The URL can be used to link to this page

84-1734 WHITE - G7V CLERK PINK - FINANCE G I TY O F SA I NT PA IT L Council �j CANARV - DEPARTMENT File NO. �� ` �� BLUE - MAVOR � C unc 'l 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 Collective Bargaining Agreement between the City Of St. Paul and the St. Paul Police Federation. Approved: �/l� Margaret adler, Chair COUNC[LMEN Requested by Department of: Yeas � Nays Drew � PERSO L OFFICE Masanz In Favor NiCOSia scheibe� __ A gai n s t BY Tedesco Wilson �ohh �ti Adopted by Council: Date DEC 2 I 198�r Form roved C't t �e Certified Pas e ounc� ,e e BY ` By t1p d by iVlavor: Date ��t Appr d by Mayor for Su is"i to Council By By PUBLI�i�itD �,s;.i `� �9�3� v PersonnPl Office _ DEPARTFIENT ��`3 ,�gan P RA}fAr'I A CONTACT 298-4221 pHONE December 6, 1984 �� e e ,��.,��.�X��Y}Q�a DATE _ � (Routing and Explanation Sheet) Assign Number for Routing Order (Clip All Locations for Ma�yoral Signature): Department Director � City Attorney �� 3 Di rector of Management/Mla�yor � � . 1�� Fi nance and Management Servi ces Di rector �� .�-- City Clerk Budget Director What Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale)• This resolution approves a two-year (1985-1986) Agreement between the City and the Police Federation. The new Agreement includes changes in Vacation, Insurance, Holidays, Premium Pay and Wages. The first year involves a new vacationrsc�edule, a new insurance plan and a wage increase. Due to a reduction in the City's cost for insurance under the new plan the net cost of the first year of the contract is 4.'�5�. The second year (1986) calls for a 4.5� increase and an additional new holiday CMartin Luther King Day) . The City will also pay any increase in �nsurance premium for early retirees. Financial , Budgetary and Personnel Impacts Anticipated: 1985: $684,000 1986: $716,500 funding Source and Fund Activity Nurt�ber Charaed or Credited: Attachments (List and N�m�ber dll Attachments�: l. Resolution 2. Copy of Agreement 3. Copy for City Clerk DEPAR T REVIEW CITY ATTORNEY REVIEId Yes o Council Resolution Required? Resolutio� Required? Yes � Yes o Insurance Required? Insurance Sufficient? Yes No Yes No Insurance Attached? � Revision of October, 1982 (S� Rpvpr�e Si cl� for Instructi ons) . • �`�-��-�� 1985 - 1986 COLLECTIVE BARGAIh'ING AGREEMENT BETWEEN THE CITY OF SAINT PAUL . AND THE SAINT PAUL POLICE FEDERATION . d'�- i�� IATDEX ARTICLE TITLE PAGE I Purpose 2 II Definitions 3 III Recognition 4 IV Security 5 V Employer Authority 6 VI Employee and Federation Rights - Grievance Procedure 7 VII Savings Clause 11 VIII Hours of Work and Overtime 12 IX Court Time . 13 R Call Back 14 XI Stand-By Time 15 XII Uniform Allowance 16 RIII Military Leave of Absence 17 RIV Legal Service 19 XV Working Out of Classification 20 RVI Insurance 21 XVII Safety 24 XVIII Special Allowances 25 RIX Shift Differential 26 7IX Vacation 27 RXI Holidays 28 XXII Severance Pay 29 XXIII Wage Schedule 31 XXIV Liability for In�uries When F�ployed Off-Duty 32 XXV Sick Leave Suepension 33 . RXVI Residence 34 XXVII Incapacitation 35 XRVIII Premitm► Pay 36 XRIX Maternity Leave 37 XXX Duration and Effective Date 38 Append� A - Uniform Allowance A1 -ii- ,� � � � � ��3� COLLECTIVE BARGAINING AGREEMENT BET�'EEN THE CITY OF SAINT PAUL AND THE SAIrTT PAUL POLICE FEDERATION This AGREF.MENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FIDERATION. The EMPLOYER and the FEDERATION concur that this AGREII�IENT has as its basic ob�ective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general public. -1- ARTICLE I - PURPOSE 1.1 The EMPLOYER and the FIDERATION agree that the purpose of entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.12 Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. -2- . ' ' ARTICLE II - DEFINITIONS � 0 7' ��37 2.1 FIDERATION: Saint Paul Police Federation 2.2 EI�LOYER: The City of Saint Paul 2.3 FIDERATIOTT MEMBER: A member of the Saint Paul Police Federation. 2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. -3- ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees� part-time employees, temporary or seasonal employees and all other employees exclusively represented by other organizations. 3.2 Job classes which are within the bargaiaing unit and covered by this AGREEMENT are as follows: Police Officer Sergeant � Detective Lieutenant Police Sergeant Police Lieutenant Policewoman Sergeant Captain Radio Technician Superintendent of Police Radio Division 3.3 In the event the EMPLOYER and the FIDERATION are unable to agree as to the inclusion or exclusion of a new or modified �ob position the issue shall be submitted to the Bureau of Mediation Services for determination. �- � � �y-�� ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FIDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FIDERATION may designate employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting FEDERATION notice(s) and announcement(s) . Such notice(s) and announcement(s) shall be submitted for the approval of, and posted by, the department head or authorized representative in charge of the facility or work area where the notice(s) or announcement(s) is to be posted. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders, or �udgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this article. 4.5 The Federation agrees that an administrative service fee of twenty-five cents (25C) per member bi-weekly shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Federation. -5- ARTICLE V - EMPLOYER AUTHORITY 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate and manage ite affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, the organizational structure and selection and direction and number of personnel. -6- , • . ARTICLE VI - EI�LOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE � �y �73� 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpreta- tion or application of the epecific terms and conditions of the AGREEMENT. It is specifically understood that any matters govemed by Civil Service. Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. No discplinary action which may be appealed to a civil service or merit system suthority will be considered a grievance and sub3ect to the grievance procedure herein. 6.2 FEDERATION REPRESENTATIVES The E1�LOYER will recognize REPRESEr"TATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FIDERATION shall notify the F.MPLOYER in writing of the names of such FEDERATION REPRESEr'TA- TIVES and of their successors when so designated. 6.3 PROCESSIN6 OF GRIEVANCE It is recognized and accepted bq the FIDERATION and the F.MPLOYER 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 only when consistent with such EMPLOYEE duties aad responsibilities. The aggrieved F.MPLOYEE and the FIDERATION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievaace is investigated and presented to the EMPLOYER during normal working hours� provided the II�LOYEE and the FEDERATION REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the II�LOYER. -7- ARTICLE VI - ENNIPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) • 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1. An F1�iPL0YEE claiming a violation concerning the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the II�LOYER. 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 ehall be placed in writing setting forth the nature of this grievance� the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within tea (10) calendar days . after the EI�LOYER-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FIDERATION within ten (10) calendar days ehall be considered waived. Step 2. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the F.MPLOYER-designated Step 2 repre- sentative. The II�LOYER-designated representative shall give the FIDERATION the E1�LOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated representative's final Step 2 answer. Any grievance not appealed in �+riting to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the FIDERATION to, and discuased with the II�LOYER-designated Step 3 repre- sentative. The EMPLOYER-designated representative shall give the FEDERATION -8- . � . � � �y-i�� ARTICLE VI - E1�LOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) the EI�LOYER'S Step 2 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 by the FIDERATION 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 FIDERATION within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration sub�ect to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as esta- blished by the Public Employment Relations Board. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The arbi- trator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the FIDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to or in- consistent 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 de- cision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefe by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and eacpenses for the arbitrator's services and proceedings shall be borne equally by the II�LOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. -9- ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCIDURE (continued) 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. 6.6 WAIVER 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 E1�LOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits� the FIDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be eacteaded bq mutual written agreement of the EMPLOYER and the FIDERATION in each step. 6.7 RECORDS All documents. communications aad records dealing with a grievance shall be filed separately from the personnel files of the involved II�LOYEE(S) . -10- � � . � �� g�i��( ARTICLE VII - SAVINGS CLAt'SE 7.1 This AGREEMENT is sub�ect to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREF.MENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. -11- ARTICLE VIII - HOURS OF WORK AND OVERTIME 8.1 The aormal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) coasecutive hours per day. 8.2 The aormal work period shall be eighty (80) hours in a work period of fourteen (14) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor� ready for work� at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1'�) times the Employee's normal hourly rate in either compensatory time or in cash, sub�ect to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maxim� of one hundred (100) hours of compensatory time. -12- . � � � � � C.�- ��- i�3�f ARTICLE IX - COURT TIME 9.1 EN�LOYEES required to appear in court during scheduled off-duty time will be campensated at the rate of one and one-half (1'�) times the Er�LOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. -13- ARTICLE R - CALL BACIC 10.1 E1�LOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1'�) times the EMPLOYEE'S normal hourly rate for hours worked with a miaimum of four (4) hours at the II�LOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. -14- . � � �t��y-�i3�f ARTICLE XI - STAND-BY-TIME 11.1 EMPLOYEES required to stand-by for court appearance during scheduled off-duty time will be compensated for a minimum of two (2) hours based on the EMPLOYEE'S normal hourly rate for such day he is required to stand-by, but such compensation shall not apply where the II�LOYEE is called to court for an appearance on the case sub�ect to the stand-by request or for any other case. 11.2 The two hour minimum compensation for stand-by shall not apply if notification is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status ehall continue for a maximum of two consecutive days, at which time the II�LOYEE shall be required to contact the City or County trial lawyer or his secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. -15- _ ARTICLE XII — UNIFORM ALLOWANCE 12.1 The 1972 base of one hundred eighty ($180.00) dollars as a clothing allowance on a voucher eystem will be increased on January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. -16- .� . �� ,F ��l r��-�-f ARTICLE XIII - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any employee who shall be a member of the National Guard, the raval riilitia or any other component of the militia of the state, now or hereafter orga- nized or constituted under state or federal law� or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States� now or hereafter organized or constituted under federal law� shall be entitled to leave of absence from employment without loss of pay� seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such II�LOYEE is engaged with such organization or component in training or active service ordered or authorized by proper suthority pursuant to law, whether for state or federal purposes� provided that such leave shall not exceed a total of fifteen (15) days in any calendar year, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the II�LOYEE (1) returns to his position immediately upon being relieved from such military or aaval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cauae aot due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHOUT PAY Any EMPLOYEE who engages in active service in time of war or other emer- gency declared by propez authoritq or any of the military or naval forces - 17 - ARTICLE XIII - MILITARY LEAVE OF ABSENCE of the state or of the United States for which leave is not otherwise ellowed by law, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and sub�ect to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes. Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- ARTICLE %IV - LEGAL SERVICE @,� ��' �� 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, II��LOYER shall defead, eave harmless and indemnify an II�LOYEE and/or his estate against any claim or demand, whether groundless or ' otherwise, arising out of an alleged act or omission occurring in the perfox�ance and scope of EMPLOYEE'S duties. -19- ARTICLE XV - WORKING OUT OF CLASSIFICATION 15.1 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 during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classifi- cation. - 20 - ARTICLE XVI - INSURANCE � ��—��'�7 16.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for EMPLOYEES such health and life insurance benefits as are provided by EI�LOYER at the time of execution of this AGREEMENT. 16.2 The EMPLOYER will for the period of this AGREEMENT provide for II�LOYEES who retire after the time of execution of this AGREF.MENT, and until such EMPLOYEES reach sixty-five (65) years of age, such health insurance benefits as are provided by the II�LOYER for such II�LOYEES. 16.3 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 nr $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 16.3 shall be adjusted to equal the January, 1986 premium cost for the health insurance plan offered to the City by Blue Cross-Blue Shield for earlq retirees. In order to be eligible for City benefits uader the early retiree provision� the Employee must: 16.31 Be receiving benefits from a public employee retirement act. 16.32 Aave severed his/her relationship with the City of St. Paul under one of the early retiree plans. - 21 - ARTICLE XVI - INSL1tANCE (cont.) 16.4 In the event of the death of an active employee or an early retiree, the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization aad medical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premium applicable to depen- dents of active employees. It is further understood that coverage shall cease in the event of: 16.41 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.42 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtained through a group , program provided by said Er:PLOYER. It is further understood, however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 16.5 City-provided life insurance in existence at time of retirement shall continue to be provided by the City after an emploqee shall take early retirement, but such coverage shall terminate at age 65. 16.6 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. 16.7 Not withstanding Article 16.6, for each eligible employee covered by this AGREEMENT selectiag 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 - 22 - .' � � ��`�"�� ARTICLE XVI - INSURANCE (cont.) coverage or $138.00 per month, whichever is less. This article, 16.7, applies only to employees who were covered by the health insurance program supplied to the City by HMO Minnesota as of November 1� 1984 aad shall continue to apply only as long as such employee remains contiauously covered by such program. 16.8 Not withstanding Article 16.6, 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 selectiag 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, 16.8, 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 iong as such employee remains coatinuously covered by such program. 16.9 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 implemente. 16.10 For each emploqee who is eligible for such coverage, the City agrees to contribute the cost of $5�000 of life insurance or $2.07 per month, whichever is less. - 23 - ARTICLE RVII - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforecement of all appli- cable regulations for the enforcement of job safety. If an II�IPLOYEE f eels that his work duties or responsibilities require such F.MPLOYEE to be in a situation that violates federal or state safety standards, the matter shall be immediately considered by the II�lPLOYER. If such matter is not satisfactorily ad�usted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. — 24 — . . �.� � ��-��3� ARTICLE XVIII - SPECIAL ALLOWANCES 18.1 In addition to other compensation payable, Police Officers and Sergeants assigned to motorcycle duty may be granted an allowance aot to exceed Nine and 20/100 ($9.20) Dollars bi weekly as payment for additional uniforms and equipment, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service on motorcycle duty. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars bi-weekly as payment for keeping unifoxms and equipment in condition, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police Officers in charge of police dogs aad who are required to keep the dogs in their homes, transport them in their private cars, etc., a s� not to exceed Thirty-Five and 00/100 ($35.00) Dollars bi�aeekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be payable only during the time the employee is performing duties as outlined above. - 25 - ARTICLE RIX - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning earlier than 6 A.M. or ending later than 6 P.M., and providing that over four (4) hours of the shift are between 6 P.M. and 6 A.M. shall be paid a differential of $39.20 bi-weekly for those shifts actually worked by the employee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but four or less houre of the shift worked are between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of $0.49 per hour for the houre actually worked between the hours of 6:00 p.m. and 6:00 a.m. - 26 - .. . � � �� r��{ ARTICLE XX - VACATION 20.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru 5 years 10 days after 5 years 15 days after 10 years 20 days after 15 years 23 days after 20 years 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be sub�ect to Resolution No. 6446, Section I, sub. H. - 27 - ARTICLE XXI - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years' Day Columbus Day Martin Luther King Day (1986) Veterans'Day Presidents ' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Ttao Floating Holidays Labor Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract year, sub�ect to the approval of the Department head of any employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appear on the payroll on any si�c 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. - 28 - . � , � ��='�'y i�3 y ARTICLE XXII - SEVERANCE PAY 22.1 II�LOYEES shall be eligible for severance pay in accordance with the Severance Pay Ordinance, Number 11490, as amended. The amount of severance pay allowed shall be that amount permitted by etate statute� sub�ect to the provision that the maximum allowed shall be $6�500. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.21 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 90" provisions of the Public Employees Retirment Association (PER.A) . 22.22 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. 22.23 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. � 22.24 The employee must file a waiver of re-employment with the Director of Personnel, which will clearly indicate that by requesting severancy pay, the employee waives all claims to reinstatement or reemployment (of any type) � with the City or with Independent School District No. 625. 22.25 The employee must have accumulated a miniaum of sixty (60) days of sick leave credits at the time of his separation from service. 22.3 If an employee requests severance pap 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 eick leave sub�ect to a maximum of 200 accrued sick leave days. 22.4 The maximum amount of money that any employee may obtain through this severance pay program is $6�500. - 29 - ARTICLE XXII - SEVERANCE PAY (Continued) 22.5 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. 22.6 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 aot be eligible for the City severance program. 22.7 The manner of payment of euch severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 22.8 This severance pay program shall be subject 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. 22.9 Any employee covered by this bargaining uait, may� in any event, and � upon meeting the qualifications of this article or City Ordinance No. 11490, as amended, bq City Ordinance No. 16303. section 1, section 6, draw severance pay. However� an election by the employee to draw severance pay uader either this article or the ordinance shall constitute a bar to receiving severance pay from the other. - 30 - . . - � ��y��.�� Article XXIII - Wage Schedule 23.1 Salary ranges applicable to titles covered by this AGREEMENT shall be the salary range shown in the standard range below which has the same number as the grade under which the title appears in Section 3.I of the Civil Service Rules. STAICDARD RANGE 22 Effective A B C D E F 10-yr. 15-yr. 1-5-85 725.73 752.20 800.32 809.80 852.34 886.34 938.30 959.09 1-4-86 758.39 786.05 836.33 846.24 890.70 926.23 980.52 1002.25 STANDARD RANGE 31 1-5-85 869.93 913.41 959.09 997.81 1046.83 1091.34 1148.02 1176.38 1-4-86 909.08 954.51 1002.25 1042.71 1096.03 1140.45 1199.68 1229.32 STAI�IDARD RANGE 35 1-5-85 1000.40 1050.42 1102.95 1147.47 1206.16 1255.05 1320.22 1352.83 1-4-86 1045.42 1097.69 1152.58 1199.11 1260.44 1311.53 1379.63 1413.71 STANDARD RANGE 39 ' 1-5-85 1120.45 1176.47 1235.31 1285.17 1350.90 1405.66 1478.65 1515.18 1-4-86 1170.87 1229.41 1290.90 1343.00 1411.69 1468.91 1545.19 1583.36 STANDARD RANGE 43 1-5-85 1254.89 1317.65 1383.54 1439.38 1513.01 1574.34 1656.09 1697.00 1-4-86 1311.36 1376.94 1445.80 1504.15 1581.10 1645.19 1730.61 1773.37 STANDARD RANGE 33S 1-5-85 877.85 915.62 958.46 995.00 1034.67 1078.12 1106.44 1134.80 1-4-86 917.35 956.82 1001.59 1039.78 1081.23 1126.64 1156.23 1185.87 STAAIDARD RANGE 35S 1-5-85 931.31 971.38 1016.83 1055.60 1097.68 1143.78 1173.83 1203.91 1-4-86 973.22 1015.09 1062.59 1103.10 1147.08 1195.25 1226.65 1258.09 STANDARD RANGE 37S 1-5-85 1024.27 1066.78 1111.19 1157.48 1215.11 1267.07 1328.48 1362.48 1-4-86 1070.36 1114.79 1161.19 1209.56 1269.79 1324.09 1388.26 1423.79 STANDARD RANGE 39S 1-5-85 1086.65 1131.75 1178.86 1227.96 1289.11 1344.24 1409.39 1445.46 1-4-86 1135.55 1182.68 1231.91 1283.22 1347.12 1404.73 1472.81 1510.51 The above January 5, 1985 rates represent a four and three-fourths percent (4.75X) increase over the January 7, 1984 rates. The above January 4, 1986 rates represent a four and one-half percent (4.5%) increase over the January 5, 1985 rates. - 31 - ARTICLE XXIV - LIABILITY FOR INJURIES WHEN II�LOYED OFF DL'TY 24.1 If an F.MPLOYEE has been allowed to procure off-duty employment by the EMPLOYER and the EMPLOYEE is in�ured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the EMPLOYER� and the II�LOYEE agrees to pursue such rights as are available to him against the off-duty employer. 24.2 If the in�ury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be performed by the E1�LOYEE for his off-duty employer, then the II�LOYEE shall be deemed to be performing the work of a peace officer for II�LOYER and shall be accorded all such rights and benefits as are presently available to him under this CONTRACT and applicable law. - 32 - . • � � -� ��y��3� ARTICLE XXV — SICK LEAVE SUSPENSION 25.1 During any period in which an EMPLOYEE is absent from work on sick leave� with or without pay, he shall not be employed or engage in any occupation for compensation outside of his regular City employment. Violation of the provisions of this paragraph by any II�LOYEE shall be grounds for suspension or discharge. — 33 — ARTICLE XXVI - RESIDENCE 26.1 The residency requirements as passed by the City Council on December 30. 1982 under Council File No. 279643 ehall apply to all employees covered by this agreement. - 34 - . . -� �C��i��{ ARTI�E XXVII - INCAPACITATION 27.1 EI�LOYEES in�ured during the course of employment and thereby rendered incapable of performing �ob duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 27.2 El�ff'LOYEES disabled through injury or sickness other than specified in Section 27.1 above ehall receive full wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in euch cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those qears where the laet available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based oa the 1972 Annual Report method of calculating same) of eight (8) days or less. � 27.3 EI�LOYEES in�ured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) qears from the date of in�ury or incapacity, provided they are physically capable of res�ing their �ob. 27.4 Except as specifically provided in this Article, all illness aad incapacity rules and policies previously in effect shall continue. - 35 - ARTZCLE XXVIII - Premium Pay 28.1 Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $0.80 per hour above his/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 28.2 Aa employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $0.50 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. - 36 - d�'�-/73 y� ARTICLE XXIX - MATERNITY LEAVE 29.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may 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. - 37 - ARTICLE XXR - DURATION AND EFFECTIVE DATE 30.1 Except as herein provided, this AGREEMENT shall be effective as of January 1, 1985 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 by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. CITY OF SAINT PAUL SAINT PAUL POLICE FEDERATION . - � / ab r Re a ns ec Saint Paul Police Fe erat sident `�)L� // / � � �.�( L� Civil Service Commission Saint Paul Police Federation 0 Saint Pau Pol ce e eration DATED: November 27, 1984 - 38 - , �,� ��,7�� APPENDIX A Unit Price Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$125.00 Jackets� winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . .$ 35.95 Jackets, stmmmer . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .$ 17.95 Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50 Alternate VESt • • • • • • • • • • • • • • • • • • • • • • • • • • •� 5�95 Trousers, winter. . . . . . . . . . . . . . . . . . . . .. . . . . . . . .$ 34.95 Trousers, intermediate. . . . . . . . . . . . . . . . . . . . . . . . . .$ 29.50 Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pante (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, winter (Colored). . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, summer (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, summer (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, short sleeve (Radio Division) . . . . . . . . . . . . . . . . . .$ 6.50 Shirts, long sleeve (Radio Division) . . . . . . . . . . . . . . . . . . .$ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . .$ 1.25 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .S 19.00 Alternate Shoes. . . . . . . . . . . . . . . . : . . . . . . . . . .$ 22.00 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Alternate Overshoes. . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95 Socks (Black or Navy Blue). . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Socks (Black with White Foot) . . . . . . . . -. . . . . . . . . . . . . .$ 1.75 Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps. winter. . . . . . . . . . . . . . . . . . . . . . . . . . .S 8.75 Uniform Caps, summer. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 .Salfl Browne BElts• • • • • • • • • • • • • • • • • • • • • • • • • • • • •� 8�95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . .$ 16.25 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 Iiandcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 A1- y .. APPENDIX A (Continued) Unit Price Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95 Seavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .$ 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .S 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Y-D Aarness. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Aolster -A2- WNITE - C�T� CLEAK . _. _ _ _ _ . _ . . . . _ . - _ _ _ _ _ - ��3T PINK � FINANCE GITY OF 'SAyNT PAUL CANARV - DEPAR��./FNT COUTICII HLUE - MAVO� � , File N 0. Council Resolution CITY CLERK 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 Collective Bargaining Agreement between the City Of St. Paul and the St. Paul Police Federation. Approved: Margaret Sadler, Chair COUNCILMEN Requested by Department of: Yeas Nays Fl�feh�r Orew PERSONNEL OFFICE M��Z In Favor Nicosl� �� Against BY T�dssco Wilson Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary By B}. Approved by Mavor: Date Approved by Mayor for Submission to Council BY 8Y , � ��'�(- i73�l 1985 - 1986 COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAIIJT PAUL AND THE SAINT PAUL POLICE FEDERATION .� �� - �7� � � • � ARTICLE TITLE PAGE I Purpose II Definitions 2 III Recognition 3 IV Security 4 � Employer Authority 5 6 VI Employee and Federation Rights - Grievance Procedure 7 VII Savings Clause VIII Hours of Work and Overtime 11 IX Court Time 12 x Call Back 13 14 XI Stand-By Time XII Uniform Allowance 15 RIII Military Leave of Absence 16 RIV Legal Service 17 � WorkiAg Out of Classification 19 20 �I Insurance 21 RVII Safety 24 XVIII Special Allowances 25 x� Shift Differential 26 � Vacation 27 �I flolidaye 28 �II Severance Pay 29 XXIII Wage Schedule 31 �I� Liability for In�uries When Employed Off-Duty 32 � Sick Leave Suepension 33 �I Residence 34 XXVII Incapacitation 35 XXVIII Premium pay 36 XXIX Maternity Leave 37 � Duration and Effective Date 38 Appendix A - Uniform Allowance � -ii- ,. �� , . �,� �,� ,�� COLLECTIVE BARGAINING AGREEMENT BETk'EEN THE CITY OF SAINT PAUL AND THE SAIT'T PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation� hereinafter referred to as the FIDERATION. The EMPLOYER and the FEDERATION concur that this AGREII�IENT has as its basic ob�ective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general public. -1- ARTICLE I - PURPOSE 1.1 The EI�LOYER and the FIDERATION agree that the purpose of entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.12 Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. -2- ,• ARTICLE II - DEFINITIONS ('^- � �7'�� 2.1 FIDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 2.3 FIDERATIOAT MEMBER: A member of the Saint Paul Police Federation. 2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. -3- ARTICLE III - RECOGNITION � � 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees� confidential employees� part-time employees� temporary or seasonal employees and all other emploqees exclusively represented by other organizations. 3.2 Job classes which are within the bargaiaing unit an� covered by this AGREII�ENT are as follows: Police Officer Sergeant ' Detective Lieutenant Police Sergeant Police Lieutenant Policewoman Sergeant Captain Radio Technician Superintendent of Police Radio Division 3.3 In the event the EMPLOYER and the FEDERATIOh are unable to agree as to the inclusion or exclusion of a new or modified �ob position the issue shall be submitted to the Buresu of Mediation Services for determination. -4- � �� ' ' ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FIDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FIDERATION may designate employees from the bargaining unit to act as stewards and shall inform the F.MPLOYER in writing of such choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting FEDERATION notice(s) and announcement(s) . Such notice(s) and announcement(s) shall be submitted for the approval of, and posted by, the department head or authorized representative in charge of the facility or work area where the notice(s) or announcement(s) is to be posted. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders, or �udgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this article. 4.5 The Federation agrees that an administrative service fee of twenty-five cents (25G) per member bi-weekly shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Federation. -5- ARTICLE V - �LOYER AUTHORITY � 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREII�IENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such areas of diacretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, the organizational structure and selection and direction and number of personnel. -6- ARTICLE VI - EI�LOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE � � ��'��`� 6.1 DEFINITI(1N OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpreta- tion or application of the specific terms and conditions of the AGREEMEhT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. No discplinary action which may be appealed to a civil service or merit system suthority will be considered a grievance and sub�ect to the grievance procedure herein. 6.2 FEDERATION REPRESENTATIVES The EI�LOYER will recognize REPRESEI`TTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FIDERATION shall notify the EMPLOYER in writing of the names of such FEDERATION REPRESEA'TA- TIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FIDERATION and the II�IPLOYER that the processing of grievances as hereinafter provided is limited by the 3ob duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved II�LOYEE and the FIDERATION REPRESENTATNE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the E1�LOYER during normal working hours, provided the II�LOYEE and the FEDERATION REPRESENTATIVE have aotified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the II�lPLOYER. -7- ARTICLE VI - ENIPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continue.d) , �, 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in confozmance with the following procedure: Step 1. An EMPLOYEE claiming a violation concerning the iaterpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the F.�IPLOYEE'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 this grievance� the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the zemedy requested, and shall be appealed to Step 2 within ten (10) calendar days . after the II�LOYER-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FIDERATION within ten (10) calendar daya shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER-designated Step 2 repre- sentative. The II�LOYER-designated representative shall give the FIDERATION the E1�LOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated representative's fiaal Step 2 answer. Any grievance not appealed in �•riting to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed taith the ENIPLOYER-designated Step 3 repre- sentative. The II�IPLOYER-designated representative shall give the FEDERATION -8- � �{ r�,��-( .� ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) the EMPLOYER'S Step 2 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 by the FEDERATION 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 FIDERATION within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration sub�ect to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as esta- blished by the Public Employment Relations Board. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and c�nditions of the AGREEMENT. The arbi- trator shall consider aad decide only the specific issue(s) submitted in writing by the EMPLOYER and the FIDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to or in- consisteat 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 de- cision shall be submitted in writiag withia thirty (30) days following the close of the hearing or the submiesion of briefe by the parties� whichever is later� unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance preseated. C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the E1�LOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. -9- ARTICLE VI — EMPLOYEE AND FEDERATION RIGATS — GRIEVANCE PROCEDURE (continued) 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. 6.6 WANER 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 II�LOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits� the FIDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FIDERATION in each step. 6.7 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved E1�LOYEE(S) . -10- (��(17��/ � � � ARTICLE VII - SAVINGS CLAt'SE 7.1 This AGREEMENT is sub�ect to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. -11- ARTICLE VIII - flOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees aesigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per nox�al work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established etarting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1�) times the Employee's normal hourly rate in either compensatory time or in cash, sub�ect to the limitations of Section 8.2� for hours which exceed daily planned scheduling by the II�LOYER. 8.6 Employees may accwnulate up to a maxim� of one hundred (100) hours of compensatory time. -12- . C� �-�� ARTICLE IX - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (1'�) times the Er�LOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. -13- ARTICLE X - CALL BACR 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1'�) times the EMPLOYEE'S aormal hourly rate for houra worked with a minimum of four (4) hours at the F.MPLOYEE'S normal hourly rate. 10.2 The minimwm of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. -14- . (,��-r7�� ' ' � ARTICLE RI - STAND-By-TIME 11.1 EMPLOYEES required to stand-by for court appearance during scheduled off-duty time will be compensated for a minimum of two (2) hours based on the EMPLOYEE'S normal hourly rate for such day he is required to stand-by, but such compensation shall not apply where the II�LOYEE is called to court for an appearance on the case sub�ect to the stand-by request or for any other case. 11.2 The two hour minimum compensation for stand-by shall not apply if notification is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days� at which time the II�LOYEE shall be required to contact the City or County trial lawyer or his secretary ia charge of scheduling by 1600 hours the day following initiation of stand-by status, who will thea continue or cancel stand-by status as required and maintain an appropriate record of such notification. -15- . ARTICLE RII - UNIFORM ALLOWANCE 12.1 The 1972 base of one hundred eighty ($180.00) dollars as a clothing allowance on a voucher syetem will be increased on January 1� 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base coet of the uniforms are defined in Appendix A. -16- ,� ��7�� , . . ARTICLE XIII - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any employee who shall be a member of the National Guard� the A'aval riilitia or any other component of the militia of the state, now or hereafter orga- nized or constituted under state or federal law� or who shall be a member of the Officer's Reserve Corps� the Enlisted Reserve Corps, the Naval Reserve. the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, no�,� or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation� sick leave or other benefits for all time when such II�Il'LOYEE is engaged with such organization or component in training or active service ordered or authorized by proper suthority pursuant to law, whether for state or federal purposes� provided that such leave shall not exceed a total of fifteen (15) days in any calendar qear, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the EI�LOYEE (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such EMPLOYEE'S own fault� or (3) is required by proper suthority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHOUT PAY Aay EMPLOYEE who engages in active service in time of war or other emer- gency declared by proper authoritq or any of the military or naval forces - 17 - ARTICLE RIII - MILITARY LEAVE OF ABSENCE of the state or of the United States for which leave is not otherwise allowed by law� shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and sub�ect to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- . ��,�� , � ARTICLE XIV - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, II��LOYER shall defend, save harmless and indemnify an II�LOYEE and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. -19- ARTICLE XV - WORKING OUT OF CLASSIFICATION 15.1 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 during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of euch 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 respoasibilities of a position different from the employee's regular position, aad which is in a classification higher than the classification held by euch employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such emploqee received a regular appointment to the higher classifi- cation. - 20 - .� � d'y r7�Lf ; , , ARTICLE XVI - INSURANCE 16.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for EMPLOYEES such health and life insurance benefits as are provided by E1�LOYER at the time of execution of this AGREEMENT. 16.2 The EMPLOyER will for the period of this AGREEMENT provide for II�LOYEES who retire after the time of execution of this AGREII�NT, and until such EI�LOYEES reach sixty-five (65) years of age, such health insurance benefits as are provided by the II�LOyER for such II�LOYEES. 16.3 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 nr $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 16.3 shall be ad�usted to equal the January, 1986 premium cost for the health iasurance plan offered to the City by Blue Cross-Blue Shield for early retirees. Ia order to be eligible for City benefits under the earlq retiree provision, the Employee must: 16.31 Be receiving beaefits from a public employee retirement act. 16.32 Have severed his/her relationship with the City of St. Paul under one of the early retiree plans. - 21 - ARTICLE XVI - INSL'RANCE (cont.) 16.4 In the event of the death of an active employee or an early retiree, the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalizatioa and medical benefits, including such improvements as may be made from time to time, which said dependents �previously had, at the premium applicable to depen- dents of active employees. It is further understood that coverage shall cease in the event of: 16.41 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.42 The employment of the surviving spouse where hospitalization aad medical insurance coverage is obtained thr�ugh a group , program provided by said EMPLOYER. It is further understood, however, that in said event, the surviving spouse shall have the right to maiatain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 16.5 City-provided life insurance in existence at time of retirement shall continue to be provided by the City aft.er an employee shall take early retirement� but such coverage shall terminate at age 65. 16.6 For each eligible employee covered by this AGREEMENT selecting a health insurance program eupplied 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. 16.7 Not withstanding Article 16.6, for each eligible employee covered by this AGREEMENT selecting the health iasurance 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 - 22 - .� � ��7�� . . • ARTICLE XVI - INSURANCE (cont.) coverage or $138.00 per month, whichever is less. This article, 16.7, 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 contiaue to apply only as long as such employee remsins continuously covered by such program. 16.8 Not withstanding Article 16.6, for each eligible employee covered by this AGREEI�ENT 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 flealth Plan, the City shall pay the entire cost of such dependent's coverage or $174.32 per month� whichever is less. This Article, 16.8, applies only to employees who were covered by the health insurance program supplied to the City by Phqsicians flealth Plan as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. 16.9 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 epecific Health Maintenaace Organization implements. 16.10 For each employee who is eligible for such coverage, the City agrees to contribute the cost of $5,000 of life insurance or $2.07 per month, whichever is less. - 23 - ARTICLE XVII - SAFETY � ' 17.1 EI�LOYER and EMPLOYEE shall cooperate in the enforecement of all appli- cable regulations for the enforcement of �ob safety. If an IIKPLOYEE f eels that his work duties or responsibilities require such E1�LOYEE to be in a situation that violates federal or state eafety standards, the matter shall be immediately considered by the F.MPLOYER. If such matter is not satisfactorily ad�usted, it may become the sub,ject of a grievance and will be processed in accordance with the grievance procedure set forth herein. — 24 — _ .� ��-r��y ARTICLE XVIII - SPECIAL ALLOWANCES 18.1 In addition to other compensation payable, Police Officers and Sergeants assigned to motorcycle duty may be granted an allowance not to exceed Nine and 20/100 ($9.20) Dollars bi weekly as payment for additional uniforms and equipment, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service on motorcycle duty. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars bi-weekly as payment for keeping unifox�s and equipment in coaditioa. provided that such allowance shall only be payable during times that such EMPLOYEE is perfox�ing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police Officers in charge of police dogs and who are required to keep the dogs in their homes, transport them in their private cars, etc., a sum not to exceed Thirty-Five and 00/100 ($35.00) Dollars bi-�weekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be payable only during the time the employee is performing duties as outlined above. - 25 - ARTICLE RIX - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning earlier than 6 A.M. or ending later than 6 P.M., and providing that over four (4) hours of the ehift are between 6 P.M. and 6 A.M. shall be paid a differential of $39.20 bi-weekly for those shifts actually worked by the employee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but four or less hours of the shift worked are between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of $0.49 per hour for the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. - 26 - -� Q.1= �'`�-l7�� ARTICLE XX - VACATION 20.1 In each calendar year. each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru 5 years 10 days after 5 years 15 days after 10 years 20 days after 15 years 23 days after 20 years 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be sub�ect to Resolution No. 6446, Section I, sub. H. - 27 - ARTICLE XXI - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years' Day Columbus Day Martin Luther King Day (1986) Veterans'Day Presidents ' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Zt,�o Floating Holidays Labor Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract year, sub�ect to the approval of the Department head of any employee. _ 21.3 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. - 28 - .� � ��7�� • ' ARTICLE XXII - SEVERANCE PAY 22.1 II�LOYEES shall be eligible for severance pay in accordance with the Severance Pay Ordinance� Number 11490, as amended. The amount of severance pay allowed shall be that amount permitted by state statute, sub�ect to the provision that the maximum allowed shall be $6�500. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.21 The employee must be 58 qears of age or older or must be eligible for pension under the "rule of 90" provisions of the Public Employees Retirment Association (PERA) . 22.22 The employee must be voluntarily separated from City employment or have been sub3ect to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, miscoaduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City Severance pay program. 22.23 The employee must have at least ten (10) yeare of service under the classified or unclassified Civil Service at the time of separation. � 22.24 The emploqee must file a waiver of re-employment with the Director of Persoanel, which will clearly indicate that by requesting severancy pay, the employee waives all claims to reinstatement or reemployment (of aay type) , with the City or with Iadependent School District No. 625. 22.25 The employee must have accumulated a miniaum of sixty (60) days of sick leave credite at the time of his separation from service. 22.3 If an employee requests severance paq and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amouat equal to oae-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued eick leave sub�ect to a maximum of 200 accrued sick leave days. 22.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. — 29 — ARTICLE XXII - SEVERANCE PAY (Continued) 22.5 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. 22.6 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. 22.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 22.8 This severance pay program shall be subject 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. 22.9 Aay employee covered by this bargaining unit, may, in any event, and � upon meeting the qualifications of this article or City Ordiaance No. 11490, as amended, by City Ordinance No. 16303, section 1, section 6, draw severance pay. However. an election bq the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay from the other. - 30 - . o� �y-�� . . Article XXIII - Wage Schedule 23.1 Salary ranges applicable to titles covered by this AGREIIKENT shall be the salary range shown in the standard range below which has the same number as the grade under which the title appears in Section 3.I of the Civil Service Rules. S TA1��AR� RAI�jG E 2 2 Effective A B � D E F 10-yr. 15-yr. 1-5-85 725.73 752.20 800.32 809.80 852.34 8g6. 1-4-86 758.39 786.05 836.33 846.24 890.70 926.23 980.52 1002.25 STANDARD RANGE 31 1-5-85 869.93 913.41 959.09 997.81 1048. 1-4-86 909.08 954.51 1002.25 1042.71 1096.03 1�40.45 1199.68 1229.32 S TAAIDAItD R�,NGE 3 S 1-5-85 1000.40 1050.42 1102.95 1147.47 1206. 1-4-86 1045.42 1097.69 1152.58 1199.11 1260.44 1311.53 1379.63 1413.71 S TAI�TDARD RANGE 3 9 1-5-85 1120.45 1176.47 1235.31 1285.17 1350. 1-4-86 1170.87 1229.41 1290.90 1343.00 1411.69 1468.91 1545.19 1583.36 STANDARD RANGE 43 1-5-85 1254.89 1317.65 1383.54 1439.38 1513. 1-4-86 1311.36 1376.94 1445.80 1504.15 1581.10 1645.19 1730.61 1773.30 STANDARD RArjGE 33S 1-5-85 877.85 915.62 958.46 995.00 1034. 1-4-86 917.35 956.82 1001.59 1039.78 1081.23 1/26.64 1156.23 1185.87 STAAIDARD RANGE 35S 1-5-85 931.31 971.38 1016.83 1055.60 1097. 1-4-86 973.22 1015.09 1062.59 1103.10 1147.08 1195.25 1226.65 1258.09 STANDARD RANGE 37S 1-5-85 1024.27 1066.78 1111.19 1157.48 1215.11 1267.07 1328.48 1362.48 1-4-86 1070.36 1114.79 1161.19 1209.56 1269.79 1324.09 1388.26 1423.79 STAAIDARD RANGE 39S 1-5-85 1086.65 1131.75 1178.86 1227.96 1289. 1-4-86 1135.55 1182.68 1231.91 1283.22 1347.12 1404.73 1402.81 1510.51 The above January 5, 1985 rates represent a four and three-fourths percent (4.75X) increase over the January 7, I984 rates. The above January 4, 1986 rates represent a four and one-half percent (4.5%) increase over the January 5� 1985 rates. - 31 - ARTICLE XXIV - LIABILITY FOR INJURIES WHEN II�LOYED OFF-DL'TY 24.1 If an EMPLOYEE has been allowed to procure off-duty employment by the EMPLOYER and the EMPLOYEE is in�ured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the II�LOYER, and the II�LOYEE agrees to pursue such rights as are available to him against the off-duty employer. 24.2 If the in3ury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be performed by the EI�LOYEE for his off-duty employer, then the F.MPLOYEE shall be deemed to be performing the work of a peace officer for II�LOYER and shall be accorded all such rights and benefits as are presently available to him under this CONTRACT and applicable law. — 32 — . (� fl`� �73� � � - ARTICLE RXV - SICK LEAVE SUSPENSION 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his regular City employment. Violation of the provisions of this paragraph by any EMPLOYEE shall be grounds for suspension or discharge. — 33 — ARTICLE XXVI - RESIDENCE 26.1 The residency requirements as passed by the City Council on December 30. 1982 under Council File No. 279643 shall apply to all employees covered by this agreement. - 34 - : �� -�7�� ' � ARTI�E �II - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment aad thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 27.2 E1�LOYEES disabled through in3ury or sickness other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is uaderstood that in such cases, accumulated sick leave shall first be utilized before the six (6) months� or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 27.3 E1�LOYEES ia�ured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any tiane within five (5) years from the date of injurq or iacapacity� provided they are physically capable of restmming their �ob. 27.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 35 - ARTICLE XXVIII — Premitmm Pay 28.1 Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $0.80 per hour above his/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 28.2 An employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $0.50 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. - 36 - � �y, �7.�f . ARTICLE XXIX - MATERNITY LEAVE 29.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may 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. - 37 - ARTICLE XXX - DURATION AND EFFECTIVE DATE 30.1 Except as herein provided, this AGREEMENT shall be effective as of January l, 1985 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 by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. CITY OF SAINT PAUL SAINT PAUL POLICE FEDERATION ' � �,�,�/�' � ab r Re a ns ec Saint Paul Police Fe erat sident �� ` . ��,1 V Civil Service Commission Saint Paul Police Federation 0 Saint Pau Pol ce e eration DATED: November 27, 1984 - 38 - : ��y-�-�3� _ APPENDIX A Unit Price Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Jackets� winter . . � � � . . � . . � . � . . . � � � . . . • • • • • • .$125.00 Jackets, intermediate . . � , � � � � . � � . . � � � . . � � � . . • • .S 39.95 Jackets, sunmmer . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .$ 17.95 Rain Coat s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8 50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Trousers� winter. . . . . . . . . . . . . . . . . . . . .. . . . . . . . . Trousers� intermediate. . . . . . . . . . . � � � � � � . � . � . � • • •S 34.95 Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, winter (Colored). . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, winter (Ranking Officer) . . . . . . . � � � � � � . � , � . � � �$ 8 95 Shirts, summer (Colored) . . . . . . � � . . � � � � . . . . . . � � . . �$ 6.95 Shirts, summer (Raaking Officer) . . � � , � . � � . � � � � � � � � . � � Shirts, short sleeve (Radio Division) . . � . � . � . . . . , . . � • . /$ 7.95 Shirts, long sleeve (Radio Division) . . . . . . . . . . . . . . . . . . .$ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.25 Shoes • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • Alternate Shoes. . . . . . . . . . . . . . . . : . . . . . . . . . .$ 22.00 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . . . Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . •S 22.00 Alternate Qvershoes. . . . . . . . . . . . . . . . . . . . . . . . .$ 16.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95 Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 - Socks (Black with White Foot) . . . . . . . . -.. . . . . . . � . � � � � �$ 1.75 Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps� winter. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8 75 Uniform Ca s s • P , ummer. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Sam Browne Belts. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder . . . . . . . . . � � � � � � � � � � � � � � � � � � �$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 HHandcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . andcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.04 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . • • .$ 1.95 A1- APPENDIX A (Continued) �� ' Unit Price Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .S .95 Aeavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .$ 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Y�D A8Z'AeSS• • • • • • • • • • • • • • • • • • • • • • • • • • • • •� 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .S 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Doa Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees assigned to work ae Detectives: 1. Saps 2. Handcuffs 3. Aandcuff Holders 4. Overshoes 5. Rubbers 6. Aolster -A2- � . /Z-��"'�'�`..��73� _ _�---_-:__._----- _ ' __ _.___----- _. ___------------.------ - 15. Resolution amending the 1984 Uudget by add:i:ng $15,000 to the financing and� spendin� � plan for Government Responsiveness Progrvn. (Finance). � . , � �6. Resolution authorizing an agreement with the State Dent. of Education for the establ'�sh- ment of a lending library relationship with the City's Division of Libraries �'� ` 17.. Resolution amending the 1984 budbet by addinl 5 825 to the financin�� and spenGin� . plan for Fire �Fi�hting Equipment. (Police) � . - � 18. Resolution amending the 1984 buc'.get by tr4nsferring �32, 000 fror� General Govt. Accounts - Contingent Reserve Specif� to !'ublic Wor�cs - Traf�=ic Operltions and Maintenance. (Public lVorks) , The following agenda items are end of t11e yeeir budget amendments requiring action at th=s time. They are scheduled for the City Council agenda of December 13, 1934. 19. Resolution approving 1984-85 Maintenance Labor Agreements between I D #625 a the Plasterers Local �t20 and the Cement Nasons Local �560. (Personnei 20. Resolution approving the 1985-1956 Agreement be ' y of St. Paul and the St. Paul Supervisors Organization. (Pexsonnel � 21. Resolution approving the 1985-1986 Collective Bargaining Agreement betw the City and the St. Paul Manual and Maintenance Supervisors Assn. (Personne � - � 2 Resolution approving the 1955-1986 Collect�ive Bargaini P eme t between the City and the St. Paul Police Federation. (Personnel)� ,-' , 23. Resolution approving Memorandum of Agreement amending the 19S4-1985 Agreement between the city and the Txi-Council !3ar.g��.ining Unit renresenting Labore. s Loc11 �1'.32, Truck Drivers Local 120, and Qperatin? rn�.'Lneers Local 49. (Personnel) �:.f �� 24. Resolution approving 1985-1986 Memor.andum of Undexstandi _e� rtaini�rg.�;.0�,,.the Confidential Supervisory Employees. (Personnel)�.� �kx' �-.,n------::—.. �... . 25. Resolution amending the 1954 buc�get by add�.ng $107,574 to the Financing �.nd Sner.��.r.a I'lan for �xecutive Administration Dent. - ;�ersonnel Orfice. (?ersonnel�� ,� 2G. Resolution amending the 1984 Uudget by adc'.wng �2, 950 to the f�n�ncing and spending �t` plan for Specia Projects-General Govt. - !:oy �dilkins Auclitorium riemor=ial grant, (Public Works) The following item was acted upon as a non-agenda item: � �'- Resolution creating a 1984 operating budget for expenses incured since ,7uly fo��,-�,,,,�1 Honeywell building management system serving CH/CH, ADC, Annex and N,ain Librar „j��" �"`. �Y=