84-1035 WHITE - GTV CLERK
PINK - FINANCE GITY OF SAINT PAUL Council /�
CANARV - DEPARTMENT File NO. P�� /D��
BI.UE - MAVOR
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Co nc 'l Resolution
Presented By
V Referred To � ��"��`-' , '� � �l� �
� Committee: Date
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby approves
and ratifies the attached 1984-1985 Labor Maintenance Agreement between the City
of Saint Paul and the Operative Plasterers' and Cement Masons' International
Association, Local 560.
Approved:
Chairman, C il Service Commis ion
COUNCILMEN Requested by Department of:
Yeas � Nays
Drew In Favor E CE
Masanz ;'
NiCOSia
scheibe� � __ Against BY
Tedesco
Wilson
AUG — 2 �9�9 Form ppro d City Attorney
Adopted by Council: Date
Certified P•ss Council S eta BY
By , .
Ap �VI vor: Date � ' �g� Ap oved by Mayor for Su i sion to Council
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PUBI,fS�iED AU G 11 1984 -.
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Personnel Office DEPARTI�tENT
� an P Snh nia - rONTACT
298-422i PHONE �� � � '
J�� 3 1984 DATE ��/
. {Routing and Explanation Sheet)
Assign Number for Routing Order (Clip All Locations for Mayoral Signature): '
i Department Director '
2 City Attorney �.A''a � ���,��ED
3 Director of Management/Mayor �1 �0 � �
Finance and Management Services Director � � i984
City Clerk NfAYOR'S OFFICE
Budget Di rector
What Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale):_
This resolution approves the 1384-1985 Agreement between the City and the Cement Masons
Local No. 560. The changes in the new agreement include the items on attached sheet.
Financial , Budgetary and Personnel Impacts Anticipated:
Cost for approximately 1200 hours per year. $300.00 each year.
Funding Source and Fund Activity Number Charqed or Credited:
Attachments (List and Number all Attachrr�nts}:
1. Resolution
2. Agreement
3. Copy for City Clerk
DEPARTMENT REVIEW CITY ATTORNEY REVIEW
Yes No Council Resolution Required? Resolution Required? Yes No
Yes No Insurance Required? Insurance Sufficient? Yes No
Yes No Insurance Attached?
Revision of October, 1982
��PP RPVPPCP Side for 'Instructions)
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1984-1985 Agreement between the City of St. Paul and the Cement Masons Local No. 560.
1. Article 9.33 - Deleted. Compensation for work in excess of 12 hours.
2. Article 12.24 - Additional Holiday
3. Article .T2;:Z5 - 6everance Pay reference.
4. Article XV - Holidays - new language implementing Martin Luther King Day as an
additional holiday effective 1986.
5. Article XXVIII - Severance Pay. New language implementing the new severance pay
plan. $6,500 maximum and minimum age of 58 or retirement under
PERA'S "rule of 85 or 90".
6. Wages to Fringes $0.25 per hour increase in Fringes each year. No increase in wages.
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��117�i<����}l�-�' .•� • • .
�s:_.:;�r.c�:�. . D Q �'Q . July 26, 1984
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� COMMIT?' � E RE PORT
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't'O = Sqin� Pau ! City Cou�cit
F R 0 I� ' C O IYl C��r�e� O h FINANCE, MANAGEMENT � PERSONNEL
� � C k-�A I R James Scheibel. � ' .
.• _ 1. AppmvaLof minutes from meetings held July �12, 16 and 19, 1984. ,��,�•
2. An ordinance amending Section 33.04 Subdivision 8 of the Le islativery C�od�e pertaining
to permit fees for electrical ��rork. (Community Services) ����`?� . .
3. An ordinance amending Section 33.04, Subd. 8 (13) of the Legislative Code.pertaining �
to permit fees for xarm air, heating, ventilation and general sheet metal work. '
(Cor.ununity Services) �����j . :
4. An ordinance amending Section 33.04, Subd. 3 (7) of the Legislative Code establishing �n"��.�T-^i1�
-- --permit fees for plastering, stucco and spray-on fireproofing work. ((Conununity Services)rT� .
S. Resolution amen ding the 1954 CIT budget and transferring �10,700 from Conxingent Reserve-
Specified to Community Services Dept.-Parks f, Recreation (emergency repair of brick- •
work at D:ears Park). (Community Services) �rZ�}
��` �,.:.,�.�� • ,
6. Resolution approving the transfer from Specified Contingency Teserved to various
budgets to meet 1984 salary needs. (Executive Administration) f" . °� •' ���'�.��'Q�,{�
7. Resolution approving 1984 bfaintenzu►ce Labor Agreement be(ween the ji���e��� .
International Union of Elevator Constructors, Local 9. Personnel
' ' 1
8. Resolution approving 1984-85 I�laintenance Labor Agreement between the City and the �)�i1F,�`�-�y
Operative Plasters' and Coment bfasons' International hssn., Local-560. (Personnel� TSCG ��" �
I
9. Resolution approving 1984-85 Dtaintenance Labor Agreement between the City and the
Bricklayers, Ai3sons fazbl m �; ment Blocklayers and�Tuckpointers, Local Union .
No. 1 (Personnel). ' � �
10. Resolution approving 1984 Dlaintenance Labor A�reement between the Independent School '
District No. 625 and the United Assn. Pipefitters Local Union No. 455. (Personnel) ����,�
11. Resolution approving 1984 biaintenance Labor Ag tw en the City and the
Sheet t�tetal Workers Local t�o. 10. (Personnel) �
. �
12. Resolution approving 1984 Collective Bargainin eement between the ISD �625
and the Plumbers Local No. 34. (Personnel
13. Resolution amending the Civil Service Rules and inserting the Communications Technician
Leaduorkers in Secti n 3.I Grade 35S and inserting its specificltions in Section 32. .
(Personnel) � .
14. Resolution amending the Civil Service Rules and inserting Communications Technicia
Helper in Section 3.D, and inserting its specifications in Section 32. (Fersonnel
ClTY HALL SEVENTH FLOOR
SAINT PAUL, AtI�NESOTA SSJ02
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1984 - 1985
MAINTENANCE LABOR AGREEMENT
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THE CITY OF SAINT PAUL
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OPERATIVE PLASTERERS' AND CEMENT MASONS'
INTERNATIONAL ASSOCIATION, LOCAL 560
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INDEX
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of Agreement 5
VI Probationary Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work g
IX Overtime 9
X Call Back 10
XI Work Location 11
XII Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Holidays 16
XVI Disciplinary Procedures 17
XVII Absences From Work 18
XVIII Seniority 19
XIX Jurisdiction 2p
XX Separation 21
XXI Tools 22
XXII Grievance Procedure 23
XXIII Right of Subcontract 27
XXIV Non-Discrimination 28
XXV Severability 29
XXVI Waiver 30
XXVII City Mileage Plan 31
XXVIII Severance Pay 32
XXIX Duration and Pledge 34
Appendix A A1
Appendix B B].
Appendix C C1
Appendix D D1
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P R E A M B L E
This AGREEMENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLOYER and Operative Plasterers' and
Cement Masons' International Association of the United States and Canada,
Local 560, hereinafter referred to as the UNION.
The F.NlPLOYIIt and the UNION concur that this AGREEMENT has as its
ob�ective the promotion of the responsibilities of the City of Saint Paul
for the benefit of the general public through effective labor�management
cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the CITY,
the UNION, and the individual employees will best serve the needs of the
general public.
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ARTICLE I - PURPOSE
1.1 The F.MPLOYER and the UNION agree that the purpose for entering into
this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby establishing a
system of uninterrupted operations and the highest level of
employee performance that is consistent with the safety and
well-being of all concerned;
1.12 Set forth rates of pay, hours of work, and other conditions of
employment as have been agreed upon by the EMPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully resolve disputes as
to the application or interpretation of this AGREEMENT without
loss of manpower productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the IIKPLOYER. If any
part of this AGREEMENT is in conflict with such legislation, the latter
shall prevail. The parties, on written notice, agree to negotiate that
part in conflict so that it conforms to the statute as provided by
Article 25 (SEVERABILITY).
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ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for
collective bargaining purposes for all personnel having an employment
status of regular, probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2.2 as certified by the
Bureau of Mediation Services in accordance with Case No. 73-PR-525-A
dated May 22, 1973.
2.2 The classes of positions recognized as being exclusively represented by
the UNION are as listed in Appendix A.
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ARTICLE III - EMPLOYER RIGHTS
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs; to set
and amend budgets; to determine the utilization of technology; to
establish and modify the organizational structure; to select, direct
and determine the number of personnel; and to perform any inherent
managerial function not specifically limited by this AGREEMENT.
3.2 Any "term or condition of employment" not established by this AGREEMENT
shall remain with the EMPLOYER to eliminate, modify, or establish
following written notification to the UNION.
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ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies deducted shall be remitted as directed by the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages of employees
covered by this AGREEMENT for any other labor organization.
4.12 The UNION shall indemnify and save harmless the EMPLOYER from any
and all claims or charges made against the EMPLOYER as a result of
the implementation of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the II�IPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 22 (GRIEVANCE PROCIDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the EMPLOYER where employees
covered by this AGREEMENT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREEMENT established the "terms and conditions of employment"
defined by M.S. 179.63, Subdivision 18 for all employees exclusively
represented by the UNION. This AGREEMENT shall supersede such "terms
and conditions of employment" established by Civil Service Rule,
Council Ordinance, and Council Resolution. .
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ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in a
regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary period an employee may be
terminated at the discretion of the EMPLOYER without appeal to the
provisions of Article 22 (GRIEVANCE PROCIDURE) .
6.12 An employee terminated during the probationary period shall
receive a written notice of the reason(s) for such te�mination, a
copy of which shall be sent to the UNION.
6.2 All personnel promoted to a higher class of positions shall serve a six
(6) months' promotional probationary period during which time the
employee's fitness and ability to perform the class of positions'
duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period an employee
may be demoted to the employee's previously held class of
positions at the discretion of the EMPLOYER without appeal to the
provisions of Article 22 (GRIEVANCE PROCIDURE) .
6.22 An employee demoted during the pramotional probationary period
shall be returned to the employee's previously held class of
positions and shall receive a written notice of the reasons for
demotion, a copy of which shall be sent ta the UNION.
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ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of
employment and compensation shall be a "cash" hourly wage and
"industry" fringe benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked at the
basic hourly wage rate and hourly fringe benefit rate as found in
Articles 12 (WAGES) and 13 (FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated or earned
by an employee except as specifically provided for in this AGREEMENT;
except those employees who have individually optioned to be
"grandfathered" as provided by 12.2.
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ARTICLE VIII - HOURS OF WORK
8.1 The normal work day shall be eight (8) consecutive hours per day,
excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m.
and 5:30 p.m.
8.2 The normal work week shall be five (5) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
�udgment to establish second and third shifts or a work week of other
than Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work
weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
hours of work per normal work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All employees are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK).
8.7 Employees reporting for work at the established starting time and for
whom no work is available shall receive pay for two (2) hours, at the
basic hourly rate, unless notification has been given not to report for
work prior to leaving hame, or during the previous work day. �
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ARTICLE IX - OVERTIME
9.1 All overtime compensated for by the EMPLOYER must receive prior
authorization from a designated EMPLOYER supervisor. No overtime work
claim will be honored for payment or credit unless approved in advance.
An overtime claim will not be honored, even though shown on the time
card, unless the required advance approval has been obtained.
9.2 The overtime rate of one and one-half (l�g) the basic hourly rate shall
be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one normal work
day, and
9.22 Time worked on a sixth (6th) day following a normal work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid
for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article 15 (HOLIDAYS) ;
9.32 Time worked on a seventh (7th) day following a normal work week.
9.4 For the purposes of calculating overtime compensation overtime hours
worked shall not be "pyramided", compounded, or paid twice for the same
hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in
cash.
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ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and after an
employee has completed a normal work day or normal work week.
10.2 Employees called back shall receive a min3mtmm of four (4) hours pay at
the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject to
the minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work
day shall complete the normal work day and be compensated only for the
overtime hours worked in accordance with Article 9 (OVERTIME) .
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ARTICLE XI - WORK LOCATION
11.1 Employees ahall report to work location as assigned by a designated
Employer Supervisor. During the normal work day employees may be
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work locations during the normal work day, other
than their original assignment, and who are required to furnish their
own transportation shall be compensated for mileage.
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ARTICLE XII - WAGES
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be sub�ect to all
other provisions of the AGREEMENT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as provided
for by Article 13 (FRINGE BENEFITS).
12.21 Insurance benefits as established by City of Saint Paul
Resolutions including life, hospital and health insurance
for early retirees who have retired since May 8, 1978.
In order to be eligible for the health benefits under
the early retiree provision, the employee must:
12.21.1 Be receiving benefits from a public employee
retirement act at the time of retirement.
12.21.2 Have severed his relationship with the City of
Saint Paul under one of the early retiree plans.
12.21.3 Inform the Personnel Office of the City of
Saint Paul in writing within 60 days of employee's
early retirement date that he or she wishes to be
eligible for early retiree insurance benefits.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 Vacation as established by the Saint Paul Salary Plan and
Rates of Compensation, Section I, Subdivision H.
12.24 Ten (10) legal holidays as established by the Saint Paul
Salary Plan and Rates of Campensation, Section I,
Subdivision I.
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ARTICLE XII - WAGES (continued)
12.25 Severance benef its as established by Ordinance No. 11490
with a maximum payment of $4,000 or as established by
Article XXVIII of this Agreement.
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, partici-
pating employees and shall be compensated in accordance with Article
12.1 (WAGES) and have friage benef it contributions and/or deductions
made on their behalf as provided for by Article 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary, and emergency employees shall be considered,
for the purpoaes of this AGREEMENT, participating employees and shall
be compensated in accordance with Article 12.1 (WAGES) and have fringe
benefit contributions and/or deductions made in their behalf as
provided for by Article 13 (FRI1�E BENEFITS).
12.5 All regular employees employed after February 15, 1974, shall be
considered, for the purpose of this AGREEMENT, participating employees
and shall be compensated in accordance with Article 12.1 (WAGES) and
have fringe benefit contributions and/or deductions made on their
behalf as provided for by Article 13 (FRINGE BENEFITS) .
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ARTI�LE XIII - FRINGE BENEFITS
13.1 The EMPLOYER shall make contributions on behalf of and/or make
deductions from the wages of employees covered by this AGREEMENT in
accordance with Appendix D for all hours worked.
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ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN
14.1 The selection of personnel for the class of position Foreman shall
remain solely with the EMPLOYER.
14.2 The class of position Foreman shall be filled by employees of the
bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" shall be made anly at the direction of a
designated EMPLOYER supervisor.
14.4 Such "temporary assigrnnents" shall be made only in cases where the
class of positions is vacant for more than one (1) normal work day.
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. ARTICLE XV - HOLIDAYS
15.1 The iollowzng c.e.l (i�) days siiall be designated as ho�idays:
New Year's Day, January 1
Martin Luther King Day, Third Monday in January (effective 1986)
President's Day, Third Monday in February -
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, f irst Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated
holiday. When any of these three (3) holidays falls on a Saturday,
the preceding Friday shall be considered the designated holiday.
15.3 The ten (10) holidays shall be considered non-work days.
15.4 If, in the �udgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or "called
back" in accordance with Article 10 (CALL BACK) .
15.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5 working
on a designated holiday shall be compensated at the rate of two (2) times
the basic hourly rate for all hours worked.
15.6 If an employee other than a Participating Employee entitled to a holiday
is required to work on Martin Luther King Day (effective 1986) , President's
Day, Christopher Columbus Day, or Veterans" Day, he shall be granted another
day off with pay in lieu thereof as soon thereafter as the convenience of the
department permits, or he shall be paid on a straight time basis for such
hours worked, in addition to his regular holiday pay. If an employee entitled
to a holiday is required to work on New Year's Day, Memorial Day, Independence
Day, Thanksgiving Day or Christmas Day� he shall be recompensed for work done
on this day by being granted cotnpensatory time on a time and one-half basis
or by being paid on a time and one-half basis for such hours worked, in
addition to his regular holiday pay. Eligibility for Holiday pay shall
be determined in accordance with Section I, Subsection I of the St. Paul
Salary Plan and Rates of Compensation.
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ARTICLE XVI - DISCIPLINARY PROCIDURES
16.1 The EMPLOYER shall have the right to impose disciplinary actions on
employees for just cause.
16.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
16.21 Oral reprimand.
16.22 Written reprimand.
16.23 Suspension.
16.24 Demotion.
16.25 Discharge.
16.3 Employees who are suspended, demoted� or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service
Commission, or a designated Board of Review, shall be the sole and
exclusive means of reviewing a suspension, demotion, or discharge. No
appeal of a suspension, demotion� or discharge shall be considered a
"grievance" for the purpose of processing through the provisions of
Article 22 (GRIEVANCE PROCIDURE) .
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A�'TTCLE XVIi - ABS1?I�CES FROM WORK
17.1 Employees who are unable to report for their normal work day have the
responsibility to notify their supervisor of such absence as soon as
possible, but in no event later than the beginning of such work day.
17.2 Failure to make such notification may be grounds for discipline as
provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the EMPLOYER
on the part of the employee.
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ARTICLE XVIII - SENIORITY
18.1 Seniority, for the purposes of this AGREEMENT� shall be defined as
�
follows:
18.11 "Master Seniority" - The length of continuous regular
and probationary service with the EMPLOYER from the last
date of employment in any and all class titles covered
by this AGREII�IENT.
18.12 "Class Seniority" - The length of continuous regular and
probationary service with the EMPLOYER from the date an
employee was first appointed to a class title covered by
this AGREEMENT.
18.2 Seniority shall not acctunulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than thirty
(30) calendar days; is granted because of illness or injury; is granted
to allow an employee to accept an appointment to the unclassified
service of the EMPLOYER or to an elected or appointed full-time position
with the UNION.
18.3 Seniority shall terminate when an employee retires, resigns, or is
discharged.
18.4 In the event it is determined by the EMPLOYER that it is necessary to
zeduce the work force employees will be laid off by class title within
each department based on inverse length of "Class Seniority". Employees
laid off shall have the right to reinstatement in any lawer-paid class
title, provided, employee has greater "Master Seniority" than the
employee being replaced.
18.5 The selection of vacation periods shall be made by class title based on
length of "Class Seniority", subject to the approval of the F,MPLOYER.
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t�tTICLE kiX - JURISDICTIOi';
19.1 Disputes concerning work �urisdiction between and among unions is
recognized as an appropriate subject to determination by the various
unions representing employees of the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work �urisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EMPLOYER shall meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYIIt to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 19.2 and 19.3 above shall be subject to disciplinary
action as provided in Article 16 (DISCIPLINARY PROCEDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
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ARTICLE XX - SEPARATION
20.1 Employees having a probationary or regular employment status shall be
considered separated from employment based on the following actions:
20.11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
20.12 Discharge. As provided in Article 16.
20.13 Failure to Report for Duty. As provided in
Article 17.
20.2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER before the
campletion of a nox�►al work day.
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ARTICLF XXI - TOOI.,S
� 21.1 All employees shall personally provide themselves with the tools of the
trade as listed in Appendix B.
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ARTICLE XXII - GRIEVANCE PROCEDURE
22.1 The employer shall recognize Stewards selected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
22.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the �ob
duties and responsibilities of the employees and shall therefore be
accamplished during working hours only when consistent with such employee
duties and responsibilities. The Steward involved and a grieving
employee shall suffer no loas in pay when a grievance is processed
during working hours, provided, the Steward and the employee have
notified and received the approval of their supervisor to be absent to
process a grievance and that such absence would not be detrimental to �
the work progratns of the EMPLOYER.
22.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
16.3, for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREEMENT.
- 23 -
. ��_ ���o a.�
ARTICLE XXII - GRIEVANCE PROCEDURE (continued)
22.4 Grievances shall be resolved in confox�ance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this AGREEMENT,
the employee involved shall attempt to resolve the matter on
an informal basis with the employee's supervisor. If the
matter is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing and referred
to Step 2 by the UNION. The written grievance shall set
forth the nature of the grievance, the facts on which it is
based, the alleged section(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the AGREEMENT
not reduced to writing by the UNION within seven (7) calendar
days of the first occurrence of the event giving rise to the
grievance or within the use of reasonable diligence should
have had knowledge of the first occurrence of the event
giving rise to the grievance, shall be considered waived.
Step 2. Within seven (7) calendar days after receiving the written
grievance a designated EMPLOYER Supervisor shall meet with
the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the UNION within three
(3) calendar days following this meeting. The UNION may
refer the grievance in writing to Step 3 within seven (7)
calendar days following receipt of t.;2 EMPLOYER'S written
answer. Any grievance not referred in writing by the UNION
within seven (7) cal.endar days following receipt of the
EMPLOYER'S answer shall be considered waived.
- 24 -
ARTICLE XXII - GRIEVANCE PROCIDURE (continued)
Step 3. Within seven (7) calendar days following receipt of a grievance
referred from Step 2 a designated EMPLOYER supervisor shall
meet with the UNION Business Manager or his designated
representative and attempt to resolve the grievance. Within
seven (7) calendar days following this meeting the EMPLOYER
shall reply in writing to the UNION stating the F�IPLOYER'S
answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the UNION
may refer the grievance to Step 4. Any grievance not referred
to in writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the EMPLOYER'S answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the UNION may within
seven (7) calendar days after the response of the EMPLOYER in
Step 3, by written notice to the EMPLOYER request arbitration
of the grievance. The arbitration proceedings shall be
conducted by an arbitrator to be selected by mutual agreement
of the II�IPLOYER and the UNION within seven (7) calendar days
after notice has been given. If the parties fail to mutually
agree upon an arbitrator within the said seven (7) day period,
either party may request the Public Employment Relation Board
to submit a panel of five (5) arbitrators. Both the EMPLOYER
and the UNION shall have the right to strike two (2) names
from the panel. The UNION shall strike the first (lst) name;
the EMPLOYER shall then strike one (1) name. The process
will be repeated and the remaining person shall be the arbitrator.
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. � ��iv �s
ARTICLE XXII - �RIEVAI�TCE PROCEDL'RE (cor,tinued)
22.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The arbitrator
shall consider and decide only the specific issue submitted in writing
by the EMPLOYER and the UNION and shall have no authority to make a
decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or
modifying or varying in any way the application of laws, rules or
regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thrity (30) days follow-
ing close of the hearing or the submission of briefs by the parties,
whichever be later, unless the parties agree to an extension. The
decision shall be based solely on the arbitrator's interpretation or
application of the express terms of this AGREEMENT and to the facts of
the grievance presented. The decision of the arbitrator shall be final
and binding on the FMPLOYER, the UNION and the employees.
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for campensating its own representative
and witnesses. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
pays for the record.
22.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
- 26 -
ARTICLE XXIII - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this AGREEMENT,
contract out work done by the employees covered by this AGREEMENT. In
the event that such contracting would result in a reduction of the work
force covered by this AGREEMENT, the EMPLOYER shall give the UNION a
ninety (90) calendar day notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered by this
AGREEMENT shall in all cases be made only to employers who qualify in
accordance with Ordinance No. 14013.
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. � ��io��
' ARTICLE XXIV - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to employees
equally without regard to, or discrimination for or against, any
individual because of race, color, creed, sex, age, or because of
membership or non-membership in the UNION.
24.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve
other employees and the general public.
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ARTICLE XXV - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared to be
contrary to law by proper legislative, administrative, or judicial
authority fram whose finding, determination, or decree no appeal is
taken, such provision(s) shall be voided. All other provisions shall
continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations to
place the voided provisions of the AGREEMENT in compliance with the
legislative� administrative, or judicial determination.
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. � � ����--s
ARTICLE XXVI - WAIVER
26.1 The F.MPLOYER and the UNION acknowledge that during the meeting and
negotiating which resulted in this AGREEMENT, each had the right and
opportunity to make proposals with respect to any subject concerning
the terms and conditions of employment. The agreements and understandings
reached by the parties after the exercise of this right are fully and
completely set forth in this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT
agree that the other party shall not be obligated to meet and negotiate
over any term or conditions of employment whether specifically covered
or not specifically covered by this AGREEMENT. The UNION and EMPLOYER
may, however, mutually agree to modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this AGREF�IENT,
are hereby superseded.
- 30 -
ARTICLE XXVII - CITY MILEAGE
27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursement
of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adopted.
27.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head.
T�►pe 1. If an employee is required to use his/her own sutomobile
OCCASIONALLY during employment, the etnployee shall be reimbursed at
the rate of $3.00 per day for each day the employee's vehicle is
actually used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed 15C per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own sutomobile, then the employee shall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15C per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible for
any per diem.
27.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
27.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for sutomobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for personal in�ury� and $25,000 for
property damage, or liabllity insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk.
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��-`�y-�o3s
ARTICLE XXVIII - SEVERANCE PAY
28.1 The employer shall provide a severance pay program as set forth
in this Article.
28.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
28.21 The employee must be Sf3 years of age or older or must be
eligible for pension under the "rule of 90" or the "rule
of 85" provisions of the Public Employees Retirement
Association (PERA) . The "rule of 90" and the "rule of 85"
criteria shall also apply to employees covered by a public
pension plan other than PERA.
28.22 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.
28.23 The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of thi� ArtS_�� '.,:, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
quirement.
28.24 The employee must file a waiver of re-employment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
28.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
fram service.
28.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
severance pay in an amount equal to one half of the daily rate of
pay for the position held by the employee on the date of separation
for each day of accrued sick leave sub�ect to a maximum of 200 accrued
sick leave days.
28.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
- 32 -
ARTICLE XXVIII - SEVERANCE PAY (cont.)
28.5 For the purpose of this severance program, a death of an employee
shall be considered as separation of employment, and if the employee
would have met all of the requirements set forth above, at the time
of his or her death, payment of the severance pay will be made to
the employee's estate or spouse.
� 28.6 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.
28.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of City Ordinance No. 11490.
28.8 This severance pay program shall be sub�ect to and governed by the
provisions of City Ordinance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the provisions of this article shall control.
28.9 The provisions of this article shall be effective as of July 1, 1984.
28.10 Any employee hired prior to February 15, 1974 may, in any event, and
upon meeting the qualifications of this article or City Ordinance
No. 11490, as amended by City Ordinance No. 16303, section 1, section 6,
draw severance pay. However, an election by the employee to draw
severance pay under either this article or the ordinance shall constitute
a bar to receiving severance pay fram the other.
- 33 -
� ��io�s
ARTICLE XXIX - DURATION AND PLIDGE
29.1 This AGREEMENT shall become effective as of the date of signing, except
as specifically provided otherwise in Articles 12 and 13, and shall
remain in effect through the 30th day of April, 1986, and continue in
effect from year to year thereafter unless notice to change or to
terminate is given in the ma.nner provided in 29.2.
29.2 If either party desires to terminate or modify this AGREEMENT, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREII�IENT shall give written notice to the other party, not more
than ninety (90) or lesa than sixty (60) calendar days prior to the
expiration date, provided, that the AGREEMENT may only be so terminated
or modified effective as of the expiration date.
29.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT:
29.31 The UNION and the employees will not engage in, instigate, or
condone any concerted action in which employees fail to report for
duty, willfully absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
- 34 -
ARTICLE XXIX - DURATION AND PLIDGE (continued)
29.32 The EMPLOYER will not engage in, instigate, or condone any lock-out
of employees.
29.33 This constitutes a tentative agreement between the parties which
will be recoa�mended by the City Negotiator� but is sub�ect to the
approval of the Administration of the City and the City Council
and is also subject to ratification by the UNION.
AGREID to this 27th day of June , 1984 and attested to as the
full and complete understanding of the parties for the period of time herein
specified by the signature of the follawing representatives for the EMPLOYER
and the UNION.
WITNESSES:
CITY OF SAINT PAUL OPERATIVE PLASTERERS� AND CEMENT MASONS'
INT�NAL ASSOCIATIO OCAL 60
. . l. � �
Labor Relatio Dir or Business age
Civil Service Commission
- 35 -
r� �y—io33
APPENDIh A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Cement Finisher
Apprentice
Building Inspector-Cement Finisher
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the �urisdiction of
the UNION.
- A1 -
APPEI�IDIX B
All necessary hand tools.
- B1 -
� ���o��
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary employees
appointed to the following classes of positions and not receiving fringe
benefits listed in Article 12.2 shall be:
Effective Effective
April 28, 1984 April 27, 1985
Building Insp.-Cement Finisher. . $17.72* $17.72*
Cement Finisher . . . . . . . . . $16.38* $16.38*
The basic hourly wage rate for temporary and emergency employees appointed
to the following classes of positions shall be:
Effective Effective
April 28 1984 April 27, 1985
Building Insp.-Cement Finisher. . 18.43* $18.43*
Cement Finisher . . . . . . . . . $17.03* $17.03*
*These rates include the $1.00 Savings Plan contribution.
The basic hourly wage rate for regular employees appointed to the following
classes of positions, who are receiving the fringe benef its listed in
Article 12.2 shall be:
Effective Effective
A ril 28 1984 A�ril 27, 1985
Building Insp.-Cement Finisher. . 17.43 ***
Cement Finisher . . . . . . . . . $15.67 **
**The April 27, 1985 hourly wage rate in this contract will be the rates as
shown below less the cost of sick leave usage for 1984, and less the cost of
vacation, holidays and pension for 1985 and less the cost of health and life
insurance for the periods May, 1984 thru April, 1985 incurred by the employer
for employees in this bargaining unit.
Effective
April 27, 1985
Cement Finisher . . . . . . . . . $19.55
***These Inspector rates to be determined at a later date.
-C1-
APPENDIX D
Effective April 30, 1984, the EMPLOYER shall:
(1) contribute $1.20 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREII�fENT to a Health and Welfare Fund. Effective April 30, 1985
this contribution shall be increased to $1.45 per hour.
(2) contribute $1.05 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Pension Fund.
(3) contribute $1.00 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this Agreement
to the Savings Plan Fund. This contribution is subject to all payroll
deductions.
(4) contribute $ .02 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this Agreement
to an Apprenticeship Fund.
All contributions made in accordance with this Appendi�c shall be forwarded
to depositories as directed by the UNION.
The EMPLOYIIt shall establish Worker's Compensation and Unemployment Compensation
programs as required by Minnesota Statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions
and/or deductions established by this AGREEMENT. The actual level of benefits
provided to employees shall be the responsibility of the Trustees of the
various funds to which the EMPLOYER has forwarded contributions and/or
deductions.
- D1 -
� w
WHITE - CITY CLERK
PINK - FINANCE COU/1ClI /�
CANARV - DEPARTMENT GITY OF SAINT PAUL �((/� /D��`
BI.UE - MAVOR File NO. +� �
1
CITY ��� Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby approves
and ratifies the attached 1984-1985 Labor Maintenance Agreement between the City
of Saint Paul and the Operative Plasterers' and Cement Masons' International
Association, Local 560.
� Approved:
Chairman, Civil Service Commission
COUNCILMEN
Yeas Nays Requested by Department of:
Flstch�r
�f°�" In Favor PERSONNEL OFFICE
Maanz
Nk�osia
�h���� Against BY
T�d�sco
Wllson
Form Approved by City Attorney
Adopted by Council: Date
Certified Yassed by Council Secretary By
B}�
Approved by Mavor: Date Approved by Mayor for Submission to Council
By Bv _
. . C� �ol��.s
1984 - 1985
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and -
OPERATIVE PLASTERERS' AND CEMENT MASONS'
INTERNATIONAL ASSOCIATION, LOCAL 560
���—�o�
INDEX
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights g
IV Union Rights 4
V Scope of Agreement 5
VI Probationary Periods (
VII Philosophy of Employment and Compensation 7
VIII Hours of Work g
IX Overtime g
X Call Back 10
XI Work Location 11
XII Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Holidays 16
XVI Disciplinary Procedures 17
XVII Absences From Work lg
XVIII Seniority 19
XIX Jurisdiction 20
� Separation 21
XXI Tools 22
XXII Grievance Procedure 23
XXIII Right of Subcontract 27
XXIV Non-Discrimination 28
XXV Severability 29
XXVI Waiver 30
XXVII City Mileage Plan 31
XXVIII Severance Pay 32
XXIX Duration and Pledge 34
Appendix A A1
Appendix B gl
Appendix C C1
Appendix D D1
- ii -
� ����Q 3s .
P R E A M B L E
This AGREEMENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLOYER and Operative Plasterers' and
Cement Masons' International Association of the United States and Canada,
Local 560, hereinafter referred to as the UNION.
The EMPLOYIIt aad the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of Saint Paul
for the benefit of the general public through effective labor�management
cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the CITY,
the UNION, and the individual employees will best serve the needs of the
general public.
- iii -
ARTICLE I - PURPOSE
1.1 The EMPLOYER and the UNION agree that the purpose for entering into
this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby establishing a
system of uninterrupted operations and the highest level of
employee performance that is consistent with the safety and
well-being of all concerned;
1.12 Set forth rates of pay, hours of work, and other conditions of
employment as have been agreed upon by the EMPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully resolve disputes as
to the application or interpretation of this AGREEMENT without
loss of manpower productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the IIKPLOYER. If any
part of this AGREEMENT is in conflict with such legislation, the latter
shall prevail. The parties, on written notice, agree to negotiate that
part in conflict so that it conforms to the statute as provided by
Article 25 (SEVERABILITY).
- 1 -
�_����
ARTICLE II - RECOGNITIOi�
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for
collective bargaining purposes for all personnel having an employment
status of regular, probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2.2 as certified by the
Bureau of Mediation Services in accordance with Case No. 73-PR-525-A
dated May 22, 1973.
2.2 The classes of positions recognized as being exclusively represented by
the UNION are as listed in Appendix A.
- 2 -
ARTICLE III - EMPLOYER RIGHTS
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs; to set
and amend budgets; to determine the utilization of technology; to
establish and modify the organizational structure; to select, direct
and determine the number of personnel; and to perform any inherent
managerial function not specifically limited by this AGREEMENT.
3.2 Any "term or condition of employment" not established by this AGREEMENT
shall remain with the EMPLOYER to eliminate, modify, or establish
following written notification to the UNION.
- 3 -
. ��y—�a�
ARTICLE IV - UN10N RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies deducted shall be remitted as directed by the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages of employees
covered by this AGREEMENT for any other labor organization.
4.12 The UNION shall indemnify and save harmless the F.MPLOYER from any
and all claims or charges made against the EMPLOYER as a result of
the implementation of this ARTICLE.
4.2 The UNION may designate one (1) employee fram the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 22 (GRIEVANCE PROCIDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the F.MPLOYER where employees
covered by this AGREEMENT are working.
- 4 -
ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREFMENT established the "terms and conditions of employment"
defined by M.S. 179.63, Subdivision 18 for all employees exclusively
represented by the UNION. This AGREEMENT shall supersede such "terms
and conditions of employment" established by Civil Service Rule,
Council Ordinance, and Council Resolution. .
- 5 -
���sa�
ARTICLE VI - PROBAI:IONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in a
regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary period an employee may be
terminated at the discretion of the EMPLOYER without appeal to the
provisions of Article 22 (GRIEVANCE PROCIDURE) .
6.12 An employee terminated during the probationary period shall
receive a written notice of the reason(s) for such termination, a
copy of which shall be sent to the UNION.
6.2 All personnel promoted to a higher class of positions shall serve a six
(6) months' promotional probationary period during which time the
employee's fitness and ability to perform the class of positions'
duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period an employee
may be demoted to the employee's previously held class of
positions at the discretion of the EMPLOYER without appeal to the
provisions of Article 22 (GRIEVANCE PROCIDURE) .
6.22 An employee demoted during the promotional probationary period
shall be returned to the employee's previously held class of
positions and shall receive a written notice of the reasons for
demotion, a copy of which shall be sent to the UNION.
- 6 -
ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of
employment and compensation shall be a "cash" hourly wage and
"industry" fringe benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked at the
basic hourly wage rate and hourly fringe benefit rate as found in
Articles 12 (WAGES) and 13 (FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated or earned
by an employee except as specifically provided for in this AGREEMENT;
except those employees who have individually optioned to be
"grandfathered" as provided by 12.2.
- 7 -
� �y���
AR:CCLE VIII - HUURS Or WORK
8.1 The normal work day shall be eight (8) consecutive hours per day,
excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m.
and 5:30 p.m.
8.2 The normal work week shall be five (5) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
judgment to establish second and third shifts or a work week of other
than Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work
weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
hours of work per normal work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All employees are subject to call-back by the F•MPLOYER as provided by
Article 10 (CALL BACK).
8.7 Employees reporting for work at the established starting time and for
whom no work is available shall receive pay for two (2; hor:-s, at the
basic hourly rate, unless notification has been given not to report for
work prior to leaving home, or during the previous work day. �
- 8 -
ARTICLE IX - OVERTIME
9.1 All overtime compensated for by the EMPLOYER must receive prior
authorization from a designated EMPLOYER supervisor. No overtime work
claim will be honored for payment or credit unless approved in advance.
An overtime claim will not be honored, even though shown on the time
card, unless the required advance approval has been obtained.
9.2 The overtime rate of one and one-half (1'�) the basic hourly rate shall
be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one normal work
day, and
9.22 Time worked on a sixth (6th) day following a normal work week.
9.3 T[ze overtime rate of two (2) times the basic hourly rate shall be paid
for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article 15 (HOLIDAYS) ;
9.32 Time worked on a seventh (7th) day following a normal work week.
9.4 For the purposes of calculating overtime compensation overtime hours
worked shall not be "pyramided", compounded, or paid twice for the same
hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in
cash.
- 9 -
���ia �s
ARTZCLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and after an
employee has completed a normal work day or normal work week.
10.2 Employees called back sha11 receive a minim� of four (4) hours pay at
the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject to
the minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work
day shall complete the normal work day and be compensated only for the
overtime hours worked in accordance with Article 9 (OVERTIME) .
- 10 -
ARTICLE XI - WORK LOCATION
11.1 Employees shall report to work location as assigned by a designated
Employer Supervisor. During the normal work day employees may be
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work locations during the normal work day, other
than their original assignment, and who are required to furnish their
own transportation shall be compensated for mileage.
- 11 -
�= �y-�°�.�
ARTICLE XII - WAG�S
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be sub3ect to all
other provisions of the AGREEMENT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as provided
for by Article 13 (ERINGE BENEFITS).
12.21 Insurance benefits as established by City of Saint Paul
Resolutions including life, hospital and health insurance
for early retirees who have retired since May 8, 1978.
In order to be eligible for the health benefits under
the early retiree provision, the employee must:
12.21.1 Be receiving benefits from a public employee
retirement act at the time of retirement.
12.21.2 Have severed his relationship with the City of
Saint Paul under one of the early retiree plans.
12.21.3 Inform the Personnel Office of the City of
Saint Paul in writing within 60 days of employee's
early retirement date that he or she wishes to be
eligible for early retiree insurance benefits.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 Vacation as established by the Saint Paul Salary Plan and
Rates of Compensation, Section I, Subdivision H.
12.24 Ten (10) legal holidays as established by the Saint Paul
Salary Plan and Rates of Campensation, Section I,
Subdivision I.
- 12 -
ARTICLE XII - WAGES (continued)
12.25 Severance benef its as established by Ordinance No. 11490
with a maximum payment of $4,000 or as established by
Article XXVIII of this Agreement.
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREENIENT, partici-
pating employees and shall be compensated in accordance with Article
12.1 (WAGES) and have fringe benefit contributions and/or deductions
made on their behalf as provided for by Article 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary, and emergency employees shall be considered,
for the purposes of this AGREEMENT, participating employees and shall
be compensated in accordance with Article 12.1 (WAGES) and have fringe
benefit contributions and/or deductions ma.de in their behalf as
provided for by Article 13 (FRINGE BENEFITS) .
12.5 All regular employees employed after February 15, 1974, shall be
considered, for the purpose of this AGREEMENT, participating employees
and shall be compensated in accordance with Article 12.1 (WAGES) and
have fringe benefit contributions and/or deductions made on their
behalf as provided for by Article 13 (FRINGE BENEFITS) .
- 13 -
. ��{�oas
AR��CLE XIII - FRINGE BENEFITS
13.1 The EMPLOYER shall make contributions on behalf of and/or make
deductions from the wages of employees covered by this AGREEMENT in
accordance with Appendix D for all hours worked.
- 14 -
ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN
14.1 The selection of personnel for the class of position Foreman shall
remain solely with the EMPLOYER.
14.2 The class of position Foreman shall be filled by employees of the
bargaining unit on a "temporary assignment".
14.3 All "temporary assig�ents" shall be made only at the direction of a
designated EMPLOYER supervisor.
14.4 Such "temporary assigriments" shall be made only in cases where the
class of positions is vacant for more than one (1) normal work day.
- 15 - �
� �/—�a�s
' ARTICLE XV - HOLIDAYS
15.1 The followin� ten (10) days shall be designated a� ho�idaysa
New Year's Day, January 1
Martin Luther King Day, Third Monday in January (effective 1986)
President's Day, Third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated
holiday. When any of these three (3) holidays falls on a Saturday,
the preceding Friday shall be considered the designated holiday.
15.3 The ten (10) holidays shall be considered non-work days.
15.4 If, in the judgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or "called
back" in accordance with Article 10 (CALL BACK) .
15.5 Participating employees as defined in Articles 12.3, 12.4 and 12.5 working
on a designated holiday shall be compensated at the rate of two (2) times
the basic hourly rate for all hours worked.
15.6 If an employee other than a Participating Employee entitled to a holiday
is required to work on Martin Luther King Day (effective 1986) , President's
Day, Christopher Columbus Day, or Veterans" Day, he shall be granted another
day off with pay in lieu thereof as soon thereafter as the convenience of the
department permits, or he shall be paid on a straight time basis for snch
hours worked, in addition to his regular holiday pay. If an employee entitled
to a holiday is required to work on New Year's Day, Memorial Day, Independence
Day, Thanksgiving Day or Christmas Day, he shall be recompensed for work done
on this day by being granted compensatory time on a time and one-half basis
or by being paid on a time and one-half basis for such hours worked, in
addition to his regular holiday pay. Eligibility for Holiday pay shall
be determined in accordance with Section I, Subsection I of the St. Paul
Salary Plan and Rates of Compensation.
- 16 -
ARTICLE XVI - DISCIPLINARY PROCIDURES
16.1 The EMPLOYER �hall have the right to impose disciplinary actions on
employees for just cause.
16.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
16.21 Oral reprimand.
16.22 Written reprimand.
16.23 Suspension.
16.24 Demotion.
16.25 Discharge.
16.3 Employees who are suspended, demoted, or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service
Commission, or a designated Board of Review, shall be the sole and
exclusive means of reviewing a suspension, demotion, or discharge. No
appeal of a suspension, demotion� or discharge shall be considered a
"grievance" for the purpose of processing through the provisions of
Article 22 (GRIEVANCE PROCIDURE) .
- 17 -
� �y�a a.s
ARTICLE XVII - ABSE��GLS FROM WORK
17.1 Employees who are unable to report for their normal work day have the
responsibility to notify their supervisor of such absence as soon as
possible, but in no event later than the beginning of such work day.
17.2 Failure to make such notification may be grounds for discipline as
provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the II�IPLOYER
on the part of the employee.
- 18 -
ARTICLE XVIII - SENIORITY
18.1 Seniority, for the purposes of this AGREF2iENT, shall be defined as
follows:
18.11 "Master Seniority" - The length of continuous regular
and probationary service with the EMPLOYER from the last
date of employment in any and all class titles covered
by this AGREIIrIENT.
18.12 "Class Seniority" - The length of continuous regular and
probationary service with the IIrIPLOYER from the date an
employee was first appointed to a class title covered by
this AGREEMENT.
18.2 Seniority shall not accimnulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than thirty
1
(30) calendar days; is granted because of illness or in�ury; is granted
to allow an employee to accept an appointment to the unclassified
service of the EMPLOYER or to an elected or appointed full-time position
with the UNION. .
18.3 Seniority shall terminate when an employee retires, resigns, or is
discharged.
18.4 In the eve,nt it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
each department based on inverse length of "Class Seniority". Employees
laid off shall have the right to reinstatement in any lower-paid class
title, provided, employee has greater "Master Seniority" than the
employee being replaced.
18.5 The selection of vacation periods shall be made by class title based on
length of "Class Seniority", sub�ect to the approval of the F.MPLOYER.
- 19 -
r�,�--���0 3S
ARTICLE XIX - JURISDICTION
19.1 Disputes concerning work �urisdiction between and among unions is
recognized as an appropriate subject to determination by the various
unions representing employees of the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EMPLOYER shall meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the II�SPLOYER'S basic
right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 19.2 and 19.3 above shall be subject to disciplinary
action as provided in Article 16 (DISCIPLINARY PROCIDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
- 20 -
ARTICLE XX - SEPARATION
20.1 Employees having a probationary or regular employment status shall be
considered separated from employment based on the following actions:
20.11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
20.12 Discharge. As provided in Article 16.
20.13 Failure to Report for Duty. As provided in
Article 17.
20.2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER before the
completion of a normal work day.
- 21 -
� ��/0 35
ARTICI,F Y�'I - TOOI.�S
21.1 All employees shall personally provide themselves with the tools of the
trade as listed in Appendix B.
- 22 -
ARTICLE XXII - GRIEVANCE PROCEDURE
22.1 The employer shall recognize Stewards selected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
22.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accamplished during working hours only when consistent with such employee
duties and responsibilities. The Steward involved and a grieving
employee shall suffer no loss in pay when a grievance is processed
during working hours, provided, the Steward and the employee have
notified and received the approval of their supervisor to be absent to
process a grievance and that such absence would not be detrimental to
the work programs of the EMPLOYER.
22.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
16.3, for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREII�fENT.
- 23 -
. �,,=��d3s
ARTICLE YXII - GRIEVANCE PROCEDUfiE (continued)
22.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this AGREEMENT,
the employee involved shall attempt to resolve the matter on
an informal basis with the employee's supervisor. If the
matter is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing and referred
to Step 2 by the UNION. The written grievance shall set
forth the nature of the grievance, the facts on which it is
based, the alleged section(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the AGREEMENT
not reduced to writing by the UNION within seven (7) calendar
days of the first occurrence of the event giving rise to the
grievance or within the use of reasonable diligence should
have had knowledge of the first occurrence of the event
giving rise to the grievance, shall be considered waived.
SteP 2. Within seven (7) calendar days after receiving the written
grievance a designated EMPLOYER Supervisor shall meet with
the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the UNION within three
(3) calendar days following this meeting. The UNION may
refer the grievance in writing to Step 3 within seven (7)
calendar days following receipt of the F.MPLOYER'S written
answer. Any grievance not referred in writing by the UNION
within seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
- 24 -
ARTICLE XXII - GRIEVANCE PROCIDURE (continued)
Step 3. Within seven (7) calendar days following receipt of a grievance
referred from Step 2 a designated EMPLOYER supervisor shall
meet with the UNION Business Manager or his designated
representative and attempt to resolve the grievance. Within
seven (7) calendar days following this meeting the II�IPLOYER
shall reply in writing to the UNION stating the IIKPLOYER'S
answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the UNION
may refer the grievance to Step 4. Any grievance not referred
to in writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the EMPLOYER'S answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the UNION may within
seven (7) calendar days after the response of the II�IPLOYER in
Step 3, by written notice to the EMPLOYER request arbitration
of the grievance. The arbitration proceedings shall be
conducted by an arbitrator to be selected by mutual agreement
of the EMPLOYER and the UNION within seven (7) calendar days
after notice has been given. If the parties fail to mutually
agree upon an arbitrator within the said seven (7) day period,
either party may request the Public Employment Relation Board
to submit a panel of five (5) arbitrators. Both the EMPLOYER
and the UNION shall have the right to strike two (2) names
from the panel. The UNION shall strike the first (lst) name;
the EMPLOYER shall then strike one (1) name. The process
will be repeated and the remaining person shall be the arbitrator.
- 25 -
�g�aa5
ARTICLE XXTT - GRIEVAI�'CE rROCEDURE (continued}
22.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The arbitrator
shall consider and decide only the specific issue submitted in writing
by the EMPLOYER and the UNION and shall have no authority to make a
decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or
modifying or varying in any way the application of laws, rules or
regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thrity (30) days follow-
ing close of the hearing or the submission of briefs by the parties,
whichever be later, unless the parties agree to an extension. The
decision shall be based solely on the arbitrator's interpretation or
application of the express terms of this AGREEMENT and to the facts of
the grievance presented. The decision of the arbitrator shall be final
and binding on the EMPLOYER, the UNION and the employees.
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for campensating its own representative
and witnesses. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
pays for the record.
22.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
- 26 -
ARTICLE XXIII - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this AGREEMENT,
contract out work done by the employees covered by this AGREEMENT. In
the event that such contracting would result in a reduction of the work
force covered by this AGREEMENT, the EMPLOYER shall give the UNION a
ninety (90) calendar day notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered by this
AGREEMENT shall in all cases be made only to employers who qualify in
accordance with Ordinance No. 14013.
- 27 -
�i1��'TrU�,r
� ARTICLE XXIV - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to employees
equally without regard to, or discrimination for or against, any
individual because of race, color, creed, sex, age, or because of
membership or non-membership in the UNION.
�
24.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve
other emploqees and the general public.
- 28 -
ARTICLE XXV - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared to be
contrary to law by proper legislative, administrative, or judicial
authority from whose finding, determination, or decree no appeal is
�
taken, such provision(s) shall be voided. All other provisions shall
continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations to
place the voided provisions of the AGREEMENT in compliance with the
legislative, administrative, or �udicial determination.
- 29 -
��f�-1e�5
ARTICLE XXVI - k?AIVER
26.1 The F.MPLOYER and the UNION acknowledge that during the meeting and
negotiating which resulted in this AGREEMENT, each had the right and
opportunity to make proposals with respect to any sub3ect concerning
the terms and conditions of employment. The agreements and understandings
reached by the parties after the exercise of this right are fully and
completely set forth in this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT
agree that the other party shall not be obligated to meet and negotiate
over any term or conditions of employment whether specifically covered
or not specifically covered by this AGREEMENT. The UNION and EMPLOYER
may, however, mutually agree to modify any provision of this AGREII�IENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this AGREEMENT,
are hereby superseded.
- 30 -
ARTICLE XXVII - CITY MILEAGE
27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code� as amended, pertaining to reimbursement
of City officera and employees for the use of their own automobiles in
the performance of their duties� the following provisions are adopted.
27.2 Method of Computation: To be eligible for such reimbursement, all
officere and employees must receive written authorization from the
Department Head.
Type 1. If an eunployee is required to use his/her own sutomobile
OCCASIONALLY during employment, the employee shall be reimbursed at
the rate of $3.00 per day for each day the employee's vehicle is
actually used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed 15C per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use his/her awn automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15C per mile for each mile actually driven.
If such employee is required to drive an sutomobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible for
any per diem.
27.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
27.4 Rules and Regulations: The '�la�-ur shall adopt rui�s and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300�000 for personal in3ury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk.
- 31 -
�����o�s
ARTICLE XXVIII - SEVERANCE PAY
28.1 The employer shall provide a severance pay program as set forth
in this Article.
28.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
28.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" or the "rule
of 85" provisions of the Public Employees Retirement
Association (PERA) . The "rule of 90" and the "rule of 85"
criteria shall also apply to employees covered by a public
pension plan other than PERA.
28.22 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.
28.23 The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of this Article, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
quirement.
28.24 The employee must file a waiver of re-employment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
28.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
28.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
severance pay in an amount equal to one half of the daily rate of
pay for the position held by the employee on the date of separation
for each day of accrued sick leave sub3ect to a maximum of 200 accrued
sick leave days.
28.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
- 32 -
ARTICLE XXVIII - SEVERANCE PAY (cont.)
28.5 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, paqment of the severance pay will be made to
the employee's estate or spouse.
28.6 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.
28.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of City Ordinance No. 11490.
28.8 This severance pay program shall be sub�ect to and governed by the
provisions of City Ordinance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the provisions of this article shall control.
28.9 The provisions of this article shall be effective as of July 1, 1984.
28.10 Any employee hired prior to February 15, 1974 may, in any event, and
upon meeting the qualifications of this article or City Ordinance
No. 11490, as amended by City Ordinax�ce No. 16303, section 1, section 6,
draw severance pay. However, an election by the employee to draw
severance pay under either this article or the ordinance shall constitute
a bar to receiving severance pay from the other.
- 33 -
�%�y-�aas
ARTICLE XXIX - DURATION AND PLIDGE
29.1 This AGREEMENT shall become effective as of the date of signing, except
as specifically provided otherwise in Articles 12 and 13, and shall
remain in effect through the 30th day of April, 1986, and continue in
effect from year to year thereafter unless notice to change or to
� terminate is given in the manner provided in 29.2.
c�.� ;:f exti.er puc�; 3esi:as to terminate or modify this AGREEMENT, effective
as of ;.�ie ua;.� �f expiration, the party wishing to modify or terminate
the AGREEMENT shall give written notice to the other party, not more
than ninety (90) or less than sixty (60) calendar days prior to the
expiration date, provided, that the AGREEMENT may only be so terminated
or modified effective as of the expiration date.
29.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCIDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREF:�fENT:
29.31 The UNION and the employees will not engage in, instigate, or
condone any concerted action in which employees fail to report for
duty, willfully absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
- 34 -
ARTICLE 1IXIX - DURATION AND PLIDGE (continued)
29.32 The EMPLOYER will not engage in� instigate, or condone any lock-out
of employees.
29.33 This constitutes a tentative agreement between the parties which
will be recommended by the City Negotiator, but is sub�ect to the
approval of the Administration of the City and the City Council
and is also subject to ratification by the UNION.
AGREED to this 27th day of June , 1984 and attested to as the
full and complete understanding of the parties for the period of time herein
specified by the signature of the following representatives for the EMPLOYER
and the UNION.
WITNESSES:
CITY OF SAINT PAUL OPERATIVE PLASTERERS' AND CEMENT MASONS'
INTERNATIONAL ASSOCIATIO OC 60
• i� .
' ��- ,, �
Labor Relatio Dir or Business age
Civil Service Commission
- 35 -
_, �=�1-�035
APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Cement Finisher
Apprentice
Building Inspector-Cement Finisher
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the jurisdiction of
the UNION.
- A1 -
M �����o��
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary employees
appointed to the following classes of positions and not receiving fringe
benefits listed in Article 12.2 shall be:
Effective Effective
April 28, 1984 April 27, 1985
Building Insp.-Cement Finisher. . $17.72* $17.72*
Cement Finisher . . . . . . . . . $16.38* $16.38*
The basic hourly wage rate for temporary and emergency employees appointed
to the following classes of positions shall be:
Effective Effective
A ri1 28 1984 April 27, 1985
Building Insp.-Cement Finisher. . 18.43* $18.43*
Cement Finisher . . . . . . . . . $17.03* $17.03*
*These rates include the $1.00 Savings Plan contribution.
The basic hourly wage rate for regular employees appointed to t�e following
classes of positions, who are receiving the fringe benefits listed in
Article 12.2 shall be:
Effective Effective
April 28, 1984 April 27, 1985
Building Insp.-Cement Finisher. . $17.43 ***
Cement Finisher . . . . . . . . . $15.67 **
**The April 27, 1985 hourly wage rate in this contract will be the rates as
shown below less the cost of sick leave usage for 1984, and less the cost of
vacation, holidays and pension for 1985 and less the cost of health and life
insurance for the periods May, 1984 thru April, 1985 incurred by the employer
for employees in this bargaining unit.
Effective
April 27, 1985
Cement Finisher . . . . . . . . . $19.55
***These Inspector rates to be determined at a later date.
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APPENDIX D
Effective April 30, 1984, the EMPLOYER shall:
(1) contribute $1.20 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to a Health and Welfare Fund. Effective April 30, 1985
this contribution shall be increased to $1.45 per hour.
(2) contribute $1.05 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Pension Fund.
(3) contribute $1.00 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this Agreement
to the Savinqs Plan Fund. This contribution is subject to all payroll
deductions.
(4) contribute $ .02 per hour for all hours worked bq participating
employees as def ined in Articles 12.3, 12.4 and 12.5 of this Agreement
to an Apprenticeship Fund.
All contributions made in accordance with this Appendix shall be forwarded
to depositories as directed by the UNION.
The EMPLOYIIt shall establish Worker's Campensation and Unemployment Compensation
programs as required by Mianesota Statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions
and/or deductions established by this AGREEMENT. The actual level of benefits
provided to employees shall be the responsibility of the Trustees of the
various funds to which the EMPLOYER has forwarded contributions and/or
deduc t�c�ns.
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