279388 N/H17E - CITV CLERK COUflCII ���y��l�J
PINK -.FINANCE G I TY OF SA I NT PAU L
CANARV - DEPARTMENT
BLUE - MAVOR File NO.
Council Resolution
Presented By ��?Y1�1
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the proper City Officials are hereby authorized
and directed to execute the 1982-1983 Collective Bargaining Agreement
between the Independent School District No. 625 and the Electrical Union,
Local 110.
App rove d:
�
Chai rman, vil Se rvi ce Com ' s sion
COUNCILMEN Requested by Department of:
Yeas Nays �
F�etcner PERSO EL OFFICE
levine IR Favor
Masanz i�
Nicosia
scheibe� _ __ Against BY
7ed+e�co
'1Alttsvir
OCT 2 1 1982 Form Approv d by ity ttorney
Adopted by Council: Date
Certified a•s by Co nc� e r BY
By
t�p by ;Vlavor: Da _�CT 2 �J 82 Appr by Mayor for S sion.to Council
By
LIStiED OCT 3 0 1g$Z
WH17E �-�CITV CLERK � �.w{�/���j
PINK -.F"INANCE COUnCIl � '* �'�
CANARY - DEPARTMENT G I TY O�` SL� I NT PAIT L �
BLUE - MAYOR . F11e NO.
CITY CLERK ���ncil �Zesolution
Presented By
Referred To Committee: Date
Out of Committee By Date
,
RESOLVED, that the proper City Officials are hereby authorized
and directed to execute the 1982-1983 Collective Bargaining Agreement
between the Independent School District No. 625 and the Electrical Union,
Local 110.
Approved:
_ Chairman, Civil Service Commission
COUNCILMEN Requested by Department of:
Yeas F�Etcne► Nays � pERSONNEL OFFICE
Levine In Favor
Masanz J
Nicosia
scneinet __ Against BY
Tedesco
W ilson
OCT 2 1 ��1 Form Approved by City Attorney
Adopted by Councit: Date
Certified Yassed by Council Secretary BY
B}�
Approved by Mavor: Date _ Approved by Mayor for Submission to Council
sy� _ _ BY
I N D E X .
ARTICLE TITLE PAGE
� Preamble � iii
I Purpose 1
II Recognition 2
III Employer Rights ' 3
IV � Union Rights 4
V Scope of the Agreement • 5
VI Probationary Periods 6
VII Philosophy of Employment and Compensation 7
�III Hours of Work $
Y7C Over t ime 9
R Call back 10
� XI Work Location 11
XII Wages and Fringe Benefits 12
XIII Selection of Foreman and General Foreman 14
XIV Early Retirement Insurance Benef its 15
� XV Holidays 16
XVI Disciplinary Procedures 17
XVII Absences from Work 18
XVIII Seniority 19
XIX Jurisdiction 20
� XX Separation and Retireznent 21
XXI Tools 22
XXII Grievance Procedure 23
XXIII Right of Subcontract , 28
XXIV Non-Discrimination 29
XXV Severability 30
XXVI Waiver 31
XXVII Mileage-Independent School District No. 625 . 32
XXVIII Maternity Leave 33
XXIX Duration and Pledge 34
� Appendix A A1
Appendix B B1
Appendix C C1 - 2
Appendix D Dl - 2
Appendix E El - 2
Appendix F . F1
�
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PREAMBLE �
This AGREEMENT is entered into between Indpendent School District
No. 625, hereinafter referred to as the EMPLOYER and the International Brotherhood
of Electrical Workers, Local 110 hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as
its ob�ective the promotion of the responsibilities of the City of
Saint Paul for the benefit of the general public through effective
labor-rmanagment cooperation.
The F�IPLOYER and the UNION both realize that this goal depends �
not only on the words in the AGREEMENT but rather primarily on at-
titudes between people at all levels of responsibility. Constructive
attitudes of the EMPLOYER, the UNION, and the individual employees will best
serve the needs of the general public.
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ARTICLE I - PURPOSE
1.1 The EMPLOYER and the UNION agree thet the purpose for entering
• into thie AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby
� establishing a system of un�nterrupted operations
and the highest level of employee performance that
is consistent with the safety and well-being of all
concerned;
1.12 Set forth rates of pay� hours of work, and other
� conditions of employment as have been agreed upon
by the EMPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of
. this AGREEMIIdT without loss of manpower productivity.
� 1.2 The El�LOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EN�LOYER.
If any part of this AGREEMENT is in conflict with such legislation,
the latter shall prevail. The parties, on written notice, agree
to negotiate that part in conflict so that it conforms to the
statute as provided by Article 25 (SEVERABILIT'Y) .
.
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ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative •
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions def ined in 2.2
as certified by the Bureau of Mediation Services in accordance•
with Case No. 73-PR-477-A dated April 16, 1973.
2.2 The classes of positions recognized as being exclusively represented
' by the UNION are as listed in Appendix A.
� �
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ARTICLE III - II�IPLOYER RIGHTS
� 3.1 The F.MPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of
technology; to establish and modify the organizational structure; '
to select, direct, and determine the number of personnel; and to
perform any inherent managerial function not specifically limited
by this AGREII�IENT.
3.2 Any "term or condition of employment" not established by this
AGREIIrtENT shall remain with� the EMPLOYER to eliminate, modify, or
establish following written notification to the UNION.
� •
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ARTICLE IV - UNION RIGHTS
4.1 The II�iPLOYER shall deduct from the wages of employees who authorize #
such a deduction in writing an amount necessary to cover monthly
� UNION dues. Such monies deducted sh$11 be remitted as directed by
the UNION.
4.11 The EMPLOYER sha11 not deduct dues from the wages
of employees covered by this AGREEMENT for any other
labor o�ganization.
� 4.12 The UNION shall indemnify and save harmless the
EMPLOYER from any and all claims or charges made
against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit
in each department to act as a Steward and shall inform the EMPLOYER �
in writing of such designation. Such. employee shall have the rights
and responsibilities as designated in Article 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the �Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the EMPLOYER where employees
covered by this AGREEMINT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT
� 5.1 This AGREEMENT establishes the "terms and conditions of employment'r�
defined by M.S. 179.63, Subd. 18 for all employees exclusively
represented by the UNION. This AGREEMENT shall supersede such
"terma and conditions of employment" established by Civil Service
Rule, Council Ordinance, and Council Resolution.
.
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ARTICLE VI - PROBATIONARY PERIODS ,
6.1 All peraonnel� originally hired or rehired following aeparation,
in a regular employment atatus shall serve a (6) month s' probationary �
period during which time the employee's f itness and�ability to
perform the class of positions' duties and responsibilities ahall
be evaluated.
6.11 At any time during the probationary period an '
employee may be terminated at the discretion of the
II�PLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE) .
6.12 An employee terminated during the probationary period
shall receive a written notice of the reason(s) for
� such termination, a copy of which shall be sent to the
UNION.
6.2 All personnel promoted to a higher class of positions shall serve •
a six (6) months' promotional probationary period during which
time the employee's f itness and ability to perform the class of
positions' duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period
an employee may be demoted to the employee's.
previously held class of positions at the discretion of
the EMPLOXER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE) .
6.22 An employee demoted during the promotional
probationary period shall be returned to the
employee's previously held class of positions and
shall receive a written notice of the reason (s) for
demotion , a copy of which shall be sent to the UNION. .
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ARTICLE VII - PHILOSOPHY OF II�IPLOYMENT AND COMPENSATION
7.1 The F�IPLOYER and the �UNION are in full agreement that the
iphilosophy of employment and compensation shall be a "cash"
hourly wage and "industry" fringe benef it system.
7.2 The EMPLOYER shall compensate employees for all hours worked
at the basic hourly wage rate and hourly fringe benefit rate as
found in Article 12 (WAGES AND FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated
� or earned by an employee except as specifically provided for
in this AGREEMENT; except those employees who have individually
optioned to be "grandfathered" as provided by 12.2.
.
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ARTICLE VIII - HOURS OF WORK � �
8.1 The normal work day shall be eight (8) consecutive houra per day, excluding
a thirty (30) minute unpaid lunch period. �
8.2 The normal work week shall be five (5) consecutive normal work days in any �
seven (7) day period. �
8.3 ShifCs other than the regular daytime• shift Monday through Friday may be
established. Such shifts must be maintained for a period of at,least one
: (1) work week. The second shift shall be a regularly scheduled shift which
follows a regularly scheduled first shift of five (5) hours or greater.
The third shift shall be a regularly scheduled shift which follows a regularly
scheduled second shift of f ive (5) hours or greater.
8.4 For employees on a shif t basis, this shall be construed to mean an
average of forty (40) hours a week.
8.5 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.
8.6 An employee normally working on a particular shift may be transferred •
, from that shift to another shif t upon one week's notice; provided,
however, that in the event of a vacancy, an employee may be assigned
to another shift to fill such vacancy upon 24 hours' notice.
8.7 All employees shall be at the work 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.
8.8 All employees are sub�ect to call-back by the EMPLOYER as provided
by Article 1� (CALL BACK) .
8.9 �nployees reporting for work at the established starting time and for whom
no work is available shall receive pay £or two (2� hours, at the basic hourly
rate, unless notification has been given not to report for work prior to
leaving home, or during the previous work day. •
8.10 The employer shall be required to give no less than six and one-half
(6�) hours' notice, wlien An employee is to be laid off.
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ARTICLE IX - OVERTIME �
�
9.1 Al1 overtime compensated for by the EMPLOYER must receive prior
authorization from a designated F22PLOYER supervisor. No overtime
work claim will be honored for payment or credit unless approved
in advance. An overtime claim wi11 not be honored, even though
shown on the time card, unless the required advance approval has
been obtained.
,9.2 The overtime rate of one and one-half (1'-j) the basic hourly rate
shall be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one
. normal work day and
9.22 Time worked on a sixth (6th) day following a normal
work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be
� paid for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article 16
(HOLIDAYS);
9.32 Time worked on a seventh (7th) day following a
normal work week; and
9.33 �ime worked in excess of twelve (12) consecutive hours
in a twenty-four (24) hour period, provided, that all
"emergency" work required by "Acts of God" shall be
compensated at the rate of one and one-half (1�) .
9.4 For the purposes of calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid twice
for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid
in cash or in compensatory time. The basis on which overtime shall
be paid shall be determined solely by the I2iPL0YER. Compensatory
• time off must be approved by the E�IPLOYER.
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ARTICLE X - CALL BACK
10.1 The EMPLOYER retaina the right to call back employees before an
employee has started a normal work day or normal work week and �
after an employee has completed a norma3 work day or normal work
week. ,
10.2 Employees called back shall receive a minimum of four (4) houYs
pay at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
' accordance with Article 9 (OVERTIME) , when applicable, and sub�ect
to minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their
normal work day shall complete the normal work day and be compensated
only for the overtime hours worked in accordance with Article 9
COVERTIME) . !
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ARTICLE XI - WORK LOCATION
• 11.1 Employees shall report Co work location as assigned by a desi.gnated
EMPLOYER supervisor. During the normaT work day employees may
be assigned to other work locations, at the discretion of the
EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than their original assignment, and who are required to
furnish their own transportation shall be compensated for mileage.
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ARTICLE XII - WAGES AND FRINGE BENEFITS �
12.1 The basic hourly wage rates as eatablished by Appendix C shall be
paid for all hours worked by an employee. .
12.2 Employees who are covered by the fringe benefits listed below
. shall continue to be covered by such benef its. They shall be
sub�ect to all other provisions of the AGREEMENT, but shall not
T
have hourly fringe benef it contributions and/or deductions made on
their behalf as provided for by Article 12.7 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by the City of Saint Paul.
' 12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 In each calendar year, each full-time employee who is
eligible for vacation shall be �granted vacation according
to the following schedule:
Years of Service Vacation Granted
Less than S years 15 days
After 5 years thru 15 years 20 days
Af ter 15 years and thereafter 25 days
Employees who work less than full-time shall be granted �
vacation on a pro rata basis.
The above provisions of vacation shall be sub�ect to
the Saint Paul Salary Plan and Rates of Compensation,
Section I, Subdivision H.
12.24 Nine (9) legal holidays as established by the
Saint Paul Salary Plan and Rates of Compensation,
Section 1, Subdivision I. �
12.25 Severance benef its as established by the School District's
Severance Pay Plan with a maximum payment of $4,000.
12.3 Regular employees covered by the Fringe Benefits in 12.2 shall
have the right to transfer from this coverage. Employees requesting
such transfer shall be considered participating employees and will
no longer be covered by the fringe benefits in 12.2 but shall be
covered by 12.4. . �
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� � ARTICLE XII - WAGF.S AtJD FRIhG� BENEFITS (continued) �
12.4 Regular employees not covered by the fringe benefits listed in
� Article 12.2 shall be considered, for the purpose of this AGREEMENT�
participating employees and shall be compensated in accordance �
with Article 12.1 (WAGES) and have fringe benefit contributions
,
and/or deductions made on their behalf as provided for by Article 12.7.
12.5 Provisional, temporary, and emergency employees shall be considered,
. for the purposes of this AGREEr1ENT, participating employees and
shall be compensated in accordance with Article 12.1 (4:AGES) and
have fringe benefit contributions and/or deductions made in their
behalf as provided for by Article 12.7.
12.6 All regular employees employed in a title in this bargaining unit
after February 15, 1974, shall be considered, for the purpose of this
AGREE.*fENT, participatin� employees and shall be compensated in accordance
� with Article 12.1 (4�AGES) and hav� fringe benefit contributions and/or
deductions made on their behalf as provided for by Article 12.7.
k�nployees who promote, transfer or reduce to any title in this bargaining
unit from any title which is not in this bargaining unit shall not be
allowed to use any accumulated sick Ieave credits while they are in
such title.
If the employee promotes, transfers or reduces to any title whicti is not
in this bargaining unit and if sick leave is allowed under the new title,
the accumulated sick leave the employee had at the time such employee
became a member of this bargaining unit shall be reinstated,
12.7 The E�IPLOYER shall make contributions on behalt of and/or make
• deductions from the wages of employees covered by this AGREE�tENT
' in accordance with Appendix D for all haurs worked.
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ARTICLE XIII - SELECTION OF FOREMAN AND GENERAL FOREMAN
13.1 The aelection of personnel for the clasa of positions Electrician-- �
GeneraZ Foreman and Foreman shall remain solely with the EMPLOXER.
13.2 The class of positions Electrician--General Foreman and Foreman
shall be f illed by employees of the bargaining unit on a
"temporary assignment".
13.3 All "temporary assigrnnents" shall be made only at the direction
, of a designated FMPLOYER supervisor.
13.4 Such "temporary assigrunents" shall be made only in cases where
the class of positions is vacant for more than one (1) normal
work day.
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ARTICLE XIV - EARLY RETIREMENT INSURANCE BENEFITS
� 14.1 For those employees that are covered by the Fringe Benef its - Article
12, the EMPLOYER will provide lif e, hospiCal and medical insurance for
early retirees who have retired since July 24, 1974, in the same
proportionate amounts of premium as provided by II�LOYER for active
employees. • �
14.2 In order to be eligible for the benefits under this early retiree provision,
the employees must:
' 14.21 Be receiving benefits from a public employee retirement
act at the time of retirement.
14.22 Have severed his relationship with� the City of Saint Paul
under one of the early retiree plans.
14.33 Inform the Personnel Office of the City of Saint Paul in
writing within 60 days of employee's early retirement date
that he or she wishes to be eligible for early retiree
insurance benefits.
� 3.4.3 Notwithstandin an rovision of this Article to the co
S Y P ntrary, F.MPLOYER
premium payments on behalf of early retirees shall commence June 1, 1977,
and shall not be interpreted to apply retroactively or act in reimbursement.
14.4 Any obligation of the EMPLOYER to an early retiree as defined herein shall
cease when such early retiree reaches age sixty-five (65) .
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ARTICLE XV - HOLIDAYS
15.1 The following nine (9) days shall be designated es holidays:
New Year's Day, January 1 ,
Preaidents' Day� third Monday in February �
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, f iret Monday in September
Columbus Day, second Monday in October
Veterana' Day� November 11
Thanksgiving Day, fourth Thursday in November '
Christmas Day, December 25
I5.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday,
the following Monday shall be considered the designated holiday. When any
of these three (3) holidays falls on a Saturday, the preceding Friday shall
� be considered the designated holiday. For those employees assigned to a
work week other than Monday through Friday, these three holidays shall be
observed on the calendar date of the holiday.
� 15.3 The nine (9) holidays shall be considered non-work days.
15.4 If, in the judgment of the F.MPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) . �
15.5 Employees covered by the Fringe Benefits in 12.2 and working on a designated
holiday shall be compensated at the rate of two (2) times the basic hourly
rate for all hours worked. •
15.6 Employees not covered by the Fringe Benefits in 12.2 and assigned to work
on Presidents' Day, Columbus Day or Veterans' Day shall be compensated on
a straight �time basis for such hours �vorked.
15.7 Employees not covered by the Fringe Benefits in 12.2 and assigned to work
on New Year�s Day, Pfemorial Day, Independence Day, Labor Day, Thanksgiving
Day, or Christmas Day shall be compensated at a rate of two (2) times the
basic hourly rate for such hours worked.
15.8 The day after Thanksgiving Day and the day before Christmas Day shall be
considered work days. All employees working on these days shall be
compensated on a straight time basis.
15.9 In the case of Board of Education employees, if Presidents' Day, Columbus
Day or Veterans' Day fall on a day when school is in session, the employees •
shull work that day at straight time and another day shall be designated as
the holiday. This desisnated holidny shall be a day on which school is not
� in seasion und shall be determined by agreement between the employee and
his supervisor.
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ARTICLE XVI - DISCIPLINARY PROCEDURES
� 16.1 The EMPLOYER shall have the right to impose disciplinary actions
on employees for �ust cause. �
16.2 Disciplinary actions by the II4IPLOYER, sha11 include only the
following actions:
16.21 Oral reprimand �
16.22 Written reprimand
16.23 Suspension
' 16.24 Demotion
16.25 Discharge
16.3 Employees who are suspended, demoted or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Coamnission or a designated Board of Review. The Civil Service
* Commission, or a designated Board of Review, shall be the sole and
' exclusive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be considered
a "grievance" for the purpose of processing through the provisions
of Article 22 (GRIEVANCE PRUCIDURE) .
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ARTICLE XVII - ABSENCES FROM WORK
17.1 Employees who are unable to report for their normal work day �
have the responsibility to notify their supervisor of such absence
as soon as possible, buC in no event later than the beginning of
such work day.
17.2 Failure to make such notification may be grounds for discipline
as provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3)
consecutive no�al work days may be considered a "quit" by the
EMPLOYER on the part of the� employee. �
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ARTICLE XVIII - SrNIORITY
18.1 Seniority, for the purposes of this AGREE**�IENT, shall be defined
� as follows: �
18.11 "Master Seniority" - the length of contfnuous regular
and probationary service �vith the �iPLOYEP. from the
last date of employment in any and all class titles •
covered by this AGREF�fENT.
• � 18.12 "Class Seniority" - the length of continuous regular
and probationary service with the F.�iPLOYER from the
date an employee was first appointed to a class title
covered by this AGREII�fENT.
� 18.2 Seniority shall not accumulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than
thirty (30) calendar days; is granted because of illness or injury;
� is granted to allow an employee to accept an appointment to the
unclassified service of the F�IPLOYER or to an elected or appointed
fulltime position with the UNION. '
18.3 Seniority shall terminate when an employee retires, resigns,
or is dis�harged.
18.4 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off by class title
within each Department based on inverse length of "Class Seniority."
18.5 The selection of vacation periods shall be made by class title
based on length of "Class Seniority", sub�ect to the approval , �
of the II�iPLOYER.
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ARTICLE XIX - JURISDICTION
19.1 Diaputea concerning work �urisdiction between and among unions �
is recognized as nn appropriate sub�ect for determination by
the various unions representing employees of the II�IPLOYER.
19.2 The IIvIPLOYER agrees to be guided in the assignment of work �urisdiction
by any mutual agreements between the unions involved. �
19.3 In the event of a dispute concerning the performance or assignment
of work, the unions involved and the F�IPLOYER shall meet as soon
as mutually possible Co resolve the dispute. Nothing in the
foregoing shall restrict the right of the EMPLOYER to accomplish
the work as originally assigned pending resolution of the dispute
or to restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER �
and as clarified by Sections 19.2 and 19.3 above shall be sub3ect
to disciplinary action as provided in Article 16 (DISCIPLINARY
PROCEDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption
of work resulting from a work assignment.
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ARTICLE XX - SEPARATION AND RETIRII�IENT
� 20.1 Employees having a probationary or regular employment statua
shall be considered separated from employment based on the
following actions:
20.11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar '
days prior to the effective date of the resignation.
20.12 Retirement. All employees shall retire from
. employment with the EMPLOYER no later than the last
calendar day of the month in which an employee
becomes seventy years old.
20.13 Discharge. As provided in Article 16.
20.14 Failure to Report for Duty. As provided for in
Article 17.
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20.2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the II�PLOYER
before the completion of a normal work day.
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ARTICLE XXI - TOOLS
21.1 All employees shall peraonally provide themselves with the �
toole of the trade as listed in Appendix E.
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ARTICLE XXII - GRIEVANCE PROCEDURE
22.1 The E�IPLOYER shall recognize Stewards selected in accordance
• with UNION rules and regulations as Che grievance representative
of the bargaining unit. The UNION shall notify the II�IPLOYER
in writing of the names of the Stewarda and of their successors
when so named.
22.2 It is recognized and accepted by the EMPLOYER and the UNION
that the processing of grievances as hereinafter provided is
. limited by the �ob duties and responsibilities of the employees
and shall therefore be accomplished during working hours only
when consistent with such employee duties and responsibilities.
The Steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours,
provided, the Steward and the employee have notified and received
• the approval of their supervisor to be absent to process a
grievance and that such absence would not be detrimental to
the work programs of the EMPLOYER. '
22.3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appeal of disciplinary action
as provided by 16.3, for the processing of grievances, which are
defined as an alleged violation of the terms and conditions of
this AGREEMENT.
22.G Grievances shall be resolved in conformance with the following '
procedure:
Step 1. Upon the occurrence of an alleged violation of this
• AGREF1�fENT, the employee involved shall attempt to
, resolve the matter on an informal basis with the
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ARTICLE XXII - GRIEVANCE PROCIDURE (CONTINUED)
employee's supervisor. If the matter is not resolved �
to the employee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
the UNION. The written grievance shall set forth the
nature of the grievance, the facts on which it is bas�d,
the alleged sections(s) of the AGREEMENT violated, and
the relief requesCed. Any alleged violation of the
AGREEMENT not reduced to writing by the UNION within
seven (7) calendar days of the f irst occurrence of the
event giving rise to the grievance or within the use of
reasonable diligence should have had knowledge of the
f irst occurrence of the event giving rise to the
grievance, shall be considered waived.
� ;
Step Z. Within seven (7) calendar days after receiving the
written grievance a designated IIriPLOYER supervisor shall
meet with the UNION Steward and atCempt to resolve the
grievance. If, as a result of this meeting, the grievance
remains unresolved, the II�IPLOYER shall reply in writing
to the UNION within three (3) calendar days following
this meeting. The UNION may refer the grievance in
writing to Step 3 within seven (7) calendar days following
receipt of the II�iPLOYER's written answer. Any grievance
not referred in writing by the UNION within seven (7)
calendar days following receipt of the EMPLOYER's answer
ahall be considered waived. .
�
- 24 -
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
� Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a deaignated F�IPLOYER
aupervisor shall meet with the UNION Businesa Manager
or his designated representative and attempt to resolve
the grievance. Within seven (7) calendar days following
this meeting the IIriPLOYER shall reply in writing to
the UNION stating the II�IPLOYER'S answer concerning
the grievance. If, as a result of the written
response the grievance remains unresolved, the UNION
may refer the grievance to Step� 4. Any grievance not
referred in writing by the UNION to Step 4 within
seven (7} calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
�
Step 4. If the griev�nce remains unresolved, the Union may
within seven (7� calendar days after the response of
the EMPLOXER in Step 3, by written notice to the
EMPLOYER, request arbitration of the grievance. The
arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of
the EMPLOYER and the UNION within seven (7) calendar
days after notice has been given. If the parties
fail to mutually agree upon an arbitrator within the
said seven (7) day period, either party may request �
the Public Employment Relations Board to submit a ,
•
- 25 -
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
panel of five (5) arbitrators. Both the EMPLOYER �
and the UNION ahall have the right to strike two
� (2) names from the panel. The Union shall strike
the first (lst) name; the II�PLOYER shall then
strike one (1) name. The process will be repeated ' .
and the remaining person shall be the arbitrator.
22.5 The arbitrator shall have no right to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this AGREE1�iENT.
The arbitrator shall consider and decide only the specific issue
submitted in writing by the EMPLOYER and the UNION and shall
have no authority to make a decision on any other issue not so
submitted. The arbitrator shall be without power to make decisions
contrary to or inconsistent with or modifying or varying in any way �
the application of laws, rules, or regulations having the force and
effect of law. The arbitrator's decision shall be submitted in
writing within thirty (30) days following close of the hearing or
the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension. The decision shall be based
solely on the arbitrator's interpretation or application of the
express terms of this AGREIIVIENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final� and
binding on the II�iPLOYER, the UNION, and the employees.
•
- 26 -
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED) .
� 22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION; provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute postponement that leads to the arbitrator 's making a
charge, the canceling party or the party asking for the postponement
� shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
pays for the record.
22.7 The time limits in each step of this procedure may be extended
by mutual agreement of the EMPLOYER and the UNION.
•
•
' - - 27 -
A1tTICLE XXIII - RIGHT OF SUBCONTRACT
23.1 The II�2PLOYER may, at any time during the duration of this �
AGREEMENT� contract out work done by the employees covered
�� by this AGREEMENT. In the event that such contracting would
result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90) '
calendar day notice of the intention to subcontract.
23.2 The subcontracting of work done by. the employees covered
' by this AGREEMENT shall in all cases be ma.de only to employers
who qualify in accordance with Ordinance No. 14013.
• �
.
- 28 -
' . - , '` ' �C�
ARTICLE XXIV - NON-DISCRIMINATION `f�� � ��"
24.1 The terms and conditions of thie AGREEMENT will be applied to
� employees equally without regard to, or discrimination for or
against, any individual because of race, color� creed� sex,
age� or because of inembership or non-�membership in the UNION.
24.2 Employees will perform their dutiea and responsibilities in '
a non-discriminatory manner as such duties and responsibilities
involve other employees and the general public.
• '
•
- 29 -
ARTICLE XXV - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEML�tT is declared �
to be contrary to law by proper legislative, administrative, or
�udicial authority from whose finding, determination, or decree
no appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and effect. •
25.2 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREEMENT in compliance
' with the legislative, administrative, or �udicial determination.
.
•
- 30 -
' ARTICLE XXVI - WAIVER
26.1 The EMPLOYER and the UNION acknowledge that during the meeting
� and negotiating which reaulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
sub�ect concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the
exercise of this right are fully and completely set forth in �
this AGREEMENT.
26.2 Therefore, the II�IPLOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any. term or conditions of employment
. whether specif ically covered or not specif ically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually
agree to modify any provision of this AGREII�fENT.
� 26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
conditions of ,employment, to the extent they'are inconsistent
with this AGREIIr1ErIT, are hereby superseded.
.
- 31 -
ARTICLE XXVII - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625
27.1 Employees of the School District under policy adopted by the �
Board of �:ducation may be reimburaed for 'the use of their
automobiles for school business. To .be eligible for such
reimbursement, employees must receive authorization from the
District Mi7.eage Committee utilizing one of the following plans:
PLAN "A", effective with the adoption uf this Agreement, is r.eim-
bursed at the rate of 23� per mile. In addition, a maximum
amount which can be paid per month is established by an estimate
furnished by the employee and the employee's supervisor.
Another consideration for establishing the maximum
amount can be the experience of another working in
the same or similar position.
Under this plan, it is necessary for the employee to
keep a record of each trip made.
PLAN "C" provides for reimbursement based on a per
"� month "lump sum" amount. This amount is determined •
� . by the employee's driving experience under Plan "A"
for a period of 3 to 6 months. Those employees
� receiving an auto allowance under this plan must
report monthly the number of days the car was avail-
able during the month. A deduction must be made
£rom the lump sum amount for ea.ch day the employee
is on vacation. A deduction need not be made for
an occasional day of illness or for a holiday.
� ,
- 32 -
� r
� , ,.� �.
ARTICLE XXVIII - MATERNITY LEAVE '
28.1 Maternity Leave. Maternity is defined as Che physical state of
spregnancy of an employee, commencing eight (8) months before the
estimated date of childbirth� as determined by a physician, and
� ending six (6) months after the date pf such birth. In the event
of an employee's pregnancy, the employee may apply for leave
without pay at any time during the period stated above and the
employer may approve such leave at its option, and such leave
may be no longer than one (1) year.
•
•
- 33 -
ARTICLE XXIX - DL'RATIOPI AND PT.EUC� �
29.1 This agreement shall become ef£ective as of May 1, 1982, and •
shall rer�ain in effect through the 30th day of April, 1984, and
continue in effect from year to year thereafter unless notice �
to change or to terminate is given in the manner provid�d in 29.2.
29.2 If either party desires to terminate or modify this AGREEME�T,
• effective as of the date of expiration, the party wishing to
modify or terminate the AGREF2IENT shall give written notice to
the other party, not more than ninety (90) or less than sixty
(60) calendar days prior to the expiration date, provided, that
- the AGREEr1ENT may only be so terminated or modified effective
as of the expiration date.
29.3 In consideration of the terms and conditions of employment
established by this AGREEMENT and the recognition that the •
GRIEVAI`CE PROCEDURE herein established is the means by which
grievances concerning its application or interpretation may
be peacefully resolved, the parties hereby pledge that during
the term of the AGREEriENT: � �
29.31 T�ie UNION and the employees will not engage in,
instigaCe, or condone any concerted action in
which employees fail to report for duty, willfully
absent themselves from work, stop work, slow down
their work, or absent themselves in �ahole or part
from the full, faithful performance of their
duties of emplayment.
•
- 34 - �
ARTICLE XXIX - DURATION AND PLEDGE (continued) _
� � 29.32 The EMPLOYER will not engage in� instigate� or
condone any lock-out of employees. � -
�:.
29.33 This constitutes a ti���ve agreement between _ -
,,,�
the parties which will be recommended by the
School Board Negotiator, but is subject to '
the approval of the Board of Education and is
also sub�ect to ratification by the UNION.
AGREED to this �°�day of�q�q I, 1982, and attested to as the full
r
and complete understanding of the� parties for the period of time herein
specif ied by the signature of the following representative from the
II�IPLOYER and the UNION.
� WITNESSES: .
ti. .
INTERNATIONAL BROTHERHOOD OF
INDEPEND SCHOOL DISTRICT N0. 625 ELECTRICAL WORKERS, LOCAL 110
,
i
BY: � ,�� � BY:
School B ard Negotiator us ness Manager
BY: BY:
Superintendent, ISD 625
- 35 -
i
A�PF.NDT.X A ' '
,lU� 2� �� .
The classea of positions zecognized as bein� exclusively represented
by the UNION are As follows:
Electrician--General Foreman �
y
• /�
. Electrician--Foreman '
� Electrician • �
Apprentice Electrician .
and other classes of positions that may.be established by the EhiPLOYER �
where the scope of the work duties and responsibilities assigned comes
within Che 3urisdiction of the UNION. {•
� •
. •
�
� - A1 � .
APPENDZX B
For all normal work weeks established pursuant to the provisions
of Article VIII of this contract� which includes Sunday, the following
•
provisions shall apply and govern: ,,
1. All regular electricians employed prior to January 1, 1976
shall be offered assig�ent to the work week on a seniorit}�
basis, and all such employees shall have the right to refuse
assignment to the work week. This refusal is subject to the
provisions listed below.
2. All regular electricians employed subsequent to January 1,
1976 may be assigned to vacancies in this work week.
3. All regular electricians shall have the right to bid on and
obtain assignment of a position occugied by an electrician
with lesser class seniority within 30 calendar days from the
� date that said position was last f illed.
4. Any regular electrician may be assigned, on a temporary basis,
to the work week, to replace an electrician who is absent
because of vacation, illness, paid military leave, �ury duty
or any other leave acceptable to both parties. These tem-
porary assigrnnents shall be made on the basis of seniority and �
• in no instance shall any one employee be required to work on
such temporary basis for more than 15 work days or the total
" temporary assignment to exceed 90 work days.
�
- Bl -
�
APl'I:NUIX C JUL �1�L
The bnsic hourly wa�e rrCc for provi.sional�� re�ular and probationary
employees appointed to the follawing cla::ses of positions' who are not covered
, by the provisions of Article 12.2.
•
'' Effective Effective
5--01-82 S-01-83
Electrician . . . . . . . . . . . . . . . . $15.14 $1b.15
Electrician-Foreman . '. . . . . . . . . . . $16.30 $17.31 �
Electrician-General Foreman . . . . . . . . $17.07 $18.08
a
The basic hourly wage rate for temporary and emergency employees appointed to
� the follotaing classes of positions shall be:
� � Effective Effective
5-01-82 5-01-83
Electrician . . . . . . . . . . . . . . . ' $15.75 $16.80
Electrician-Fore�:an . . . . .. . . . . . . . $16.95 $18.00
Electrician-General Foreman . . . . . . . . $17.75 $18.80
Apprentice F.lectr�cian
lst 950 hours. . . SO% of Journe��man Rate
2nd 950 hours.� . . S5X of Journcyman R�te �
3rd 950 tiours. . . 60� of Journcyn�an Fute •
�ith 950 liours. . . 657 of Journc}��izii Rt�te
5th 950 hours. . . 70% of Jo�irncymltt Rnte �
Gr.h 950 1�ours. . . 75% of Journc�mian hutc �
� 7th 950 hours. . . f30; of Journcyman Rute �
8th 950 hours. . . 8S;G of Jot►rney�ti�nn Itate
- cx -
��� 2 � � nPrLClulx c (continucd)
Tlie basic hourly wa�e rnte fur re�ular emplo.yec� aprointed to thc following
classes of positions� wl�o are covered by the provisions of Article 12.2 of thi
AGREII�fEt�T, shall be: -
Effective Effective Effective Effective
S-01-82 10-30-82 S-01-83 9-01-83
Electrician . . . . . . . . . . . $15 4,2 $15.62 * *
Electrician-Fore�ran . . . . . . . $16.48 $16.68 * *
Electrician-General Foreman . . . $17.18 $17.38 * *
Apprentice Electrician .
• (Hired prior to March 16,1974) . $13.11 $13.28 ** **
•Employees who work on a regularly assigned shift, beginning earlier than .
6 a.m. or ending later than 6 p.m. , provided thaC at Ieast five hours of the
shift are worked between the hours of 6 p.m. and 6 a.m. , there shall be paid a
night .differential for the entire shift. ' ,
�•
k�mployees who work on a regularly assigned shift, beginning earlier than
6 a.m. or ending later than 6 p.m. , but less than five hours of the shift are �
worked between the hours of 6 p.tr.. and 6 a.m. , there shall be paid a night
differential for the hours worked between the hours of 6 p.m. and 6 a.m. .
The night differential shall be 5% of the base rate, and shall be paid only
for those night 'shifts actually worked. � .
*The 1983 hourly wase rates in this contract will be the rates as shown belo�a
less the cost of sick leAVe usage for 1982 and less the cost of pensions, vacat3.ons
and holidays for 1983 and less ttie cost of health and life insurance for the period
May I, 1982 thru April, 1983 incurred by the emplo�er for employees in this
bargaininfi unit.
' M�y 1, 1983 Sept. l. , 91.83
Electric�an . . . . . . . . . . . $22.20 $2L.�i9
Electrici.�n roremnn . . . . . . . $23.53 $23.8G
�lectric��n General Fareman . . . $24 .51 $24.79
**11�e 1933 hourly w.�F,e ratcs for Apprentice rlcetrician (Hired prior. to rinrch 1�
1974) slizill t�e �Sy o� tlie base rute for I:lectriciun.
� C2 -
� 4 JUL 21982
AFPEM)IX ll
Effective May 1, 1982, the F�SPLOYER shall:
(1) Contribute $1.02 �er hour for all hours worked by participatin� cmployees
as define3 in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
� s Union desi�nated �lealth and tJelfar.� Fund. Effective November 1, 1982,
this amount shall beco�r�e $1.07. Efficctive May 1, 1983, this amount SI1111
becoc�e� $1 .11. �ffective September 1, 1983, this amounC �hall become $1.15.
(2) Contribute $ .40 per haur for all hours worked by participatin� employees as
d�fined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Pension Fund.
(3) Contribute $ .07 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
�• to a Union desi�nated Apprenticeship Training Fund. Effective May 1, 1983,
th3s amount shall becor�.e $ .08. Effective September 1, 1983, this amount
sha21 become $ .09.
(4) Contribute $ .04 per hour for all hors worked by participating employees
' as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Seniorit}• Fund. Effective May l, 1983, this amount
shall become $ .05.
:.
(5) Contribute $ .50 per hour for all hours worked by participating employees
� as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a L'nion designated Reserve Trust Fund. Ef€ective November 1, 1982, this
amount shall become $ .55. Effective May 2, I983, this ar�ount shall become
. $ .50. Effective Septer�ber 2, 1983, this amount shall become $ .40.
(6) Contribute 3y of the gross wages earned by participating employees
as defined in Articles 12.3, 12:4 and 12.5 covered by this Agree�ent
to the Union�s designated National Employees Benefit Fund (h.E.B.F.) .
(7) Contribute, 7�% of all caages earned by participating employees as
defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated �'acation and Holiday Fund. This contribution
is subject to all pa�roll deductions. Effective September 1, 1983,
. this amount shall become 9nti.
(8} Contribute $ .SO per hour for all hours worked by participating employees
as de£ined in Articles 12.3, 12.4 nnd 12.5 covered by this Agreement, to
A Union designated Aniiuity Fund.
(9) ContriUute $ .45 per liaur for all hours workcd by participat3n�; employees
as defined in ArCicles 12.3, 12.4 and 12.5 covered by this A�reement, to
t� Union designated I�lex3ble �enefit Fund. �£fective �;ovemUer 1, 1982,
this amount shall become $ .GO. Effective rl�y 1, 1983, thi�s amounC shall
becom� $1 .00.
� -
. �- U 1 -
JUl, 2 �9� � .
APPf;NDIX "D" (c�ntinued) ' .
Thc F2fPL0YER shall establish Workman'� Compensation ancl Unemployment
Compensation pro�rams as required by Minnesota Statutes.
�
,
. �;
Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered
by this AGRELIENT shall not be eligible for, �overned by, or accumulate
vacation, sick leave, holiday, funeral leave� jury duty, or insurance fringe
benefits that are or may be established by Personnel Rules, Council Ordinance,
nr Council Resolution. .
The EMPLOYEP.'S fringe benefit obligation to participating employees covered
by this AGREII�IEi1T, as defined in Articles 12.3, 12.4 and 12.5 is li�ited solely
to the contributions and/or deductions established by this AGREFSIEI�T. The
actual level of benefits provided to employees shall be the responsibility
of the trustees of the various �
funds to which the �IPLOYER has fonaarded
contributions and/or deductions. �
�
_ n2 -
� ^
. y � �,
�� �j
APPENDIX E �
Pocket Tool Punch and Belt
6�� Rule ,
�
9" or 10" Aluminum Level
8" Side Cutters '
Crimping Tool
10" Crescent Wrench
. Combination Box-0pen End Wrenches 3/8" - 3/4"
_ Socicet Set of equivalent sizes
Cold Chisel and Center Punch �
Taps 6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench �.
File Rasp 12" 1/2 Round and Rat Tail
� Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and 4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type • .
Combination Square
Knife
Long Nose Pliers
Diagonal Cutting Pliers
2 Pair Channel Locks -
14" Pipe Wrench or Chain Wrench �
Allen Wrenches
Hammer, Ball Peen
�
- El -
APPENDIX E (CONTINUED)
Scratch Awl
Brills - in accordance with Tap sizes 9/32 and 3/8
Fuse Puller �,'
Ang1e Screw Driver
Tool Box to hold the above tools �
The II�IF'LOYER shall furnish all other necessary tools or equipment.
Ea►ployees will be held responsible for tools or equipment issued to them,
providing the EMPLOYER furnishes the necessary lockers, "gang box" or
other eafe place for storage.
The EMPLOYER shall replace with similar tools, of equal value and quality
;
any of the above listed tools which are turned in by an employee which are no
longer sexviceable because of wear or breakage, providing the employee has been �
' employed for nine (9) continuaus months or more.
�
- E2 -
� ��7����
�� :
.r�
' � ' CITY OF S�.YNT ��UL
�1, y�,
F_ � _. .",� ��• OF�'ICFC OF THF. CITY COTII`CIL
� _ ..:::::: �.
� r��:��� ,,-'+. ` D d t e
� �r...�� N. .
, � �'4'`
.,-� f/'a.
��'�...�
COMNI (TTEE REPORT
�' p = SQin� Pau i Ci�ty Cou�cit
� r
FROt� = Cornr�iY�tee on � ��
i ti'�,���� �-- G= / �'
_ _ ,
CHAIR .
- AG � EI� � A.
� l. Ap�roval of minutes from meeting held September 2S, I9S2.�`�-
2. Resolution transferring $40,000 from Contin�ent Reserve Specified to Civic �
Organizations Contributions. (LARC) (Housing Information Office) ������
�----- a.h���hin. up I ��p--E-F��=� -
� 4. Resolution establishing the 1952 Special Fund Budget for EnergyRAudit �Comm. Sert�ices
. �...��'k0 s�rJ�--t�;---�
�.�..._..
5. Resolution a.pproving the terms and conditions of a 1981-52 :�'.emoraTidum of Ulldeistandir_
applying to Unclassified Employees holdino the title of Asst. Fire Gh" Pe} r_�°1�,�
1 �,.�i��,�.�.��-t.
6. Resolution appro��ing the 1982 riaintenance Labor Agreemeilt bet��een I.S.D. #�G25 and
the Electrician's Local #110 (Personnel);����*�.a,.r�=„�._,�. -
� 7. Resolution clarifying th��eal �rocess on contested exa�nination c�uestions
(Personnel) � � �
_. �.��:����
; �
8. P.esolutioii abolishing titles of the Ci�ril Service Rules; substituting the title
of Groundcrew 1�Iember. (Personnel) �����.�;�w��.�.�-"E��= `
tu,�. �.. -��_,:��,:;::�
� 9. Resolution establisties the rate of ay for the ne�s title of Groundcre�r �tember
; and Groundskeeper (Personnel � �_�,�,�(�,,���
j 10. Fesolution amends the current agreement between the Cit�- and the St. Paul Police
t �_ Supervisory Group to allow the City to pa�• alI of the Oct. 1, I982 insurance
� premium increases (Personnel)
�
� 11. F.esolution amendlt]}.� lar P1,,��__ Rates of Compensation Resolution (Personnel)
� -- -- -
y
� 12. Re�olution approves the application of J. ��illiaTrt Doi�oi-att for the abate�r.ent
; of asscss,;enLs ancl taxes._per County Aii�'itor's Report relatino to 292 Goodhue
, � �,. x
S t r e e t������ "'-°'��C�'�
! 13. �� �}r���"essmen�cfiar�s-fa�beRef-'rt-ed-prc�grrt-r _ ree
��icitenance_ _ (Cornmunity Ser-uiees}�2-EeT�e�- `i�-�"���--
� � 14_ Fesolution chanbing the method of paying the Civil Service Coiamission fror�
a �er mcet ing to an aniival basis. (Person�iel) �
CI ( 'r" }I,\( ( Sl:�'f.N ( f: l ( C1Uk t��i\"f !'i�Ul_, �if��F'SC>T:\ Si1;1`
._ ;L...
-- _. _ _
2'793�8
DEPARTMENT: �'ersonnelOffice
CONTACT: Bernard Wright
ROUTING AyD EXPLANATION SHEEf PHONE: 298-4221
(GREEN SHEET)
For Administrative Orders, Resolutions, Ordinances and Agreements �� � � v
ROUTING ORDER - RUUTE BY ASSIGNED NUMBER: ��CEIV�D
� Cr''j �) � �'
1 Civil Se rvice Coxnmi s sion DI TOR QF MANAGEMENT `��` u 3 1982
3 MA oR MAYORS OF�ICE
DEPARTMENT DIRECTOR DIRECTOR, FINANCE & MGT. SERVICES
�_ GITY ATTORNEY 4 CITY CLERK
BUDGET DIRECTOR
ACTION REQUESTED �G�,_IP A�,��OCATIONS FOR MAYORAL SIGNATIIRE):
We recommend your approval and submission of this Resolution to the City Council.
��AT W,,,L�_ BE ACHIEVE� SY TAKING AGTION ON THE�TTACHED MATERIALS �PURPOSE AND RATIONALE)�:
This resolution approves: the 1982 Maintenance Labor Agreement between Independent
School District #625 and the Electrician's Local 110. This new agreement includes the _/
following change: Overtime in future will be paid either in cash or in compensatory ti�nel/
at option of ernployer. Employees who tra,nsfer to this bargaining unit will not be able
to use any accumulated sick leave credits. If the employee transfers from this bargai.ning
unit to a new title under which sick leave is allowed, the accumulated sick leave at the
ti.me the employee became a member of this bargaining unit shall b� reinstated. {This is
probably the only building trade s unit to an.d from whic�i employee s occasionally transfe r.
Since sick leave is averaged for all trades persons and calculated differently, this
language is necessary to mai.ntai.n an equitable treatment of all.
Seniority: Language has been deleted which provided that a laid-off employee shall have
the right to reinstatement in any lower-paid class titl�, provided the laid-off employee -
has greeater master seniority than the employee being replaced.
New agreement is for two years - from May 1, 1982 through April 30, 1984.
FINANCIAL IMPACT:
None. School District only.
ATTACHMENTS �LIST ALL ATTACNMENTS):
1. R.e solution
2� Maintenance Labor Agreement
3, Copy for City Clerk
N �: eaae nev.cuv neceaa,c,ty 6on, a.ttuc ent oa .the po ouung auppon.tcng ocum2n.ta
aepan,tmant : - C.i.tc�A,ttonney:
1. Counci,e Reao.twt;i.on Reqwi.ted? Y�S NO i. Reeo.�u.ti.on? yES NO
2. In.auna►ice Req;wcedY Y�S NO 2. t�,.aw�.c:e su66.�c�.e.�.t� YFS Nt1
3. i►tiew+.ance A.Ltached? YES NO
tlravisi� a'rt:4/29/82