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280699 WHITE - C�TV CLERK PINK - FINANCE COIIRCII CANARY - DEPARTMENT G I TY OF SA I NT PALT L � 4 BLUE - MAVOR File NO. � Co ncil Resolution Presented By �' �eferred To � �����-L Committee: Date ����� Out of Committee By Date RE50LVED, That the Council of the City of Saint Paul he reby approve s and ratifies the attached L983 Collecti.ve Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Supervisory Group. Approved: hai rman, Ci '1 Se rvi ce Commi s si o COUIVCILME[V Requested by Department of: Yeas Fletcher Nays � pERSONNEL OFFICE ceu� In Favor Masanz � %� Nicosia schetbel _ Against BY Tedesco �ANlesrr Adopted by Council: Date N�u � 1983 Form Approved y C ty t r Certifie assed b ou ' Se ar�y BY � By � � ` i A►p o by ;4lavor. a _��7 � 1983 ,AP by Mayor fo sion to Council Xf f B By � PU BUSNED AU G 13 1983 ` : � ��iJ�al� a J 1983 AGREEMENT - between - THE CITY OF SAINT PAUL - and - THE SAINT PALTL POLICE SUPERVISORY GROUP �G��+7'� ' I N D E X ARTICLE TITLE PAGE I Purpose 1 II Definitions 2 III Recognition 3 IV F�ployer Authority 4 V Grievance Procedure 5 VI Savings Clause 10 VII Uniform Allowance 11 VIII Legal Services 12 � IX Saf ety 13 X Insurance 14 XI Vacation 18 XII Holidays 19 XIII Sick Leave 20 XIV Severance Pay 21 XV Wages 23 XVI Residency 24 XVII Incapacitation 25 XVIII Duration and Effective Date 26 Appendix A A1 Appendix B B1 - ii - -, � � ����*7� � � . :�RTIGLE I - PURPOSE 1. 1 The Employer and the Saint Paul Police Supervisory Group (SPPS) aoree that the purpose of entering into this AGREEI�IENT is to: 1. 11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level cf performance that is consistent with the well being of all concerned. 1.12 Establish the full and comp�ete understanding of the portions � concerning the terms and conditions of this AGREEriENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application of interpretation of this AGREF.�`IEiv'T. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGRE�fENT. - 1 - ARTICLE II - DEFINITIO:;S 2 . 1 Saint Paul Police Supervisory Group (SPPS) 2.2 EMPLOYER: The City of Saint Paul 2.3 SPPS - Saint Paul Deputy Chiefs of Police 2.4 Employee: A member of the SPPS Bargaining Unit. - 2 _ • �c.J��e3t/ ARTICLE III - RECOGNITION 3.1 The EriPLOYER recognizes the SPPS as the exclusive regresentative for the purpose of ineeting and negotiating the terms and conditions of � employment for supervisory Police Department personnel. r 3.2 In the event the ErfPLOYER and the SPPS 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. - 3 - A.RTICLE IV - EMPLOYER AUTHORITY 4 . 1 The SPPS recognizes the prerogatives o` the EMPLOYEP. to operate and manage its affairs in all respects in accordance with applicable lacas and regulations of appropriate authorities. The prerogatives and � authority which the E�iIPLOYER has not officially abrid�ed, delegated or modified by this AGREF.�IE::T are retained by the EhIPLOYER. 4.2 A public employer is not required to meet and r_egotiate on �atters of inherent managerial policy, which include but are not limited to, such areas of discretion of policy as the functions and programs of the employer, its overall budget, utilization of technology, and organi- zational structure and selection and direction and number of personnel. - 4 - . �. � � � � �'����9 ' � ARTICLE V - GRIEVANCE PROCIDURE 5.1 DEFINITION OF GRIEVAI�CE. A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the AGREFI�IENT. It is specif ically understood that any matters governed by civil service rules or statutory provisions shall not be considered grievance and subject to the grievance procedure hereinafter set forth. No disciplinary action which may be appealed to a civil service or merit system authority wiZl be considered a grievance and subject to the grievance procedure herein. 5.2 SPPS REPRESENTATIVES. The EMPLOYER will recognize representatives designated by the SPPS as the grievance representatives of the bargaining uait having the duties and responsibilities established by this Article. The SPPS shall notify the EMPLOYER in writing of the names of such SPPS representatives and of their successors when so designated. 5.3 PROCESSING OF GRIEVANCF.. It is recognized and accepted by the SPPS and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities bf the EMPLOYEE and shall therefore be accomplished during normal working hours only when consistent with such F.�iPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the SPPS shall be allowed a reasonable amount of ti.me ' without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided the EMPLOYEE and the SPPS representative have notif ied and received the approval of the designated supervisor caho has determined that such absence is reasonable� and would not be detrimental to the work programs of the EMPLOYER. - 5 - ARTICLE V - GRIEVAP7CE PROCEDURE (continued) 5.4 PROCIDURE. Grievances, as defined by Section 5.1 shall be resolved in conformance �aith the following procedure: St_ ep 1. An Ei•1PLOYEE clair.:ing a violation concerning the interpretat?on of application of the Contract shall within twer�ty-one (21) calendar days after such alleged violation has occurred present such grievance to the EriPLOYEE'S supervisor as � designated by the Il�IPLOYER. The EMPLOYER-DESIGNATED representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed in Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on wich it is based, the provision or provisions of ' the Contract allegedly violated, the remedy requested, and shall be appealed to Step Z within ten (10) calendar days after the ENiPLOYER-DESIGI�ATED representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the SPPS within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the SPPS, and discussed with the FMPLOYER-DESIGI`IATID Step 2 representatfve. The EMPLOYER-DESIGNATED representative shall give the SPPS 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 S�ep 3 - 6 - y . � . . 5 r' .:. f. . • - ARTICLE V - GFIEVAP�CE PP.00IDURE (continued) '��=j", '. � within ten (10) calendar days following the II`iPLOYER-DESIGNATED representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the SPPS within ten (10) � calendar days shall be considered waived. . Step 3. If appealed, the written grievance sha1l be presented by the : _ � ;, SSPS to, and discussed w3.th the EMPLOYER-DESIGNATED Step 3 representative. The II`iPLOYER-DESIGNATED representative shall give the SPPS the F1�SPLOYER'S answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the SPPS to Step 4 within ten (10) calendar days follocaing the EMPLOYER-DESIGNATID representative's f inal answer in Step 3. Any grievance not appealed in writing to Step 4 by the SPPS 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 Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing. the Arbitration of Grievances" as established by the Public Employment Relations Board. 5.5 ARBITRATOR'S AUTHORITY. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the SPPS, and shail have no authority to make a deci.sion on any other issue not so submitted. • - 7 - ' � y ARTICLE V - GRIEVANCE PROCEDtiFE (continued) � ' 5.6 The arbitrator shall be without power to �ake decisions contrary to or inconsistent with or Modifying cr varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitratorts decision shall be submitted in writing within thirty (30) days following the close of the hearing or the sub�ission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or appZication of the express ter�s of this AGREII�fENT and to the facts of the grievance presented. 5.7 The fees and expenses for the arbitrators' services and proceedings shall be borne equally by the �•iPLOYER and the SPPS, provided that each party shall be respansible for conpensating its own representatives and ' witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pa}s for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 5.8 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 spec�fied time linit or any agreed extension thereof, it sha11 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 SPPS may elect - 8 - ' . , . ����e7a,7 � ' �.i=CLE V - GRIE�'ANCE PROCIDURE (continued) to treat tY?e grievance as denied at that step and immediately appeal the grievance to the next step. The time limit on each step may be extended by mutual agreement of the employer and the SPPS in , each step. � �.9 RECORDS. All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved employee(s) . - 9 - . , AP.TICLE VI - SAVINGS CLAUSE 6.1 'This AGREFI�ZEPdT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provision of � this AGREEMENT shall be held to be contrary to law by a court of competent �urisdiction from whose final 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. - 10 - ' . � . ����;7� . ARTICLE VII - L'NIFOr'ZA1 ALLO��]ANCE 7.1 The 1972-base of one hundred eighty ($180.00) dollars as a clothing allowance on a voucher system will be increased on Januar;� l , 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 uniforns are defined in Appendix A. 7.2 The Saint Paul Police Uniform will not be worn by any employee in the - service of any employer other than the City of Saint Pau1. - 11 — , � , ARTICLE VIII - LEGAL SERVICF.S 8.1 Except in cases of malfeasance in office or �aillful or wanton neglect of dutq, the 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' occuring in the perfor�.ance and scope of the F�SPLOYEE'S duties. - 12 - : . . ; . ����99 ARTICLE IX - SAFETY 9.1 EMPLOYER and employee shall cooperate in the enforcement of a11 applicable regulations for the enforcement of job saf ety. If an employee f eeZs that his worl�: duties or responsibilities require such employee to be in a situation that violates federal or state safety standards, the matter shall be imtnediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. - 13 - ARTICLE X - IivSLTF,ANCE ' ' 10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYEP� at the time of execution of this AGREEMEZdT. � 10.2 The EP�IPLOYER will for the period of this AGREEMENT provide for employees , who retire after the time of execution of this AGREEMENT and until such e�ployees reach sixty-five (65) years of age such health insurance benefits as are provided by the �IPLOYER for the employees of this unit. 10.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 10.31 Be receiving benefits from a public employee retirement act. 10.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 10.4 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 wit�,in thirty (30) days to continue the current hospitalization and a�edical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premiur.i applicable, to dependents of active employees. It is further understood that coverage shall cease in the event of: 10.41 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.42 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtained through a group program 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 �edical insurance coverage for the first ninety (90) days of said employnent. 10.43 City-provide3 life insurance in existence at time of retirement shall contiuue to be proridec' by the City after an emp}oyee shall take earl.y r�tirement, but such coverage shall terminate at age 65. - 14 - : ���L�{7� . , . ' • ARTICLE X - INSURANCE (continued) 10.5 For each eligible employee covered by this AGREEMENT who selects Blue Cross- Blue Shield insurance coverage, the City agrees to contribute the cost of such coverage or $87.06 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the City will contribute the cost of such dependent's coverage or $203.$b per month, whichever is less. Z0.6 For each eligible employee covered by this AGREEMENT who selects Group Health ' insurance coverage, the City agrees to contribute the cost of such coverage or $52.36 per month, whichever is less. In addition, for each enployee who selects Group Health dependent's coverage, the City will contribute the cost of such dependent's coverage or $87.57 per month, whichever is less. 10.7 For each eligible employee covered by this AGREE1�iENT who selects Coordinated Care health insurance coverage, the City agrees to contribute the cost of such coverage or $65.10 per month, whichever is less. In addition, for each employee who selects Coardinated Care dependent's coverage, the City will coatribute the cost of such dependent's coverage or $117.80 per nonth, whichever is less. 10.8 For each eligible employee covered by this AGREEMENT who selects HAiO Minnesota iasurance coverage, the City agrees to contribute the cost of such coverage or $62.75 per month, whichever is less. In addition, for each employee who selects the HMO-Minnesota dependent's coverage, the City will contribute the cost of such dependent's coverage of $141.88 per month, whichever is less. 10.9 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 th7� program offered to the City by.,_ SHARE, the C�_ty shall pay the entire . cost of such dependent's coverage orI$100.34 per month, whichever is less. - 15 - . , . ARTICLE X - INSUP.ANC� (continued) ' � 10.10 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eli�ible for such coverage or $2.07 per month, whichever amount is less. This contribution shall be paid to the City's group health and welfare plan. 10.11 In addition to the $5,000 Life Insurance Coverage in 10.10, the City agrees to contribute the cost of additional life insurance coverage or $0.97 per thousand dollars of coverage per month, whichever amount is � less. The total amount of life insurance coverage provided under this section and Section 10.10 for each employee shall be equal to the employee's annual salary to the nearest full thousand dol.lars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's group health and welfare plan. ' 10.12 Effective October 1, 1983-, the dollar caps, sp�cified in Articles 10.5 10.6, 10.7, 10.8 and 10.9 for employee coverage shall be increased to equal the total October 1, 1983 premium cost for employee coverage in the respective plan. 10.13 Effective October 1, 1983, the dollar caps, specified in Articles 10.6 10.7 and 10.9 for dependent's coverage shall be increased to equal the total October 1, 1983 premium cost for dependent's coverage in the respective plan. 10.14 Effective October 1, 1983, the dollar caps, specified in Articles 10.5 and 10.8 for dependent's coverage shall be adjusted to equal ninety percent (90%) of the total October 1, 1983 premium cost for degendent's coverage in the respective plan. - 16 - • ����� ARTICLE X - INSURANCE (continued) 10.15 The contributions required of the City in 10.5 through 10.11 shall be paid to the City's group health and welfare plan. Any increase in any premium costs after the expiration of this agreement shall be paid by the employee, unless any renewed labor agreement between the parties provides otherwise. - 17 - ARTICLE XI - VACATION 11.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted , Less than 8 years 15 days Af ter 8 yrs thru 15 yrs 20 days After 15 yrs and thereafter 25 days ` 11.2 The head of the department may permit an employee to carry over into the following year up to eighty hours. Any employee who does not work full time shall be granted vacation on a pro rata basis. The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is separated from the service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation. The provisions of this Article XI shall not apply to temporary or emergency employees. 11.3 If an employee has an accululation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year ur_der this provision. - 18 - � . ,�r��i.�r I a,� • �� . A.RTICLE YII - HOLIDAYS 12.1 Holidays recognized and observed. The following holida}�s shall be recognized and observed as paid holidays: New Years Day Columbus Day Presidents Day Veterans IIay Memorial Day Thanksgiving Day Independence Day Christmas Day Labor .Day Ztao floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. For employees norcnally assigned � to a work week of Monday through Friday, the following shall apply. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than. Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 12.2 The floating holidays set forth in Section I2.1 above rsay be taken at any time during the contract year, subject to the approval of the department head of any employee. 12.3 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 purpose of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall -receive holiday pay. - 19 - . • � � ARTICLE XIII - STCK LEAVE • 13.1 Employees shall accumulate szck leave credits at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave shall be granted in accordance with the Civil Service Rules (Resolution 3250) . - 20 - • . ' ���l� ARTICLE XYV - SEVERANCE PAY 14.1 The employer shall provide a severance pay program as set forth in this Article. 14.2 To be eligible for the severance pay program, an employee must meet the following requirements: 14.21 T'he employee must be 58 years of age or older o.r must be eligible f or pension under the "rule of 90" provisions of the Public Employees Retirment Association (PERA) . 14.22 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 rea.son are not eligible for the City Severance pay program. 14.23 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. 14.24 The employee must file a waiver of re=employment with the ' � - Director of Personnel, which will clearly indicate that by � requesting severancy pay, the emgloyee waives all claims to reinstatement or reemployment (of .any .type) , with the City or with Independent School District No. 625. 14.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 14.3 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 maxiraum of 200 accrued sick leave days. 14.4 The ma.ximum amount of money that any employee may obtain through this severance pay program is $6,500. - 21 - ARTICLE XIV - SEVERANCE PAY (continued) ' 14.5 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 ma.y be made to the employee's , estiate or spouse. 14.6 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. 14.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 14.8 This severance pay program shall be sub3ect to and governed by the pro- visions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. 14.9 Any employee covered by this bargaining unit, 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 electian 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. _ 22 .� ,.,, . ��Y� '' ✓� � . � � ARTICLE XV jdAGES 15.1 The bi-weekly salary as established in Appendix "B" shall be paid to employees holding the title of Deputy Chief of Police. -23 - ARTICLE k"�lI - RESIDENCY . � • 16.1 The residency requirements as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covered by this agreement. - 24 - • � . • ���±7� ARTICLE XVII - INCAPACITATION 17.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accur�ulated sick leave be applicable. 17.2 F.MPLOYEES disabled through injury or sickness other than specified in Section 17.1 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 first be utilized before the six (6) months, or any part thereof, shall be appli- cable. It is further understood that the six (6) �onth period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) , of eight (8) days or less. �j ,3 �`_PLOY':E� ir.jured �r inc�pac�,tated bv i_1.i.nes, �r_ t_�:e 'ir�r c-�f c'��:*_y s?�a11 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. 17.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect sha11 continue. - 25 - ARTICLE XVIII - DURATION AND EFFECTIVE DATE 18.1 Except as herein provided, this AGREEMENT shall be effective as of the date the AGREEMENT is executed by the parties and shall continue in full � force and effect, except for wages, thru the 30th day of September, 1983, r and thereafter until modified or amended by mutual agreement of the parties. In the case of wages, the wage schedule shall continue through January 6, 1984. Any negotiations for future wage increases shall be only for dates subsequent to January 6, 1984. Either party desiring to amend or modify this AGREEbiENT shall notify the other in writing so as to comply with the provisions of the Plinnesota Public Employment Labor Relations Act of 1971. Signed this lOth day of June ,1983 C?T" OF `'1.I^:T T'.�tL SAI:�:T p.^�L'r, nnr rrr. cr>pFr�,'Tc�n�- �-?n;_'n ` • ��-'��c�7� � ��-;���-- �.�_ L bor Rela ons D tor Business Representative - 26 - ��`�e7� • w - APPENDIX A L'nit Price Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.50 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.50 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.3.00 Flashlite Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50 Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.04 H�ndcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 13.95 Holsters Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . $ 5.95 Sarariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . $ 18.95 Sarariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . � 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . $ 15.50 Jackets, Winter . . . . . . . . . . . . . . . . . . . .. . . . . . . . $ 39.95 Jackets, Intermediate . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 Jackets, Su�mer . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 27.95 Ovsrcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $i25.Q0 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ I2.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . $ 6.95 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 49.95 Raincoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 32.00 Rain Suits (Piotorcycle Officers) . . . . . . . . . . . . . . . . . . $ I7.95 Raach Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 - A1 - :�PPEI�DIX A (continued) - . � � - .� Unit Price ` Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.95 Safety �Ielmet 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 . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.95 Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Alternate Sam Browne Belts. . . . . . . . . . . . . . . . . $ 16.25 Saps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ Shirts, Winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, Winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . $ 8.95 Shirts, Summer (Colored) . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Shirts, Summer (Ranking Ofticer) . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, Short Sleeve (Radio Division) . . . . . . . . . . . . . . . . $ 6.50 Shirts, Long Sleeve (Radio Division) . . . . . . . . . . . . . . . . . $ 6.75 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ I9.00 Alternate Shoes . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . $ I.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . $ 1.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1 .25 T�ousers, 47inter. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 34.95 Trousers, Intermediate. . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 - A2 - . - � ' � - � ��t����9 . APPENDIX A (continued) Unit Price Trousers, Summer. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 25.50 Uniform Caps, Winter. . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Uniform Caps, Summer. . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.50 Alternate Vest. . . . . . . . . . . . . . . . . . . . . . . $ 5.95 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.95 - A3 - . . y � . APPENDIX B Salaries Effective December 25, 1982 A B C D E F 10-yr 15-yr 1305.59 1367.32 1433.00 1503.27 1574.21 1651.04 1698.32 1748.90 � The above December 25, 1982 rates represent a seven and one-half percent (7.5%) increase over the December 26, 1981 rates. - B1 - f PersonnelOffice DEPflitTl•1EN`f , ��� Bernard P. Wright r.ONTACT . • 298_4221 PHONE �� Jvl 5, 198 3 DATE �v�� Y (Routing and Explanation Sheet) .:..;: Assign Number for Routing Order (Clip All Locations for Mayoral Signature): ,� Department Di rector . ,„ . 2 City Attorney �� t�M�°" � CEIVED � Finance and Management Services Director �� _ JU� 0 7 . .. JV4�. � , � - Ci ty C1 erk - � � . Budget Di rector NIAYOFtS OFFICE C�UNCiLMAN JAMES SCHEtBE� ►�hat Will be Achieved by Taking Action on the Attached Materials? (Purpose/Rationale):_ This Resoluti.on approves the 1983 Collective Bargai.ning Agreement between the City a.nd the St. Pau1 Police Supe rvi sor�r Group. The contract include s th.e change s._li sted � ... . on the attached ,sheet. " : : , , .� , ,. . Financial , Budgetarr,�and Personnel Impacts. Anticipated: : � 3 ;�amployee�. Insurance: $2, 200 . - - Wage s: 9, 600 .. ;,. .. $1.1,:8Q0 _ _ .: Cost of Severance Pay unknown at this time. . � . � - . . Funding Saurce and Fund Activity Nuir�er Charged or Credited: � Attachments (List and Nwnber all Attachments): 1. R.e solution ` 2. 1983 Agreexn,ent 3. Copy for City Clerk. �--.. DEPAl2TMENT REdIEW CITY ATTORNEY REVIEW Yes No Council Resolution Required? Resolution Required? Yes No � Yes No Insurance Required? Insurance Sufficient? Yes . No Yes No Insurance Attacfiext? . Revision of October, 1982 -• (See Reverse Side for �Instructions) : . , . `�����.k��� Insurance: The City will continue to pay all insurance premiums through September, 1983. Effective 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. PersonnelOfiice DEPARTI,IENT �� Bernard P. Wright ��TACT r � � 298-4221 PHONE � _ July 5, 1983 oATE ree� e . (Routing and E�alanation Sheet) Assign Number for Routing Order (Clip All Locations for Mayoral Signature): .�! Department Di rector 2 City Attorney �w-=�--� � � Mayor � , FZ�CEI�IED d Fi nance and. Management Servi ces Di rector ��5 -- "���' ; �U� 0 7�� City Clerk - Budget Di rector �AYO�tS OFFiCE CouNCt�MAN � JAMES SCHEIBEL What Will be Achieved b Takin Action on the Attached Materials? (Purpose/Rationale): rl ii'F's reso ution will revise the minimum qualifications for the following classes in Section 3.A (Building Trades - Ungraded): Senior Building Inspector (Subsection 3, Carpenters) Senior Electrical Inspectbr (Subsection 7, Electrical Workers) � Senior Plumbing Inspector (Subsection 12, Plumbers) Senior Mechanical Inspector-Pipefitter (Subsection 15, Pipefitters) Senior Mechanical Inspector-Sheet Metal (Subsection 14, Sheet Metal Workers) The change will reduce the required years of experience from four< to three. Financial , Budgetary and Personnel Impacts Anticipated: None. Funding Source and Fund Activity Number Charged or Credited: 1. Re solution - 2. Copy for City Cle rk Attachments (List and Nun�er all Attachments): DEPARTMENT REVIEW CITY ATTORNEY REVIE4J � Yes No Council Resolution Required? Resolution Required? Yes� No Yes Plo Insurance Required? Insurance Sufficient? Yes No Yes No Insurance Attached? , Revision of October, 1982 (�� Revprsp Sicip for 'Instructions) -�'�+��``�-f��,�.; Cz�.��Y or S.A.rrT�r I'.n.uz, �*� ` � '��y�' ����°�',9 '�', � or�,icr or z�r-ri, cx•r�� co��ciL ' y�; '���--- ��;�,,.1`.:''� . �;_'�t'='��,�:`�;.���,4 `,� Ddte : July 28, 1983 `+;��;'�.. ' .�`,y ;�l '0•"<1 r.:.^i _�..�'� . � COMM (T7' � E RE PORT TO = 5a �n� Pau I Cii�y Cour�cit � -- FROM � Commit'�ee on - ' � CN A I R COUNCILMAN SCHEIBEL MEETING DATE: � . , � � � . � TIME: 1: 30 p.m.� � PLACE: ' Room 707 City Hall � 1.. Approval of r:inutes from meeting held July 21, 1983. _ �� � 2. Resolution to U�uciget__for additiona;i grant �funding in 1983 under the "JoU - 1Yaining Paxtnership act". (Community Serviees) - ' � 3. Resolution to execute a grant agreement �.•ith the State of Tfinnesota £or the pxovision of employment/training activities to dislocated workers. . (Division o£ Aianpo�aer Programs) � . � 4. Resolution to amend 1983 budget to increase spending in the Parking and � Tra�isit Fund in� the amount of �12,506. (Planning and Economic Developnent) . �P�Q�T�'�`:�� S. Resolution revising the class specifications for certain senior inspector titles. �•(Personnel) ��p�py��{�.:3.�(j�r 6. Resolution regarding 1983 Collective Bargaining- Agreement betwecn tlie City of Saint Paul and the Saint Paul Police Supervisory Group. (Personnel) _ _ ' 7. Resolution amending the Civil Service Rules concerning the content of examinations. (Personnel) - � 8. Resolution regarding 1981-19S3 Collective Bargaining A�reement bettiaeen • Indepei�dent School District ro. 625 and the Plumbers Local No. 34. (Personnel) � • ��� 9. Resolution regarding 1983-1984 Collective Bar�aining Agreement bet�.�een Independent School District No. 625 and Teamsters Loca 320. (Personnel) 10. Resolution changing the titles and class specifications for School Food Ser��ice Litles in the Civil Servicc Rules. (Personnel) �,�� Non-agenda item from 7 28 Council Meetin� (Item 2�) Zesolution approving transfer in the Com�mu9ity �evelo me..t hr�t an� transferrinn �� $1 ,OOJ,000 to Neighborhood Partnershi� . ro ram.