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84-1732 WHITE - CITY CLERK PINK - FINANCE COUnCII n� /) ^ CANARV - DEPARTMENT C I TY OF SA I NT PAU L Y �' /��0 BLUE - MAVOR File NO• � � ` 1 Council Resolution . Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1985-1986 Agreement between the City of Saint Paul and the Saint Paul Supervisors Organization. Approved: Civil Serv' e Commission, Chair COUfVCILMEN Requested by Department of: Yeas � Nays pr� Person el Office Masanz In Favor Nicosia scnetbe� � __ Against BY Tedesco Wilson `��h �� 0��' � 7 198,� Form Ap oved y Cit A r Adopted by Council: Date ` . Certified Passed b o ci! ,ecr ry BY By / � /' t�p by Nlavor: Date ��`t App by Mayor for ub ssi n t uncil gy By PUBLISHE�D �l�'�F�.i j 1�� Personnel office _ DEPARTt�tENT �'�� 7-/�� _ gn t*p Snhn�nia CONTACT / 298 4221 pHONE December 6, 1984 DATE �� r � � (Routing and Explanati� Sheet) Assign Number for Routing Order (Clip All Locations for Mayoral Signature): i�� Oepar�tment Di rector � Ci ty Attorney � ��.� �� 3 Qi rector of Management/Mayor ��( �1 � Finance and Management Services Director `�� City Clerk Budget Director What Wi11 be Achieved by Takin Action on the Attached Materials? (Purpose/Rationale)• This resolution approves the 1985-1986 Agreement with the St. Paul Supervisors Organization. The new Agreement includes the changes on the attached sheet. Financial, Budgetary and Personnel Impacts Anticipated: Wages" Ins. Total 1985: 221,290. (23,294) 197,996 1986: 219,565 - 219,565 Funding Source and Fund Activity Nun�ber Charged or Credit�d: Attachments (List and Number all Attachments}: 1. Resolution 2. � Agreement. 3. Copy for City Clerk DEPART NT REVIEW - � CITY ATTORNEY REYIEi�I Yes Council Resolution Required? Resolution Required? es No Yes Insurance Required? Insurance Sufficient? Yes No �� Yes No Insurance Attached? Revision of October, 1982 ��PP RPVPI"SP SiclP for Instructions) � � � 1� �,�/�.3�- St. Paul Supervisors Organization The new Agreement includes changes in language dealing with the Administrative Service Fee, Discipline, Insurance, Holidays and Wages. This Agreement implements a new insurance program which reduces the City's cost by the inclusion of a deductible and other changes in the coverage. Martin Luther King Day will be a paid holiday in 1986. Wages are increased 4.75� in 1985. Because of the decrease in the City's cost for insurance the total cost to the city for 1985 will be 4.5$. The wage increase for 1986 is 4.5�. ��' �� 1985 - 1986 COLLECTIVE BARGAINING AGREEMENT - between - � THE CITY OF SAINT PAL'L - and - SAINT PAUL SUPERVISORS' ORGANIZATION :. . C� ��l- r y��- INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Saving Clause 3 III Management Rights 4 IV Maintenance of Standards 5 V Check Off and Administrative Service Fee 6 VI Hours of Work and Overtime 7 VII Seniority 8 VIII Working Out of Classification 9 IX Discipline 10 X Legal Services 11 XI Grievance Procedure 12 XII Wages 16 XIII Maternity Leave 17 XIV Insurance 18 XV Vacation 22 XVI Holidays 23 XVII Severance Pay 24 XVIII Sick Leave 26 XIX Mileage 27 XX Duration and Effective Date 28 Appendix A A1 - ii - ��- �7�3� P R E A M B L E This AGREEMENT, entered into between the City of Saint Paul, hereinafter referred to as either the "ENIPLOYER" or the "CITY", and the Saint Paul Supervisors' Organization, hereinafter referred to as the "ORGANIZATION", for the purpose of fostering and promoting harmonious relations between the EMPLOYER and the ORGANIZATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the EMPLOYER and the ORGANIZATION of their respective rights and responsibilities. The provisions of this AGREEMENT shall not abrogate the rights and/or duties of the IIKPLOYER, the ORGANIZATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of 1971, as amended. - iii - ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the Saint Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Clarification Hearing of Bargaiaing Unit, April 16, 1974, Case No. 74-PR-414-A. and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A. This above unit as amended consists of the following: Accountant IV Director of Medical Services-Model Cities Accountant V Director of the Zoo Accounting Manager E.D.P. Supervisor Assistant City Clerk Fireman Mechanic General Foreman Assistant City Engineer--Design Assistant City Engineer-Operations Assistant Director & City Engineer Aealth Administration Manager Assistant Director of Sch. Cafe. Housing Information Coordinator Assistant General Manager--Water Librarian IV (Children and Youth) Assistant Purchasing Agent Librarian IV (Circulation) Assistant Supt. of Parks Librarian IV (Extension) Assistant to the Dir. (Sch.Cafe.) Librarian IV (Fine Arts & Audio Visual) Asst. Valuation & Assess. Engr. Librarian IV (Referenace) Bacteriologist-Chemist III Librarian IV (Science and Industry) Bridge Engineer Librarian IV (Technical Services) Bldg. & Housing Insp. Supervisor Library Administrator Building Maint. Coordinator Library Services Manager Chief Accountant License Inspector Chief Cashier--Finance Manager of Data Processing Chief of Public Systems Planning Municipal Garage Supervisor and Development Office Engineer Chief Surveyor Office Supervisor-Code Enforcement City Traffic Engineer Operations Director--Civic Center Civil Engineer IV Parking Administrator Civil Engineer IV-Water Dept. Principal Designer Computer Services Manager Principal Planner Criminal Justice Coordinator Pro3ect Director (Model Cities Health) Dentist Public Health Nurse III Director of Admin. (Health) Public Health Nursing Supervisor Director of Environmental Hygiene Public Health Services Manager Director of Medical Services - 1 - . � �� ARTICLE I - RECOGNITION (CONTINUED) Public Works Construction Engineer Supervising Dental Hygienist Public Works Design Engineer Supervisor of Assessments Pub. Wrks. Maint. Servs. Engr. Supv. of Building Design & Plan Review Public Works Technician IV Supervisor of Code Enfrocement Purchasing Agent Supervisor of Customer Services-Wtr. Dept. Real Estate Supervisor Supervisor of Housing Inspection Recorder of Council Proceedings Supervisor of Investigation-Human Rights Recreation Director III Supervisor of Rehabilitation Safety Coordinator Supervisor of Sidewalk Construction Senior Principal Planner Supervisor of Technical Services Sewer Engineer Supervisor of Traffic Maintenance Solid Waste & Equip. Engr. Treasury Manager Supt. of Lght. & Elect. Engr. Valuation & Assessment Engineer Supt. of Maint.-Parks & Rec. Water Chemist III Supt. of Parks and Rec. Water Dept. Technician IV Superintendent of Programming Water Production Engineer Supt. of Water Distribution Water Revenue Superintendent Supt. of Water Supply UNCLASSIFIID Assistant Director of Human Rights Cable Communication Officer Deputy Dir.-Comm. Development City Information & Complaint Officer Deputy Dir.-Housing Deputy Dir.-Development Deputy Dir.-Bus. Revitalization Deputy Dir.-Job Creation and Training Deputy Dir.-Planning Director of Human Rights Property Manager 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said ob�ective. - 2 - ARTICLE II - SAVINGS CLAUSE 2.1 This AGREEMENT is sub�ect to the laws of the United States and the State of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent �urisdiction from whose final �udgment 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 party. All other provisions of this AGREEMENT shall continue in full force and effect. - 3 - � , , ��' �''�i�3� ARTICLE III - MANAGEMENT RIGHTS 3.1 The ORGANIZATION recognizes the right of the II�PLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Er�LOYER has not officially abridged, delegated, or modified by this AGREIIrIENT are retained by the EMPLOYER. 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organiza- tional structure and selection and direction and number of personnel. - 4 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Council File No. 273022, June 2, 1979 as amended) and the Saint Paul Salary Plan and Rates of Compensation (Council File No. 277198, August 8, 1981 as amended) at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 5 - �F�� 3�-- • • ARTICLE V - CHECK OFF AND ADMIDTISTRATIVE SERVICE FEE 5.1 The EMPLOYER agrees to deduct the ORGANIZATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a representative of the ORGANIZATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an ORGAIQIZATION member shall be required to contribute a fair share fee for services rendered by the ORGANI- ZATION. Upon notification by the ORGANIZATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ORGANIZATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the ENNIPLOYER shall make an improper fair share deduction from the earnings of the employee, the ORGANIZATION shall be obligated to make the II�lPLOYER whole to the extent that the EMPLOYER shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 Administrative Service Fee. The ORGANIZATION agrees that an administrative fee of fifty cents ($0.50) per member, per month shall be deducted by the EMPLOYER from the amount withheld for dues or fair share prior to remittance of dues or fair share to the ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this article. - 6 - ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the employees shall be seven and three- fourths (7 3/4) hours in any 24 hour period and 38 3/4 hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any 7 day period shall not receive pay for such additional work. 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION- of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 6.4 In unusual circumstances employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval of their department head. - 7 - ��i�3� ARTICLE VII - SENIORITY 7.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREIIKENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be deter- mined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 7.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Engiaeer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which clase seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned oa the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the EMPLOYER to maintain operations. - 8 - ARTICLE VIII - WORKING OUT OF CLASSIFICATION 8.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days 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 assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsibilities of either a) a position previously held by another employee and different from the emploqee's regular position, b) held by an employee on extended leave, or c) or a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assign- ment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 9 - �� -l 73�, ARTICLE IX - DISCIPLINE 9.1 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period the employee and/or ORGANIZATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During the five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or may modify, or withdraw same. 9.2 A suspended employee may file a grievance action under the provisions of the Civil Service Rules. _, l� � � . "�- �� -10- ARTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, hold harmless and indemnify employee against any tort 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. - 11 - . . o��—��--- ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of this AGREEMENT. 11.2 The EMPLOYER will recognize representatives designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify the EMPLOYER in writing of the names of such Organization Represen- tatives and of their successors when designated. The EMPLOYER shall notify the ORGANIZATION in writing as to its designated representatives. 11.3 It is recognized and accepted by the ORGA1vIZATION and the II�SPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ORGANIZATION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the ORGANIZATION Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the EMPLOYER. It is understood that the EMPLOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance with the following procedure: - 12 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUID) Step 1. An employee claiming a violation concerning the interpretation or application of this AGREEMENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance 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 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ORGANIZATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ORGANIZATION and diacussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the ORGANIZATION the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the ORGANIZATION within ten (10) calendar aays shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the ORGANIZATION and diecussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the ORGANIZATION the Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ORGANIZATION within ten (10) calendar days shall be considered waived. - 13 - . ��'y�� • • ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ORGANIZATION shall be submitted to arbitration sub�ect to the provisions of the Public Employment Labor Relations Act of 1971, as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. The arbitrator shall have no right to amend, modify, nullify, ignore the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the ORGANIZATION, and shall have no authority to make a desision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing, with copies to both parties and the Bureau of Mediation Services within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unlese the parties agree to an extension. The decision shall be binding on both the EMPLOYER and the ORGANIZATION and shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ORGANIZATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. - 14 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered '4aaived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the II�LOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the ORGANIZATION may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ORGANIZATION in each step. , 11.7 It is understood by the ORGANIZATION and the ENIPLOYER that a grievance may be initiated by the ORGANIZATION using either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - 15 - . . ��-�73 2 ARTICLE XII - WAGES 12.1 The wage schedule for the purpose of this contract shall be Appendix A. - 16 - ARTICLE XIII — MATERNITY LEAVE 13.1 Maternity Leave: Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 17 - : . ��'�/�.��- ARTICLE XIV - INSURANCE 14.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 14.2 The EMPLOYER will for the period of this AGREIIKENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER for such employees and such life insurance benefits as provided in this article. 14.3 Effective January 1, 1985, for each employee who retires during the term of this AGREEMENT and is eligible for early retiree benefits under the terms set forth in this article and who selects employee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $118.62 per month, whichever is less. In addition for each eligible early retiree who selects dependent's insurance coverage, the IIKPLOYER will contribute the cost of such dependent's coverage or $198.10 per month, whichever is less. Effective January, 1986, the dollar caps specified in this Article 14.3 shall be adjusted to equal the January, 1986 premiutn cost for the health insurance plan offered to the City by Blue Cross-Blue Shield for early retirees. In order to be eligible for City benefits under the early retiree pro- vision, the Employee must: 14.31 Be receiving benefits from a public employee retirement act. 14.32 Have severed his/her relationship with the City of St. Paul under one of the early retiree plans. - 18 - ARTICLE XIV - INSURANCE (cont.) 14.4 Effective January 1, 1985, for each eligible employee covered by this AGREEMENT selecting a health insurance program supplied to the City, the City shall pay the entire cost of such coverage, or $70.00 per month whichever is less. For each employee selecting family coverage, the City shall pay the entire cost of such family coverage or $180.00 per month, whichever is less. 14.5 Not withstanding Article 14.4, for each eligible employee covered by this AGREEMENT selecting the health insurance program supplied to the City by HMO-Minnesota, the City shall pay the entire cost of such coverage, or $70.00 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by HMO-Minnesota, the City shall pay the entire cost of such dependent's coverage or $138.00 per month, whichever is less. This Article, 14.5, applies only to employees who were covered by the health insurance program supplied to the City by HMO Minnesota as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. 14.6 Not withstanding Article 14.4, for each eligible employee covered by this AGREEMENT selecting the health insurance program supplied to the City by Physicians Health Plan, the City shall pay the entire cost of such coverage, or $78.98 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Physicians Health Plan, the City shall pay the entire cost of such dependent's coverage or $174.32 per month, whichever is less. This Article, 14.6� applies only to employees who were covered by the health insurance program supplied to the City by Physicians Health Plan as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. - 19 - ARTICLE XIV - INSURANCE (cont.) ,��f�/�� . . . `. 14.7 The Employer will attempt to prevent any changes in the benefits offered by the Health Maintenance Organizations plans. However, employees selecting one of the plans offered by one of the Health Maintenance Organizations agree to accept any changes in benefits which the specif ic Health Maintenance Organization implements. The Fee for Service health plan is understood to be the plan designated as Alternate 5 bid by Blue Cross-Blue Shield for January 1, 1985. 14.8 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. Any increase in this Life insurance premium shall be paid by the employee. 14.9 In addition to the $5,000 Life Insurance Coverage in 14.8, the EMPLOYER agrees to contribute the cost of additional Life Insurance Coverage or $0.97 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section, 14.9, and section 14.8 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of Janury 5, 1985. Effective January 4, 1986 the total insurance coverage shall be equal to the employee's annual salary as of January 4, 1986. This contribution shall be paid to the City's Group Health and Welfare Plan. 14.10 Effective January 1, 1982, the EMPLOYER agrees to pay the amount of $28.95 per month for each employee eligible for such coverage to the Dental Insurance Fund established by the ORGANIZATION. Any increase in the Dental Insurance Premium after December 31, 1981, shall be paid by the Employee. - 20 - ARTICLE XIV - INSURANCE (cont.) , . 14.11 It is clearly understood by all parties that the ORGANIZATZON"S Dental Insurance Fund shall continue to be administered solely and entirely by the ORGANIZATION. It is further understood that any Dental Insurance Program obtained through monies submitted to this Fund shall be administered solely and entirely by the ORGANIZATION. - 21 - ��y,��2- ARTICLE XV - VACATION 15.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 15.2 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 15.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is separated from the service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 15.4 If an employee has an acciunulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. - 22 - ARTICLE XVI - HOLIDAYS 16.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Labor Day Martin Luther King Day (1986) Columbus Day Presidents Day Veterans" Day Memorial Day Thanksgiving Day Independence Day Christmas Day Ttao floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, sub�ect to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 23 - . ��i�� ARTICLE XVII - SEVERANCE PAY 17.1 The employer shall provide a severance pay program as set forth in this Article. 17.2 To be eligible for the severance pay program, an employee must meet the following requirements: 17.21 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" or the "rule of 85" provisions of the Public Employees Retirement Association (PERA) . 17.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 17.23 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. 17.24 The employee must file a waiver of re-employment with the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type) , with the City or with Independent School District No. 625. 17.25 The employee must have acc�ulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 17.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave sub�ect to a maximum of 200 accrued sick leave days. 17.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 24 - ARTICLE XVII - SEVERANCE PAY (continued) 17.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment� and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. . 17.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 17.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 17.8 This severance pay program shall be sub�ect to and governed by the pro- visions 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. 17.9 The provisions of this article shall not be effective until December 31, 1982, and until such date, the provisions of Ordinance No. 11490, as amended, shall apply in their entirety. 17.10 Any employee hired prior to December 31, 1982, may, in any event, and upon meeting the qualifications of this article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1982, shall only be entitled to the benefits of this article upon meeting the qualifications herein. - 25 - . ��i7�� ARTICLE XVIII - SICK LEAVE 18.1 Employees shall accumulate sick leave credits at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave shall be granted in accordance with the Civil Service Rules. - 26 - ARTICLE XIX - CITY MILEAGE • y • , 19.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officera and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 19.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in perfo�ing the duties of the employee's position. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an sutomobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. 19.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 19.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they m.aiatain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal in�ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 27 - . . - . ��i�� ARTICLE XX - DURATION AND EFFECTIVE DATE 20.1 Complete Agreement with Waiver of Bargaining. This AGREEMENT shall re- present the complete AGREEMENT between the ORGANIZATION and the II�LOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any sub�ect or matter not removed by law from the area of collective bargaining, and that the complete under- standings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the EMPLOYER and the ORGANIZATION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any sub�ect or matter referred to or covered in this AGREEMENT. 20.2 Except as herein provided this AGREEMENT shall be effective as of the date it is executed by the parties and shall continue in full force and effect until December 31, 1986, 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 so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 20.3 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is sub3ect to the approval of the Administration of the City, and is also sub�ect to ratification by the ORGANIZATION. WITNESSES: CITY OF SAINT PAUL SAINT PAUL SUPERVISORS' ORGANIZATION . � � _ /, . - Labor Relati s D ect Presi ent Civil Service Commission Negotiator DATED: December 4, 1984 - 28 - APPENDIX A TITLES AND SALARIES Office Supervisor-Code Enforcement EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 734.85 764.74 795.42 836.42 878.15 923.78 970.16 1000.01 1028.28 1-4-86 767.92 799.15 831.21 874.06 917.67 965.35 1013.82 1045.01 1074.55 Supervisor of Customer Services--Water Dept. 1-5-85 781.31 812.76 844.31 889.02 933.11 980.31 1029.07 1060.56 1091.28 1-4-86 816.47 849.33 882.30 929.03 975.10 1024.42 1075.38 1108.29 1140.39 Supervising Dental Hygienist 1-5-85 824.74 858.83 894.45 938.97 986.85 1036.60 1088.50 1121.26 1154.00 1-4-86 861.85 897.48 934.70 981.22 1031.26 1083.25 1137.48 1171.72 1205.93 City Information and Complaint Officer Housing Information Coordinator 1-5-85 878.94 915.78 952.83 1000.82 1051.91 1105.43 1161.23 1195.04 1230.54 1-4-86 918.49 956.99 995.71 1045.86 1099.25 1155.17 1213.49 1248.82 1285.91 Assistant City Clerk Supervisor of Assessments Supervisor of Elections 1-5-85 933.89 972.47 1011.71 1062.95 1116.36 1173.98 1232.07 1266.70 1307.42 1-4-86 975.92 1016.23 1057.24 1110.78 1166.60 1226.81 1287.51 1323.70 1366.25 Public Health Nurse III 1-5-85 992.11 1031.53 1073.95 1128.40 1184.06 1244.66 1309.06 1347.61 1386.24 1-4-86 1036.75 1077.95 1122.28 1179.18 1237.34 1300.67 1367.97 1408.25 1448.62 Recorder of Council Proceedings Supervisor of Investigation--Human Rights Dept. 1-5-85 1022.02 1062.95 1106.25 1162.05 1221.71 1282.36 1347.61 1387.84 1429.31 1-4-86 1068.01 1110.78 1156.03 1214.34 1276.69 1340.07 1408.25 1450.29 1493.63 Assistant Director of Human Rights Director of the Zoo Public Works Technician IV Real Estate Supervisor Supervisor of Sidewalk Construction Water Department Technician IV 1-5-85 1053.48 1096.6Z 114D.08 1186.70 1257.94 132D.91 1387.8�+ 1�+31.OU 1473.k8 1-4-86 1100.89 1146.02 1191.38 1250.55 1314.55 1380.35 1450.29 1495.40 1539.79 - A1 - , �,�� APPENDIX A (continued) Computer Services Manager Fireman-Mechanic General Foreman EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 1085.70 1129.75 1174.61 1234.36 1296.51 1361.76 1431.00 1473.48 1516.75 1-4-86 1134.56 1180.59 1227.47 1289.91 1354.85 1423.04 1495.40 1539.79 1585.00 Bacteriologist-Chemist III Recreation Director III Supervisor of Traffic Maintenance Water Chemist III Water Revenue Superintendent 1-5-85 1118.68 1163.54 1210.77 1270.57 1334.33 1402.71 1473.48 1519.07 1564.65 1-4-86 1169.02 1215.90 1265.25 1327.75 1394.37 1465.83 1539.79 1587.43 1635.06 Librarian IV (Children and Youth) Librarian IV (Circulation) Librarian IV (Extension) Librariaa IV (Fine Arts & Audio Visual) Librarian IV (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Public Health Nursing Supervisor Nutritionist IV Treasury Manager 1-5-85 1152.52 1198.19 1246.26 1310.62 1375.91 1446.75 1519.07 1565.49 1609.55 1-4-��6 1204.38 1252.11 1302.34 1369.60 1437.83 1511.85 1587.43 1635.94 1681.98 Accountant IV *Assistant Director of School Cafeterias Building Maintenance Coordinator Electronic Data Processing Supervisor Municipal Garage Supervisor Property Manager **Real Estate Supervisor Safety Coordinator Solid Waste and Equipment Engineer Supervisor of Housing Inspection Water Treatment Supervisor 1-5-85 1223.32 1272.88 1324.00 1390.89 1460.83 1534.81 1611.86 1659.90 1709.50 1-4-86 1278.37 1330.16 1383.58 1453.48 1526.57 1603.88 1684.39 1734.60 1786.43 Chief Surveyor Maintenance & Conservation Inspection Supervisor Public Services Manager Technical Services Manager 1-5-85 1259.56 1311.43 1363.35 1432.56 1504.95 1581.90 1659.90 1710.23 1761.36 1-4-86 1316.24 1370.44 1424.70 1497.03 1572.67 1653.09 1734.60 1787.19 1840.62 - A2 - , APPENDIX A (continued) License Inspector Parking Administrator Principal Designer Supervisor of Building Design & Plan Review EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 1298.12 1350.08 1405.11 1475.85 1550.50 1628.37 1710.23 1762.15 1814.06 1-4-86 1356.54 1410.83 1468.34 1542.26 1620.27 1701.65 1787.19 1841.45 1895.69 Accountant V Building & Housing Inspection Supervisor Cable Communication Officer Deputy Director-Job Creation and Training Director of Human Rights Library Services Manager Principal Planner Supervisor of Rehabilitation 1-5-85 1338.19 1391.68 1448.32 1520.62 1596.92 1678.74 1762.15 1816.44 1869.89 1-4-86 1398.41 1454.31 1513.49 1589.05 1668.78 1754.28 1841.45 1898.18 1954.04 Health Administration Manager Program Administrator Pro3ect Director (Model Cities Health Program) 1-5-85 1377.50 1433.36 1490.75 1567.05 1645.66 1728.40 1816.44 1869.89 1924.09 1-4-86 1439.49 1497.86 1557.83 1637.57 1719.71 1806.18 1898.18 1954.04 2010.67 Accounting Manager Civil Engineer IV Civil Engineer IV--Water Department Civil Engineer--Valuations and Assessments Dentist Office Engineer Superintendent of Maintenance--Parks and Recreation Supervisor of Technical Services 1-5-85 1419.25 1478.21 1537.17 1614.21 1694.55 1780.27 1869 89 1927.28 1983.12 1-4-86 1483.12 1544.73 1606.34 1686.85 1770.80 1860.38 1954.04 2014.01 2072.36 Director of Environmental Hygiene Senior Principal Planner Superiatendent of Programming 1-5-85 1463.23 1521.40 1584.32 1661.52 1747.14 1835.23 1927.28 1985.42 2042.87 1-4-86 1529.08 1589.86 1655.61 1736.29 1825.76 1917.82 2014.01 2074.76 2134.80 Purchasing Ageat 1-5-85 1506.50 1567.84 1630.77 1713.37 1799.09 1890.31 1985.42 2044.48 2105.00 1-4-86 1574.29 1638.39 1704.15 1790.47 1880.05 1975.37 2074.76 2136.48 2199.73 - A3 - _ � ��y il�� APPENDIX A (continued) Assistant City Engineer *Bridge Engineer *City Traffic Engineer Deputy Director-Business Revitalization *Public Works Construction Engineer *Public Works Design Engineer *Public Works Maintenance Services Engineer *Sewer Engineer *Superintendent of Lighting & Electrical Engineer Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer EFFECTIVE A B C D E F G 10-yr 15-yr. 1-5-85 1552.86 1615.00 1680.33 1765.25 1854.90 1946.18 2044.48 2107.33 2168.72 1-4-86 1622.74 1687.68 1755.95 1844.69 1938.37 2033.76 2136.48 2202.16 2266.31 *Chief of Public Systems Planning & Development Manager of Data Processing 1-5-85 1648.08 1714.87 1784.10 1873.06 1966.62 2066.57 2170.25 2233.99 2302.33 1-4-86 1722.24 1792.04 1864.38 1947.35 2055.12 2159.57 2267.91 2334.52 2405.93 *Assistant City Engineer--Design *Assistant City Engineer--Operations Assistant General Manager-Water Department Associate City Engineer Deputy Director-Community Development Deputy Director-Development Deputy Director-Housing Deputy Director-Planning Library Administrator Public Health Services Manager Supervisor of Code Enforcement Superintendent of Parks and Recreation 1-5-85 1698.40 1766.02 1837.59 1930.37 2027.20 2128.60 2235.61 2303.23 2370.86 1-4-86 1774.83 1845.49 1920.28 2017.24 2118.42 2224.39 2336.21 2406.88 2477.55 Chief Accountant Valuation and Assessment Engineer 1-5-85 1802.26 1865.78 1949.27 2048.42 2151.44 2260.64 2373.30 2444.75 2516.39 1-4-86 1883.36 1940.34 2036.99 2140.60 2248.25 2362.37 2480.10 2554.76 2629.63 - A4 - . - APPENDIX A (continued Director of Medical Services-Model Cities EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 1856.52 1930.37 2008.29 2110.50 2216.68 2327.59 2444.75 2517.99 2593.41 1-4-86 1940.06 2017.24 2098.66 2205.47 2316.43 2432.33 2554.76 2631.30 2710.11 Director of Medical Services 1-5-85 2153.81 2240.31 2330.79 2447.92 2570.63 2701.20 2836.46 2921.21 3007.18 1-4-86 2250.73 2341.12 2435.68 2558.08 2686.31 2822.75 2964.10 3052.66 3142.50 The above January 5, 1985 rates represent a four and three-fourths percent (4.75%) increase over the January 1, 1984 rates. The above January 4, 1986 rates represent a four and one-half percent (4.5�) increase over the January 5, 1985 rates. - AS - . : �=��-iI3�--. .. __. ._ .. -- __ - r . , �i° . WHITE - CITV CLERK • PINK - FINANCE COUIICII CANARY - DEPARTMENT G I TY OF SA I NT PAU L File NO. ��i/�� BLUE - MAVOR � CITY CLERK Council Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1985-1986 Agreement between the City of Saint Paul and the Saint Paul Supervisors Organization. Approved: Civil Service Coaunission, Chair COUNCILMEN Requested by Department of: Yeas Nays Fletchsr Personnel Of f ice °re1nr [n Favor Masanz Nicosis scnett�si Against BY Ted�sco Wilson Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary BY gy, Approved by Mavor: Date Approved by Mayor for Submission to Council By By ��- /73� . � , . ,, . . . _ . 1985 - 1986 COLLECTIVE BARGAINING AGREEMENT - between - THE CITY OF SAINT PAUL - and - SAINT PAUL SUPERVISORS' ORGANIZATION , . . . �,�%y�i�� INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Saving Clause 3 III Management Rights 4 IV Maintenance of Standards 5 V Check Off and Administrative Service Fee 6 VI Hours of Work and Overtime 7 VII Seniority 8 VIII Working Out of Classification 9 IX Discipline 10 X Legal Services 11 XI Grievance Procedure 12 XII Wages 16 XIII Maternity Leave 17 XIV Insurance 18 XV Vacatioa 22 XVI Holidays 23 XVII Severance Pay 24 XVIII Sick Leave 26 XIX Mileage 27 XX Duration and Effective Date 28 Appendix A A1 - ii - . , . . � ��`�'�,�� P R E A M B L E This AGREEMENT, entered into between the City of Saint Paul, hereinafter referred to as either the "EMPLOYER" or the "CITY", and the Saint Paul Supervisors' Organization, hereinafter referred to as the "ORGANIZATION", for the purpose of fostering and promoting harmonious relations between the EMPLOYER and the ORGANIZATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understaading on the part of both the EMPLOYER and the ORGANIZATION of their respective rights and responsibilities. The provisions of this AGREEMENT shall not abrogate the rights and/or duties of the II�LOYER, the ORGANIZATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of 1971, as amended. - iii - ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the Saint Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Clarification Hearing of Bargaining Unit, April 16, 1974, Case No. 74-PR-414-A. and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A. This above unit as amended consists of the following: Accountant IV Director of Medical Services-Model Cities Accountant V Director of the Zoo Accounting Manager E.D.P. Supervisor Assistant City Clerk Fireman Mechanic General Foreman Assistant City Engineer--Design Assistant City Engineer-Operations Assistant Director & City Engineer Health Administration Manager Assistant Director of Sch. Cafe. Housing Information Coordinator Assistant General Manager--Water Librarian IV (Children and Youth) Assistant Purchasing Agent Librarian IV (Circulation) Assistant Supt. of Parks Librarian IV (Extension) Assistant to the Dir. (Sch.Cafe.) Librarian IV (Fine Arts & Audio Visual) Asst. Valuation & Assess. Engr. Librarian IV (Referenace) Bacteriologist-Chemist III Librarian IV (Science and Industry) Bridge Engineer Librarian IV (Technical Services) Bldg. & Housing Insp. Supervisor Library Administrator Building Maint. Coordinator Library Services Manager Chief Accountant License Inspector Chief Cashier--Fiaance Manager of Data Processing Chief of Public Systems Planning Municipal Garage Supervisor and Development Office Engineer Chief Surveyor Office Supervisor-Code Enforcement City Traffic Engineer Operations Director--Civic Center Civil Engineer IV Parking Administrator Civil Engineer IV-Water Dept. Principal Designer Computer Services Manager Principal Planner Criminal Justice Coordinator Pro�ect Director (Model Cities Health) Dentist Public Health Nurse III Director of Admin. (Health) Public Health Nursing Supervisor Director of Environmental Hygiene Public Health Services Ma.nager Director of Medical Services - 1 - , , . �.I ��i�� ARTICLE I - RECOGNITION (COh"TINUED) Public Works Construction Engineer Supervising Dental Hygienist Public Works Design Engineer Supervisor of Assessments Pub. Wrks. Maint. Servs. Engr. Supv. of Building Design & Plan Review Public Works Technician IV Supervisor of Code Enfrocement Purchasing Agent Supervisor of Customer Services-Wtr. Dept. Real Estate Supervisor Supervisor of Housing Inspection Recorder of Council Proceedinge Supervisor of Investigation-Human Rights Recreation Director III Supervisor of Rehabilitation Safety Coordinator Supervisor of Sidewalk Construction Senior Principal Planner Supervisor of Technical Services Sewer Engineer Supervisor of Traffic Maintenance Solid Waste & Equip. Engr. Treasury Manager Supt. of Lght. & Elect. Engr. Valuation & Assessment Engineer Supt. of Maint.-Parks & Rec. Water Chemist III Supt. of Parks and Rec. Water Dept. Technician IV Superintendent of Programming Water Production Engineer Supt. of Water Distribution Water Revenue Superintendent Supt. of Water Supply UNCLASSIFIID Assistant Director of Human Rights Cable Communication Officer Deputy Dir.-Comm. Development City Information & Complaint Officer Deputy Dir.-Housing Deputy Dir.-Development Deputy Dir.-Bus. Revitalization Deputy Dir.-Job Creation and Training Deputy Dir.-Planning Director of Human Rights Property Manager 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. - 2 - ARTICLE II - SAVINGS CLAUSE 2.1 This AGREEMENT is sub�ect to the laws of the United States and the State of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent 3urisdiction from whose final �udgment 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 party. All other provisions of this AGREEMENT shall continue in full force and effect. - 3 - � � � � � �.��-��--� ARTICLE III - MANAGEI�IENT RIGHTS 3.1 The ORGANIZATION recognizes the right of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the ErII'LOYER has not officially abridged, delegated, or modified by this AGREEMENT are retained by the EMPLOYER. 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are nst limited to, such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organiza- tional structure and selection and direction and number of personnel. - 4 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions e.�ccept as modified by this agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Council File No. 273022, June 2, 1979 as amended) and the Saint Paul Salary Plan and Rates of Compensation (Council File No. 277198, Au�ust 8, 1981 as amended) at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 5 - . � . . � �r=��-��- ARTICLE V - CHECK OFF AND ADMIIJISTRATIVE SERVICE FEE 5.1 The EMPLOYER agrees to deduct the ORGANIZATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a representative of the ORGANIZATZON and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an ORG.e,1QIZATION member shall be required to contribute a fair share fee for services rendered by the ORGANI- ZATION. Upon notification by the ORGANIZATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ORGANIZATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the EMPLOYER shall make an improper fair share deduction from the earnings of the employee, the ORGANIZATION shall be obligated to make the II�IPLOYER whole to the extent that the EMPLOYER shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 Administrative Service Fee. The ORGANIZATION agrees that an administrative fee of fifty cents ($0.50) per member, per month shall be deducted by the EMPLOYER from the amount withheld for dues or fair share prior to remittance of dues or fair share to the ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the EI�LOYER harmless against any and all claims, suits, orders or �udgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the IIKPLOYER under the provisions of this article. - 6 - ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the employees shall be seven and three- fourths (7 3/4) hours in any 24 hour period and 38 3/4 hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any 7 day period shall not receive pay for such additional work. 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION- of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 6.4 In unusual circumstances employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval of their department head. - 7 - � �.��7.�� ARTICLE VII - SENIORITY 7.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title oa the same date, the seniority shall be deter- mined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 7.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which clase seniorit.y would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the EMPLOYER to maintain operations. - 8 - ARTICLE VIII - WORKING OUT OF CLASSIFICATION 8.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class aseignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class aseignment in a higher classificatioa not later than the sixteenth (16) day of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsibilities of either a) a position previously held by another employee and different from the employee's regular position, b) held by an employee on extended leave, or c) or a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assign- ment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 9 - . . . �=�y-��-- ARTICLE IX - DISCIPLINE 9.1 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period the employee and/or ORGANIZATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During the five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or may modify, or withdraw same. 9.2 A suspended employee may file a grievance action under the provisions of the Civil Service Rules. -10- ARTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton ne�lect of duty, EMPLOYER shall defend, hold harmless and indemnify employee against any tort 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. - 11 - � � � ��- ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of this AGREEMENT. 11.2 The EMPLOYER will recognize representatives designated by the ORGAI`TIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify the EMPLOYER in writing of the names of such Organization Represen- tatives and of their successors when designated. The EMPLOYER shall notify the ORGANIZATION in writing as to its designated representatives. 11.3 It is recognized and accepted by the ORGANIZATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ORGANIZATION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the ORGANIZATION Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the EMPLOYER. It is understood that the EMPLOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conforma.nce with the following procedure: - 12 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) Step 1. An employee claiming a violation concerning the interpretation or application of thie AGREEMENT shall, within twenty-one (21) calendar r days after such alleged violation has �occurred, present such grievance 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 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ORGANIZATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ORGANIZATION and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the ORGANIZATION the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the ORGANIZATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the ORGANIZATION and diecusaed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the ORGANIZATION the Employer's answer in writing withia ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ORGANIZATION within ten (10) calendar days shall be considered waived. - 13 - . � . . � ��i�� ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ORGANIZATION shall be submitted to arbitration sub3ect to the provisions of the Public Employment Labor Relations Act of 1971, as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. The arbitrator shall have no right to amend, modify, nullify, ignore the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the ORGANIZATION, and shall have no authority to make a desision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing, with copies to both parties and the Bureau of Mediation Services within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the EMPLOYER and the ORGANIZATION and shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ORGANIZATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. - 14 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension 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 ORGANIZATION may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the EMPLOYER that a grievance may be initiated by the ORGANIZATION using either the grievance procedure of this contract or by the provisions of the Civi1 Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - 15 - . � � ��y=��-- ARTICLE XII - WAGES 12.1 The wage schedule for the purpose of this contract shall be Appendix A. - 16 - ARTICLE XIII — MATERNITY LEAVE 13.1 Maternity Leave: Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnaxscy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 17 - � . � �.��i��.- ARTICLE XIV - INSURANCE 14.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 14.2 The EMPLOYER will for the period of this AGREFjMENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER for such employees and such life insurance benefits as provided in this article. 14.3 Effective January 1, 1985, for each employee who retires during the term of this AGREF.MENT and is eligible for early retiree benefits under the terms set forth in this article and who selects employee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $118.62 per month, whichever is less. In addition for each eligible early retiree who selects dependent's insurance coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $198.10 per month, whichever is less. Effective January, 1986, the dollar caps specified in this Article 14.3 shall be ad�usted to equal the January, 1986 premiuta cost for the health insurance plan offered to the City by Blue Croas-Blue Shield for early retirees. In order to be eligible for City benefits under the early retiree pro- vision, the Employee must: 14.31 Be receiving benefits from a public employee retirement act. 14.32 Have severed his/her relationship with the City of St. Paul under one of the early retiree plans. - 18 - ARTICLE XIV - INSURANCE (cont.) 14.4 Effective January 1, 1985, for each eligible employee covered by this AGREEMENT selecting a health insurance program supplied to the City, the City shall pay the entire cost of such coverage, or $70.00 per month whichever is less. For each employee selecting family coverage, the City shall pay the entire cost of such family coverage or $180.00 per month, whichever is less. 14.5 Not withstanding Article 14.4, for each eligible employee covered by this AGREEMENT selecting the health insurance program supplied to the City by HMO-Minnesota� the City shall pay the entire cost of such coverage, or $70.00 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by HMO-Minnesota, the City shall pay the entire cost of such dependent's coverage or $138.00 per month, whichever is less. This Article, 14.5, applies only to employees who were covered by the health insurance program supplied to the City by HMO Minnesota as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. 14.6 Not withstanding Article 14.4, for each eligible employee covered by this AGREEMENT selecting the health insurance program supplied to the City by Physicians Health Plan, the City shall pay the entire cost of such coverage, or $78.98 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Physicians Health Plan, the City shall pay the entire cost of such dependent's coverage or $174.32 per month, whichever is less. This Article, 14.6, applies only to employees who were covered by the health insurance program supplied to the City by Physicians Health Plan as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. - 19 - , ARTICLE XIV - INSURANCE (cont.) ��pj� �� 0 7" 14.7 The Employer will attempt to prevent any changes in the benefits offered by the Health Maintenance Organizations plans. However, employees selecting one of the plans offered by one of the Health Maintenance Organizations agree to accept any changes in benefits which the specific Health Maintenance Organization implements. The Fee for Service health plan is ur►derstood to be the plan designated as Alternate 5 bid by Blue Cross-Blue Shield for January 1, 1985. 14.8 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. Any increase in this Life insurance premium shall be paid by the employee. 14.9 In addition to the $5,000 Life Insurance Coverage in 14.8, the EMPLOYER agrees to contribute the cost of additional Life Insurance Coverage or $0.97 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section, 14.9, and section 14.8 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of Janury 5, 1985. Effective January 4, 1986 the total insurance coverage shall be equal to the employee's annual salary as of January 4, 1986. This contribution shall be paid to the City's Group Aealth and Welfare Plan. 14.10 Effective January 1, 1982, the EMPLOYER agrees to pay the amount of $28.95 per month for each employee eligible for such coverage to the Dental Insurance Fund established by the ORGANIZATION. Any increase in the Dental Insurance Premium after December 31, 1981, shall be paid by the Employee. - 20 - ARTICLE XIV - INSURANCE (cont.) • . 14.11 It is clearly understood by all parties that the ORGANIZAT�ON"S Dental Insurance Fund shall continue to be administered solely and entirely by the ORGANIZATION. It is further understood that any Dental Insurance Program obtained through monies submitted to this Fund shall be administered solely and entirely by the ORGANIZATION. - 21 - . � . ��7��-. ARTICLE XV - VACATION 15.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 15.2 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 15.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is separated from the service by reason of discharge, retirement or death, he shall be graated such vacation pay as he may have earned and not used up to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 15.4 If an employee has an acc�ulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. - 22 - ARTICLE XVI - HOLIDAYS 16.1 Holidays recognized and observed. The following days shall be recognized and obeerved as paid holidays: New Year's Day Labor Day Martin Luther King Day (1986) Columbus Day Presidents Day Veterans" Day Memorial Day Thanksgiving Day Independence Day Christmas Day Two floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as . the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Moaday shall be observed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, sub�ect to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this aection. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 23 - � , � . ��y-i�,�z ARTICLE XVII - SEVERANCE PAY 17.1 The employer shall provide a severance pay program as set forth in this Article. 17.2 To be eligible for the severance pay program, an employee must meet the following requiremente: 17.21 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" or the "rule of 85" provisions of the Public Employees Retirement Association (PERA) . 17.22 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 17.23 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. 17.24 The employee must file a waiver of re-employment with the Director of Personnel, which will clearly indicate that by requeating severance pay, the employee waives all claims to reinstatement or reemployment (of any type) , with the City or with Independent School District No. 625. 17.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 17.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave sub�ect to a maximum of 200 accrued sick leave days. 17.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 24 - ARTICLE XVII - SEVERANCE PAY (continued) 17.5 For the purpose of this severance program, a death of an employee shall . be considered as separation of employment� and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 17.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 17.7 The manner of paymeat of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 17.8 This severance pay program shall be sub�ect to and governed by the pro- visions 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. 17.9 The provisions of this article shall not be effective until December 31, 1982, and until such date, the provisions of Ordinance No. 11490, as amended, shall apply in their entirety. 17.10 Any employee hired prior to December 31, 1982, may, in any event, and upon meeting the qualifications of this article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving aeverance pay from the other. Any employee hired after December 31, 1982, shall only be entitled to the benefits of this article upon meeting the qualifications herein. - 25 - � � � ��=��- ARTICLE XVIII - SICK LEAVE 18.1 Employees shall accumulate sick leave credits at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave shall be granted in accordance with the Civil Service Rules. - 26 - ARTICLE XIX - CITY MILEAGE 19.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Adminiatrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 19.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. � Type 1. If an employee ie required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. �pe 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. 19.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 19.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for sutomobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maiatain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal in�ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul na.med as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 27 - . �'`r�- /y3� ARTICLE XX - DURATION AND EFF�,CTIVE DATE 20.1 Complete Agreement with Waiver of Bargaining. This AGREEMENT shall re- present the complete AGREEMENT between the ORGANIZATION and the II�LOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any sub�ect or matter not removed by law from the area of collective bargaining, and that the complete under- standings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the EMPLOYER and the ORGANIZATION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any sub�ect or matter referred to or covered in this AGREEMENT. 20.2 Except as herein provided this AGREEMENT shall be effective as of the date it is executed by the parties and shall continue in full force and effect until December 31, 1986, 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 so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 20.3 This constitutea a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is sub�ect to the approval of the Administration of the City, and is also sub�ect to ratification by the ORGANIZATION. WITNESSES: CITY OF SAINT PAUL SAINT PAUL SUPERVISORS' ORGANIZATION � . � _ �, � ' Labor Relati s D ect Pres / ent Civil Service Commission Negotiator DATED: December 4, 1984 - 28 - APPENDIX A TITLES AND SALARIES Office Supervisor-Code Enforcement EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 734.85 764.74 795.42 836.42 878.15 923.78 970.16 1000.01 1028.28 1-4-86 767.92 799.15 831.21 874.06 917.67 965.35 1013.82 1045.01 1074.55 Supervisor of Customer Services--Water Dept. 1-5-85 781.31 812.76 844.31 889.02 933.11 980.31 1029.07 1060.56 1091.28 1-4-86 816.47 849.33 882.30 929.03 975.10 1024.42 1075.38 1108.29 1140.39 Supervising Dental Hygienist 1-5-85 824.74 858.83 894.45 938.97 986.85 1036.60 1088.50 1121.26 1154.00 1-4-86 861.85 897.48 934.70 981.22 1031.26 1083.25 1137.48 1171.72 1205.93 City Information and Complaint Officer Housing Information Coordinator 1-5-85 878.94 915.78 952.83 1000.82 1051.91 1105.43 1161.23 1195.04 1230.54 1-4-86 918.49 956.99 995.71 1045.86 1099.25 1155.17 1213.49 1248.82 1285.91 Assistant City Clerk Supervisor of Assessments Supervisor of Elections 1-5-85 933.89 972.47 1011.71 1062.95 1116.36 1173.98 1232.07 1266.70 1307.42 1-4-86 975.92 1016.23 1057.24 1110.78 1166.60 1226.81 1287.51 1323.70 1366.25 Public Health Nurse III 1-5-85 992.11 1031.53 1073.95 1128.40 1184.06 . 1244.66 1309.06 1347.61 1386.24 1-4-86 1036.75 1077.95 1122.28 1179.18 1237.34 1300.67 1367.97 1408.25 1448.62 Recorder of Council Proceedings Supervisor of Investigation--Human Rights Dept. 1-5-85 1022.02 1062.95 1106.25 1162.05 1221.71 1282.36 1347.61 1387.84 1429.31 1-4-86 1068.01 1110.78 1156.03 1214.34 1276.69 1340.07 1408.25 1450.29 1493.63 Assistant Director of Human Rights Director of the Zoo Public Works Technician IV Real Estate Supervisor Supervisor of Sidewalk Construction Water Department Technician IV 1-5-85 1053.�8 1096.6Z 114D.08 1196.70 1257.94 13�D.91 1387.8�+ 1�►31.DU 147�.�i8 1-4-86 1100.89 1146.02 1191.38 1250.55 1314.55 1380.35 1450.29 1495.40 1539.79 - A1 - � � �,��-i��-. APPENDIX A (continued) Computer Services Manager Fireman-Mechanic General Foreman EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 1085.70 1129.75 1174.61 1234.36 1296.51 1361.76 1431.00 1473.48 1516.75 1-4-86 1134.56 1180.59 1227.47 1289.91 1354.85 1423.04 1495.40 1539.79 1585.00 Bacteriologist-Chemist III Recreation Director III Supervisor of Traffic Maintenance Water Chemist III Water Revenue Superintendent 1-5-85 1118.68 1163.54 1210.77 1270.57 1334.33 1402.71 1473.48 1519.07 1564.65 1-4-86 1169.02 1215.90 1265.25 1327.75 1394.37 1465.83 1539.79 1587.43 1635.06 Librarian IV (Children and Youth) Librarian IV (Circulation) Librarian IV (F�tension) Librarian IV (Fine Arts & Audio Visual) Librarian IV (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Public Health Nursing Supervisor Nutritionist IV Treasury Manager 1-5-85 1152.52 1198.19 1246.26 1310.62 1375.91 1446.75 1519.07 1565.49 1609.55 1-4-86 1204.38 1252.11 1302.34 1369.60 1437.83 1511.85 1587.43 1635.94 1681.98 Accountant IV *Assistant Director of School Cafeterias Building Maintenance Coordinator Electronic Data Processing Supervisor Municipal Garage Supervisor Property Manager **Real Estate Supervisor Safety Coordinator Solid Waste and Equipment Engineer Supervisor of Housing Inspection Water Treatment Supervisor 1-5-85 1223.32 1272.88 1324.00 1390.89 1460.83 1534.81 1611.86 1659.90 1709.50 1-4-86 1278.37 1330.16 1383.58 1453.48 1526.57 1603.88 1684.39 1734.60 1786.43 Chief Surveyor Maintenance & Conservation Inspection Supervisor Public Services Ma.nager Technical Services Manager 1-5-85 1259.56 1311.43 1363.35 1432.56 1504.95 1581.90 1659.90 1710.23 1761.36 1-4-86 1316.24 1370.44 1424.70 1497.03 1572.67 1653.09 1734.60 1787.19 1840.62 - A2 - APPENDIX A (continued) License Inspector Parking Administrator Principal Designer Supervisor of Building Design & Plan Review EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 1298.12 1350.08 1405.11 1475.85 1550.50 1628.37 1710.23 1762.15 1814.06 1-4-86 1356.54 1410.83 1468.34 1542.26 1620.27 1701.65 1787.19 1841.45 1895.69 Accountant V , Building & Housing Inspection Supervisor Cable Communication Officer Deputy Director-Job Creation and Training Director of Human Rights Library Services Manager Principal Planner Supervisor of Rehabilitation 1-5-85 1338.19 1391.68 1448.32 1520.62 1596.92 1678.74 1762.15 1816.44 1869.89 1-4-86 1398.41 1454.31 1513.49 1589.05 1668.78 1754.28 1841.45 1898.18 1954.04 Health Administration Manager Program Administrator Pro�ect Director (Model Cities Health Program) 1-5-85 1377.50 1433.36 1490.75 1567.05 1645.66 1728.40 1816.44 1869.89 1924.09 1-4-86 1439.49 1497.86 1557.83 1637.57 1719.71 1806.18 1898.18 1954.04 2010.67 Accounting Manager Civil Engineer IV Civil Engineer IV--Water Department Civil Engineer--Valuations and Assessments Dentist Office Engineer Superintendent of Maintenance--Parks and Recreation Supervisor of Technical Services 1-5-85 1419.25 1478.21 1537.17 1614.21 1694.55 1780.27 1869 89 1927.28 1983.12 1-4-86 1483.12 1544.73 1606.34 1686.85 1770.80 1860.38 1954.04 2014.01 2072.36 Director of Environmental Hygiene Senior Principal Planner Superintendent of Programaning 1-5-85 1463.23 1521.40 1584.32 1661.52 1747.14 1835.23 1927.28 1985.42 2042.87 1-4-86 1529.08 1589.86 1655.61 1736.29 1825.76 1917.82 2014.01 2074.76 2134.80 Purchasiag Agent 1-5-85 1506.50 1567.84 1630.77 1713.37 1799.09 1890.31 1985.42 2044.48 2105.00 1-4-86 1574.29 1638.39 1704.15 1790.47 1880.05 1975.37 2074.76 2136.48 2199.73 - A3 - �1��2 APPENDIX A (continued) Asaiatant City Engineer *Bridge Engineer *City Traffic Engineer Deputy Director-Business Revitalization *Public Works Construction Engineer *Public Works Design Engineer *Public Works Maintenance Services Engineer *Sewer Engineer *Superintendent of Lighting & Electrical Engineer Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer EFFECTIVE A B C D E F G 10-yr 15-yr. 1-5-85 1552.86 1615.00 1680.33 1765.25 1854.90 1946.18 2044.48 2107.33 2168.72 1-4-86 1622.74 1687.68 1755.95 1844.69 1938.37 2033.76 2136.48 2202.16 2266.31 *Chief of Public Systems Planning & Development Manager of Data Processing 1-5-85 1648.08 1714.87 1784.10 1873.06 1966.62 2066.57 2170.25 2233.99 2302.33 1-4-86 1722.24 1792.04 1864.38 1947.35 2055.12 2159.57 2267.91 2334.52 2405.93 *Assistant City Engineer--Design *Assistant City Engineer--Operations Assistant General Manager-Water Department Associate City Engineer Deputy Director-Community Development Deputy Director-Development Deputy Director-Housing Deputy Director-Planning Library Administrator Public Aealth Services Manager Supervisor of Code Enforcement Superintendent of Parks and Recreation 1-5-85 1698.40 1766.02 1837.59 1930.37 2027.20 2128.60 2235.61 2303.23 2370.86 1-4-86 1774.83 1845.49 1920.28 2017.24 2118.42 2224.39 2336.21 2406.88 2477.55 Chief Accountant I Valuation and Assessment Engineer 1-5-85 1802.26 1865.78 1949.27 2048.42 2151.44 2260.64 2373.30 2444.75 2516.39 1-4-86 1883.36 1940.34 2036.99 2140.60 2248.25 2362.37 2480.10 2554.76 2629.63 - A4 - APPENDIX A (continued Director of Medical Services--Model Cities EFFECTIVE A B C D E F G 10-yr. 15-yr. 1-5-85 1856.52 1930.37 2008.29 2110.50 2216.68 2327.59 2444.75 2517.99 2593.41 1-4-86 1940.06 2017.24 2098.66 2205.47 2316.43 2432.33 2554.76 2631.30 2710.11 Director of Medical Services 1-5-85 2153.81 2240.31 2330.79 2447.92 2570.63 2701.20 2836.46 2921.21 3007.18 1-4-86 2250.73 2341.12 2435.68 2558.08 2686.31 2822.75 2964.10 3052.66 3142.50 The above January 5, 1985 rates represent a four and three-fourths percent (4.75%) increase over the January 1, 1984 rates. The above January 4, 1986 rates represent a four and one-half percent (4.5X) increase over the January 5, 1985 rates. - AS - " /Z-/�°"- . � . �._ . ..�/7.3a, --•---_: __._----- . -.-- __ ----____. _. _.__- -----� . 15. Resolution amending the 1984 budget by adcl�ng �15,000 to the� fir_1 cing and� spen�ine � plan for Government Responsiveness Proe�r�un. (Finance) � , , • 16. Resolution authorizing an agreement with the State Dept. af Education for the estarlish- ment of a lending library relationship with the City's Division of Libraries 1�,. Resolution amending the 1984 budget by �addin� 5 �25 to the financing:.and spenain� _ plan for Fire Fighting Equipment. (Police) � , - � ].8. P.esolution amending the 1954 budget by trc�nsferring �32, Q00 from General Govt. Accounts - Contingent Reserve Specif� to Public Wor?cs - Traffic Operations and Maintenance. (Public I�Vorks) � , The following agenda items are end of tlie year budget amendments requiring action at th=s time. They are scheduled for the City Council agenda of December 18, 19S4. 19. Resolution approving 1984-85 Maintenance Labor Agreements between I D #625 a tre Plasterers Local �t20 and the Cement Masons Local #560. (Personne� 2 Resolution approving the 1985-1956 Agreement be ' y of St. Paul and the St. Paul Supervisors Organization. (Personnel� � 21. Resolution approving the 1985-1986 Collective Bargaining Agreement betw the City and the St. Paul Manual and Maintenance Supervisors Assn. (Personne � 22. Resolution approving the 1985-1986 Collective Bargaini � me t between the City and the St. Paul Police Federation. (Personnel) - ::�- 23. Resolution approving T9emorandum of Agreement amending the 1984-1985 Agreement between �the city and the Txi-Council l3arelining .L'nit renresenting Labore. s Local �f' 32, Truck Drivers Local 120, and Operatine rn,�,ineers Local 49. (Personnel) " �,�"�"� 2�. Resolution approving 1985-1986 b!emor.andum of Understancl,�r� t�ertainir�g-1;,Q�,,.the Confidential Supervisory Employees, (Personnel)�. . : ��( �:� —' ��: 25. Resolution amending the 1954 budget by adding $107,574 to the Financing and S end na Plan for Executive /ldministration Dept. - '.'ersonnel O�fice. (Personne' , � � �s��-�� # 26. Resolution amending the 1984 budget by adc':ng �2,950 to the financin� and spending ��r plan for Specia Projects-.Ceneral Govt. - l;oy l�'ilkins Auditorium memorial �r.�ln*_. (Public Works) ,�� The following item was acted upon as a non-agenda item: � �� Resolution creating a 1984 operating budget for expenses incured since July for • � Honeywell building management system serving CH/CH, ADC, Annex and Main Library� ,V�; _�