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280602 WHITE - CITV CLERK �� PINK - FINANCE COURCII CANARV - DEPARTMENT G I TY OF SA I NT PAU L File NO. � BLUE - MAVOR � Cou�cil 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 1g83 Collective Bargaining Agreement between the City of St. Paul a,nd the St. Paul Police Fede ration. Thi s Agreement include s the re sults of an Arbitration Award. Approved: Chairman, vil Service Commi sion COUNCILMEN Requested by Department of: Yeas F�etcher Nays pERSONNEL OFFIC ceu� [n Favor Masanz Nicosia scneibei __ Against BY Tedesco Wilson Adopted by Council: Date JUL � 2 1983 For Approv ity Attorney Certified ncil a BY By� � 6lpprove � avor: Dat �uL � � �J App v d y Mayor for Submi on to Councii By B � PllBUSNED J U L 16 198-3 �_ �� . . � 1983 COLLECTIVE BARGAINING AGREII�IENT BETtJEEN THE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATIOI� �� L , IND EX ARTICLE TITLE PAGE I Purpose 2 " II Definitions 3 III Recognition 4 IV Security 5 V Employer Authority 6 VI Employee and Federation Rights - Grievance Procedure 7 VII Savings Clause 11 VIII Hours of Work and Qvertime 12 - IX Court Time 13 X Call Back 14 XI Stand-By Time 15 XII Uniform Allowance 16 XIII Military Leave of Absence 17 XIV Legal Service 19 XV Working Out of Classification 20 XVI Insurance 21 XVII Safety 25 XVIII Special Allowances 26 XIX Shift Differential 27 XX Vacation 28 XXI Holidays 29 XXII Severance Pay 30 XXIII Wage Schedule 32 XXIV Liability for Injuries When Employed Off-Duty 33 XXV Sick Leave Suspension 34 XXVI Residence � 35 XXVII Incapacitation 36 XXVIII Premium Pay for Field Training Officer 37 XXIX Duration and Effective Date 38 Appendix A - Uniform Allowance A1 -ii- . � COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL � AND THE SAINT PAUL POLICE FEDERATION � This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FIDERATION. The EMPLOYER and the FIDERATION concur that this AGREEMIIVT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general public. -1- �C��',,/�+ ARTICLE I - PURPOSE l.l The EMPLOYER anc� the FIDERATION agree that the purpose of entering into this AGREEMEIv'T is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.12 Establish the full and complete understanding of the parties concerning the tertas and conditions of this AGREEMENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. -2- ARTICLE II - DEFINITIONS 2.1 FIDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 2.3 FIDERATION MEMBER: A member of the Saint Paul Police Federation. � 2.4 EMPLOYEE: A member of the FEDERATIOIvT'S exclusively recognized bargaining unit. � -3- , ��1�'�,!,, ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the FIDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonal employees and aIl other employees exclusively represented by other organizations. 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Police Officer Sergeant Detective Lieutenant Police Sergeant Police Lieutenant Policewom�an Serg�ant Captain Radio Technician Superintendent of Police � Radio Division **Radio Technician 3.3 In the event the F1:PLOYER and the FIDERATION are unable to agree as to the inclusion or exclusion of a new or modified job position the issue shall be submitted to the Bureau of Mediation Services for determination. -4- ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FIDERATION dues. Such monies shall be remitted as directed by the F ID ERATION. J 4.2 The FEDERATION may designate employees from the bargaining unit to acC as stewards and shall inform the EMPLOYER in writing of such choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting FEDERATION notice(s) and annou�cement(s) . Such notice(s) and announcement(s) shall be submitted for the approval of, and posted by, the department head or authorized representative in charge of the facility or work area where the notice(s) or announcement(s) is to be posted. 4.4 The FIDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders, or judgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this article. 4.5 The Federation agrees that an administrative service fee of twenty-five cents (25�) per member per month shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Federation. -5- ��11� ARTICLE V - II�IPLOYER AUTHORITY 5.1 'Ihe FIDERATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerQgatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such areas of discretion or policy as the functions and programs of the II�SPLOYER, its overall budget utilization of technology and organizational structure and selection and direction and number of personnel. -6- ARTICLE VI - EMPLOYEE AND FIDERATION RIGHTS - GRIEVANCE PROCIDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpreta- tion or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any m�tters governed by Civil Service � Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. r10 discplinary action which may be appealed to a civil service or merit system authority will be considered a grievance and subject to the grievance procedure herein. 6.2 FIDERATION REPRESE�TTATIVES The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FIDERATION shall n,otify the EMPLOYER in writing of the names of such FIDERATION REPRESEI4'TA- TIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EriPLOYER that the processing of grievances as hereinafter provided is Iimited by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such E�IPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the �'k�ERATIQN REPRESENTATIVE shall be allowed a reasonable amount of time wiChout loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the FriPLOYEE and the FEDERATIOv REYRESENTATIVE have notified and received the approval of the designated �s.upervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. -7- �� , ARTICLE VI - El`1PLOYEE AND FIDERATION RIGHTS - GRIEVAD?CE PROCEDURE (continued) 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step l. An EriPLOYEE claiming a violation concerning the interpretation or applicatior. of the CO�;TRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The F�IPLOYER- designa.ted representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER-designated representative`s final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FIDERATION within ten (10) calendar days shall be considered waived. SteP 2. If appealed, the written grievance shall be presented by the FIDERATION to, and discussed with, the EMPLOYER-designated Step 2 repre- sentative. The EMPLOYER-designated representative shall give the FIDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the F.hIPLOYER-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FIDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the FIDERATION to, and discussed with the EMPLOYER-designated Step 3 repre- sentative. The EMPLOYER-designated representative shall give the FEDERATION -8- ARTICLE VI - EMPLOYEE AND FIDERATION RIGHTS - GRIEVANCE PROCIDURE (continued) the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FIDER.ATIO�I to Step 4 within ten (10) calendar days following the E'-iPLOYEP,-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FIDERATION within ten (10)� calendar days .shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Yublic Employment Labor Relations Act of 19�1. T'he selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as esta- blished by the Public Employment Relations Board. 6.5 ARBITRATOR`S AUTHORITY A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to. or subtra�t from the terms and conditions of the AGREEMENT. The arbi- trator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. 'I'Lie arbitrator shall be without power to make decisions contrary to or in- consistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's de- cision shall be sub�itted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later, �.nless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the eYpress terms of this AG&EF�fENT and to the facts of the grievance presented. C. The fees and e�penses for the arbitrator's services and proceedings shall be borne equally by the E.�'iPLOYER and the FIDERATI0�1, provided that each party shall be responsible for compensating its own representatives and witnesses. -9- �C��l;� ARTICLE VI - E1�iPL0YEE AND FEDERATIODt RIGHTS - GRIEVANCE PROCEDURE (continued) If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 6.6 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified ti�e li_mit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FIDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The tii¢e limit in each step may be extended by mutual written agreement of the F:�iPLOYER and the FEDERATION in each step. 6.7 RECORDS All documents, communications and records dealing with a grie�ance shall be filed separately from the personnel files of the involved EMPLOYEE(S) . -IO- r`�TICLE VII - SAVINGS CLAUSE 7.1 This AGREEriENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREF�IENT shall be h21d to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. -11- ��,� ' ARTICLE VIII - HOURS OF WORK AND OVERTI:�E 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. � 8.5 Employees will be compensated at the rate of one and one-half (12) times the Employee's norma.l hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (160) hours of compensatory time. -12- ARTICLE IX - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (1z) times the E1�iPL0YEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the F�IPLOYEE'S normal hourly rate. � 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. -13- �� ARTICLE X - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (l�) times the EMPLOYEE`S norsal hourly rate for hours worked with a minimu� of four (4) hours at the EMPLOYEE�S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. -14- ARTICLE XI - STAND-BY-TIME 11.1 EMPLOYEES required to stand-by for court appearance during scheduled off-duty time will be compensated for a minimum of two (2) hours based on the EMPLOYEE'S normal hourly rate for such day he is required to stand-by, but such compensation shall not apply where the EMPLOYEE .is called to court for an appearance on the case subject to the stand by request or for any other case. 1I.2 The two hour minimum compensation for stand-by shall not apply if notification is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day. 11.3�Unless notified to the contrary, stand-by status �shall continue for a �aximum of two consecutive days, at which time the EMPLOYEE shall be �equired to contact the City or County trial lawyer or his secretary in ¢harge of scheduling by 1600 hours the day following initiation of stand by status, who will then continue or cancel stand-by status as required and maintain an a�propriate record of such notification. -15- ��1;� ARTICLE XII - UNIFORri ALLOWANCE 12.1 The 1972 base of one hundred eighty ($180.00) dollars as a clothing allowance on a voucher system will be increased on January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. -16- ARTICLE XIII - rIILITARY LEAVE OF ABSENCE � ' 13.1 PAY ALLOWANCE Any employee who shall be a member of the National Guard, the Naval :iilitia or any other component of the militia of the state, now or hereafter orga- nized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave af absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMPLOYEE is engaged with such organization or component in training� or active service o�dered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the E�IP�OYEE (1) returns to his position immed�ately upon being reiieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning .by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein licaited for such leave. I3.2 LEAVE WITHQUT PAY Any EMPLOYEE who engages in active service in time of war or other ener- gency declared by proper authority or any of the military or naval forces - 17 - ��:� ARTICLE XIII - MILITARY LEAVE OF ABSEPdCE of the state or of the United States for which leave is not otherwise allowed by law, shall be entitled to leave of absence from erlployment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- ARTICLE XIV - LEGAL SERVICE 14.Z Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. -19- �V��'�l�t ARTICLE XV - WORKING OUT OF CLASSIFICATION 15.1 EMPLOYER shall avoid, whenever possible, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any IIKPLOYEE working an out-of-class assignment for a period in excess of fifteen (15) working days during any fiscal year of EMPLOYER shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this article, an out-of-class assignment is defined as the full-time performance of all of the significant job classification duties and responsibilities of an available funded position in one classification by an individual in a position in another classification. - 20 - ARTICLE XVI - INSURANCE � •, � 16.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for EMPLOYEES such health and life insurance benef its as are provided by EPiPLOYER at the time of execution of this AGREEMEPIT. 16.2 The EMPLO�ER will for the period of this aGREIItiI°.YT provide for �IPLOYEES who retire after the time of execution of this AGREEMENT, and until such EMPLOYEES reach sixty-five (65) years of age, such health insurance benefits as are provided by the EMPLOYER for such EMPLOYEES. 16.3 �All early retirees covered in this Bargaining Unit sha11 receive the same Health and Welfare Benefits regardless of the date of their early retire- ment. In order to be eligible for the benefits under this early retiree provision� the Employee must: 16.31 Be receiving benefits from a pubZic employee ret�rement act. ].�i.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 16.4 In the event of the death of an active employee or an early retiree, the dependents of such employee or retiree shall have the option, within �hirty .(30) days, to continue the current hospitalization and medical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premium applicable to depen- dents of active e�►ployees. It is further understood that coverage shall cease in the event of: � 1�.41 �Subsequent remarriage of the surviving spouse of the deceased employee or retiree. � 16,�+2 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtained through a group progra� provided by said EMPLOYER. It is further understood, however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical insurance coverage .for the first ninety (90) days of said employment. -21- ��1� ARTICLE XVI - INSURANCE (continued) 16.5 City-provided life insurance in existence at time of retirement shall continue to be provided by the City after an employee shall take early retirement, but such coverage shall terminate at age 65. 16.6 For each eligible employee covered by this AGREEMENT selecting that health insurance prooram supplied to the City by Blue Cross-Blue Shield, the City shall pay the entire cost of such coverage, or $87.06 per month, - whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Blue Cross-Blue Shield, the City shall pay the entire cost of such dependent's coverage or $203.86 per month, whichever is less. 16.7 For each eligible employee covered by this AGREEMENT selecting that health insurance program supplied to the City by Group Health, the City shall pay the entire cost of such coverage, or $52.36 per month, which- ever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Group Health, the City shall pay the entire cost of such dependent's coverage or $87.57 per month, whichever is less. 16.8 For each eligible emplAyee covered by this AGREEriEP�T selecting that health insurance program supplied to the City by Coordinated Care, the City shall pay the entire cost of such coverage, or $65.10 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Coordinated Care, the City shall pay the entire cost of such dependent's coverage or $117.80 per month, whichever is less. - 22 - ARTICLE XVI - INSURANCE (continued) 16.9 For each eligible employee covered by this AGREEMENT selecting the health insurance program supplied to the City by HI`10 Minnesota, the City shall pay the entire cost of such coverage, or $62.75 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by I�fO�Iinnesota, the City shall pay the entire cost of such dependent's coverage or $141.88 pe� month, whichever is less. 16.10 For each eligible employee covered by this AGREEMENT selecting that health insurance program supplied to the City by SHARE, the City shall pay the entire cost of such coverage, or $50.67 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by SHARE, the City shall pay the entire cost of such dependent's coverage or �100.34 per month, whichever is less. 16.11 The City agrees to contribute the cost of $5,000 of life insurance �coverage for each employee who is eligible for such coverage which cost is $2.07 per month per employee. 16.12 Effective October 1, 1983, the dollar caps,. specified in Articles I6.6, 16.7, 16.8, 16.9 and 16.10 for employee coverage shall be increased to equal the total October 1, 1983 premium cost for employee coverage in tfie respective plan. 16.13 Effective October 1, 1983, the dollar caps, specified in Articles 16.7, 16.8 and 16.10 for dependent's coverage shall be increased to equal the total October 1, 1983 premium cost for dependent's coverage in the respective plan. - 23 - ��G,�f�!� ARTICLE XVI - INSURANCE (continued) 16.14 Effective October l, 1983, the dollar caps, specified in Articles 16.6 - and 16.9 for dependent's coverage shall be adjusted to equal ninety percent (90%; of tha total October 1, 19E3 pre:niu�n cost for dependent's coverage in the respective plan. 16.15 The contributions required of the City by Articles 16.6, 16.7, 16.8, . 16.9, 16.10 and 16.11 sha11 be paid to the City Group Health and Welfare Plan. Any increase in the premium costs after the expiration of this agreement shall be paid by the employee, unless any renewed labor agree- ment between the parties provides otherwise. - 24 - :�RTICLE XVII - SAFETY 17.1 EMPLOYER and II�LOYEE shall cooperate in the enforece�ent of all appli- cable regulations for the enforcement of job safety. If an Fr�IPLOYEE feels that his work duties or respor.sibilities require such �iPLOYEE to be in a situation that violates federal or state safety standards, the matter shall be immediately considered by the II�iPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and wi11 be processed in accordance with the grievance procedure set forth herein. - 25 - �� ARTICLE XVIII - SPECIAL ALLOWANCES 18.1 In addition to other compensation payable, Police Officers and Sergeants assigned to motorcycle duty may be granted an allowance not to exceed Nine and 20/100 ($9.20) Dollars bi-weekly as payment for additiona.l ur.ifo_ms and eq�ip�ent, provided that such allowance shall only be payabie during times that such EMPLOYEE is performing actual service on notorcycle duty. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars bi-weekly as payment for keeping uniforms and equipment in condition, provided that such allowance shall only be payable during times that such II`IPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCF. FOR "DOG F,ANDLER" To Police Officers in charge of police dogs and who are required to keep the dogs in their homes, transport them in their private cars, etc. , a sum not to exceed �aenty-Five and 00/100 ($25.00) Dollars bi-weekly. Such sum shall be considered pay�ent, also, for the keeping in condition of uniforms and equipment and sustenance of the aniraal. Such allowance sha11 be payable only during the time the employee is performing duties as outlined above. 18.4 Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $0.80 per hour above his/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily cor�pleted all required training shall be eligible for such assignment and pay differential. - 26 - ARTICLE XIX - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning earlier than 6 A.M, or ending later than 6 P.M. , and providing that over four (4) hours of the shift are between b P.M, and 6 A.M. shall be paid a differential of $39.20 bi-weekly for those shifts actually worked by the employee. - 27 '- �� ARTICLE XX - VACATION 20.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 - 5 years 10 days 6 - 15 years 15 days 16 - 25 years 21 days . 25 or more years 22 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. - 28 - ARTICLE XXI - HOLIDAYS 21.1 Aolidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years' Day Columbus Day Presidents' Day Veterans' Day ' Memorial Day Thanksgiving Day Independence Day Christmas Day r Labor Day Two Floating Holidays Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shaTl fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the eontract year, subject to the approval of the Department head of any employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYEE'S name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 29 - . . ��T�11,�,, ARTICLE XXII - SEVERANCE PAY 22.1 II�SPLOYEES shall be eligible for severance pay in accordance with the Severance Pay Ordinance, Number 11490, as amended. The amount of severance pay allowed shall be that amount permitted by state statute, subject to the provision that the r,ia�imum allo:aed sha�l oe $6,500. 22.2 To be eligible for the severance pay program, an employee must neet the follo�ving requirements: 22.21 The employee must be 58 years of age or older or must be eligibZe for pension under the "rule of 90" provisions of the Public Em.ployees Retirment Association (PERA) . 22.22 The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City Severance pay program. 22.23 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. 22.24 The employee must file a waiver of re-employment with the Director of Personnel, which wi11 clearly indicate that by requesting severancy pay, the employee waives all claims to reinstatement or reemployment (of any type) , with the City or with Independer.t School District No. 625. 22.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 22.3 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 subject to a maximum of 200 accrued sick leave days. 22.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 30 - ARTICLE XXII - SEVERANCE PAY (Continued) 22.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payz^ent of the severance pay may be made to t;e employee's estate or spouse. 22.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 22.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 22.STt=is severance pay program shall be subject to and governed by the pro- visions of City Ordinance No. 11490 except in those cases where the sgecific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. 22.9 Any employee covered by this bargaining unit, may, in any event, and upon meeting the qualificatians of this article or City Ordinance No. 11490, as amended by City Ordinance No. 1b303, section 1, section 6, draw severance pag. However, an election by the employee to draw severanee pay under either this article or the ordinance shall constitute ' a bar to receiving severance pa3� fram the other. - 31 - . . '�� ARTICLE XXIII - k'AGE SCHIDULE 23.1 Salary ranges applicable to titles eovered by this AGREE�IE:��' shall be the salary range shown in the standard range below which has the same number as the grade under �ahich the title appears in Section 3 .I of the Civil Service Rules. ' STANDARD RANGE 22 Effective A B C D E F 10-yr. 15-yr. 12-25-82 653.60 677.44 703.80 729.32 767.63 798.25 845.05 863.77 STANDARD RANGE 31 12-25-82 783.47 822.63 863.77 898.64 944.59 982.88 1033.92 1059.47 STANDARD RANGE 35 12-25-82 900.98 946.03 993.34 1033.43 1086.29 1130.32 1189.01 1218.3$ STANDARD RANGE 39 12-25-82 1009.09 1059.55 1112.54 1157.44 1216.64 1265.96 1331.70 1364.59 STANDARD RANGE 43 12-25-82 1130.18 1186.70 1246.04 1296.33 1362.64 1417.$8 1491.50 1528.35 STANDARD RANGE 33S 12-25-82 790.60 824.62 863.21 896.11 931.84 970.9? 996.48 1022.02 STAA?DARD RANGE 37S 12-25-82 922.47 460.76 1000.75 1042.44 1094.35 1141.14 1196.45 1227.08 The above December 25, 1982 rates represent a seven and one-half percent (7 .5%) increase over the December 26, 1981 rates. - 32 - ARTICLE XXIV - LIABILITY FOR INJURIES WFIEN ErfPLOYED OFF-DUTY 24.1 If an II+4PLOYEE has been allowed to procure off-duty employr.�er.t by the EMPLOYER and the EMPLOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the lata shall r_ot be the responsibility of the �SPLOYER, and the EMPLOYEE agrees to pursue such rights as are available to him against the off-duty employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty eiaployment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be perfor�ed by the EMPLOYEE for his off-duty employer, then the Ft•iPLOYEE shall be deemed to be performing the work of a peace officer for EMPLOYER and shall be accorded all such rights and benefits as are presently available to him under this COriTRACT and applicable law. - 33 - _ . - : '�� ARTICLE XXV - SICK LEAVE SUSPEP:SION 25.1 During any period in which an E.T�iPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for cor.mpensation outside of his regular City employment. Violation of the provisions of this paragraph by any II�iPLOYEE shall be grounds for suspension or discharge. - 34 - �RTICLE XXVI - RESIDENCE 26.1 The residency requirements as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covereZ by this aareement. - 35 - . �*�'f'�l�f,� . ARTICLE XXVII - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibiiities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave . be applicable. 27.2 EMPLOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall f irst be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the Citq Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 27.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 36 - � �- ARTICLE XXVIII - Premium Pay for Field Training Officer 28.1 Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $0.80 per hour above his/her regular base rate for those shifts actually , worked by the officer. r Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. - 37 - „ ` ��.��,i ARTICLE XXIX - DURATION AIvTD EFFECTIVE DATE 29.1 Except as herein provided, this AGREEMENT shall be effective as of January l, 1983 and shall continue in full force and effect until January 7, 1984 and thereafter until notified or amended by mutual agreement of the parties. Either party desiring to amend or nodify- this AGREEMENT shall notify the other in writing by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. CITY OF SAINT PAUL SAINT PAUL POLICE FEDERATION � • . . La or Relations D tor Saint Paul Police Fe eration P esident � Civil Service Commission 'nt Paul Pol e Feder ion ` i` 7 Saint Paul Polic Federation DATID: June 27, 1983 - 38 - APPENDIX A " , ,: � Unit Price Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$125.00 Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . .$ 35.95 Jackets, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27 .95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .$ 17.95 Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Trousers, winter. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 34.95 " Trousers, intermediate. . . . . . . . . . . . . . . . . . . . . . . . .$ 29.50 Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, summer (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, summer (P.anking Of f icer) . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, short sleeve (Radio Division) . . . . . . . . . . . . . . . . . .$ 6.50 Shirts, long sleeve (Radio Division) . . . . . . . . . . . . . . . . . . .$ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.25 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Alternate Shoes. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Ranch tidellington Boots. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.OQ Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Alternate Overshoes. . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95 Socks (Black or Navy Elue) . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . .$ 1.75 Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps, winter. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Uniform Caps, summer. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Sam Browne Belts. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . .$ 16.25 Garrison Be1t . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 Handcuf f s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuf f Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 -A1- � '�� f ' APPENDIX A (Continued) Unit Price Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .$ 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . �.$ 2.95 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster -A2- �' ,. YPersonnel Office DEPART�4ENT Bernard=P. Wright rONTACT �� `"`�" 298-4221 PHONE : July 5, 1983 DATE ree� �� . (Routing and Explanation Sheet) Assign Number for Routing Order (C1ip Al1 Locations for Mayoral Signature): ��Department Director �ity Attorney 3 Director of Management/Mayor Finance and. Management Services Director City Clerk � Budget Dir�ctor What Will be Achieved by Taking Action on the Attached Nlaterials? (Purpose/Rationale}: This Resoluti.on approves the 1983 Collective Bargai.ning Agreement between the City and the Police Federation. The contract includes the clr�,nges listed on the attached sti.eet. Financial , Budgetary and Personnel Impacts Anticipated: Insurance $ 200, 000 The cos� of 5everance Pay and Premium Pay improvements are Wage s 95? 000 unknown at thi s tim�e. 1, 157, 000 funding Source and Fund Activity Number Charged or Credit�d: Attachments (List and Number all Attachments�: 1. Re soluti.on � 2, Copy for City Clerk 3. 1983 Agreement DEPARTMENT REVIEW CITY ATTORNEY REVIEW � Yes No Council Resolution Required? Resolutian Required? Yes� No Yes No Insurance Required? Insurance Sufficient? Yes No � Yes No Insurance Attached? Revision of October, 1982 f�pP RPVPY'CP Sidp for 'Instructions) � -• ,�� , �'��?�� w Insurance: The City will continue to pay all insurance premiums through September, 1983. E�£ective October, 1983, the Employee will pay 10% of the prem- ium for dependent coverage for the Non-HMO Plans. The City will con- tinue to pay the total premium for the employee coverage under all plans and the total premium for dependent coverage under the HMO Plans. Severance Pay: Maximum Severance Pay increased from $4,000 to $6,500 with a minimum age of 58 years. Wa es: 7.5% increase. Residency: Current residency requirements as approved by City Council on December 30, 1982. Premium Pay: Premium Pay of $ .80 per hour for officers assigned to the duties of Field Training Officer. +�.-IITE - C�TV CLERK - COIIRCII `�� NK - FINANGE G I TY OF SA I NT PALTL �"�� =4N4RV - DEPART\.tEN7 �� 3�.UE - MAYOR FIIe NO. � CITY CLERK Council Resolutian Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, That the Coutzcil of the City of Saint Paul he reby approve s and ratifies the atta.ched 1983 Collective Bargaining Agreement between the City of St. Paul and the St. Paul Police Federation. This Agreement includes th.e results of an Arbitration Award. Approved: Chai rman, Civil 5e rvice Commi s sion COUNCILhtEN �'eas Nays Requested by Department of: F�stcher PERSONNEL OFFICE Galles In Favor Masanz Nicosia scheibe� __ Against BY Tedesco Wilson Form Approved by City Attocney Adopted by Council: Date Certified Passed by Council Secretary BY B�: �oproved by Vtavor: Date Approved by Mayor for Submission to Council _—_ __---- _ __ ___ __ _.__.. _ _ _ __ _ _ ______- __ ___ _ �� _ _ _ _.__ __ . __ __. _ _ __ -- __ _ _ _--- . WHITE - CITY CLERK � � � � . PINK - FINAN�E Cl7UI1C11 �/�/) I�/ CANARY - DEPARTMENT ' �' GITY OF SAINT PALTL File 1\O. - • �O • D� BLUE - MAYOR � � Co�r�cil �Zesolutio� Presented By �/ Referred To Committee: Date Out of Committee By Date RESOLVED, That the Council of fihe City of Saint Paul he reby approve s and ratifies the attached 1983 Collective Bargaining Agreement between the City of St. Paul a.n.d the St. Paul Police Federation. This Agreement includes the resutts of an Arbitration Award. Approved: Chairman, Civil Service Commission COUIVCILh'(EfV Requested by Department of: Yeas Nays F�etcher PERSONNEL OFFICE caii� In Favor Masanz Nicosia scneibsl _ Against BY Tedesco Wilson Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary By gy, .� , I�lpproved by :�1avor: Date _ Appr u d y Mayor for Submi on to Council By _ s ' --�C�' "� _� =titTE - C�7Y CIERK 1 �NK - FINqNCE (�jITY OF SAINT PALIL Council ��0�4� �4NARY - vEPARTMENT BLUE -MAVOR . File NO. O � ' Council Resolution Yresented By Referred To Committee: Date Out of Committee By Date � RESOLVED, That the Council of the City of Saint Paul he reby approve s a.nd ratifies t�.e attached 1983 Collective Bargai.ning Agreement between the City of St. Paul and the St. Paul Police Fede rafa.on. Thi s Agreement include s the re sults of an Arbitration Award. Approved: Chairman, Civil Service Commission �--- ��" �(�-� ��1�/� �--u�S � � ,� ,NC�---- 1 � �� COUNCILti�EN Requested by Department of: �'eas Nays F�etcner PERSONNEL OFFICE ca�� In Favor Masanz Nicosia scheibet _ Against BY Tedesco Wilson Form Approved by City Attorney Adopted by Council: Date Cer•tified Yassed by Council Secretary BY - B� r �pproved by �lavor: Date _ Appr v d by Mayor for Submi on to Council B}' _ B 'i�'r ''� � \