated. License and Mandated Training Allowance Fire Dispatchers who recently moved into the Federation barganung unit were included in this premium (4%) because they aze required to maintain EMT certificates as part of their employment. They received a similar premium when they were in Loca121. Master Patrol Officer Allowance Effective 2001, the Department may designate up to 20 Police Officers who have at least 10 yeazs seniority and other Department defined criteria to act as "lead" workers in the districts. These officers will receive a 1.5% premium above their base rate. Language Interpretation Skills Allowance Effective 2001, Employees who are certified interpreters in languages determined by the Employer, shall receive a 2% premium above their base rate. Funeral Leave Employees may be allowed to use one day of sick leave to attend the funeral of a grandparent or grandchild. This is similar to language in several other collective bargaining agreements. BiddinE Employees in the Emergency Communications Center will be allowed to bid on their shift, similar to Police Officers. Work Breaks Employees in the Emergency Communications Center will granted rest breaks during each half shift. Liabili for injuries when emploved off-duty This article was eliminated since such situations are governed by Workers Compensation Law. Other changes are of a housekeeping nature. 0 @ N d V a � N N � N % W 0 a c W � D U T 0 n w a a' £ 4L a.� d N V N O � 0 o , . . , , < , . < , . , ; Z Z o NN Yl N N N N p q p � p Q RI e < �o m m m m � m m m m � m ° r n i a o � m a `o � m a N o y m R o c e uJ y o ° ° m s m � m- °� � y ° 33 in o ma � o � w w o- o`H w_ � r >. T O O � @ p O G j Ul Q O(�J � V O� ,O m O m O 6 N� � L N ei .a ei a w U a� m w m .a m en m » c�i �n o, .a E 2 m � h m m m 3 3 3 c 3.: 3� 3� 3 3 3 d 3�� 3 E 3 U A E � m= y m m m m o m m m m m h m� m m o m a a o d � Z Z Z V Z K Z � Z= Z � Z❑ Z U 2 U 2 O 1- LL e 1- lA a a a .:. «. �. �. z «. Z � «. d. «. ,-. 6 m 40 In tn h N � h N b � N � U y C y J O C �� N N f 'j O � V R d O O C F m .[) ^ O 'O N G N V .`Y_ R � w�.. N L N t0 m m ao o v o m .c ' 'x � ao n uo � } � f� a vJ a � W 0� �� t/1 a�i W � � a o E Y._ N N L N C N j N j N � m`m d'C N� N O N N (6 R O W O N� R N �p @� �p J R O N U N tp CI IL U R1 U 6] _ fll � tll = G] G m U QI U 6t O m Rl [O m !� O N � fp T W O (p N o W � r � Q � i Q . � N o O W N m � W ` Z Z o m m .- < � w wi w ei w vi a3 �» �n w w m m m t0 W O � N Oa R N (p 1� 0 M l7 C� CJ Cl V < Q O Q y C < V Q u � ° ° E °' � °� � c � V v .°- c m a d � � � b � � @ � c d i� � E > O �> N� O �� d N W L X W O .0 R O D U >> f/I Q d � c L 0 J f7 W � N O N �� « O a� O j jA C� O� O� O� O C O R O �O � p �p � d N A r» Fn e� '° w U » m w m w�O w� e� � »°� vi � � m m �� d« 3 3 3'c 3� 3 3 3 3 3� 3 d 3�� 3 E 3 U m� � '9 s T ❑ ZZ ZU Zd' Z= Z � Z= Z� ZU 2U Z O I-LL e F-fn �w � n r n ei e ' m • • • Q OJ O Q Q Q Q � ` � Vl z Z Z N e! N W W W K W W Q ft C1 M (V N t�0 t7 t7 [O t��] M t��J m V � °� J a c E o A `� ° � � ° •°- H i N m C p ;o m � . L O '6 N C W p] � N m N } R O �S v V N U W U L� X m N C L O. y N � rn .� m a �_ �� tn d w � � a o s >.__ N N C N G N� N� N� N d N � %� N O N N R N O N O N C N N N N @'� N� N p N U N N m �l U G] U [� _ m � fp � 61 � G] U C1 U QI O m lL N � N O C! T N O� �O N Y! W t0 O Of • � • � Yl ro � N O t'i f0 Q Q N e A � m e � �O Z Z � � � N Ol � � M n W � ei s� ww w w w w w 'n w w w n� m N � � � � � � � � N N N N N N N U p � Qa 0 i � � c � V d ° � L n � 0 ' � � � d O VJ y N U >i 2 f/1 Gp � p � 0 J t� W � A O°' ` � � Y o a.o °� in o o� o� „`o_ � o � o m o� `o v m m rn � v W en » `a �� a CJ xs m wi m » m .» d » � w n w E Z m � ii � m� 3 3 3`c 3 3 a 3� 3� 3 d 3� 3 E 3 U � E � iy r. y 0 Z Z Z U Z R' Z� Z= Z� Z 0 Z U Z U Z O 'r� IL o F UJ I�O W 10 � ' V N A e aq , ' � � a h N a d Q � H 2 y 2 m � N . w w w w w w Q Q O N 4n N _� 10 I� m W � � � N m - E o m � N � o � m o o m F > m � o � o n 19 z , = m ��N L c > (n � ln � �� 0� J� (7 N W V � Q O E Y C � �/�i m C N C M� N� �.� d � N�` M E N O N N R N @ O R O R 1p N @ N @� �p � N O N U N N ❑ GI O] U m U (O = f!! � 61 � fD 0 6] U 6] U 6] O R1 QI c H 00 -I�y, N C� n n m E a `m m � O C E c m � e m V E m � N n 3 � N E N E � E J N 7 � C C N e N� N > O � = m > m ,. _ � � �� _ � ' � � � � � : �- � . " � - " QO -l3 � � 200D - 200� COLLEGTI�E BARGAININ� .AGREElVIENT _ , � BETWE�I�I �� :; . . ; . �; ' `Ti�E CiTY OF' SAINT PAUL , �_ AI�U � _ THE SAINT,PAI7L POLICE.F�DERATION � ,- ` , �� n.i� �»►:� po- l3� ARTICLE TITLE PAGE • 1 Purpose ......................................................................1 2 Definitions ..........................................................�---.....1 3 Recognition ..................................................................1 4 Security .....................................................................2 5 Employer Authority ............................................................3 6 Employee and Federarion Rights - Cmevance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................6 8 Hoursof Work and Overtime .....................................................7 9 Court Time ...................................................................7 10 Ca1lBack ....................................................................7 11 Stand-By Tnne ................................................................8 12 Uniform Allowance ............................................................8 13 Military Leave ofAbsence .......................................................9 14 LegalService .................................................................9 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 17 Safety ......................................................................14 1$ Premium Pay/Special A1lowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 •19 Shift Differential .............................................................16 20 Vacation ....................................................................16 21 Holidays ....................................................................17 22 Severance Pay ...............................................................18 23 Wage Schedule ...............................................................20 24 Sick Leave ..................................................................22 25 Incapacitation ................................................................23 26 Maternity Leave ..............................................................23 27 FuneralLeave ................................................................23 28 Discipline ...................................................................24 29 Seniority ....................................................................24 30 Bidding .....................................................................25 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Appendix A - Uniform Aliowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al • i COLLECTIVE BARGAINING AGREEMENT 86��3`� f :j 9111►`.'I �1�`7► • THE CITY OF SAINT PAUL 0 THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter refened to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general pubiic. • • ii ARTICLE 1- PURPOSE d 6'�3`� � 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is . to: 1.1 (1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.1 (2) Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.1 (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1 (4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 23 FEDERATION MEMBER: A member of the Saint Paul Police Federation. ,2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. 2.5 AGREEMENT: The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive repzesentative for the purpose of meeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonai employees and ail other employees exclusively represented by other organizations. . ��'� 3 ART CLE 3 - RECOGNITION (Continued) 3.2 Job classes that are within the bargaining unit and covered by this AGREEMENT are as follows: Commander Lieutenant Communications Technician Potice Officer Communications Services and Maintenance Supervisor Sergeant Lead Communications Technician Emergency Communications Center Manager Emergency Communications Center Shift Supervisor Emergency Communications Center Fire Dispatcher I Emergency Communications Center Fire Dispatcher II Emergency Communicafions Center Police Dispatcher Emergency Communicarions Center Telecommunicator 33 • In the event the EMPLOYER and the FEDERATION are unable to agree as to the inclusion or exclusion of a new or modified j ob position the issue shall be submitted to the Bureau of Mediation Services for determination. ARTICLE 4 - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERAT'ION dues. Such monies shall be remitted as directed by the FEDERATION. • 4.2 43 The FEDERATION may designate employees from the bargaining unit to act as stewazds and shali inform the EMPLOYER in writing of such choice. The EMPLOYER shall make space available on the employee bulletin boazd for posting official FEDERATTON notices and announcements. If upon review, the deparhment head or authorized representative in chazge of the facility or work azea where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s}, it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER hazmless against any and all claims, suits, orders, or judgments brought or issued agaiast the City as a result of any acrion taken or not taken by the City under the provisions of this Article. 4S The Federation agrees that an adminisuative service fee of twenty-five cents ($0.25) per member biweekly shail be deducted by the City of Saint Paul from the amount withheld for dues or fair shaze prior to remittance o€ dues or fair share to the Federation. • 2 ARTICLE 5 - EMPLOYER AUTHORITY 06 / 3'{ ' S.1 The FEDERATTON recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The • prerogatives and authority that the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT aze retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but aze not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters govemed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. Disciplinary actions may be appealed to the Civil Service Commission or to an azbitrator. • 6.2 FEDERATION REPRESENTATIVES The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representarives of the bazgaining unit having the duties and responsibilities estabiished by this Article. The FEDERATION shali notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTAT'IVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is 1'united by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. � ��--t � y ARTICLE 6 - GRIEVANCE PROCEDURE (Continued) 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Sten 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 sfiall be piaced in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendaz days after the EMPLOYER designated representative's final aaswer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Steo 2 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representafive. The EMPLOYER designated representative shail give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendaz days following the EMPLOYER designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be• considered waived. Sten 3 If appealed, the written grievance shall be presented by the FEDERAT'ION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not tesolved ia Step 3 may be appealed by the FEDERAT'ION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representarive's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. • � ARTICLE 6 - GRIEVANCE PROCEDURE (continued) ao>�3�{ Optional Mediation Step 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10} calendar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Servic�s for the assignment of a mediator. Grievance mediation shall be completed within 30 days of the assignment. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractual time 1'unit for moving the grievance to azbitration shall be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shali be made of the proceeding. Both sides sha11 be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in this case. . 5. The grievant shali be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequentiy moved to azbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during azbitration. Sten 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to azbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Empioyment Relations Boazd. • �o-« y ARTICLE 6 - GRIEVANCE PROCEDURE (continued) 6.5 ARBITRATOR'S AUTHORITY A. The azbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specif c issne(s) submitted itx writing by tlte EMPLOYER and the FEDERATION, and shatl have no authority to make a decision on any other issue not so submitted. �� B. The azbitrator shall be without power to make decisions contrazy to or inconsistent with or modifying or varying in any way the application of laws, rules or regulafions having the force and effect of law. The arbitrator's decision shall be submitted in wtiting within thirty (30) days follawing the close of the hearing or the submission of briefs by the parties, wluchever is later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the EMPLOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a rewrd to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shazed equally. 6.6 WAIVER If a grievance is not presented within the tirue timits set forth above, it shall be considered "waived." I� a grievance is not appealed to the next step within the specified time limit, or any agreed ea�tension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERAT'ION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the neaK step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. 6.7 RECORDS AI1 documents, communications and records deaiing with a grievance shalt be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of ttus AGREEMENT shail be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either pariy. • 0 ARTICLE 8- HOURS OF WORK AND OVERTIME 00 �3y ' 8.1 The normai work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. For employees i assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. 8.2 The normal work period shatl be eighty (80) hows in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred siatty (160) hours in twenty-eight (28) days. 83 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. 8.4 All employees shali 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 othenvise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a m�imum of one hundred (100) hours of compensatory time. ARTICLE 9 - COURT TIME • 9.1 EMPLOYEES required to appeaz in court during scheduled off-duty tnne will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an eazly report to a scheduled shift. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and ane-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a m;n;mum of four (4) hours at the EMPLOYEE'S normal houriy rate. 10.2 The minimum of four (4) hours shail not apply when such call to work is an e�ension of or an early report to a scheduled shift. �J 7 i �d-1 3� ARTICLE 11- STAND-BY TIME 11.1 An EMPLOYEE required to stand-by for court appearance during scheduled off-duty time will be i compensated for a mTn;r„um of two (2) hours based on the EMPLOYEE'S normal hourty rate for sucfi day he/she is required to stand-by, but such compensation shatl not apply where the EMPLOYEE is calied to court for an appeazance on the case subject to the stand-by request or for any other case. 11.1 (1) If an employee is on standby for a court appearance and is called into court, he or she will receive not less than two (2) hours pay based on kus/her normal hourly rate. I 1.2 The two hour minimum compensation for stand-by shall not appIy if notification is given that the stand-by is canceled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact the City or County trial lawyer or his/her secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by staius as required and maintain an appropriate record of such notification. ARTICLE 12 - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollazs as a clothing allowance on a voucher system will be increased on January 2, 1974 and each year thereafter on the basis of a yearly study of the increased • cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. 12.2 Article 12.1 shall appiy only to the following job classes: Commander Lieutenant Sergeant Police Officer 123 All other job classes under this AGREEMENT shall be en6tied to two hundred fifty ($250) dollazs each year as a clothing allowance on a voucher system. � oe-!3�{ .ARTICLE 13 - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any empioyee who shatl be a member of the National Guard, the Navai Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMI'LOYEE is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (IS) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is estabiished. Such leave shall not be allowed unless the EMPLOYEE (1) retums to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, ar(2) is prevented from so retuming by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHOUT PAY • Any EMPLOYEE who engages in active service in time of waz or other emergency declazed by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise aliowed by law, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. 133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal acrion where the empioyee is the Plaintiff. n LJ 0 �d -! 3 �/ ARTICLE 15 - WORKING OUT OF CLASSIFICATION � IS.I EMPLOYER shatl avoid, whenever possible, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMFLOYEE working an out-of-class assignment for a period in ea�cess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assigttment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, ali of the significant duties and responsibilities of a position different from the employee's regulaz posidon, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointinent to the higher classification. ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Empioyer shall be solely controiled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. � 16.2 Effective for the January 2000 insurance coverage, the EMPLOYER will contribute $276.65 per month to eligible EMI'LOYEES who select single health insutance coverage. The EMPLOYER will contribute $398.76 plus an amount up to the single premium increase for 2000 ($1837) to eligible EMPLOYEES who select family health insurance coverage. 163 Effective for the January 2001 insurance coverage, the EMPLOYER will contribute $276.65 per month to eligible EMPLOYEES who select single health �nc��*ance coverage. The EMPLOYER will contribute $417.13 plus an amount equal to the 2001 single health insurance premium increase up to forty ($40) dollars. If the 2001 single health insurance premium increase is over forty ($40) dollars, the EMPLOYER will contribute 50% of the amount over forty ($40) dollazs. 16.4 Under the "Cafeteria Plan," full-time, eligible employees must select at least single health insurance coverage and $10,000 of life insurance coverage. It is understood that these mandatory coverages may not be waived. • 10 �0-1 �� ARTICLE 16 - INSURANCE (continued) • However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is par[icipating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single health insurance coverage shall be eligible for payment as unused benefit dollazs. Effective January 1, 1999, the amount eligible for payment as unused benefit dollars shall be the actual cost of the single health insurance premium, less the cost of the mandatory life insurance premium. Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, not salary, and shall be paid to the employee as tasable income. Such payment shall be made during the month of December for the insurance yeaz. For employees who terminate their employment with the Ciry of Saint Paul, such payment shall be made within ninety (90) days following termination. 16.5 Under the "Cafeteria Pian," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee chazged for employees participating in the Dependent Caze Account will be paid by the Employer. The service fee for employees participating in the Medical Expense Account wiil be paid by the employee. •Survivor Insurance 16.6 In the event of the death of an active employee, the dependents of the employee sha11 have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such plan improvements as may be made &om time to time, which said dependents previously had, at the premium and Employer contribution applicabie to eligible eazly retirees. The date of death shail be considered to be the date of retirement. In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have the option, within thirry (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligible dependent who is not enrolled in the City's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. C� 11 bd-! 3 S� ARTICLE 16 - INSURANCE (continued) It is fiurther understood that coverage shall cease in the event of: 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. � 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heatth insurance for the first ninety (90) days of said employment Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 through 16.9 below towazd a health insutance plan offered by the Employer: 16.'7 (1) 16.7 (2) 16.7 (3) 16.7 (4) Early Rerirees Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and Have severed lus/her relationship with the City of Saint Paul under one of the retiree plans, and Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul, and Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. 16.8 This Article shall apply to employees who: 16.8 (1) Retire on or after January 1, 1996, and 16.8 (2) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Article 16.8 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sia�ty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $350.00 per month towazd the premium for single or fatnily heaith insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Article 16.10 shall apply. • 12 ob-�3 y. •ARTICLE 16 - INSURANCE (continued) 16.9 This Article shall apply to employees who: 16.9 (1) Retire on or after January 1, 1996, and 169 (2) Were appointed on or after January 1, 1996, and 16.9 {3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.8 above, and 16.9 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sia�ty-five years (65) of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family heaith insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 16.11 shall apply. Regular Retirees (Age 65 and over) 16.10 This Article shall appiy to employees who: • 16.10 (1) 16.10 (2) 16.10 (3) 16.10 (4) 16.10 (5) Retire on or after January 1, 1996, and Were appointed prior to January l, 1996, and Have attained age 65 at retirement, and Meet the terms set forth in Article 16.8 above, and Select a health insurance plan offered by the Employer. The Empioyer agrees to contribute a ma�cimum of $550.00 per month towazd the premium for single or family health inswance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to eazly reurees who retired under the provisions of Article 16.8 when such early retiree attains age 65. 16.11 This Article shall apply to employees who: 16.11 (1) Retire on or after January 1, 1996, and 16.11 (2) Were appointed on or after January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.8 above, and 16.11 (5) Select a health insurance plan offered by the Employer. • The Empioyer agrees to contribute a masimum of $300.00 per month towazd the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. 13 eo�-i3� ARTICLE 16 - INSIJRANCE (continued) This Article shall also apply to eazly retirees who retired under the provisions of Article 16.9 when such eazly retiree attains age 65. 16.12 The conYributions indicated in Article 16 shail be gaid to the Employer's third party administrator or designated representative. ARTICLE 17 - SAFETY � 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standards, the matter shalI be immediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS • Tn addition to other compensation payable, any full-rime employee designated as a member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00) Doilazs biweekly. Oniy employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. I8.2 CANINE HANDLER In addition to other compensation payable, Canine handlers who are required to keep the dogs in their homes, transport them in their private cars, etc., shall be granted an ailowance not to exceed One Hundred Thirry-Five and 00/100 ($135.00) Dollazs hiweekly. Such allowance shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such atlowance shali be payable only during the time the employee is performing duties as outlined above. 183 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer wrho is assigned to the duties of a Field Training Officer shall be paid a differential of $1.50 per hour above lus/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. • 14 oo-�� ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) � B. Effective, January 1, 2000 the Employer may assign up to sia�ty (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (15) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMF'LOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for ail houts duting the period s/he is so designated. Only Police Officers and Sergeanu who have satisfactorily completed ali required trauring delineated by the DEPARTMENT HEAD shall be eligible for such assigntnent and pay differential. Full-Time Field Training Officers and Supervisors will be designated and defined by the DEPARTMENT HEAD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDNANCE DISPOSAL iJNIT Any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGENT Any Police Officer assigned as a Narcotics Agent to the Narcotics Unit shali be paid a differential of $1.00 per hour above his/her base rate. • 18.6 POLICE OFFICER Employees working in the title, Police Officer, shail receive a premium of $2.90 biweekly. 18.7 UNIFORMED POLICE OFFICER Effective January i, 2000 employees working in the title, Police Officer, and assigned to one of the Districts, FORCE, Canine, Mounted or Tr�c & Accident shall receive one and a half percent (1 %s %) per hour above the base rate. 18.8 LICENSE AND MANDATED TRAINING ALLOWANCE Employees covered by this agreement who have a least three (3) years of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Effective January 1, 2000 Fire Dispatcher shall be included in the above allowance because they aze required to have an EMT certificate. �� 15 00 � �� ARTICLE 18 - PREMIITM PAY/SPECIAL ALLOWANCES (Continuedj 18.9 MASTER PATROL OFFICER ALLOWANCE • Effective January 1, 2001 the DEPARTMENT HEAD may designate np to 20 DistricY-assigned MASTER PATROL OFFICER positions with 10 years m;n;mum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a half percent (1 '/z) above their base rate who will be billeted throughout the Districts according to seniority pursuant to Article 30. 18.10 SENIOR COMMANbER ALLOWANCE See Memorandum of Agreement signed 12/29/99 18.11 LANGUAGE INTERPRETATION SKILLS ALLOWANCE Effective January 1, 2001, EMPLOYEES who aze certified as an interpreter in language skilis other than English as delineated by the DEPARTMENT, shall receive 2% above their base rate. ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shifr beginning eaztier than 6:OQ am. or ending later • than 6;00 p.m., and providing that four or more hours of the shift aze between 6:00 p.m. and 6:00 am. shail be paid a differential of $0.93 per hour for all hours of the slrift actually worked by the employee. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the emgloyee's base rate. 19.2 Any employee who works on a regulazly assigned shift beginning earlier than 6:00 am. or ending later than 6:00 p.m., but less than fow hours of the shift worked aze between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of $0.93 per hour for only the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. ARTICLE 20 - VACATION 20.1 In each calendaz yeaz, each full-time employee shall be granted vacation according to the following schedule: Yeazs of Service 0 tEu�u 5 years after 5 yeazs after 10 years after 15 years after 20 yeazs Vacation Granted I3 days 18 days 21 days 23 days 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. C� 16 00 ��`� ARTICLE 20 - VACATION (Continued) �20.2 The head of the Department may permit an employee to carry over into the following yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Deparoment Head may compensate the employee in cash at the end of each fiscal year for any or all hours for which the employee requests payment. Payment shall be at the rate of pay in effect at the rime payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a m�imum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Secrion I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeazs' Day Martin Luther King Day • Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christrnas Day Two floating holidays Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) Whenever any of the holidays listed above shall fall on Satutday, the preceding Friday sha11 be observed as the holiday. 21.1 (2) Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 21.1 (3) For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract yeaz, subject to the approval of the department head of any employee. � 17 �o t�y ARTICLE 21 - HOLIDAYS (continued) 213 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appeaz on the payroll on any six working days of the nine working days preceding the hofiday; or an EMPLOYEE'S narue musi appear on the payroll the last working day before ihe holiday and on tUree other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. � 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shall be paid on a straight time basis for such hours worked, in addition to lus/her regulaz holiday pay. B. Effective January 1, 2999, employees working ia Yhe title Police Officer sha21 be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' 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/her regulaz holiday pay. C. ff an empioyee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Chrisimas Day, he/she 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/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.2 (1) The employee must be voluntarily sepazated from City employment or have been subject to sepazation, lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources D'uector, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reempioyment (of any type), with the City or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forty (640} hours of • sick leave credits at the time of his/her separation from service. 18 Db-!3� ARTICLE 22 - SEVERANCE PAY (continued) • 223 If an employee requests severance pay and if ihe employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service with the City. YEARS OF SERVICE MAXIMUM WITH TT� CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her sepazation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). • An employee with twenty (20) or more yeazs of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be ailowed the maximum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in February of each yeaz. The first payment shal] be made during the month of February in the yeaz following the year in which the employee separates his/her employment. 22.4 For the purpose of this severance program, a death of an employee shall be considered as sepazation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the empioyee's estate or spouse. 22.5 Severance Pay which totals ten thousand doliazs ($10,000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and govemed 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. CJ 19 do-`ay . ARTICLE 23 - WAGE SCHEDULE 23.1 Salary ranges applicable to titles covered by this AGREEMENT shali be as shown below: Effective January 1, 2000: Effective January 1, 2001 A B C � $66.50 biweekly increase to base rate $67.00 biweekly increase to base rate (EMPLOYEES in the tide of Commander aze excluded) D E F 101R 151R V12000 $1,456.'f4 51,525.13 $'1,597.56 $1�655.35 $1,739.90 St,8Q7.32 $1,89722 51�94221 V1/2001 $1,523.14 $1,59213 $1,664.56 $1,725.95 $1,806.90 $1,874.32 $1,96422 $200921 , �P � - - '::Ih � - - - ._u�..� v�rmoo s�.��o.�s s�,�.ao s�,a�a.za s�,ss�.s� $zoas.sa sz�2s.n �.�5 sz�as.as uvzom s�,Tn.� $�,ssaao s�,sasza �zo�zs� sz»asa sz�s�.�z sz�o.is sza�.� � 1/12000 $1�961.73 $2,055.99 52154.99 $'L,238.87 $2,349.50 $2,441.66 $2564.47 $2,Q5.94 1/tI2001 $2,028.73 $2'12299 $2,711.99 $�.305.5! $2,41&50 $2,506.66 52631.47 $z69294 C .. � � �. "'T:T.'-!7 1/7/L000 $2,126.45 $2718.95 $2,336.fi2 $�'�,427.86 $2,548.11 $2,648.3� $2781.86 $2,848.TL --'1•�> _. � � .- - � 1/1/Z000 $1,379.79 $1,435.86 $1,499.48 $1,SSi.75 $1,61264 $1,677.17 $1,71924 $1,761.32 1/1l1061 $1,44&79 $1,50286 $1,5f6.48 $1,fi20.75 $1,679.64 $1,744.17 $1,78624 $1,ffi8.32 : .nu r•- •�_ _'��..., 1f11'1000 $1,513.79 51,575.62 $1,69a78 $1,705.58 $1,77Q51 $7,841.fi4 $1,SB7.99 $1,934.43 1/12001 $1,580.79 54,64262 $1.71278 $1,77258 $1,837.51 $1,906.64 $1�954.99 52001.43 1(12000 $1�736.16 $1,805.02 $1,876.99 57,95L01 52,045.39 $2'129.62 SZ�.11 $2,28421 1/12001 $1,8ai.16 $1.87202 $'1,943.99 $2,019.01 $2,1'12� $2,196.62 $2296.11 $2,35121 � � • � ARTICLE 23 - WAGE SCHEDULE (continued) � A B C D E F 10YR 151R , Qp /3� Emerc�ery Cortrrunicatiors Center AI{anager 1!1/Il70D $1,208.85 $2,315.45 $2,427.42 $2,52231 $2,647.37 $2,751.59 $2,890.47 �2,960.01 1l12001 $'t,275.85 $2,38245 $2,494.42 �2,589.31 $2,714.37 $2,818.59 $2,957.47 $3,027.01 Eme�gerwy Corrrrunieatioas CerKer F�e D�cher I 1!1ld700 $1,456.14 $1,525.13 $1,597.56 $1,658.95 $1,739.90 $1,807.32 $1,897.22 $1,94221 111/ZOD1 $1,523.14 $1,59213 $1,664.56 $1,725.95 $1,806.90 $1,874.32 $1,964.22 $2,00921 Etttergerxy Corrrrunications Center Fi2 Dispatdier 11 t/1@000 $1,497.53 $1,568.59 $1,64321 $1,706.43 $1,789.78 $1,859.25 $1,951.84 $1,998.24 1/12001 $1,564.53 $1,635.59 $1,710.21 $1,773.43 $1,856.78 $1,926.25 $2,018.84 $2,065.24 Emerger�y Comrunications Center Police Dispatcher 20 YR 251R 1/1/2000 $1,416.11 $1,477.78 $1,543.01 $1,614.01 $1,686.15 $1,762.95 $1,810.69 $1,888.86 $ 1,900.27 $1,911.68 t/12001 $1,483.11 $1,544.78 $1,610.01 $1,681.01 $1,753.15 $1,8�9.95 $1,877.69 $1,955.86 $ 1,96727 $1,978.66 • Emergerwy Cormnications Cerrter Telecortrnunicator 20 YR 25 YR 1/1/2000 $1,308.98 $1,368.36 $1,426.58 $1,490.61 $1,556.96 $1,626.80 $1,672.18 $1,742.34 $ 1,753.77 $1,765.16 1n20D1 $1,375.98 $1,435.36 $1,493.58 $1,557.61 $1,fi23.96 $1,693.80 $1,739.18 $1,809.34 $ 1,820.77 $1,832.16 C� 21 oo-�� ARTICLE 24 - SICK LEAVE 24.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he • shall not be employed or engage in any occupation for compensation outside of his/her regulaz City employment. Violation of the provisions of this pazagraph by any EMI'LOYEE shall be grounds for suspension or discharge. 24.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forry (40) hours per incident An employee may use sick leave for absences due to an illness of the employee's chiid for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 243 The head of the department or the Human Resources Director may require a physician's certificate or addifional certificate at any time during an employee's use of sick leave for the purposes stated in 25.2 above. All such certificates shall be forwazded by the appointing officer to the Office of Human Resources. If an employee is absent because of the provisions of Article 25.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the nature of the • child, pazent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the fiead of the deparhnent and forwarded to the Office of Human Resources. 24.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later thau one-half hour after his/her regulazly scheduied time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of tlus articie only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. • 22 ARTICLE 25 - INCAPACITATION �; DA-! 3� 25.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing • job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shail first be utilized and only when same is exhausted shali accumulated sick leave be applicable. 25.2 EMPLOYEES disabled through injury or sicl�ess other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave pius six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be availabie only in those yeazs where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Depamnent Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 25.2 (1) The 8 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be exciuded. 253 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they aze physically capable of resuming their job. • 25.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shail continue. ARTICLE 26 - MATERNITY LEAVE 26.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may appiy for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ARTICLE 27 - FUNERAL LEAVE 27.1 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funerai of the Employee's grandpazent or grandchild. • 23 -oo-� � y ARTICLE 28 - DISCIPLINE 28.1 The Empioyer may discipline employees in any of the forms listed below: • Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipiine. ARTICLE 29 - SENIORITY 29.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class tiUe covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class title on the same date, the senioriry shall be detemuned by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is dischazged. 29.2 In the event it is detemuned by the EMPLOYER that it is necessary to reduce the workforce, employees• will be laid off by class riUe within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of employees in these higher titles is to be reduced, employees who have held lower titles which ate in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class tifle within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recail rights shall expire after two yeazs of layoff. Hawever the recall rights for ranking officers (i.e.; Sergeants and above) shall expire after three yeazs of layoff. • 24 ARTICLE 30 - BIDDING Db-!3y • 30.1 Once a yeaz the Department shall hold a bid for Patrol Officers working District assigntnents. Officers assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and afternoons • and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to theu preferred District area. However, when a District assignment conflicts with a work shifr bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignments to District personnel levels and such special assignments aze not govemed by the seniority bid system described above. The Deparhnent also reserves the right to make adjustments to the District personnel assignments. Such reassignment shall, whenever possible, honor the original seniority shift bids. 303 Those Patrol Officers assigned to other Units shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the O�cer's yeazly bid card. 30.4 The Employer agrees to form a committee made up of Federation-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointment of special assignment jobs. 30.5 Ali empioyer/employee committees meeting times shall be considered part of an employee's regulaz work schedule. Any work performed by an employee for the committee may be done during their normal work hours if it does not create a burden on the unit to which they aze assigned. • 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS Once per yeaz the EMPLOYER shall issue seniority bid cazds to Emergency communications Center Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shift (Tour I, II, III) which shali be assigned based on classification seniority. • 25 po-r3�{ `J ARTICLE 31- WORK BREAKS 31.1 EMPLOYEES in the tides of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be allowed adequate time from work within each four consecutive hours of work to use the nearest convenient restroom and/or as relief from work. 31.2 If said EMPLOYEE is required to work a full one-half shift beyond his/her regulaz end of tour, s/he shall be entifled to the rest period that occurs during said one-half shift. ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement sha11 be effective as of January 1, 2000 and shall continue in full force and effect through the 1 st day of January, 2001 and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. � • CITY OF SAINT PAUL � Te altiner Labor Relations Manager DATED: /�21 /Z'a SAINT PAUL POLICE FEDERATION Brad Jac en Saint Pa Police Federation President 28 06�3� APPENDIX A Unit Price • Overcoats .......................................................................... $125.00 Jackets, winter .......................................................................$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 7ackets,sutumer .....................................................................$ 27.95 Pazkas .........................................................................•---.$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..........................................................................$ 32.00 Cap Covers ......................................................................... $ 2.50 Vests.............................................................................. $ 8.50 Alternate Vest ................................................•--................. $ 5.95 T rousers, winter .....................................................................$ 34.95 T rousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,smnmer ....................................................................$ 25.50 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shi rts, winter (Raiilcing Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shi rts,summer(Colored) .............................................................. $ 6.95 Shi rts, sunmier (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ '7.95 •Ties ................................................................................ $ 1.25 Shoes ..............................................................................$19.00 Alternate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..........................................................................$12.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers ............................................................................ $ 3.95 Socks(Black or Navy Blue) ............................................................ $ 1.50 Socks (Biack with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 Rubber Leggings ..................................................................... $ 4.95 B2ack Gloves ........................................................................ $ '7.50 Uniform Caps, winter .................................................................. $ 8.75 Uniform Caps,smnmer ................................................................ $ 8.75 -A1 - • � DD /3�f APPENDIX A (continued) • Unit Price �am Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . • - • - • $ 16.25 Garrison ..........•• ...........................•-•----.........-�-----.......... $ 2.50 Cartridge ..................................................................... $ 3.50 Flashlight Holder ..................................................................... $ 1.50 Federal Sh�eamer Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...........................................................................$ 13.95 Handcuff ....................................................................... $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safety Helmet: Visor............................................................................ $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$14.20 Duty Guard ....................................................................... $ 2.95 • Y-D Harness ...................................................................... $ 2.95 Holsters: Federal ...................................................................... $ 5.95 SafatilandilA ....................................................................$ 18.95 Safariland 29 ......................................................................$12.95 Don Hume 216 .................................................................... $15.50 The following items are included in the clothing allowance for empioyees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster -AZ- • Council File # 00 — �3� RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented by Referred To Green Sheet # 08914 15 Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and rarifies the attached 2 January 1, 2000 through December 31, 2001 Coilective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. Requested hy Department of. Office of Labor Relations Adop6on Certified by Council Secretary � App� � BY: �_ Form A roved by C�iy ttorney /� BY� `� �! �L��'00 Approv y yor for Sub iss'� Council By: Adopted by Council: Date �,Q�. �3 a��_ r� c> �� DEPARTMENT/OFFICE/COUNCIL: DATE IIVTI7ATED GREEN SHEET No.: 08914 �� -�3`� LA80R RELATIONS February 3, 2000 CONTACI' YERSON & PHONE: q m�177Almwre mmNmp7E TERRY HALTINER 266-8897 ASSIGN 1 DEPARTMENT DIlL_ �TN 4 CITYCOUNCIL 7VUlyIgER 2 CITY ATTORNEY � CITY CLERK MOSI BE ON COUNCII. AGENDA BY (DATE) FOR B17DGE7' DIIt FIN. & MGT. SERVICE DIIL ROUTING 3 MAYOR (OR ASS7'.) ORDER TOTAL # OF SIGNAITJRE PAGES 7 (CLIP ALL LOCATIONS FOR SIGNATURE) acriox xeQUFS�rEn: This resolution approves the attached January 1, 2000 - December 31, 2001 Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOMMENDA7TONS: Approve (A) or Rejec[ (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS: _PLANNING COMMISSION _CIV[L SERVICE COMIvIlSSION 1. Has this person/fum ever worked wder a contract for this department? _CIB COMIvIITTEE Yes No STAFF 2. Has this persodfirtn ever been a city emptoyee? DISIRICT COURT Yes No SUPPORTS WHICH COIINCIL OBJECIIVE? 3. Does this person/fimt possess a skill not novnally possessed by any wrsent city employee? Yes No Eaplaio sIl ya answers on separate sheet and attac6 to green s6eet INITIA77NG PROBLEM, ISSUE, OPPORTUNI7'Y (Who, Whay W6eo, Where, Why): TI1C COIIOCY]VC B21'gatIIlRg AgI'0BIY38ri1 W1Y11 YF10 Saint Paul Police Federation had expired. The City is required to negotiate with the Bazgaining Unit. nnvnrrrncES u� nrrxoven: An Agreement reached through good faith collective bazgaining will be in place through December 31, 2001. DISADVANTAGcS IF APPROVED: NOrie nisanvnNrncES iF NoT nrrxoven. The City would be required to reopen negotiations with the Bazgaining Unit. This would strain relations with the Bazgaining Unit and possibly lead to a strike. TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BIIDGETED: FUNDING SOURCE: ACTIVITY NUMBER FINANCIAL *ilVFORMATTON: (EXPLAIN) �k 3-':av�n�rzP,,f9 y�°.i�v�' � � s� a� � Z�Q� OQ -�3'�I, ATTACHII�NT TO THE GREEN SHEET SAINT PAUL POLICE FEDERATION Below is a suiu�ary of the changes in the Collective Bargaining Agreement between the City and the Saint Paul Police Federation. The new agreement is for the period of January 1, 2000 through December 31, 2001. Waees: 2000: $66.50 biweekly increase to base rate 2001: $67.00 biweekly increase to base rate (Commanders excluded) Health Insurance: 2000: Single: 2000: Family: 2001 2001 $276.65 per month $417.13 per month Single: $276.65 per month Family: $417.13 plus an amount equal to the single premium increase up to $40. If the 2001 single premium exceeds an increase of $40, the City will pay 50% of the increase over $40. The Single premium has been frozen for both yeazs. This means the unused benefit dollar amount returned to employees at the end of the year will decrease which helps accomplish the City's goal of paying benefit dollars for benefits. The Family premium increase for 2000 is similar to other bargaining units who have already signed agreements. The 2001 premium is set up to control what is potentially a substantial increase in premiums from our health care provider. The City is reforming a Labor-Management Committee to explore possibie ways to control these increases. By paying only 50% of the increase over $40 per month, the Federation has an incentive to work with the City in controlling costs. Uniform Allowance Several tides of employees who work in the Emergency Communications Center were added to the Federation bargaining unit which did not have provisions for a uniform allowance for non- swom positions. These employees will receive an allowance of $250 per yeaz. Full-Time Field Trainer The number of Full-Time Field Training Officers that the Department may appoint was increased from AO to 60. A provision for the Department to appoint up to 15 Sergeants as Full-Time Field Training Supervisors was also added. Both of these titles receive a$1.50 increase per hour above their base rate when so designated. �Q-t3y Uniformed Police Officer Police Officers who are assigned to Canine, Mounted or Traffic and Accident were added to the Uniformed Officer premium which is 1.5% per hour above base rate. An established premium for TrafFic Officers, Sergeants and Lieutenants of $4.60 biweekly was eliminated. License and Mandated Training Allowance Fire Dispatchers who recently moved into the Federation barganung unit were included in this premium (4%) because they aze required to maintain EMT certificates as part of their employment. They received a similar premium when they were in Loca121. Master Patrol Officer Allowance Effective 2001, the Department may designate up to 20 Police Officers who have at least 10 yeazs seniority and other Department defined criteria to act as "lead" workers in the districts. These officers will receive a 1.5% premium above their base rate. Language Interpretation Skills Allowance Effective 2001, Employees who are certified interpreters in languages determined by the Employer, shall receive a 2% premium above their base rate. Funeral Leave Employees may be allowed to use one day of sick leave to attend the funeral of a grandparent or grandchild. This is similar to language in several other collective bargaining agreements. BiddinE Employees in the Emergency Communications Center will be allowed to bid on their shift, similar to Police Officers. Work Breaks Employees in the Emergency Communications Center will granted rest breaks during each half shift. Liabili for injuries when emploved off-duty This article was eliminated since such situations are governed by Workers Compensation Law. Other changes are of a housekeeping nature. 0 @ N d V a � N N � N % W 0 a c W � D U T 0 n w a a' £ 4L a.� d N V N O � 0 o , . . , , < , . < , . , ; Z Z o NN Yl N N N N p q p � p Q RI e < �o m m m m � m m m m � m ° r n i a o � m a `o � m a N o y m R o c e uJ y o ° ° m s m � m- °� � y ° 33 in o ma � o � w w o- o`H w_ � r >. T O O � @ p O G j Ul Q O(�J � V O� ,O m O m O 6 N� � L N ei .a ei a w U a� m w m .a m en m » c�i �n o, .a E 2 m � h m m m 3 3 3 c 3.: 3� 3� 3 3 3 d 3�� 3 E 3 U A E � m= y m m m m o m m m m m h m� m m o m a a o d � Z Z Z V Z K Z � Z= Z � Z❑ Z U 2 U 2 O 1- LL e 1- lA a a a .:. «. �. �. z «. Z � «. d. «. ,-. 6 m 40 In tn h N � h N b � N � U y C y J O C �� N N f 'j O � V R d O O C F m .[) ^ O 'O N G N V .`Y_ R � w�.. N L N t0 m m ao o v o m .c ' 'x � ao n uo � } � f� a vJ a � W 0� �� t/1 a�i W � � a o E Y._ N N L N C N j N j N � m`m d'C N� N O N N (6 R O W O N� R N �p @� �p J R O N U N tp CI IL U R1 U 6] _ fll � tll = G] G m U QI U 6t O m Rl [O m !� O N � fp T W O (p N o W � r � Q � i Q . � N o O W N m � W ` Z Z o m m .- < � w wi w ei w vi a3 �» �n w w m m m t0 W O � N Oa R N (p 1� 0 M l7 C� CJ Cl V < Q O Q y C < V Q u � ° ° E °' � °� � c � V v .°- c m a d � � � b � � @ � c d i� � E > O �> N� O �� d N W L X W O .0 R O D U >> f/I Q d � c L 0 J f7 W � N O N �� « O a� O j jA C� O� O� O� O C O R O �O � p �p � d N A r» Fn e� '° w U » m w m w�O w� e� � »°� vi � � m m �� d« 3 3 3'c 3� 3 3 3 3 3� 3 d 3�� 3 E 3 U m� � '9 s T ❑ ZZ ZU Zd' Z= Z � Z= Z� ZU 2U Z O I-LL e F-fn �w � n r n ei e ' m • • • Q OJ O Q Q Q Q � ` � Vl z Z Z N e! N W W W K W W Q ft C1 M (V N t�0 t7 t7 [O t��] M t��J m V � °� J a c E o A `� ° � � ° •°- H i N m C p ;o m � . L O '6 N C W p] � N m N } R O �S v V N U W U L� X m N C L O. y N � rn .� m a �_ �� tn d w � � a o s >.__ N N C N G N� N� N� N d N � %� N O N N R N O N O N C N N N N @'� N� N p N U N N m �l U G] U [� _ m � fp � 61 � G] U C1 U QI O m lL N � N O C! T N O� �O N Y! W t0 O Of • � • � Yl ro � N O t'i f0 Q Q N e A � m e � �O Z Z � � � N Ol � � M n W � ei s� ww w w w w w 'n w w w n� m N � � � � � � � � N N N N N N N U p � Qa 0 i � � c � V d ° � L n � 0 ' � � � d O VJ y N U >i 2 f/1 Gp � p � 0 J t� W � A O°' ` � � Y o a.o °� in o o� o� „`o_ � o � o m o� `o v m m rn � v W en » `a �� a CJ xs m wi m » m .» d » � w n w E Z m � ii � m� 3 3 3`c 3 3 a 3� 3� 3 d 3� 3 E 3 U � E � iy r. y 0 Z Z Z U Z R' Z� Z= Z� Z 0 Z U Z U Z O 'r� IL o F UJ I�O W 10 � ' V N A e aq , ' � � a h N a d Q � H 2 y 2 m � N . w w w w w w Q Q O N 4n N _� 10 I� m W � � � N m - E o m � N � o � m o o m F > m � o � o n 19 z , = m ��N L c > (n � ln � �� 0� J� (7 N W V � Q O E Y C � �/�i m C N C M� N� �.� d � N�` M E N O N N R N @ O R O R 1p N @ N @� �p � N O N U N N ❑ GI O] U m U (O = f!! � 61 � fD 0 6] U 6] U 6] O R1 QI c H 00 -I�y, N C� n n m E a `m m � O C E c m � e m V E m � N n 3 � N E N E � E J N 7 � C C N e N� N > O � = m > m ,. _ � � �� _ � ' � � � � � : �- � . " � - " QO -l3 � � 200D - 200� COLLEGTI�E BARGAININ� .AGREElVIENT _ , � BETWE�I�I �� :; . . ; . �; ' `Ti�E CiTY OF' SAINT PAUL , �_ AI�U � _ THE SAINT,PAI7L POLICE.F�DERATION � ,- ` , �� n.i� �»►:� po- l3� ARTICLE TITLE PAGE • 1 Purpose ......................................................................1 2 Definitions ..........................................................�---.....1 3 Recognition ..................................................................1 4 Security .....................................................................2 5 Employer Authority ............................................................3 6 Employee and Federarion Rights - Cmevance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................6 8 Hoursof Work and Overtime .....................................................7 9 Court Time ...................................................................7 10 Ca1lBack ....................................................................7 11 Stand-By Tnne ................................................................8 12 Uniform Allowance ............................................................8 13 Military Leave ofAbsence .......................................................9 14 LegalService .................................................................9 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 17 Safety ......................................................................14 1$ Premium Pay/Special A1lowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 •19 Shift Differential .............................................................16 20 Vacation ....................................................................16 21 Holidays ....................................................................17 22 Severance Pay ...............................................................18 23 Wage Schedule ...............................................................20 24 Sick Leave ..................................................................22 25 Incapacitation ................................................................23 26 Maternity Leave ..............................................................23 27 FuneralLeave ................................................................23 28 Discipline ...................................................................24 29 Seniority ....................................................................24 30 Bidding .....................................................................25 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Appendix A - Uniform Aliowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al • i COLLECTIVE BARGAINING AGREEMENT 86��3`� f :j 9111►`.'I �1�`7► • THE CITY OF SAINT PAUL 0 THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter refened to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general pubiic. • • ii ARTICLE 1- PURPOSE d 6'�3`� � 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is . to: 1.1 (1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.1 (2) Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.1 (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1 (4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 23 FEDERATION MEMBER: A member of the Saint Paul Police Federation. ,2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. 2.5 AGREEMENT: The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive repzesentative for the purpose of meeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonai employees and ail other employees exclusively represented by other organizations. . ��'� 3 ART CLE 3 - RECOGNITION (Continued) 3.2 Job classes that are within the bargaining unit and covered by this AGREEMENT are as follows: Commander Lieutenant Communications Technician Potice Officer Communications Services and Maintenance Supervisor Sergeant Lead Communications Technician Emergency Communications Center Manager Emergency Communications Center Shift Supervisor Emergency Communications Center Fire Dispatcher I Emergency Communications Center Fire Dispatcher II Emergency Communicafions Center Police Dispatcher Emergency Communicarions Center Telecommunicator 33 • In the event the EMPLOYER and the FEDERATION are unable to agree as to the inclusion or exclusion of a new or modified j ob position the issue shall be submitted to the Bureau of Mediation Services for determination. ARTICLE 4 - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERAT'ION dues. Such monies shall be remitted as directed by the FEDERATION. • 4.2 43 The FEDERATION may designate employees from the bargaining unit to act as stewazds and shali inform the EMPLOYER in writing of such choice. The EMPLOYER shall make space available on the employee bulletin boazd for posting official FEDERATTON notices and announcements. If upon review, the deparhment head or authorized representative in chazge of the facility or work azea where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s}, it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER hazmless against any and all claims, suits, orders, or judgments brought or issued agaiast the City as a result of any acrion taken or not taken by the City under the provisions of this Article. 4S The Federation agrees that an adminisuative service fee of twenty-five cents ($0.25) per member biweekly shail be deducted by the City of Saint Paul from the amount withheld for dues or fair shaze prior to remittance o€ dues or fair share to the Federation. • 2 ARTICLE 5 - EMPLOYER AUTHORITY 06 / 3'{ ' S.1 The FEDERATTON recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The • prerogatives and authority that the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT aze retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but aze not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters govemed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. Disciplinary actions may be appealed to the Civil Service Commission or to an azbitrator. • 6.2 FEDERATION REPRESENTATIVES The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representarives of the bazgaining unit having the duties and responsibilities estabiished by this Article. The FEDERATION shali notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTAT'IVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is 1'united by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. � ��--t � y ARTICLE 6 - GRIEVANCE PROCEDURE (Continued) 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Sten 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 sfiall be piaced in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendaz days after the EMPLOYER designated representative's final aaswer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Steo 2 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representafive. The EMPLOYER designated representative shail give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendaz days following the EMPLOYER designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be• considered waived. Sten 3 If appealed, the written grievance shall be presented by the FEDERAT'ION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not tesolved ia Step 3 may be appealed by the FEDERAT'ION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representarive's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. • � ARTICLE 6 - GRIEVANCE PROCEDURE (continued) ao>�3�{ Optional Mediation Step 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10} calendar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Servic�s for the assignment of a mediator. Grievance mediation shall be completed within 30 days of the assignment. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractual time 1'unit for moving the grievance to azbitration shall be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shali be made of the proceeding. Both sides sha11 be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in this case. . 5. The grievant shali be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequentiy moved to azbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during azbitration. Sten 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to azbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Empioyment Relations Boazd. • �o-« y ARTICLE 6 - GRIEVANCE PROCEDURE (continued) 6.5 ARBITRATOR'S AUTHORITY A. The azbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specif c issne(s) submitted itx writing by tlte EMPLOYER and the FEDERATION, and shatl have no authority to make a decision on any other issue not so submitted. �� B. The azbitrator shall be without power to make decisions contrazy to or inconsistent with or modifying or varying in any way the application of laws, rules or regulafions having the force and effect of law. The arbitrator's decision shall be submitted in wtiting within thirty (30) days follawing the close of the hearing or the submission of briefs by the parties, wluchever is later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the EMPLOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a rewrd to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shazed equally. 6.6 WAIVER If a grievance is not presented within the tirue timits set forth above, it shall be considered "waived." I� a grievance is not appealed to the next step within the specified time limit, or any agreed ea�tension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERAT'ION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the neaK step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. 6.7 RECORDS AI1 documents, communications and records deaiing with a grievance shalt be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of ttus AGREEMENT shail be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either pariy. • 0 ARTICLE 8- HOURS OF WORK AND OVERTIME 00 �3y ' 8.1 The normai work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. For employees i assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. 8.2 The normal work period shatl be eighty (80) hows in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred siatty (160) hours in twenty-eight (28) days. 83 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. 8.4 All employees shali 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 othenvise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a m�imum of one hundred (100) hours of compensatory time. ARTICLE 9 - COURT TIME • 9.1 EMPLOYEES required to appeaz in court during scheduled off-duty tnne will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an eazly report to a scheduled shift. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and ane-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a m;n;mum of four (4) hours at the EMPLOYEE'S normal houriy rate. 10.2 The minimum of four (4) hours shail not apply when such call to work is an e�ension of or an early report to a scheduled shift. �J 7 i �d-1 3� ARTICLE 11- STAND-BY TIME 11.1 An EMPLOYEE required to stand-by for court appearance during scheduled off-duty time will be i compensated for a mTn;r„um of two (2) hours based on the EMPLOYEE'S normal hourty rate for sucfi day he/she is required to stand-by, but such compensation shatl not apply where the EMPLOYEE is calied to court for an appeazance on the case subject to the stand-by request or for any other case. 11.1 (1) If an employee is on standby for a court appearance and is called into court, he or she will receive not less than two (2) hours pay based on kus/her normal hourly rate. I 1.2 The two hour minimum compensation for stand-by shall not appIy if notification is given that the stand-by is canceled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact the City or County trial lawyer or his/her secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by staius as required and maintain an appropriate record of such notification. ARTICLE 12 - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollazs as a clothing allowance on a voucher system will be increased on January 2, 1974 and each year thereafter on the basis of a yearly study of the increased • cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. 12.2 Article 12.1 shall appiy only to the following job classes: Commander Lieutenant Sergeant Police Officer 123 All other job classes under this AGREEMENT shall be en6tied to two hundred fifty ($250) dollazs each year as a clothing allowance on a voucher system. � oe-!3�{ .ARTICLE 13 - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any empioyee who shatl be a member of the National Guard, the Navai Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMI'LOYEE is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (IS) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is estabiished. Such leave shall not be allowed unless the EMPLOYEE (1) retums to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, ar(2) is prevented from so retuming by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHOUT PAY • Any EMPLOYEE who engages in active service in time of waz or other emergency declazed by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise aliowed by law, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. 133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal acrion where the empioyee is the Plaintiff. n LJ 0 �d -! 3 �/ ARTICLE 15 - WORKING OUT OF CLASSIFICATION � IS.I EMPLOYER shatl avoid, whenever possible, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMFLOYEE working an out-of-class assignment for a period in ea�cess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assigttment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, ali of the significant duties and responsibilities of a position different from the employee's regulaz posidon, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointinent to the higher classification. ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Empioyer shall be solely controiled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. � 16.2 Effective for the January 2000 insurance coverage, the EMPLOYER will contribute $276.65 per month to eligible EMI'LOYEES who select single health insutance coverage. The EMPLOYER will contribute $398.76 plus an amount up to the single premium increase for 2000 ($1837) to eligible EMPLOYEES who select family health insurance coverage. 163 Effective for the January 2001 insurance coverage, the EMPLOYER will contribute $276.65 per month to eligible EMPLOYEES who select single health �nc��*ance coverage. The EMPLOYER will contribute $417.13 plus an amount equal to the 2001 single health insurance premium increase up to forty ($40) dollars. If the 2001 single health insurance premium increase is over forty ($40) dollars, the EMPLOYER will contribute 50% of the amount over forty ($40) dollazs. 16.4 Under the "Cafeteria Plan," full-time, eligible employees must select at least single health insurance coverage and $10,000 of life insurance coverage. It is understood that these mandatory coverages may not be waived. • 10 �0-1 �� ARTICLE 16 - INSURANCE (continued) • However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is par[icipating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single health insurance coverage shall be eligible for payment as unused benefit dollazs. Effective January 1, 1999, the amount eligible for payment as unused benefit dollars shall be the actual cost of the single health insurance premium, less the cost of the mandatory life insurance premium. Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, not salary, and shall be paid to the employee as tasable income. Such payment shall be made during the month of December for the insurance yeaz. For employees who terminate their employment with the Ciry of Saint Paul, such payment shall be made within ninety (90) days following termination. 16.5 Under the "Cafeteria Pian," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee chazged for employees participating in the Dependent Caze Account will be paid by the Employer. The service fee for employees participating in the Medical Expense Account wiil be paid by the employee. •Survivor Insurance 16.6 In the event of the death of an active employee, the dependents of the employee sha11 have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such plan improvements as may be made &om time to time, which said dependents previously had, at the premium and Employer contribution applicabie to eligible eazly retirees. The date of death shail be considered to be the date of retirement. In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have the option, within thirry (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligible dependent who is not enrolled in the City's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. C� 11 bd-! 3 S� ARTICLE 16 - INSURANCE (continued) It is fiurther understood that coverage shall cease in the event of: 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. � 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heatth insurance for the first ninety (90) days of said employment Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 through 16.9 below towazd a health insutance plan offered by the Employer: 16.'7 (1) 16.7 (2) 16.7 (3) 16.7 (4) Early Rerirees Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and Have severed lus/her relationship with the City of Saint Paul under one of the retiree plans, and Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul, and Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. 16.8 This Article shall apply to employees who: 16.8 (1) Retire on or after January 1, 1996, and 16.8 (2) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Article 16.8 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sia�ty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $350.00 per month towazd the premium for single or fatnily heaith insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Article 16.10 shall apply. • 12 ob-�3 y. •ARTICLE 16 - INSURANCE (continued) 16.9 This Article shall apply to employees who: 16.9 (1) Retire on or after January 1, 1996, and 169 (2) Were appointed on or after January 1, 1996, and 16.9 {3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.8 above, and 16.9 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sia�ty-five years (65) of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family heaith insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 16.11 shall apply. Regular Retirees (Age 65 and over) 16.10 This Article shall appiy to employees who: • 16.10 (1) 16.10 (2) 16.10 (3) 16.10 (4) 16.10 (5) Retire on or after January 1, 1996, and Were appointed prior to January l, 1996, and Have attained age 65 at retirement, and Meet the terms set forth in Article 16.8 above, and Select a health insurance plan offered by the Employer. The Empioyer agrees to contribute a ma�cimum of $550.00 per month towazd the premium for single or family health inswance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to eazly reurees who retired under the provisions of Article 16.8 when such early retiree attains age 65. 16.11 This Article shall apply to employees who: 16.11 (1) Retire on or after January 1, 1996, and 16.11 (2) Were appointed on or after January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.8 above, and 16.11 (5) Select a health insurance plan offered by the Employer. • The Empioyer agrees to contribute a masimum of $300.00 per month towazd the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. 13 eo�-i3� ARTICLE 16 - INSIJRANCE (continued) This Article shall also apply to eazly retirees who retired under the provisions of Article 16.9 when such eazly retiree attains age 65. 16.12 The conYributions indicated in Article 16 shail be gaid to the Employer's third party administrator or designated representative. ARTICLE 17 - SAFETY � 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standards, the matter shalI be immediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS • Tn addition to other compensation payable, any full-rime employee designated as a member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00) Doilazs biweekly. Oniy employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. I8.2 CANINE HANDLER In addition to other compensation payable, Canine handlers who are required to keep the dogs in their homes, transport them in their private cars, etc., shall be granted an ailowance not to exceed One Hundred Thirry-Five and 00/100 ($135.00) Dollazs hiweekly. Such allowance shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such atlowance shali be payable only during the time the employee is performing duties as outlined above. 183 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer wrho is assigned to the duties of a Field Training Officer shall be paid a differential of $1.50 per hour above lus/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. • 14 oo-�� ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) � B. Effective, January 1, 2000 the Employer may assign up to sia�ty (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (15) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMF'LOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for ail houts duting the period s/he is so designated. Only Police Officers and Sergeanu who have satisfactorily completed ali required trauring delineated by the DEPARTMENT HEAD shall be eligible for such assigntnent and pay differential. Full-Time Field Training Officers and Supervisors will be designated and defined by the DEPARTMENT HEAD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDNANCE DISPOSAL iJNIT Any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGENT Any Police Officer assigned as a Narcotics Agent to the Narcotics Unit shali be paid a differential of $1.00 per hour above his/her base rate. • 18.6 POLICE OFFICER Employees working in the title, Police Officer, shail receive a premium of $2.90 biweekly. 18.7 UNIFORMED POLICE OFFICER Effective January i, 2000 employees working in the title, Police Officer, and assigned to one of the Districts, FORCE, Canine, Mounted or Tr�c & Accident shall receive one and a half percent (1 %s %) per hour above the base rate. 18.8 LICENSE AND MANDATED TRAINING ALLOWANCE Employees covered by this agreement who have a least three (3) years of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Effective January 1, 2000 Fire Dispatcher shall be included in the above allowance because they aze required to have an EMT certificate. �� 15 00 � �� ARTICLE 18 - PREMIITM PAY/SPECIAL ALLOWANCES (Continuedj 18.9 MASTER PATROL OFFICER ALLOWANCE • Effective January 1, 2001 the DEPARTMENT HEAD may designate np to 20 DistricY-assigned MASTER PATROL OFFICER positions with 10 years m;n;mum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a half percent (1 '/z) above their base rate who will be billeted throughout the Districts according to seniority pursuant to Article 30. 18.10 SENIOR COMMANbER ALLOWANCE See Memorandum of Agreement signed 12/29/99 18.11 LANGUAGE INTERPRETATION SKILLS ALLOWANCE Effective January 1, 2001, EMPLOYEES who aze certified as an interpreter in language skilis other than English as delineated by the DEPARTMENT, shall receive 2% above their base rate. ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shifr beginning eaztier than 6:OQ am. or ending later • than 6;00 p.m., and providing that four or more hours of the shift aze between 6:00 p.m. and 6:00 am. shail be paid a differential of $0.93 per hour for all hours of the slrift actually worked by the employee. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the emgloyee's base rate. 19.2 Any employee who works on a regulazly assigned shift beginning earlier than 6:00 am. or ending later than 6:00 p.m., but less than fow hours of the shift worked aze between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of $0.93 per hour for only the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. ARTICLE 20 - VACATION 20.1 In each calendaz yeaz, each full-time employee shall be granted vacation according to the following schedule: Yeazs of Service 0 tEu�u 5 years after 5 yeazs after 10 years after 15 years after 20 yeazs Vacation Granted I3 days 18 days 21 days 23 days 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. C� 16 00 ��`� ARTICLE 20 - VACATION (Continued) �20.2 The head of the Department may permit an employee to carry over into the following yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Deparoment Head may compensate the employee in cash at the end of each fiscal year for any or all hours for which the employee requests payment. Payment shall be at the rate of pay in effect at the rime payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a m�imum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Secrion I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeazs' Day Martin Luther King Day • Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christrnas Day Two floating holidays Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) Whenever any of the holidays listed above shall fall on Satutday, the preceding Friday sha11 be observed as the holiday. 21.1 (2) Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 21.1 (3) For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract yeaz, subject to the approval of the department head of any employee. � 17 �o t�y ARTICLE 21 - HOLIDAYS (continued) 213 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appeaz on the payroll on any six working days of the nine working days preceding the hofiday; or an EMPLOYEE'S narue musi appear on the payroll the last working day before ihe holiday and on tUree other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. � 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shall be paid on a straight time basis for such hours worked, in addition to lus/her regulaz holiday pay. B. Effective January 1, 2999, employees working ia Yhe title Police Officer sha21 be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' 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/her regulaz holiday pay. C. ff an empioyee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Chrisimas Day, he/she 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/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.2 (1) The employee must be voluntarily sepazated from City employment or have been subject to sepazation, lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources D'uector, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reempioyment (of any type), with the City or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forty (640} hours of • sick leave credits at the time of his/her separation from service. 18 Db-!3� ARTICLE 22 - SEVERANCE PAY (continued) • 223 If an employee requests severance pay and if ihe employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service with the City. YEARS OF SERVICE MAXIMUM WITH TT� CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her sepazation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). • An employee with twenty (20) or more yeazs of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be ailowed the maximum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in February of each yeaz. The first payment shal] be made during the month of February in the yeaz following the year in which the employee separates his/her employment. 22.4 For the purpose of this severance program, a death of an employee shall be considered as sepazation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the empioyee's estate or spouse. 22.5 Severance Pay which totals ten thousand doliazs ($10,000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and govemed 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. CJ 19 do-`ay . ARTICLE 23 - WAGE SCHEDULE 23.1 Salary ranges applicable to titles covered by this AGREEMENT shali be as shown below: Effective January 1, 2000: Effective January 1, 2001 A B C � $66.50 biweekly increase to base rate $67.00 biweekly increase to base rate (EMPLOYEES in the tide of Commander aze excluded) D E F 101R 151R V12000 $1,456.'f4 51,525.13 $'1,597.56 $1�655.35 $1,739.90 St,8Q7.32 $1,89722 51�94221 V1/2001 $1,523.14 $1,59213 $1,664.56 $1,725.95 $1,806.90 $1,874.32 $1,96422 $200921 , �P � - - '::Ih � - - - ._u�..� v�rmoo s�.��o.�s s�,�.ao s�,a�a.za s�,ss�.s� $zoas.sa sz�2s.n �.�5 sz�as.as uvzom s�,Tn.� $�,ssaao s�,sasza �zo�zs� sz»asa sz�s�.�z sz�o.is sza�.� � 1/12000 $1�961.73 $2,055.99 52154.99 $'L,238.87 $2,349.50 $2,441.66 $2564.47 $2,Q5.94 1/tI2001 $2,028.73 $2'12299 $2,711.99 $�.305.5! $2,41&50 $2,506.66 52631.47 $z69294 C .. � � �. "'T:T.'-!7 1/7/L000 $2,126.45 $2718.95 $2,336.fi2 $�'�,427.86 $2,548.11 $2,648.3� $2781.86 $2,848.TL --'1•�> _. � � .- - � 1/1/Z000 $1,379.79 $1,435.86 $1,499.48 $1,SSi.75 $1,61264 $1,677.17 $1,71924 $1,761.32 1/1l1061 $1,44&79 $1,50286 $1,5f6.48 $1,fi20.75 $1,679.64 $1,744.17 $1,78624 $1,ffi8.32 : .nu r•- •�_ _'��..., 1f11'1000 $1,513.79 51,575.62 $1,69a78 $1,705.58 $1,77Q51 $7,841.fi4 $1,SB7.99 $1,934.43 1/12001 $1,580.79 54,64262 $1.71278 $1,77258 $1,837.51 $1,906.64 $1�954.99 52001.43 1(12000 $1�736.16 $1,805.02 $1,876.99 57,95L01 52,045.39 $2'129.62 SZ�.11 $2,28421 1/12001 $1,8ai.16 $1.87202 $'1,943.99 $2,019.01 $2,1'12� $2,196.62 $2296.11 $2,35121 � � • � ARTICLE 23 - WAGE SCHEDULE (continued) � A B C D E F 10YR 151R , Qp /3� Emerc�ery Cortrrunicatiors Center AI{anager 1!1/Il70D $1,208.85 $2,315.45 $2,427.42 $2,52231 $2,647.37 $2,751.59 $2,890.47 �2,960.01 1l12001 $'t,275.85 $2,38245 $2,494.42 �2,589.31 $2,714.37 $2,818.59 $2,957.47 $3,027.01 Eme�gerwy Corrrrunieatioas CerKer F�e D�cher I 1!1ld700 $1,456.14 $1,525.13 $1,597.56 $1,658.95 $1,739.90 $1,807.32 $1,897.22 $1,94221 111/ZOD1 $1,523.14 $1,59213 $1,664.56 $1,725.95 $1,806.90 $1,874.32 $1,964.22 $2,00921 Etttergerxy Corrrrunications Center Fi2 Dispatdier 11 t/1@000 $1,497.53 $1,568.59 $1,64321 $1,706.43 $1,789.78 $1,859.25 $1,951.84 $1,998.24 1/12001 $1,564.53 $1,635.59 $1,710.21 $1,773.43 $1,856.78 $1,926.25 $2,018.84 $2,065.24 Emerger�y Comrunications Center Police Dispatcher 20 YR 251R 1/1/2000 $1,416.11 $1,477.78 $1,543.01 $1,614.01 $1,686.15 $1,762.95 $1,810.69 $1,888.86 $ 1,900.27 $1,911.68 t/12001 $1,483.11 $1,544.78 $1,610.01 $1,681.01 $1,753.15 $1,8�9.95 $1,877.69 $1,955.86 $ 1,96727 $1,978.66 • Emergerwy Cormnications Cerrter Telecortrnunicator 20 YR 25 YR 1/1/2000 $1,308.98 $1,368.36 $1,426.58 $1,490.61 $1,556.96 $1,626.80 $1,672.18 $1,742.34 $ 1,753.77 $1,765.16 1n20D1 $1,375.98 $1,435.36 $1,493.58 $1,557.61 $1,fi23.96 $1,693.80 $1,739.18 $1,809.34 $ 1,820.77 $1,832.16 C� 21 oo-�� ARTICLE 24 - SICK LEAVE 24.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he • shall not be employed or engage in any occupation for compensation outside of his/her regulaz City employment. Violation of the provisions of this pazagraph by any EMI'LOYEE shall be grounds for suspension or discharge. 24.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forry (40) hours per incident An employee may use sick leave for absences due to an illness of the employee's chiid for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 243 The head of the department or the Human Resources Director may require a physician's certificate or addifional certificate at any time during an employee's use of sick leave for the purposes stated in 25.2 above. All such certificates shall be forwazded by the appointing officer to the Office of Human Resources. If an employee is absent because of the provisions of Article 25.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the nature of the • child, pazent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the fiead of the deparhnent and forwarded to the Office of Human Resources. 24.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later thau one-half hour after his/her regulazly scheduied time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of tlus articie only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. • 22 ARTICLE 25 - INCAPACITATION �; DA-! 3� 25.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing • job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shail first be utilized and only when same is exhausted shali accumulated sick leave be applicable. 25.2 EMPLOYEES disabled through injury or sicl�ess other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave pius six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be availabie only in those yeazs where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Depamnent Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 25.2 (1) The 8 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be exciuded. 253 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they aze physically capable of resuming their job. • 25.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shail continue. ARTICLE 26 - MATERNITY LEAVE 26.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may appiy for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ARTICLE 27 - FUNERAL LEAVE 27.1 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funerai of the Employee's grandpazent or grandchild. • 23 -oo-� � y ARTICLE 28 - DISCIPLINE 28.1 The Empioyer may discipline employees in any of the forms listed below: • Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipiine. ARTICLE 29 - SENIORITY 29.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class tiUe covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class title on the same date, the senioriry shall be detemuned by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is dischazged. 29.2 In the event it is detemuned by the EMPLOYER that it is necessary to reduce the workforce, employees• will be laid off by class riUe within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of employees in these higher titles is to be reduced, employees who have held lower titles which ate in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class tifle within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recail rights shall expire after two yeazs of layoff. Hawever the recall rights for ranking officers (i.e.; Sergeants and above) shall expire after three yeazs of layoff. • 24 ARTICLE 30 - BIDDING Db-!3y • 30.1 Once a yeaz the Department shall hold a bid for Patrol Officers working District assigntnents. Officers assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and afternoons • and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to theu preferred District area. However, when a District assignment conflicts with a work shifr bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignments to District personnel levels and such special assignments aze not govemed by the seniority bid system described above. The Deparhnent also reserves the right to make adjustments to the District personnel assignments. Such reassignment shall, whenever possible, honor the original seniority shift bids. 303 Those Patrol Officers assigned to other Units shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the O�cer's yeazly bid card. 30.4 The Employer agrees to form a committee made up of Federation-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointment of special assignment jobs. 30.5 Ali empioyer/employee committees meeting times shall be considered part of an employee's regulaz work schedule. Any work performed by an employee for the committee may be done during their normal work hours if it does not create a burden on the unit to which they aze assigned. • 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS Once per yeaz the EMPLOYER shall issue seniority bid cazds to Emergency communications Center Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shift (Tour I, II, III) which shali be assigned based on classification seniority. • 25 po-r3�{ `J ARTICLE 31- WORK BREAKS 31.1 EMPLOYEES in the tides of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be allowed adequate time from work within each four consecutive hours of work to use the nearest convenient restroom and/or as relief from work. 31.2 If said EMPLOYEE is required to work a full one-half shift beyond his/her regulaz end of tour, s/he shall be entifled to the rest period that occurs during said one-half shift. ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement sha11 be effective as of January 1, 2000 and shall continue in full force and effect through the 1 st day of January, 2001 and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. � • CITY OF SAINT PAUL � Te altiner Labor Relations Manager DATED: /�21 /Z'a SAINT PAUL POLICE FEDERATION Brad Jac en Saint Pa Police Federation President 28 06�3� APPENDIX A Unit Price • Overcoats .......................................................................... $125.00 Jackets, winter .......................................................................$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 7ackets,sutumer .....................................................................$ 27.95 Pazkas .........................................................................•---.$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..........................................................................$ 32.00 Cap Covers ......................................................................... $ 2.50 Vests.............................................................................. $ 8.50 Alternate Vest ................................................•--................. $ 5.95 T rousers, winter .....................................................................$ 34.95 T rousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,smnmer ....................................................................$ 25.50 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shi rts, winter (Raiilcing Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shi rts,summer(Colored) .............................................................. $ 6.95 Shi rts, sunmier (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ '7.95 •Ties ................................................................................ $ 1.25 Shoes ..............................................................................$19.00 Alternate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..........................................................................$12.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers ............................................................................ $ 3.95 Socks(Black or Navy Blue) ............................................................ $ 1.50 Socks (Biack with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 Rubber Leggings ..................................................................... $ 4.95 B2ack Gloves ........................................................................ $ '7.50 Uniform Caps, winter .................................................................. $ 8.75 Uniform Caps,smnmer ................................................................ $ 8.75 -A1 - • � DD /3�f APPENDIX A (continued) • Unit Price �am Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . • - • - • $ 16.25 Garrison ..........•• ...........................•-•----.........-�-----.......... $ 2.50 Cartridge ..................................................................... $ 3.50 Flashlight Holder ..................................................................... $ 1.50 Federal Sh�eamer Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...........................................................................$ 13.95 Handcuff ....................................................................... $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safety Helmet: Visor............................................................................ $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$14.20 Duty Guard ....................................................................... $ 2.95 • Y-D Harness ...................................................................... $ 2.95 Holsters: Federal ...................................................................... $ 5.95 SafatilandilA ....................................................................$ 18.95 Safariland 29 ......................................................................$12.95 Don Hume 216 .................................................................... $15.50 The following items are included in the clothing allowance for empioyees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster -AZ- • Council File # 00 — �3� RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented by Referred To Green Sheet # 08914 15 Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and rarifies the attached 2 January 1, 2000 through December 31, 2001 Coilective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. Requested hy Department of. Office of Labor Relations Adop6on Certified by Council Secretary � App� � BY: �_ Form A roved by C�iy ttorney /� BY� `� �! �L��'00 Approv y yor for Sub iss'� Council By: Adopted by Council: Date �,Q�. �3 a��_ r� c> �� DEPARTMENT/OFFICE/COUNCIL: DATE IIVTI7ATED GREEN SHEET No.: 08914 �� -�3`� LA80R RELATIONS February 3, 2000 CONTACI' YERSON & PHONE: q m�177Almwre mmNmp7E TERRY HALTINER 266-8897 ASSIGN 1 DEPARTMENT DIlL_ �TN 4 CITYCOUNCIL 7VUlyIgER 2 CITY ATTORNEY � CITY CLERK MOSI BE ON COUNCII. AGENDA BY (DATE) FOR B17DGE7' DIIt FIN. & MGT. SERVICE DIIL ROUTING 3 MAYOR (OR ASS7'.) ORDER TOTAL # OF SIGNAITJRE PAGES 7 (CLIP ALL LOCATIONS FOR SIGNATURE) acriox xeQUFS�rEn: This resolution approves the attached January 1, 2000 - December 31, 2001 Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOMMENDA7TONS: Approve (A) or Rejec[ (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS: _PLANNING COMMISSION _CIV[L SERVICE COMIvIlSSION 1. Has this person/fum ever worked wder a contract for this department? _CIB COMIvIITTEE Yes No STAFF 2. Has this persodfirtn ever been a city emptoyee? DISIRICT COURT Yes No SUPPORTS WHICH COIINCIL OBJECIIVE? 3. Does this person/fimt possess a skill not novnally possessed by any wrsent city employee? Yes No Eaplaio sIl ya answers on separate sheet and attac6 to green s6eet INITIA77NG PROBLEM, ISSUE, OPPORTUNI7'Y (Who, Whay W6eo, Where, Why): TI1C COIIOCY]VC B21'gatIIlRg AgI'0BIY38ri1 W1Y11 YF10 Saint Paul Police Federation had expired. The City is required to negotiate with the Bazgaining Unit. nnvnrrrncES u� nrrxoven: An Agreement reached through good faith collective bazgaining will be in place through December 31, 2001. DISADVANTAGcS IF APPROVED: NOrie nisanvnNrncES iF NoT nrrxoven. The City would be required to reopen negotiations with the Bazgaining Unit. This would strain relations with the Bazgaining Unit and possibly lead to a strike. TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BIIDGETED: FUNDING SOURCE: ACTIVITY NUMBER FINANCIAL *ilVFORMATTON: (EXPLAIN) �k 3-':av�n�rzP,,f9 y�°.i�v�' � � s� a� � Z�Q� OQ -�3'�I, ATTACHII�NT TO THE GREEN SHEET SAINT PAUL POLICE FEDERATION Below is a suiu�ary of the changes in the Collective Bargaining Agreement between the City and the Saint Paul Police Federation. The new agreement is for the period of January 1, 2000 through December 31, 2001. Waees: 2000: $66.50 biweekly increase to base rate 2001: $67.00 biweekly increase to base rate (Commanders excluded) Health Insurance: 2000: Single: 2000: Family: 2001 2001 $276.65 per month $417.13 per month Single: $276.65 per month Family: $417.13 plus an amount equal to the single premium increase up to $40. If the 2001 single premium exceeds an increase of $40, the City will pay 50% of the increase over $40. The Single premium has been frozen for both yeazs. This means the unused benefit dollar amount returned to employees at the end of the year will decrease which helps accomplish the City's goal of paying benefit dollars for benefits. The Family premium increase for 2000 is similar to other bargaining units who have already signed agreements. The 2001 premium is set up to control what is potentially a substantial increase in premiums from our health care provider. The City is reforming a Labor-Management Committee to explore possibie ways to control these increases. By paying only 50% of the increase over $40 per month, the Federation has an incentive to work with the City in controlling costs. Uniform Allowance Several tides of employees who work in the Emergency Communications Center were added to the Federation bargaining unit which did not have provisions for a uniform allowance for non- swom positions. These employees will receive an allowance of $250 per yeaz. Full-Time Field Trainer The number of Full-Time Field Training Officers that the Department may appoint was increased from AO to 60. A provision for the Department to appoint up to 15 Sergeants as Full-Time Field Training Supervisors was also added. Both of these titles receive a$1.50 increase per hour above their base rate when so designated. �Q-t3y Uniformed Police Officer Police Officers who are assigned to Canine, Mounted or Traffic and Accident were added to the Uniformed Officer premium which is 1.5% per hour above base rate. An established premium for TrafFic Officers, Sergeants and Lieutenants of $4.60 biweekly was eliminated. License and Mandated Training Allowance Fire Dispatchers who recently moved into the Federation barganung unit were included in this premium (4%) because they aze required to maintain EMT certificates as part of their employment. They received a similar premium when they were in Loca121. Master Patrol Officer Allowance Effective 2001, the Department may designate up to 20 Police Officers who have at least 10 yeazs seniority and other Department defined criteria to act as "lead" workers in the districts. These officers will receive a 1.5% premium above their base rate. Language Interpretation Skills Allowance Effective 2001, Employees who are certified interpreters in languages determined by the Employer, shall receive a 2% premium above their base rate. Funeral Leave Employees may be allowed to use one day of sick leave to attend the funeral of a grandparent or grandchild. This is similar to language in several other collective bargaining agreements. BiddinE Employees in the Emergency Communications Center will be allowed to bid on their shift, similar to Police Officers. Work Breaks Employees in the Emergency Communications Center will granted rest breaks during each half shift. Liabili for injuries when emploved off-duty This article was eliminated since such situations are governed by Workers Compensation Law. Other changes are of a housekeeping nature. 0 @ N d V a � N N � N % W 0 a c W � D U T 0 n w a a' £ 4L a.� d N V N O � 0 o , . . , , < , . < , . , ; Z Z o NN Yl N N N N p q p � p Q RI e < �o m m m m � m m m m � m ° r n i a o � m a `o � m a N o y m R o c e uJ y o ° ° m s m � m- °� � y ° 33 in o ma � o � w w o- o`H w_ � r >. T O O � @ p O G j Ul Q O(�J � V O� ,O m O m O 6 N� � L N ei .a ei a w U a� m w m .a m en m » c�i �n o, .a E 2 m � h m m m 3 3 3 c 3.: 3� 3� 3 3 3 d 3�� 3 E 3 U A E � m= y m m m m o m m m m m h m� m m o m a a o d � Z Z Z V Z K Z � Z= Z � Z❑ Z U 2 U 2 O 1- LL e 1- lA a a a .:. «. �. �. z «. Z � «. d. «. ,-. 6 m 40 In tn h N � h N b � N � U y C y J O C �� N N f 'j O � V R d O O C F m .[) ^ O 'O N G N V .`Y_ R � w�.. N L N t0 m m ao o v o m .c ' 'x � ao n uo � } � f� a vJ a � W 0� �� t/1 a�i W � � a o E Y._ N N L N C N j N j N � m`m d'C N� N O N N (6 R O W O N� R N �p @� �p J R O N U N tp CI IL U R1 U 6] _ fll � tll = G] G m U QI U 6t O m Rl [O m !� O N � fp T W O (p N o W � r � Q � i Q . � N o O W N m � W ` Z Z o m m .- < � w wi w ei w vi a3 �» �n w w m m m t0 W O � N Oa R N (p 1� 0 M l7 C� CJ Cl V < Q O Q y C < V Q u � ° ° E °' � °� � c � V v .°- c m a d � � � b � � @ � c d i� � E > O �> N� O �� d N W L X W O .0 R O D U >> f/I Q d � c L 0 J f7 W � N O N �� « O a� O j jA C� O� O� O� O C O R O �O � p �p � d N A r» Fn e� '° w U » m w m w�O w� e� � »°� vi � � m m �� d« 3 3 3'c 3� 3 3 3 3 3� 3 d 3�� 3 E 3 U m� � '9 s T ❑ ZZ ZU Zd' Z= Z � Z= Z� ZU 2U Z O I-LL e F-fn �w � n r n ei e ' m • • • Q OJ O Q Q Q Q � ` � Vl z Z Z N e! N W W W K W W Q ft C1 M (V N t�0 t7 t7 [O t��] M t��J m V � °� J a c E o A `� ° � � ° •°- H i N m C p ;o m � . L O '6 N C W p] � N m N } R O �S v V N U W U L� X m N C L O. y N � rn .� m a �_ �� tn d w � � a o s >.__ N N C N G N� N� N� N d N � %� N O N N R N O N O N C N N N N @'� N� N p N U N N m �l U G] U [� _ m � fp � 61 � G] U C1 U QI O m lL N � N O C! T N O� �O N Y! W t0 O Of • � • � Yl ro � N O t'i f0 Q Q N e A � m e � �O Z Z � � � N Ol � � M n W � ei s� ww w w w w w 'n w w w n� m N � � � � � � � � N N N N N N N U p � Qa 0 i � � c � V d ° � L n � 0 ' � � � d O VJ y N U >i 2 f/1 Gp � p � 0 J t� W � A O°' ` � � Y o a.o °� in o o� o� „`o_ � o � o m o� `o v m m rn � v W en » `a �� a CJ xs m wi m » m .» d » � w n w E Z m � ii � m� 3 3 3`c 3 3 a 3� 3� 3 d 3� 3 E 3 U � E � iy r. y 0 Z Z Z U Z R' Z� Z= Z� Z 0 Z U Z U Z O 'r� IL o F UJ I�O W 10 � ' V N A e aq , ' � � a h N a d Q � H 2 y 2 m � N . w w w w w w Q Q O N 4n N _� 10 I� m W � � � N m - E o m � N � o � m o o m F > m � o � o n 19 z , = m ��N L c > (n � ln � �� 0� J� (7 N W V � Q O E Y C � �/�i m C N C M� N� �.� d � N�` M E N O N N R N @ O R O R 1p N @ N @� �p � N O N U N N ❑ GI O] U m U (O = f!! � 61 � fD 0 6] U 6] U 6] O R1 QI c H 00 -I�y, N C� n n m E a `m m � O C E c m � e m V E m � N n 3 � N E N E � E J N 7 � C C N e N� N > O � = m > m ,. _ � � �� _ � ' � � � � � : �- � . " � - " QO -l3 � � 200D - 200� COLLEGTI�E BARGAININ� .AGREElVIENT _ , � BETWE�I�I �� :; . . ; . �; ' `Ti�E CiTY OF' SAINT PAUL , �_ AI�U � _ THE SAINT,PAI7L POLICE.F�DERATION � ,- ` , �� n.i� �»►:� po- l3� ARTICLE TITLE PAGE • 1 Purpose ......................................................................1 2 Definitions ..........................................................�---.....1 3 Recognition ..................................................................1 4 Security .....................................................................2 5 Employer Authority ............................................................3 6 Employee and Federarion Rights - Cmevance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................6 8 Hoursof Work and Overtime .....................................................7 9 Court Time ...................................................................7 10 Ca1lBack ....................................................................7 11 Stand-By Tnne ................................................................8 12 Uniform Allowance ............................................................8 13 Military Leave ofAbsence .......................................................9 14 LegalService .................................................................9 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 17 Safety ......................................................................14 1$ Premium Pay/Special A1lowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 •19 Shift Differential .............................................................16 20 Vacation ....................................................................16 21 Holidays ....................................................................17 22 Severance Pay ...............................................................18 23 Wage Schedule ...............................................................20 24 Sick Leave ..................................................................22 25 Incapacitation ................................................................23 26 Maternity Leave ..............................................................23 27 FuneralLeave ................................................................23 28 Discipline ...................................................................24 29 Seniority ....................................................................24 30 Bidding .....................................................................25 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Appendix A - Uniform Aliowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al • i COLLECTIVE BARGAINING AGREEMENT 86��3`� f :j 9111►`.'I �1�`7► • THE CITY OF SAINT PAUL 0 THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter refened to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general pubiic. • • ii ARTICLE 1- PURPOSE d 6'�3`� � 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is . to: 1.1 (1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.1 (2) Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.1 (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1 (4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 23 FEDERATION MEMBER: A member of the Saint Paul Police Federation. ,2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. 2.5 AGREEMENT: The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive repzesentative for the purpose of meeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonai employees and ail other employees exclusively represented by other organizations. . ��'� 3 ART CLE 3 - RECOGNITION (Continued) 3.2 Job classes that are within the bargaining unit and covered by this AGREEMENT are as follows: Commander Lieutenant Communications Technician Potice Officer Communications Services and Maintenance Supervisor Sergeant Lead Communications Technician Emergency Communications Center Manager Emergency Communications Center Shift Supervisor Emergency Communications Center Fire Dispatcher I Emergency Communications Center Fire Dispatcher II Emergency Communicafions Center Police Dispatcher Emergency Communicarions Center Telecommunicator 33 • In the event the EMPLOYER and the FEDERATION are unable to agree as to the inclusion or exclusion of a new or modified j ob position the issue shall be submitted to the Bureau of Mediation Services for determination. ARTICLE 4 - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERAT'ION dues. Such monies shall be remitted as directed by the FEDERATION. • 4.2 43 The FEDERATION may designate employees from the bargaining unit to act as stewazds and shali inform the EMPLOYER in writing of such choice. The EMPLOYER shall make space available on the employee bulletin boazd for posting official FEDERATTON notices and announcements. If upon review, the deparhment head or authorized representative in chazge of the facility or work azea where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s}, it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER hazmless against any and all claims, suits, orders, or judgments brought or issued agaiast the City as a result of any acrion taken or not taken by the City under the provisions of this Article. 4S The Federation agrees that an adminisuative service fee of twenty-five cents ($0.25) per member biweekly shail be deducted by the City of Saint Paul from the amount withheld for dues or fair shaze prior to remittance o€ dues or fair share to the Federation. • 2 ARTICLE 5 - EMPLOYER AUTHORITY 06 / 3'{ ' S.1 The FEDERATTON recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The • prerogatives and authority that the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT aze retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but aze not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters govemed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. Disciplinary actions may be appealed to the Civil Service Commission or to an azbitrator. • 6.2 FEDERATION REPRESENTATIVES The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representarives of the bazgaining unit having the duties and responsibilities estabiished by this Article. The FEDERATION shali notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTAT'IVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is 1'united by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. � ��--t � y ARTICLE 6 - GRIEVANCE PROCEDURE (Continued) 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Sten 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 sfiall be piaced in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendaz days after the EMPLOYER designated representative's final aaswer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Steo 2 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representafive. The EMPLOYER designated representative shail give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendaz days following the EMPLOYER designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be• considered waived. Sten 3 If appealed, the written grievance shall be presented by the FEDERAT'ION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not tesolved ia Step 3 may be appealed by the FEDERAT'ION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representarive's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. • � ARTICLE 6 - GRIEVANCE PROCEDURE (continued) ao>�3�{ Optional Mediation Step 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10} calendar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Servic�s for the assignment of a mediator. Grievance mediation shall be completed within 30 days of the assignment. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractual time 1'unit for moving the grievance to azbitration shall be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shali be made of the proceeding. Both sides sha11 be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in this case. . 5. The grievant shali be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequentiy moved to azbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during azbitration. Sten 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to azbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Empioyment Relations Boazd. • �o-« y ARTICLE 6 - GRIEVANCE PROCEDURE (continued) 6.5 ARBITRATOR'S AUTHORITY A. The azbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specif c issne(s) submitted itx writing by tlte EMPLOYER and the FEDERATION, and shatl have no authority to make a decision on any other issue not so submitted. �� B. The azbitrator shall be without power to make decisions contrazy to or inconsistent with or modifying or varying in any way the application of laws, rules or regulafions having the force and effect of law. The arbitrator's decision shall be submitted in wtiting within thirty (30) days follawing the close of the hearing or the submission of briefs by the parties, wluchever is later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the EMPLOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a rewrd to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shazed equally. 6.6 WAIVER If a grievance is not presented within the tirue timits set forth above, it shall be considered "waived." I� a grievance is not appealed to the next step within the specified time limit, or any agreed ea�tension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERAT'ION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the neaK step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. 6.7 RECORDS AI1 documents, communications and records deaiing with a grievance shalt be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of ttus AGREEMENT shail be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either pariy. • 0 ARTICLE 8- HOURS OF WORK AND OVERTIME 00 �3y ' 8.1 The normai work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. For employees i assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. 8.2 The normal work period shatl be eighty (80) hows in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred siatty (160) hours in twenty-eight (28) days. 83 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. 8.4 All employees shali 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 othenvise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a m�imum of one hundred (100) hours of compensatory time. ARTICLE 9 - COURT TIME • 9.1 EMPLOYEES required to appeaz in court during scheduled off-duty tnne will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an eazly report to a scheduled shift. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and ane-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a m;n;mum of four (4) hours at the EMPLOYEE'S normal houriy rate. 10.2 The minimum of four (4) hours shail not apply when such call to work is an e�ension of or an early report to a scheduled shift. �J 7 i �d-1 3� ARTICLE 11- STAND-BY TIME 11.1 An EMPLOYEE required to stand-by for court appearance during scheduled off-duty time will be i compensated for a mTn;r„um of two (2) hours based on the EMPLOYEE'S normal hourty rate for sucfi day he/she is required to stand-by, but such compensation shatl not apply where the EMPLOYEE is calied to court for an appeazance on the case subject to the stand-by request or for any other case. 11.1 (1) If an employee is on standby for a court appearance and is called into court, he or she will receive not less than two (2) hours pay based on kus/her normal hourly rate. I 1.2 The two hour minimum compensation for stand-by shall not appIy if notification is given that the stand-by is canceled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact the City or County trial lawyer or his/her secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by staius as required and maintain an appropriate record of such notification. ARTICLE 12 - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollazs as a clothing allowance on a voucher system will be increased on January 2, 1974 and each year thereafter on the basis of a yearly study of the increased • cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. 12.2 Article 12.1 shall appiy only to the following job classes: Commander Lieutenant Sergeant Police Officer 123 All other job classes under this AGREEMENT shall be en6tied to two hundred fifty ($250) dollazs each year as a clothing allowance on a voucher system. � oe-!3�{ .ARTICLE 13 - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any empioyee who shatl be a member of the National Guard, the Navai Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMI'LOYEE is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (IS) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is estabiished. Such leave shall not be allowed unless the EMPLOYEE (1) retums to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, ar(2) is prevented from so retuming by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHOUT PAY • Any EMPLOYEE who engages in active service in time of waz or other emergency declazed by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise aliowed by law, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. 133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal acrion where the empioyee is the Plaintiff. n LJ 0 �d -! 3 �/ ARTICLE 15 - WORKING OUT OF CLASSIFICATION � IS.I EMPLOYER shatl avoid, whenever possible, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMFLOYEE working an out-of-class assignment for a period in ea�cess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assigttment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, ali of the significant duties and responsibilities of a position different from the employee's regulaz posidon, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointinent to the higher classification. ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Empioyer shall be solely controiled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. � 16.2 Effective for the January 2000 insurance coverage, the EMPLOYER will contribute $276.65 per month to eligible EMI'LOYEES who select single health insutance coverage. The EMPLOYER will contribute $398.76 plus an amount up to the single premium increase for 2000 ($1837) to eligible EMPLOYEES who select family health insurance coverage. 163 Effective for the January 2001 insurance coverage, the EMPLOYER will contribute $276.65 per month to eligible EMPLOYEES who select single health �nc��*ance coverage. The EMPLOYER will contribute $417.13 plus an amount equal to the 2001 single health insurance premium increase up to forty ($40) dollars. If the 2001 single health insurance premium increase is over forty ($40) dollars, the EMPLOYER will contribute 50% of the amount over forty ($40) dollazs. 16.4 Under the "Cafeteria Plan," full-time, eligible employees must select at least single health insurance coverage and $10,000 of life insurance coverage. It is understood that these mandatory coverages may not be waived. • 10 �0-1 �� ARTICLE 16 - INSURANCE (continued) • However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is par[icipating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single health insurance coverage shall be eligible for payment as unused benefit dollazs. Effective January 1, 1999, the amount eligible for payment as unused benefit dollars shall be the actual cost of the single health insurance premium, less the cost of the mandatory life insurance premium. Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, not salary, and shall be paid to the employee as tasable income. Such payment shall be made during the month of December for the insurance yeaz. For employees who terminate their employment with the Ciry of Saint Paul, such payment shall be made within ninety (90) days following termination. 16.5 Under the "Cafeteria Pian," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee chazged for employees participating in the Dependent Caze Account will be paid by the Employer. The service fee for employees participating in the Medical Expense Account wiil be paid by the employee. •Survivor Insurance 16.6 In the event of the death of an active employee, the dependents of the employee sha11 have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such plan improvements as may be made &om time to time, which said dependents previously had, at the premium and Employer contribution applicabie to eligible eazly retirees. The date of death shail be considered to be the date of retirement. In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have the option, within thirry (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligible dependent who is not enrolled in the City's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. C� 11 bd-! 3 S� ARTICLE 16 - INSURANCE (continued) It is fiurther understood that coverage shall cease in the event of: 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. � 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heatth insurance for the first ninety (90) days of said employment Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 through 16.9 below towazd a health insutance plan offered by the Employer: 16.'7 (1) 16.7 (2) 16.7 (3) 16.7 (4) Early Rerirees Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and Have severed lus/her relationship with the City of Saint Paul under one of the retiree plans, and Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul, and Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. 16.8 This Article shall apply to employees who: 16.8 (1) Retire on or after January 1, 1996, and 16.8 (2) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Article 16.8 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sia�ty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $350.00 per month towazd the premium for single or fatnily heaith insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Article 16.10 shall apply. • 12 ob-�3 y. •ARTICLE 16 - INSURANCE (continued) 16.9 This Article shall apply to employees who: 16.9 (1) Retire on or after January 1, 1996, and 169 (2) Were appointed on or after January 1, 1996, and 16.9 {3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.8 above, and 16.9 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sia�ty-five years (65) of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family heaith insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 16.11 shall apply. Regular Retirees (Age 65 and over) 16.10 This Article shall appiy to employees who: • 16.10 (1) 16.10 (2) 16.10 (3) 16.10 (4) 16.10 (5) Retire on or after January 1, 1996, and Were appointed prior to January l, 1996, and Have attained age 65 at retirement, and Meet the terms set forth in Article 16.8 above, and Select a health insurance plan offered by the Employer. The Empioyer agrees to contribute a ma�cimum of $550.00 per month towazd the premium for single or family health inswance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to eazly reurees who retired under the provisions of Article 16.8 when such early retiree attains age 65. 16.11 This Article shall apply to employees who: 16.11 (1) Retire on or after January 1, 1996, and 16.11 (2) Were appointed on or after January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.8 above, and 16.11 (5) Select a health insurance plan offered by the Employer. • The Empioyer agrees to contribute a masimum of $300.00 per month towazd the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. 13 eo�-i3� ARTICLE 16 - INSIJRANCE (continued) This Article shall also apply to eazly retirees who retired under the provisions of Article 16.9 when such eazly retiree attains age 65. 16.12 The conYributions indicated in Article 16 shail be gaid to the Employer's third party administrator or designated representative. ARTICLE 17 - SAFETY � 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standards, the matter shalI be immediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS • Tn addition to other compensation payable, any full-rime employee designated as a member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00) Doilazs biweekly. Oniy employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. I8.2 CANINE HANDLER In addition to other compensation payable, Canine handlers who are required to keep the dogs in their homes, transport them in their private cars, etc., shall be granted an ailowance not to exceed One Hundred Thirry-Five and 00/100 ($135.00) Dollazs hiweekly. Such allowance shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such atlowance shali be payable only during the time the employee is performing duties as outlined above. 183 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer wrho is assigned to the duties of a Field Training Officer shall be paid a differential of $1.50 per hour above lus/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. • 14 oo-�� ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) � B. Effective, January 1, 2000 the Employer may assign up to sia�ty (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (15) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMF'LOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for ail houts duting the period s/he is so designated. Only Police Officers and Sergeanu who have satisfactorily completed ali required trauring delineated by the DEPARTMENT HEAD shall be eligible for such assigntnent and pay differential. Full-Time Field Training Officers and Supervisors will be designated and defined by the DEPARTMENT HEAD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDNANCE DISPOSAL iJNIT Any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGENT Any Police Officer assigned as a Narcotics Agent to the Narcotics Unit shali be paid a differential of $1.00 per hour above his/her base rate. • 18.6 POLICE OFFICER Employees working in the title, Police Officer, shail receive a premium of $2.90 biweekly. 18.7 UNIFORMED POLICE OFFICER Effective January i, 2000 employees working in the title, Police Officer, and assigned to one of the Districts, FORCE, Canine, Mounted or Tr�c & Accident shall receive one and a half percent (1 %s %) per hour above the base rate. 18.8 LICENSE AND MANDATED TRAINING ALLOWANCE Employees covered by this agreement who have a least three (3) years of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Effective January 1, 2000 Fire Dispatcher shall be included in the above allowance because they aze required to have an EMT certificate. �� 15 00 � �� ARTICLE 18 - PREMIITM PAY/SPECIAL ALLOWANCES (Continuedj 18.9 MASTER PATROL OFFICER ALLOWANCE • Effective January 1, 2001 the DEPARTMENT HEAD may designate np to 20 DistricY-assigned MASTER PATROL OFFICER positions with 10 years m;n;mum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a half percent (1 '/z) above their base rate who will be billeted throughout the Districts according to seniority pursuant to Article 30. 18.10 SENIOR COMMANbER ALLOWANCE See Memorandum of Agreement signed 12/29/99 18.11 LANGUAGE INTERPRETATION SKILLS ALLOWANCE Effective January 1, 2001, EMPLOYEES who aze certified as an interpreter in language skilis other than English as delineated by the DEPARTMENT, shall receive 2% above their base rate. ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shifr beginning eaztier than 6:OQ am. or ending later • than 6;00 p.m., and providing that four or more hours of the shift aze between 6:00 p.m. and 6:00 am. shail be paid a differential of $0.93 per hour for all hours of the slrift actually worked by the employee. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the emgloyee's base rate. 19.2 Any employee who works on a regulazly assigned shift beginning earlier than 6:00 am. or ending later than 6:00 p.m., but less than fow hours of the shift worked aze between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of $0.93 per hour for only the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. ARTICLE 20 - VACATION 20.1 In each calendaz yeaz, each full-time employee shall be granted vacation according to the following schedule: Yeazs of Service 0 tEu�u 5 years after 5 yeazs after 10 years after 15 years after 20 yeazs Vacation Granted I3 days 18 days 21 days 23 days 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. C� 16 00 ��`� ARTICLE 20 - VACATION (Continued) �20.2 The head of the Department may permit an employee to carry over into the following yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Deparoment Head may compensate the employee in cash at the end of each fiscal year for any or all hours for which the employee requests payment. Payment shall be at the rate of pay in effect at the rime payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a m�imum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Secrion I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeazs' Day Martin Luther King Day • Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christrnas Day Two floating holidays Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) Whenever any of the holidays listed above shall fall on Satutday, the preceding Friday sha11 be observed as the holiday. 21.1 (2) Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 21.1 (3) For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract yeaz, subject to the approval of the department head of any employee. � 17 �o t�y ARTICLE 21 - HOLIDAYS (continued) 213 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appeaz on the payroll on any six working days of the nine working days preceding the hofiday; or an EMPLOYEE'S narue musi appear on the payroll the last working day before ihe holiday and on tUree other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. � 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shall be paid on a straight time basis for such hours worked, in addition to lus/her regulaz holiday pay. B. Effective January 1, 2999, employees working ia Yhe title Police Officer sha21 be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' 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/her regulaz holiday pay. C. ff an empioyee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Chrisimas Day, he/she 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/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.2 (1) The employee must be voluntarily sepazated from City employment or have been subject to sepazation, lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources D'uector, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reempioyment (of any type), with the City or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forty (640} hours of • sick leave credits at the time of his/her separation from service. 18 Db-!3� ARTICLE 22 - SEVERANCE PAY (continued) • 223 If an employee requests severance pay and if ihe employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service with the City. YEARS OF SERVICE MAXIMUM WITH TT� CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her sepazation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). • An employee with twenty (20) or more yeazs of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be ailowed the maximum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in February of each yeaz. The first payment shal] be made during the month of February in the yeaz following the year in which the employee separates his/her employment. 22.4 For the purpose of this severance program, a death of an employee shall be considered as sepazation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the empioyee's estate or spouse. 22.5 Severance Pay which totals ten thousand doliazs ($10,000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and govemed 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. CJ 19 do-`ay . ARTICLE 23 - WAGE SCHEDULE 23.1 Salary ranges applicable to titles covered by this AGREEMENT shali be as shown below: Effective January 1, 2000: Effective January 1, 2001 A B C � $66.50 biweekly increase to base rate $67.00 biweekly increase to base rate (EMPLOYEES in the tide of Commander aze excluded) D E F 101R 151R V12000 $1,456.'f4 51,525.13 $'1,597.56 $1�655.35 $1,739.90 St,8Q7.32 $1,89722 51�94221 V1/2001 $1,523.14 $1,59213 $1,664.56 $1,725.95 $1,806.90 $1,874.32 $1,96422 $200921 , �P � - - '::Ih � - - - ._u�..� v�rmoo s�.��o.�s s�,�.ao s�,a�a.za s�,ss�.s� $zoas.sa sz�2s.n �.�5 sz�as.as uvzom s�,Tn.� $�,ssaao s�,sasza �zo�zs� sz»asa sz�s�.�z sz�o.is sza�.� � 1/12000 $1�961.73 $2,055.99 52154.99 $'L,238.87 $2,349.50 $2,441.66 $2564.47 $2,Q5.94 1/tI2001 $2,028.73 $2'12299 $2,711.99 $�.305.5! $2,41&50 $2,506.66 52631.47 $z69294 C .. � � �. "'T:T.'-!7 1/7/L000 $2,126.45 $2718.95 $2,336.fi2 $�'�,427.86 $2,548.11 $2,648.3� $2781.86 $2,848.TL --'1•�> _. � � .- - � 1/1/Z000 $1,379.79 $1,435.86 $1,499.48 $1,SSi.75 $1,61264 $1,677.17 $1,71924 $1,761.32 1/1l1061 $1,44&79 $1,50286 $1,5f6.48 $1,fi20.75 $1,679.64 $1,744.17 $1,78624 $1,ffi8.32 : .nu r•- •�_ _'��..., 1f11'1000 $1,513.79 51,575.62 $1,69a78 $1,705.58 $1,77Q51 $7,841.fi4 $1,SB7.99 $1,934.43 1/12001 $1,580.79 54,64262 $1.71278 $1,77258 $1,837.51 $1,906.64 $1�954.99 52001.43 1(12000 $1�736.16 $1,805.02 $1,876.99 57,95L01 52,045.39 $2'129.62 SZ�.11 $2,28421 1/12001 $1,8ai.16 $1.87202 $'1,943.99 $2,019.01 $2,1'12� $2,196.62 $2296.11 $2,35121 � � • � ARTICLE 23 - WAGE SCHEDULE (continued) � A B C D E F 10YR 151R , Qp /3� Emerc�ery Cortrrunicatiors Center AI{anager 1!1/Il70D $1,208.85 $2,315.45 $2,427.42 $2,52231 $2,647.37 $2,751.59 $2,890.47 �2,960.01 1l12001 $'t,275.85 $2,38245 $2,494.42 �2,589.31 $2,714.37 $2,818.59 $2,957.47 $3,027.01 Eme�gerwy Corrrrunieatioas CerKer F�e D�cher I 1!1ld700 $1,456.14 $1,525.13 $1,597.56 $1,658.95 $1,739.90 $1,807.32 $1,897.22 $1,94221 111/ZOD1 $1,523.14 $1,59213 $1,664.56 $1,725.95 $1,806.90 $1,874.32 $1,964.22 $2,00921 Etttergerxy Corrrrunications Center Fi2 Dispatdier 11 t/1@000 $1,497.53 $1,568.59 $1,64321 $1,706.43 $1,789.78 $1,859.25 $1,951.84 $1,998.24 1/12001 $1,564.53 $1,635.59 $1,710.21 $1,773.43 $1,856.78 $1,926.25 $2,018.84 $2,065.24 Emerger�y Comrunications Center Police Dispatcher 20 YR 251R 1/1/2000 $1,416.11 $1,477.78 $1,543.01 $1,614.01 $1,686.15 $1,762.95 $1,810.69 $1,888.86 $ 1,900.27 $1,911.68 t/12001 $1,483.11 $1,544.78 $1,610.01 $1,681.01 $1,753.15 $1,8�9.95 $1,877.69 $1,955.86 $ 1,96727 $1,978.66 • Emergerwy Cormnications Cerrter Telecortrnunicator 20 YR 25 YR 1/1/2000 $1,308.98 $1,368.36 $1,426.58 $1,490.61 $1,556.96 $1,626.80 $1,672.18 $1,742.34 $ 1,753.77 $1,765.16 1n20D1 $1,375.98 $1,435.36 $1,493.58 $1,557.61 $1,fi23.96 $1,693.80 $1,739.18 $1,809.34 $ 1,820.77 $1,832.16 C� 21 oo-�� ARTICLE 24 - SICK LEAVE 24.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he • shall not be employed or engage in any occupation for compensation outside of his/her regulaz City employment. Violation of the provisions of this pazagraph by any EMI'LOYEE shall be grounds for suspension or discharge. 24.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forry (40) hours per incident An employee may use sick leave for absences due to an illness of the employee's chiid for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 243 The head of the department or the Human Resources Director may require a physician's certificate or addifional certificate at any time during an employee's use of sick leave for the purposes stated in 25.2 above. All such certificates shall be forwazded by the appointing officer to the Office of Human Resources. If an employee is absent because of the provisions of Article 25.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the nature of the • child, pazent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the fiead of the deparhnent and forwarded to the Office of Human Resources. 24.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later thau one-half hour after his/her regulazly scheduied time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of tlus articie only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. • 22 ARTICLE 25 - INCAPACITATION �; DA-! 3� 25.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing • job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shail first be utilized and only when same is exhausted shali accumulated sick leave be applicable. 25.2 EMPLOYEES disabled through injury or sicl�ess other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave pius six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be availabie only in those yeazs where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Depamnent Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 25.2 (1) The 8 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be exciuded. 253 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they aze physically capable of resuming their job. • 25.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shail continue. ARTICLE 26 - MATERNITY LEAVE 26.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may appiy for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ARTICLE 27 - FUNERAL LEAVE 27.1 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funerai of the Employee's grandpazent or grandchild. • 23 -oo-� � y ARTICLE 28 - DISCIPLINE 28.1 The Empioyer may discipline employees in any of the forms listed below: • Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipiine. ARTICLE 29 - SENIORITY 29.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class tiUe covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class title on the same date, the senioriry shall be detemuned by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is dischazged. 29.2 In the event it is detemuned by the EMPLOYER that it is necessary to reduce the workforce, employees• will be laid off by class riUe within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of employees in these higher titles is to be reduced, employees who have held lower titles which ate in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class tifle within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recail rights shall expire after two yeazs of layoff. Hawever the recall rights for ranking officers (i.e.; Sergeants and above) shall expire after three yeazs of layoff. • 24 ARTICLE 30 - BIDDING Db-!3y • 30.1 Once a yeaz the Department shall hold a bid for Patrol Officers working District assigntnents. Officers assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and afternoons • and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to theu preferred District area. However, when a District assignment conflicts with a work shifr bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignments to District personnel levels and such special assignments aze not govemed by the seniority bid system described above. The Deparhnent also reserves the right to make adjustments to the District personnel assignments. Such reassignment shall, whenever possible, honor the original seniority shift bids. 303 Those Patrol Officers assigned to other Units shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the O�cer's yeazly bid card. 30.4 The Employer agrees to form a committee made up of Federation-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointment of special assignment jobs. 30.5 Ali empioyer/employee committees meeting times shall be considered part of an employee's regulaz work schedule. Any work performed by an employee for the committee may be done during their normal work hours if it does not create a burden on the unit to which they aze assigned. • 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS Once per yeaz the EMPLOYER shall issue seniority bid cazds to Emergency communications Center Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shift (Tour I, II, III) which shali be assigned based on classification seniority. • 25 po-r3�{ `J ARTICLE 31- WORK BREAKS 31.1 EMPLOYEES in the tides of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be allowed adequate time from work within each four consecutive hours of work to use the nearest convenient restroom and/or as relief from work. 31.2 If said EMPLOYEE is required to work a full one-half shift beyond his/her regulaz end of tour, s/he shall be entifled to the rest period that occurs during said one-half shift. ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement sha11 be effective as of January 1, 2000 and shall continue in full force and effect through the 1 st day of January, 2001 and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. � • CITY OF SAINT PAUL � Te altiner Labor Relations Manager DATED: /�21 /Z'a SAINT PAUL POLICE FEDERATION Brad Jac en Saint Pa Police Federation President 28 06�3� APPENDIX A Unit Price • Overcoats .......................................................................... $125.00 Jackets, winter .......................................................................$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 7ackets,sutumer .....................................................................$ 27.95 Pazkas .........................................................................•---.$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..........................................................................$ 32.00 Cap Covers ......................................................................... $ 2.50 Vests.............................................................................. $ 8.50 Alternate Vest ................................................•--................. $ 5.95 T rousers, winter .....................................................................$ 34.95 T rousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,smnmer ....................................................................$ 25.50 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shi rts, winter (Raiilcing Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shi rts,summer(Colored) .............................................................. $ 6.95 Shi rts, sunmier (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ '7.95 •Ties ................................................................................ $ 1.25 Shoes ..............................................................................$19.00 Alternate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..........................................................................$12.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers ............................................................................ $ 3.95 Socks(Black or Navy Blue) ............................................................ $ 1.50 Socks (Biack with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 Rubber Leggings ..................................................................... $ 4.95 B2ack Gloves ........................................................................ $ '7.50 Uniform Caps, winter .................................................................. $ 8.75 Uniform Caps,smnmer ................................................................ $ 8.75 -A1 - • � DD /3�f APPENDIX A (continued) • Unit Price �am Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . • - • - • $ 16.25 Garrison ..........•• ...........................•-•----.........-�-----.......... $ 2.50 Cartridge ..................................................................... $ 3.50 Flashlight Holder ..................................................................... $ 1.50 Federal Sh�eamer Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...........................................................................$ 13.95 Handcuff ....................................................................... $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safety Helmet: Visor............................................................................ $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$14.20 Duty Guard ....................................................................... $ 2.95 • Y-D Harness ...................................................................... $ 2.95 Holsters: Federal ...................................................................... $ 5.95 SafatilandilA ....................................................................$ 18.95 Safariland 29 ......................................................................$12.95 Don Hume 216 .................................................................... $15.50 The following items are included in the clothing allowance for empioyees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster -AZ- •