279950 WHi.TF � (`ITV CLERK COUIICII 2����0 • •
PINK - FINANCE G I TY OF SA I NT 1 AU L �
CANARV - DEPARTMENT
BLUE - MAYOR File NO•
Go ncil Resolution
Presented By ��'�'���'�!
v
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 1983-1984 Collective Bargaining
Agreement between the City of St. Paul and the International Associ-
ation of Fire Fighters, Local 21.
App rove d:
ivil Servic Commission
Chai rman
COUNC[LMEN
Yeas Nays �� Requested by Department of:
F�etcner PERSONNEL OFFICE
�.°""'° C�-1jerS [n Favor
Masanz �
�
Scheibel _ __ Against By —
�edeseo
Wilson
MAR 1 0 1983 Form prov by Ci tt ey
Adopted by Council: Date �
Cerlified �s by Counci ret BY
sy
Flpproved . vor: Date _�� �� 1983 r d by Mayor fo S sion to C ncil
����:ii l� �'�'i� �
By PUBLISHED MAR 19 1983 Y
WMITE — CITV CLEFtK COUTIGII 2�9950 ^
PINK — FINAN�E (� IT�' O�' �AINT ��ALTL
CANARY — OcP4RTMENT ,1
BLUE — ti�AVO�a File 1\0.
CITY CLERK Cou�cil �esolution
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 1983-1984 Collective Bargaining
Agreement between the City of St. Paul and the International Associ-
ation of Fire Fighters, Local 21.
App rove d:
Civil Service Commission
Chai rman
COUNCILI�1EN
Yeas Nays Requested by Depactment of:
Fletcher PERSONNEL OFFICE
�.evtne In Favor
Masanz ,
Nicosia
scneibei __ Against BY --
Tedesco
Wilson
Form Approvea by City Attorney
Adopted by� Council: Date
Certified Yassed by Council Secretary ( B�
By�
Approved by :Navor: Date __ Approved by Mayoc for Submission to Courtcil
By� -- -- - --- - By
. .,
, � . � fv I a,Fc7V-tJ
. . �
�
,
1983 - 1984
AGRE�IENT
- between -
THE CITY OF SAINT PAUL
- and -
THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
AFL-CIO LOCAL 21
` .�� . ��9���1
► -
' � z�ti�
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Definitions 2
III Recognition 4
IV Security 5
V Employer Authority 6
VI Employee Rights - Grievance Procedure 7
�'II Saving Clause 11
- VIII Position Openings 12
IX Working Out of Classification 13
X Seniority 14
XI Overtime 17
XII Call Back 18
XIII Military Leave of Absence 19
XIV Insurance 21
YV Exchange of Tours of Duty 24
XVI Vacation 25 �
XVII Holidays 26
XVIII Incapacitation , 27
XIX Residence 28
XX Sick Leave 29
XXI Fire-Fighting Equipment 30
XXII Station Supplies 31
XXITI Telephones 32
XXIV Wage Schedule 33
XXV Uniform Allowance 34
XXVI Legal Service 35
XXVII Severance Pay 36
XXVIII Physical Incapacitation 38
XXIX City Mileage 39
XXX Paid Time Off For Negotiations 40
XXXI Maintenance of Standards 41
XXXII Premium Pay for Paramedic and E1`4TA Assignments 42
XXXIII Duration of Agreement 43
Appendix A A1
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• ,�� . ��9950
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P R F. A :i B L E �
�
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This AGREEMEPdT bet�aeen the City of Saint Paul, hereinafter
referred to as the Er1PL0YER, and the International Association of Fire
Fighters AFL-CIO Local 21, hereinafter referred to as the L'NION. The
EMPLOYER and the UNION concur that this AGREF.�IENT has as its basic
objective the promotion of the mutual interests of the City of Sair.t
Paul and its em.ployees to provide the highest level of services by
methods which will best serve the needs of the generaZ public.
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� . 2�9�5�
i .
ARTICLF I - PliRPOSE
l.l The E:�IPLOYEF. and the UPvION agree tiiat the purpose of entering into this
AGREEriE:�T i s to:
1.11 Achieve orderly and peaceful relations.
1.12 Establish the full understanding of the parties concerning terms
� and conditions of this AGREE1�iE.:T. '
1.13 Establish procedures to orderiy and peacefully resolve disgutes
as to the application or interpretation of this AGREEMENT.
1.14 Place in written form the parties' agreertent upon terms and con-
ditions of employment for the duration of this AGREEMENT.
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. i
ARTICLE II - DEPINITIONS � -
2.1 UtiION: International Association of Fire Fighters AFL-CIO Local 21.
2.2 F1�IPLOYFR: The City of Saint Paul.
�
2.3 UNION MF�^1BER: A member of the International Association of Fire Fighters
AFL=CIO Local 21.
2.4 EMPLOYEE: A member of the exclusively recognized bargaining unit.
2.5 VACANCY: As determined by the department head, a funded position opening
in a class specified in Article 3.2.
2.6 POSITION: Any specific office, employment or job in the Fire Department
in a class specified in Article 3.2.
2.7 TOUR OF DUTY:
A. For a fifty-six (56) hour work week employee:
The performance of job duties and acceptance of the responsi-
bilities of a position for a consecutive and uninterrupted
twenty-four (24) hour period from 8:00 a.m. on a calendar day
to 8:00 a.m. on the following calendar day.
B. For a forty (40) hour work week employee:
The performance of job duties and acceptance of the responsi-
bilities of a position for a consecutive and uninterrupted
eight (t3) hour period within a calendar day.
2.8 SENIORITY: An EMPLOYEE'S length of continuous employment in the IIKPLOYER'S
Fire Department.
2.9 DEPARTMENT: The fire department of the City of Saint Paul as established and
amended from time to tir.►e pursuant to Section 9.01 of the City Charter.
2.10 OVEITINIE: Work performed by an Fl`1PLOYEE in excess _.of the EMPLOYEE'S tour of
duty by order of the EMPLOYER.
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V ARTICLE II - DEFII�?ITIO\S (conrinued)
2.11 OGERTI�iE PAY: Overtime pay for the purposes of Articles XI and XII will be
based on a forty (40) hour �aork week.
2.12 k'ORK G'EEK: The work week for �•iPLOYEES working twenty-four (24) hour
tours of duty will be an averaged fifty-six (56) hour per calendar �aeek.
The work week for ErIPLOYEFS working eight (8) hour tours of dut}� :aill be
� forty (40) hours per calendar week.
2.13 CALL BAC�:: A call to report for work by the E1�IPLOYER during an ENIPLOYEE'S
scheduled off time.
_�_
�RTICLE III - RECOGNITIOLd
3.1 The EP4nL0�ER recognizes the L'NION as the e�clusive representative for the
purpose of ineeting and negotiating the terms and conditions of employment
for all eligible personnel under Minnesota Statutes.
,
3.2 Job classes which are within the bargaining unit and covered by this
AGREII�SEPdT are as follows:
Fire Captain
Fire Equipment Operator
Fire Engineer
Fire Fighter
Fire Investigator
Fire Prevention Inspector
Fire Alarm Dispatcher I
Fire Alarm Dispatcher II
3.3 In the event the EMPLOYER and the UNION are unable to agree as to the
inclusion or exclusion of a new or modified job position, the issue sha11
be submitted to the Bureau of Mediation Services for determination.
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ARTICLF. I�' - SECURITY
4.1 The EriPLOYER shall deduct fro�^ the wages of ETIPLOYEES who authorize such
a deduction in �ariting an amount necessary to cover monthly L;`IIOi� dues
and assessments. Such monies shall be remitted as directed by the L'NION.
4.2 The UNION may designate F1�IPLOYEES from the bargaining unit to act as
stewards and shall inform the II�IPLOYER in writing of such choice.
4.3 The F1�SPLOYER shall make space available on bulletin boards for posting
UNION notice(s) and announcement(s) .
4.4 The UNION agrees to indemnify and hold the �lPLOYER 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 UNION 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 UNION.
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�RTICLE V - E�IPLOYER AL'THORITY
5 .1 The UNION recognizes the right of the F�IPLOYEIZ to operate and manage
its affairs in all respects in accordance with applicable laws and �
regulations of appropriate authorities. The rights and authority which
the EMPLOYER has not officially abridged, delegated or modified by this
AGREEMENT are retained by the II�IPLOYER.
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• ARTICLE VI - Ei''iPLOYEE RIGHTS - GRIEVA�ICE PROCIDURE
6. 1 Definitior_ of Grievance
A �rievance is defined as a dispute or disagreement as to the interpretation
or application of the specific terms and conditions of this AGREENiEPdT. It
is specifically understood that any r�tters governed by civil service rules
or statutory provisions shall not be considered grievances and subject to
- the grievance procedure hereinafter set forth. No disciplinary action
which may be appealed to a civil service authority will be considered a
grievance and subject to the grievance procedure herein.
6.2. Union Representatives
The EMPLOYER will recognize EMPLOYEE REPRESENTATIVES designated by the
UNION as the grievance representatives of the bargaining unit having the
duties and responsibilities established by this Article. The UNIQN shall
notify the EMPLOYEP. in writing of the nau��es of such L'NION REPRESENTATIVES �
and of their successors when so designated. The EMPLOYER shall notify the
UNION in writing of the name or names of the EriPLOYER'S grievance repre-
sentatives and of their successors when so designated.
6.3 Processing of Grievances
It is recognized and accepted by the UNION and the EMFLOYER that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the E1�iPL0YEES and shall therefore be
accomplished during normal working hours only �ahen consistent with such
EI�LOYEE duties and responsibilities. The aggrieved II�IPLOYEE and the
UNION shall be allowed a reasonable amount of time without loss of pay
when a grievance is investigated and presented to the EMPLOYER during
normal working hours provided the EMPLOYEE and the UNION have notified
and received the approval of the designated supervisor who has determined
that sucH absence is reasonable and would not be detrimental to the work
programs of the ErlPLOYER.
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ARTIC�E VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) ' '
6.4 Procedure - ,
Grievances, as defined by Section 6.1, shall be resolved in confcrmance with
the following procedure:
Step l: An E:SPLOYEE claiming a violation concerning the
�
interpretation or application of this AGREEMENT shall within
;
twenty-or.e (21) calendar days after such alleged violation
has occured present such grievance to the EMPLOYEE'S super-
visor as designated by the EMPLOYER. The EMPLOYER-designafed
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 �*riting by the UNIO� setting forth the nature of
the grievance, the facts on which it is based, the provision
or provisions of the AGREII`4ENT allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10)
calendar days after the �IPLOYER-designated representative's
final answer in Step l. Any grievance not appeal.ed in writing
to Step 2 by the UNIOI� within ten (10) calendar days shall be
considered waived.
SteP 2: If appealed, the written grievance shall be presented
to and discussed with the EMPLOYEP.-designated Step 2 representa-
tive. The EMPLOYER-designated representative shall give the UNION
the EMPLOYER'S Step 2 answer in writing within ten (10) calendar
days after the receipt of such Step 2 grievance. A grievance not
resolved in Step 2 may be appealed to Step 3 by the UNION within
ten (10) calendar days following the EMPLOYER-designated repre-
sentative's final Step 2 answer. Any grievance not appealed in
writing to Step 3 by the UNIOlv' w�thir. ren (10) calendar days shall
be considered waived.
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� � ARTICLE VI - E:'�SPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) �e�995�1
� Step 3. A grievance unresolved in Step 2 and appealed to Step 3
shall be submitted to arbitration by the UNIOIv subject to the pro-
visions of the Public EmploS�nent Labor Relations Act of 1971 as
amended. 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.
6.5 Arbitrator's Authority
, A. The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the terms. and conditions of the AGREF1�iENT. The
arbitrator shall consider and decide only the specific issue(s) 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.
B. The arbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application af 1aws,
rules, or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following
close of the hearing or the submission 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 application of the express
terms of the AGREEMENT and to the facts of the grievance presented.
C. 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 compensating its own representatives and
witnesses. If either party desires a verbatim record of the proceedings,
it may cause such a record to be made, providing it pays for the record.
If both garties desire a verbatim record of the proceedings, the cost:
shall be shared equally. -
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ARTICLE VI - �PLOYEE RIG�iTS - GRIEVAI�CE PR�CEDURE (continued}
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 time limit or any agreed extension thereof,
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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 UNION may elect to treat the grievance
as denied at the step and immediately appeal the grievance to the next
step. The time limit in each step may be extended by mutual written
agreement of the F1�iPL0YER and the UNION in each step.
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� � � � 2"79950
ARTICLF. VII - SAVINGS CLAUSE
7.1 In the event any provision of this AGREII�IENT shall be held to be contrar}�
to law by a court of competent jurisdiction from whose fir.al judgment `or
decree no appeal has been taken �aithin the time provided, such prouisions
shall be veided. All othe� provisions shall continue in full force and
effect. The voided provisions may be renegotiated at the request of
either party.
� -11-
ARTICLE ��III - POSITION OPENINGS
8.1 To expedite the filling of vacancies under civil service procedures , the
head of the department or designated representative will:
8.11 Make requisition for certification of eligibles to fill a
vacancy within fifteen (15) days after determining that a
vacancy exists.
8.12 Within f ifteen (15) days after the department head has �et
with the certified eligibles, he will fill a vacancy.
8.13 If no eligibility list is in effect when a vacancy occurs,
the department head shall within fifteen (15) days request
the appropriate civil service officials to conduct an exam- �
ination for the purposes of establishing an eligibility
list.
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� �`�9��
AItTICLE IY - 4?GRI:ING Oi?T GF CLASSIFIC�TION
9.1 Any �tiPLOYEE required by the F�IPLOYER to perform the work duties anc?
accept the responsiLilities of a higher class, will receive the rate
�
of pay for that class beginning with the tour of duty, provided that he
.
shall work a full tour of duty. It is understood that the higher rate
shall not apply when an II�iPLGYEE works in the higher class for less than
a full tour of duty.
. -13- .
ARTICLE X - SENIORITY •
10.1 Department Seniority.
For the purposes of this AGREFI`1ENT department seniority shall be defined as the
length of continuous and uninterrupted enplo}��ent in the fire department.
10.2 Seniority Lists.
The department shall maintain at all times during this AGREEMENT seniority
lists by department.
10.3 Loss of Department Seniority.
An II�iPLOYEE will lose acquired department seniority in the following instances:
10.31 Resignation
10.32 Discharge
10.33 Retirement
10.4 Work Force Reduction.
In the event of a reduction in the departr�ent kork force, such reduction shall
occur on the basis of seniority in the department.
10.5 Reduction in Rank.
Reduction in rank shall be in accordance with the Civil Service Rules as of
June 30, 1973. (Except as indicated below)
10.51 Reduction in rank for periods up to but no �ore than 30
consecutive calendar days will be by platoon seniority.
10.52 Reduction in rank for more than 30 consecutive calendar
days shall be in accordance �aith the Personnel Rules as
of June 30, 1973.
10.53 There will be a minimum of 3.6 regular Fire Captains
appointed for each engine, squad and ladder company.
10.54 There will be a minimum of 3.6 regular Fire Equipment
Operators - Fire Engineers appoir.ted for each engine,
squad and ladder company. This minimum number shall
include the starred nen in this position until they
are phased out by normal attrition.
10.55 When promotion positions (Fire Captain - Fire Equipment
Operator) fall below minimum requirements (3.6 per position) ,
the Chie� of the Fire Department will use existing eligibility
lists to fill vacancies within 15 calendar days. .
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� ARTICLE Y - SENIORITY (continued)
10.56 Short Term Demotion:
1. The man demoted goes to the last rank held and is assigned
to the pool.
2. Vacation selections will not be affected by short ter� demotion
(i.e. Fire Captain demoted for short tern. to Fire Fighter will
retain his vacation selection in the Fire Captain rank.)
.
10.57 All promoted personnel will be designated a platoon regardless of
assignment. Such platoon assignment will determine their seniority
to be followed in cases of reduction in accordance with Section 10.51.
10.6 Job Transfer by Eid System
The EMPLOYER and the UNION recognize ttie principal of seniority. In the event
of a job opening due to the pro�otion, transfer, demotion, retirement or
demise of an e�ployee, which the employer determines should be filled by a
lateral transfer, such transfer shall be made in accordance with the follow-
ing provisions.
10.61 All positions to be filled by lateral transfer shall be
announced by bulletin, which shall be posted for a period of
thirty (30) days prior to the date service is to commence in
the vacant position. Such positions shall be considered open
f or written bi� for the thirty (30) day period.
10.62 For the convenience of the employer, temporary assignment to a
vacant position may be made during the thirty (30) day period
for which the position is open fcr bid. Any such temporary
assignment, however, shall not be of a duration in excess of
two (2) days beyond the expiration of the thirty (30) day bid period.
10.63 Employees who desire bulletined positions shall file written
applications therefor not later than 2400 hours on the date of
expiration of the bid period. Such applications shall be filed
by delivery to the employee's Union officer of the original and
one copy of the application, both of which shall be time stamped
when received. The Union officer shall be responsible for deli-
vering the original application to the employer and all such
applications shall be so delivered not later than 1630 hours on
the day following the close of the bid period.
10.64 Assignment to positions for which bids have been received shall
be made not later than the second day following the close of the
b id period.
10.65 In the event one or more employees submit bids for the same
position, _the position shall be filled in accord with the follo�ving:
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ARTICLE X - SENIORITY (continued)
a) Except in those cases contemplated by subparagraph (b) ,
below, the bidding employee tiith the greatest seniority
shall be transferred to fill the position. Provided,
however, that in rhe event that the emplo}�er determines
that transfer of the most senior applicant or
less senior applicant(s) is not in the best interest of
the Department, another employee may be transferred to
fill the position. In every such case, however, the
employer shall provide to the most senior bidder and
any other unsuccessful less senior bidder(s) a written
statement of the reasons and factual basis on which the
decisior. not to transfer him to fill the position was
� based.
b) In cases where the position to be filled by lateral
transfer is such that a paramedic who bid therefor
would, if transferred to fill the position, be enabled
to make use of his paramedic skills and training and
such paramedic was not at the time of making his bid in
such a position on the Department, the emplayer may
transfer the most senior paramedic who bid to fill the
position without regard to the seniority of other
applicants. '
10.66 In the event no bid is received for a posted position, the
employer may offer the position to any employee or transfer
the most junior employee on the seniority roster to fill the
position.
10.67 When an employee bids for and is awarded a bulletined position
and in the event the employer determines that the employee's
former position is to be filled by lateral transfer, the employee's
former position shall be filled in accordance with the tenns set
forth above.
10.68 Employees who have bid for and been awarded a bulletined position
shall not be permitted to bid for the vacancy created by their
transfer until that vacancy has been filled at least once in
the manner set forth herein.
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= _ . f�.+F�9g5Q'
� ARTICLE YI - 0�ERTIr:E
11.1 EMPLOYEES reqtiired to work hours in excess of their assigned tour of duty
will be compensated at the rate of one and one-half (12) times the EMPLOYEEtS
.
normal rate in cash. �
,
11.2 (a) EMPLOYEES working a forty (40) hour work week may accumulate up to a
maximum of forty (40) hours of compensatory time.
(b) It is also agreed that FIRE PREVENTIOI3 EMPLOYEES may accumulate up to a
maximum of fifty-six (56) hours of compensatory time. It is understood
that compensatory time shall be scheduled only with the prior approval of
management, and that such time shall not be scheduled so as to interfere
with operations. Such time shall normally be scheduled in eight (8)-hour
segments, except that FIRE PREVEIvTION EMPLOYEES may, with the approval of
the Fire Chief, take time off in four (�)-hour segments.
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ARTICLE XII - CALL BACf:
12.1 EriPLOYEES required to report for work by the EMPLOYER during scheduled
off-duty tiMe will be compensated at the rate of one and one-half (li1)
times the EtiPLOYEE'S normal hourly rate. The minimum payment under
this Article will be four (4) times the �fiiPLOYEE'S hourly rate. An
early report of two (2) hours or less or an extension of a normally
� scheduled tour of duty shall not qualify an EMPLOYEE for this minimum
payment.
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ARTICLE XIII - MILITARY LEAVE OF ABSENCE
13.1 Pay Allowance
Any ENIPLOYEE who shall be a member of the National Guard, the Naval Militia
or any other component of the militia of the state, now or hereinafter
organized or constituted under state or federal Iaw, or who shall be a
member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the
Naval Reserve, the Alarine Corps Reserve or any other reserve conponent of
the military or naval force of the United States, now or hereafter
organized or constituted under federal law, sha11 be entitled to leave
of absence from employment without lass of pay, seniority status,
efficiency rating, vacation, sick leave or other benefits for all the
time when such EMPLOYEE is engaged with such organization or component
in training or active service ordered 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 EMPLO�'EE (1) returns to his position immec�iately
upon being relieved from such military service and not later than the
expiration of the 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 limited
for such leave.
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ARTICLE XIII - :�`_ILITARY LEAVE CF ABSE:�CE (continued)
13.2 Leave jdithout Pay
Any E1�IPLOYEL who engages in active service in time of war or other
emergency declared by proper authority of any of the military or naval
forces of the state or of the United States for which leave is not
otherwise allowed by law shall be entitled to leave of absence from
. employment without pay during such service with right of reinstatement
and subject to such conditions as are imposed by law.
13.3 Such leaves of absence as are granted under Article XIII 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.
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' � ARTICLI: :�I�' - INSliRA\CE
14.1 The E'.PLOYFR wiil cor_tinue for the period of this AGREEA1EPuT to provide
for E`IPLOYEES such health and life insurance benefits as are provideZ by
�
Er;PL01'ER at the tine of the execution of this AGREEi1ENT.
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14.2 The Ei�fPLOYER will for the period of this AGREEMEi1T provide for .�ifPLOYEES
who retire after the ti�e of execution of this AGREE�fENT and until such
ET:PLOYEES reach sixty-five (65) years of age such health insurance benefits
as are provided by the E1�IPLOIE�.
14.3 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 thirt��
(30) days to continue or begin the current hospitalization and �!edical
benefits, including such improvement as may be made from time to time, which.
said dependents previously had, or be eligible for at the premium applicable
to dependents of active employees. It is further understood that coverage
shall cease in the event of:
14.31 Subsequent remarriage of L-he sur�iving spouse of the deceased
employee or retiree.
14.32 The employment of the surviving spouse where hospitalization and
medical insurance coverage is obtained through a group program
by said employer. It is further understood, however, that in
said event, the surviving spouse shall have tYce right to maintain
City hospitalization and medical insurance coverage for the first
ninety (90) days of said employment.
T4.4 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. , -.
-21_
ARTICLE XIV - INSURANCE (continued) - .
14.5 All early retirees covered in this Bargaining Unit shall receive the same
�Iealth and Ldelfare ber�efits regardless of the date of their early retirement.
In order to be eligible for the benefits under this early retiree provision,
the employee must:
14.51 Be receiving benefits from a Public Employee Retirement Act.
14.52 Nave severed his relationship with the City of Saint Paul
under one of the early retiree plans.
- The City and above Union also agree that any employee who is eligible for a
deferred Fire Pension shall receive such Health and Welfare benefits when he
begins to receive his pension benefits.
14.6 For each eligible employee covered by this AGREII�IENT selecting that
health insurance program supplied to the City by Elue 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.
14.7 For. each eligible employee covered by this AGREEMENT selecting that
health insurance program supplied to the City by Group Eealth, 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.
- 22 - .
ARTICLE XIV - INSURANCE (continued)
14.8 For each eligible employee covered by this AGRE ,�iENT selecting that
health insurance program supplied to the City '�y Coordinated Care, the
City shall pay the entire cost of such coverage, or $65.10 per �onth,
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.
14.9 For each eligible employee covered by this AGREEMENT selecting the
health insurance program supplied to the City by HMO-riinnesota, the
City shall pay the entire cost of such coverage, or $52.75 per month,
whichever is less. In addition, for each employee selecting dependent's
coverage under the program offered to the City by HMO riinnesota, the
City shall pay the entire cost of such dependent's coverage or $141.88
per month, whichever is less.
14.10 For each eligible employee covered by this AGREII�IENT selecting that
health insurance program supplied to the City by SHAR.E, 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.
- 22A -
ARTICLE XIV - INSURANCE (continued)
14.11 The City agrees to contribute the cost of $5,000 of life insurance
coverage for each employee who is eligible for such coverage or $3.25
per month, whichever amount is less.
�
14.12 Effective October 1, 1983, the dollar caps, specif ied in Articles 14.6,
14.7, 14.8, 14.9 and 14.10 for employee coverage shall be increased to
equal the total October l, 1983 premium cost for employee coverage in
the respective plan.
14.13 Effective October l, 1983, the dollar caps, specified in Articles 14.7 ,
14.8 and 14.10 for dependent's coverage shall be increased to equal
the total October 1, 1983 premium cost for dependent's coverage in
the respective plan.
14.14 Effective October 1, 1983, the dollar caps, specified in Articles I4.6 and
14.9 for dependent's coverage shall be adjusted to equal ninety percent (90%)
of the total October 1, 1983 premium cost for dependentts coverage in
the respective plan.
14.15 The contributions required of the City in 14.6 through 14.11 shall
be paid to the City's group health and welfare plan. Any increase in
any premium cost after September 30, 1984 shall be paid by the employee.
The parties agree that if future negotiations between them result in
increases in the City's contribution toward health and welfare benefits
over and above the levels of the City's contributions in effect as of
September 30, 1984, then any such increases may be retroactive to
October 1, 1984 or such later date as the parties may agree during the
course of their negotiations.
- 23 -
ARTICLE :iV - EXCHAr+GE OF TOURS OF Di;TY
15.1 Voluntary exchanges of tours of duty shall be granted only after approval
by the department head or his designated representative. �
r
15.2 No II`1PLOYEE shall be entitled to �aorking out of classification pay under
Article IX as a result of any voluntary exchange of tours of duty.
- 24 -
ARTICLE �VI - �':�CATION
16.1 EI:PLOYEES shall be granted in each calendar year vacation at the rate of � �
two (2) ti�:es the number af hours designated as the work week. After
five (5) �ears of continuous employment in �'iPLOYER'S fire degartment,
ErIPL0YEE5 shall be granted vacation at the rate of three (3) times the
number of hours designated as the work week. After fifteen (I5} years
of continuous employment in EMPLOYER�S fire department, .F'�iIPLOYEES shall
be granted vacation at the rate of four and tcao-tenths (4.2) times the
number of hours designated as the work week. After twenty-five (2S)
years of continuous employment in E1�iPL0YER'S fire depart�±ent,
EriPLOYEES shall be granted vacation at the rate of four and four-tenths
(4.4) times the number of hours designated as the work week.
16.2 The department head may permit EMPLOYEES to carry over into the following
calendar year vacation time equivalent to two work weeks. Vacation
schedules shall be fixed by the department head. An �iPLOYEE not working
full-time shall be granted vacation on a pro-rata basis.
16.3 EMPLOYEES separated from employtnent by reason of resignation shall be
granted such vacation pay as has been earned and remains unused at the
time of separation, provided notification of resignation has been sent to
the department head, in writing, at least fifteen (15) calendar days prior
to the date of resignation. EMPLOYEES separated from employment by reason
of discharge, retirement or death shall be granted such vacation pay as
has been earned and remains unused at the time of separation. EMPLOYEES
granted more vacation time than earned at the time of separation.from
employment sha11 pay the EMPLOYER for such unearned vacation.
16.4 This article shall not apply to temporary or emergency employees.
- 25 -
, ������
ARTICLE ��III - HOLIDAYS
17.1 In addition to �ahat is provided in Saint Paul Ordinance No. 6446, add
one additional floating holiday �ahich is to be added to the vacation �'
schedule by increasir.g vacation by .2 (two-tenths) times the number of
hours designated as the worlc week.
17.2 For those employees assigned to a work week other than Monday through
Friday, the holiday shall be observed on the calendar date of the holida5.
- 26 -
ARTICLE XVIII - INCAPACITATIO� "
18.1 EMPLOYEES injured duzing the course of e�pioyr.:ent and thereby rendered
incapable of performing job duties and responsibilities shall receive
full wages during the period of incapacity, not to e�ceed the period
equal to twelve (12) months plus accumulated sick Ieave. 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.
18.2 EMPLOYEES disabled through injury or sickness other than specified in
Section 18.1 above shall receive fu11 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 Ieave shall first be
utilized before the six (6) months, or any part thereof, shall be
applicable. 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 Fire Department Employee (based on the 1972
Annual Report method of calculating same) , of eight (8) days or less.
18.3 EMPLOYEES in�ured or incapacitated by illnesses 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 3ob.
18.4 Except as specifically provided in this Article, all illness and incapacity
rules and policies previously in effect shall continue.
- 27 -
. , , 2'�`����
� ARTICLE YIX - RESIDENCE
19.1 The residency requirements as passed by the City Council on December 30,
1982 under Council File No. 279643 shall apply to a�.l employees covered
by this AGREEriENT. �
f
19.2 In the event the City of Saint Paul repeals or is prohibited by a
superior governmental authority from imposing residency requirements
for its employees, the provisions in this contract regarding
residency shall be of no force and effect.
- 28 -
ARTICLE XX - SICK LEAVE
20.1 As provided in City of Saint Paul Civil Service Rules Section 20.
20.2 Modify the sick leave conversion to vacation policy, to allow eligibility
for conversion when one hundred eighty (180) days have been accumulated.
-29-
• `
� � � �'�gg50
ARTICLE X}:I - FIP.E FIG��'TING EQUIP�SE�T
21.1 The F::�iPLOYEP. will provide the folloi�:ir_g fire fi.ghting equipment for
individual Er1PL0YEES; such as : `
�
Coats
Boots
Helmets
Choppers
Liners
- 30 -
ARTICLE XhII - STATION SUPPLIES �
22.1 The EMPLOYER will provide station supplies such as :
Refrigeratcrs
Stoves
Tables
Chairs
Soap
Brass Polish
Cleaning Rags
Light Eulbs
Chamois
- 31 -
. � � � 2"�9�5�
ARTICLE YXIII - TELEPIiO�ES
23.1 The E.'PLOYER will provide a public telephone as a back-up to the alarr�
system. �
,
23.2 Telephones installed for individual Etii1PL0YEES or groups of EMPLOYEES wi11
be at the EMPLOYEES' expense. All such telephones must be approved prior
to installation by the department head or his designated representative.
- 32 -
� ARTICLE XXIV - GIAGE SCHEDULE �
24.1 The wage schedule for tlie purpose of this Agreement shall be Appendix A
attached hereto.
24.2 Forty (40) hour work week EMPLOYEES regularly assigned to night duty (e.g. -
dispa.tcher, inspectors and fire prevention employees) will receive night
differential in accordance with e�isting City rules and policies.
- 33 -
� � �r9S�Q
' ARTICLE XXV - UNIFOP.Pi ALLO�,TP�CE
25.1 Tt:e 1972 base of One Hundred Ztaenty Dollars ($120.00) as a clothing allot•:ance
on a voucher system �aill be increased January 1, 1974, anc3 each year thereafter
on the basis of a yearly study of the increased cost of the defined uniform.
,
The 1972 base cost of the uniform is stipulated and attached as Appendix B.
25.2 It is further understood that Fire Prevention Employees shall receive a cloth-
ing allowance cohich is Thirty ($30.00) Dollars greater than that provided herein
for other employees.
- 34 -
ARTICLE XXVI - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or �illful or wanton neglect
of duty, the E�:PLO�'ER shall defend, save harmless and indemnify an
EMPLOYEE, and/or his estate, against any claim or demand, �ahether
groundless or otherwise, arising out of an alleged act or omission in
the perfQrmance and scope of the EMPLOYEE'S duties.
- 35 -
' �����V
� ARTICLE XXVII - SEVERANCE PAY
27.1 The er:iployer shall provide a severance pay program as set for in
this Article.
�
27.2 To be eligible for the severance pay program, an employee must meet
,
the following requirements:
27.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" provisions of
the Public Employees Retirement Association (PERA) .
27.22 The employee must be voluntarily separated from City employment
or have been subject to separation by lay-off or coa.pulsory
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.
27.23 The employee must have at least ten (10) yeazs of service under
the classified or unclassified Civil Service at the time of
separation.
27.24 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 reemployr.ient (of any type) , with the City
or with Independent School District No. 625.
27.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
27.3 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 pos3.tion held by the employee on the date of separation for
each day of accrued sick leave subject to a maximum of 2Q0 accrued
sick leave days.
27.4 The maximum amount .of money that any employee may obtain through this
severance pay program is $6,500.
- 36 -
ARTICLE XXVII - SEVERANCE PAY (Continued) ` '
27.5 For the purpose of this severance program, a death of an employee shall
be considered as segaration of employment, and if the enployee would have
met all of the requirements set forth above, at the time of his or her
death, payment of the severance pay may be �ade to the employee',s
estate or spouse.
27.6 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.
27.7 The manner of payment of such severance pay sha11 be made in accordance
with the provisions of City Ordinar.ce No. 11490.
27.8 This severance pay program shall be subject to and governed by the pro-
visions of City Ordinance No. 11490 except in those cases where the specific
provisions of this article conflict with said ordinance and in such cases,
the provisions of this article shall control.
27.9 An employee may, in any event, and upon r,leeting 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 severa.nce pay under either this
article or the ordinance sha11 constitute a bar to receiving severance
pay from the other.
- 37 -
' �F��r,f��
PRTICLE XXVIII - PI'YSICAL I\CAPACIT�.TIO�:
28.1 Any physic�l inc�pac�tated ��`_?'LOYT:�: unable te gzr�crr.: :�o_i::al �.orF dutie:<
may be assicned at the direct�o^ o{ the dep�trtr.�ent 'r_ead to per*orrc tt��
duties of Fire Dispatcher or Fire Inspector. ��tLC�EES so ass?�ned by
the department head will recei�-e their regular rate cf pay for a period
not to exceed one hundred and eighty (180) days. After one hur_dred and
eighty (1S0) days, F�iPLOYEES so assigned ���iZl receive their re�ular pay
- rate or th� Dispatcher II pay rate -- whichever is lo�aer.
- 38 - �
s�tTICLE XXIX - CITY riILEAGF. � �
29.1 Automobile Peimbursement Autnorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursei�en*_
of City of.ficers and enployees for the use of their oi.-n automobiles in
the performance of their duties, the following provisions are adopted.
29.2 Method of Computation: To be eligible for such reimbursement, aIl
officers and employees must receive written authorization fror:_ tY:e ,
Department Head.
pe 1. If an employee is required to use his/her own automobile T
OCCASIOI�?ALLY during employment, the employee shall be rei�bursed at
the rate of $3.00 per day for each day the employee's vehicle is
actually used in perfor�ing the duties of the employee's position.
In addition, the employee shall be reimbursed 15� per mile for each
� mile actually driven.
If such employee is required to drive an automobile during emplo5�aent and
the depaxtment head or designated representative determine� 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 rei�:-
bursed at the rate of 15� per mile driven and shall not be eligible
for any per diem.
TyPe 2. If an e�ployee is required to use his/her oc,m automobile
REGULARLY during employment, the employee shall be rei.mbLrsed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15� per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the euzployee
desires to use his/her own automobile, then the employee sha11 be reir.i-
bursed at the rate of 15� per mile driven and shall not be eligible for
any per diem.
29.3 The City wi7,1 provide parking at the Civic .Center Parking Ranp for City
employees on either of the above mentioned types of rei�bursement plans
who are required to have their personal car available for City business.
Such parking will be provided oniy for the days the emgloyee is required
to have his or her own personal car available.
29.4 Rules and Regulations: T'he Mayor shall adop.t rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
xeports indicating miles driven and shall file monthly affidavits stating
the number of da3�s worked and the number of mi2es driven, and further
require that they maintain autoMObile liability insurance in anounts of
not less than $1G0,000/$300,000 for personal injury, and $25,000 for
property dar_age, or liability insurance in amounts not less than $300,000
single li�ait 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.
- 39 -
� � � ��g�50
ARTICLE ��.Y.Y - PAID TIME OFF FOR NEGOTIATIONS
30.1 Employees elected to office in Local 21 shall be granted reasonable time
off to meet �aith City officials for contract negotiatior.s without loss,
of pay. The number of employees permitted to attend such negotiations
.
shall be limited to two at any one meeting and such employee shall give
prior reasonable notice for such absence and receive approval of the
employee's designated supervisor.
- 40 -
ARTICLE XXXI - MAINTENANCE OF ST�'�DAP�DS
31.1 The parties agree that all conditions of emplo}�nent relating specifically
to wages, hours of work, t-acations, holidays and sick leave eYCept as
modified by this agreement shall be maintained at not less than the
minimum standard as set forth in the Civil Ser��ice Rules of the City of
Saint Paul, (Resolution I�'o. 3250) and Resolution �To. 6446 at the time of
the signing of this AGRE�:EI�'T, and these conditions of employment shall
be improved wherever specific provisions for improvement are tuade
elsewhere in this AGREEMENT. It is specifically agreed that the Civil
Service Rules set forth above are not a part of this contract and that
these rules shall only be am.ended by the present legislative process by
the Civil Service Commission and the City Council.
- 41 -
• �
ARTICLE }:'r�XII - PREi�1IUM PAY FOR PAF�'��[EDIC AI�� FT1TA ASSIG�,fiSEI�TS
32.1 Any employee ��ho is assigned to an advanced life support unit as a
�
Paramedic shall be paid a differential of six percent (6%) of his/her
�
regular base rate for those shifts actually worked by the employee.
Only employees who have satisfactorily completed all requirsd
Paramedic training shall be eligible for such assignment and pay
differential.
32.2 Any employee who is assigned to an advanced life support unit or a
basic life support unit as an E�ergency Medical Technician-Assigned
(�ITA) shall be paid a differential of three percent (3%) of his/her
regular base rate for those shifts actually �aorked by the employee.
Only employees who have satisfactorily completed all required EMT
training shall be eligible for such assignment and pay differential.
- 42 -
. ��995�J
� ARTICLE XXXIII - DURATION OF AGREEMENT
� 33.1 Except as herein provided, this AGREEMENT shall be effective as of the
date the AGREEMEl1T is executed by the parties and shall continue in full
force and effect, except for wages, thru the 30th day of September, 1984,
and thereafter until modified or amended by mutual agreement of the
�
parties. In the case of wages, the wage schedule shall continue through
,
January 4, 1985. Any negotiations for future wage increases shall be
only for dates subsequent to January 4, 1985. Either party desiring
to amend or modify this AGREII�IENT shall notify the other in writing so
as to comply with the provisions of the Minnesota Public Employment
Labor Relations Act of 1971 as amended.
33.2 The wage schedule attached hereto as Ap�endix "A" shall take force and
effect at such time as is specified in the administrative resolution
recognizing and approving this AGREEMENT in accordance with Section
12.09 of the St. Paul City Charter.
WITNESSES:
CITY OF SAINT PAUL INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL N0. 21
.
By• �/ �Y: ��� —
a o el ion irector P esident
BY: BY:
Civil Service Commission Secre ary-Treasurer
/
BY: B�':
Mayor Recording S reta y
BY: BY:
Daced at St. Paul, Minnesota
February 28, 1983
- 43 -
APPEI�TDIX "A"
1983 Salary Schedule
Effective December 25, 1982
�
Fire Fighter
�
A B C D E F Id-yr I5-yr
783.47 822.63 863.77 898.64 944.59 982.88 1033.92 1059.47
Fire Alarm Dispatcher I
*Fire Engineer
Fire Equipment Operator
Fire Prevention Inspector
A B C D E �' 10-yr 15-yr
830.48 87]..98 915.59 952.58 1001.26 1041.87 I095.96 1123.04
Fire Alarm Dispatcher II
A B C D E F 10-yr 15-yr
877.50 921.36 967.44 1006.49 1057.94 1100.80 1158.02 1186.59
Fire Captain
Fire Investigator
A B C D E F 10-yr 15-yr
924.50 970.70 1019.26 1060.40 1I14.61 1159.81 1220.05 125Q.17
The above December 25, 1982 rates represent a seven and one-half percent (7.5%)
increase over the December 26, 1981 rates.
- A1 -
. �
r ` +° �ri'g��0
�•
APPEIv�IX "A" (continued)
1984 Salary Schedule
Effective January 7, 1984
Fire Fighter
A B C D E F 10-yr 15-yr
830.48 871.99 915.60 952.56 1001.27 1041.55 1095.96 1123.04
. Fire Alarm Dispatcher I
*Fire Engineer
Fire Equipment Operator
Fire Preventi�n Inspector
A B C D E F 10-yr 15-yr
880.31 924.30 970.53 1009.73 1061.34 1104.38 1161.72 1190.42
Fire Alarm Dispatcher II
A B C D E F 10-yr 15-yr
930.15 976.64 1025.49 1066.88 1121.42 1166.85 1227.50 1257.79
Fire Captain
Fire Investigator
A B C D E F 10-yr 15-yr
979.97 1028.94 1080.42 1124.02 1181.49 1229.40 1293.25 1325.18
The above January 7, 1984 rates represent a six percent (6.0%) increase over the
December 25, 1982.
- A2 -
PersoxinelOffice DEPART�,IENT ��g�0 ±t
Bernard P. Wright �'ONTACT �
298-4221 PHONE �
March 1 1 DATE r �+/V� �
, 983
(Routing and Explanation Sheet)
Assiqn Number for Routing Order (Clip A11 Locations for Ma�yoral Signature):
,� Department Director
�Ci ty Attorney S 3-�-s�� �
3 a� � " or�
�_
Finance and Management Services Director �
City Clerk _ . -
Budget Director �:
��hat Wiil be Achieved by iaking Action on the Attached Materials? (Purpose/Rationale):_
This resolution approves the 1983-1984 Agreement between the City of �St. Paul and the Fire
Fighter Union:• �he Agree�nent calls for the follawing changes:
1. -Article IV - Security � �
-A new� provision calling €or an administrative service fee. - :
2. Article XIV - Insurance - -� � �
EffeEtive October 1, 1983. The employee selecting Blue'Cross' or BM0 M�nnesota
:de�penflent coverage will pap lOX of the premium. F,mployee to pay all premium
R�i�tlf�'��$ increases,after Sept. 30, 1984.
3. Article XXVII - Severance Pay
Severance Pay increased to $6500 under certain coaditions`wfth a minimum of age 58.
4. Article XXIV - Wages
1983`- 7.5'X�'increase � . .
1984 =�'6.OX increase. '
Funding Source and Fund Activity Number Charged or Credited:
FINANCIAL IMPACT:� ' � Wages: 1983 - $772,662 Insurance: 1983 - $149,368
1984 - $664,489 1984 - Unknown
Attachments (List and Nund�er all Attachments):
1. Resolution _ . _ . . •
2. Agreement
3. Copy for City Clerk ,
UEPARTMENT REVIEW � CITY ATTOtiNEY REVIEW
Yes No Council Resalution Required? Resolution Reguired? � Yes Na
Yes No Insurance Required? Insurance Sufficient? Yes No ��-
Yes No Instarance Attached?
Revision of October, 1982
(�ee Reverse Side for :Instructions)