278032 WHITE - CITY CLERK ((('''����+y�y //f'''���A
PINK - FINANCE vj /Q(�-l�
CANARY -� DEPARTMENT G I T Y O F S A I N T ��U L COUflC1I �0 V Vv
BLUE - MAYOR
File N .
Co n il Resolution
Presented By `
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of the 1981-1983 Maintenance Labor Agreements
between the City of St. Paul, Independent School District
No. 625, and the Twin Citie s Glazier s and Glas s W orker s
Local 1324.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09
of the St. Paul City Charter and the Public Employees Labor Relations Act
of 1971, as amended, recognizes the Twin Cities Glaziers and Glass Workers
Local 1324, as exclusive representative for those classes of positions within
the City of St. Paul certified by the Bureau of Mediation Services under Case
No. 73-PR-510-A for the purpose of ineeting and negotiating the terms and
conditions of employment for all full-time personnel in the classes of positions
as set forth in the Agreements between the City, Independent School District No.
625, and the exclusive representatives hereinabove referenced; and
WHEREAS, the City, through designated representatives, and the exclusive
representatives have met in good faith and negotiated the terms and conditions of
employment for the period June 1, 1 g81, through May 31, 1984, for such personnel
as are set forth in the Agreement between the City of St. Paul, Independent School
District No. 625, and the exclusive representatives; and
WHEREAS, a 1978 Agreement has been reached which includes a wage adjust-
ment retroactive to June 16, 1981 ; now, therefore, be it
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COUNCILMEN Requestgd by Department of:
Yeas Nays pERSONNEL OFFICE
Hunt
Levine In Favo[
Maddox
McMahon B
showa�ter - __ Against Y —
Tedesco
Wilson
Form pprov d by y ttorney
Adopted by Council: Date `
Certified Yassed by Council Secretary By v
�
Bl' --
Approved by ;Navor: Date _ Appr by Mayor for u is ' n to ouncil
By _ _
WHITE - CITY CLERK �8�32.
PINK - FINANCE n COUflC1I
BLU�RY -^ MAYOR MENT G I T Y O F S A I N T 1 �U L File N O.
Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Maintenance Labor Agreements, cited above,
dated as of the effective date of this Resolution, between the City of St.
Paul, Independent School District No. 625, and the Twin Cities Glaziers
and Glass Workers Local 1324, on file in the office of the City Clerk, are
hereby approved, and the authorized administrative officials of the City
are hereby authorized and directed to execute said Agreement on behalf
of the City.
Approved:
airma
Civil Service Commission
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COUNCILMEN
Requested by Department of:
Yeas Hunt Nays pER,SONNEL OFFICE
Levine �_ [n Favor
Maddox
McMahon
Showalter -�-- Against BY — —
Tedesco
Wilson
JAN � 9 !��2 Form Approved by City Attorney
Adopted by Council: Date —
Certified Pa s Counc.il cr ry BY
By
Approved by vor: Date Jn� � � 982 Approved by Mayor for Submission to Council
By _ � ' By
/
, ���_s.���� JA�� 3 1982
_ •r` �1����
1981 - 1983 ;
MAINTENANCE LABOR AGREEMENT
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THE CITY OF SAINT PAUL
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TWIN CITY GLAZIERS AND GLASS WORKERS
LOCAL N0. 1324
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INDEX �
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights � 3
IV Union Rights 4
V Scope of the Agreement 5
VI Probationary Periods 6
VII Philosophy of Employme�.t and Compensation 7
VIII Hours of Work 8
IX Overtine 9
X Call Back 10
XI Work Location I1
XII Wages ].2
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Holidays 16
XVI Disciplinary Procedures 17
XVII Absences From Worlc 1.8
XVIII Seniority 19
XIX Jurisdiction 20
XX Separation 21
XXI Tools 22
XXII Grievance Procedure 23
XXIII Right of Subcontract 27
XXIV Non-discrimination 28
XXV Severability 29
XXVI Waiver 30
XXVII City Mileage Plan 31
XXVIII Duration and Pledge 32
Append� A A1
Appendix B B1
Appendix C C1
Appendix D D1
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PREArfBLE
This AGREEhiENT is entered into between the City of Saint Paul,
hereinaf ter ref erred to as the EMPLOYER and the T�ain City Glaziers and Glass
Florkers Local 1324, hereinafter referred to as the UNION.
, The II�iPLOYER and the UNION concur that this AGREII�IENT has as its
ob3ective the promotion of the responsibilities of the City of Saint Paul
for the benef it of the general public through effective labor management
cooperation.
The II�IPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREII�iENT by rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the II�IPLOYER,
the UNION, and the individual employees will best serve the needs of the
general public.
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ARTICLE I - PURPOSE •
l.l The EMPLOYER and the UNION agree that the purpose for entering into
this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby
establishing a system of uninterrupted operations
and the highest level of employee performance that
is consistent with the safety and well-being of -
. all conce.rned;
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 inter-
pretation of this AGREEMENT without loss of
manpower productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the F,MPLOYER. 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 (SEVERABYLITY) .
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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 posit3ons defined in 2.2 as certified by the
Bureau of Mediation Services in accordance with Case No. 73-PR-510-A
dated May 11, 1973.
2.2 The classes of positions recognized as being exclusively represented by
the UNION are as listed in Appendix A.
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ARTICLE III - EMPLOYER RIGHTS •
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish function.s 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 perforcn any inherent
manageria.l function not specifically limited l�y this AGREEMENT.
3.2 Any "term or condition of employment" not established by this AGREE�IENT
shall remain with the EMPLOYER to eliminate, modify, or establish
following written notification to the UNION.
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ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies deducted shall be remitted as directed by the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages of
employees covered by this AGREIIVfENT for any other labor
organization.
4.12 The UNION shall indemnify and save harmless the II�LOYER
from any and all claims or charges made against the �IPLOYER
as a result of the implementation of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designa.tion. Such employee shall have the rights and responsibilities
as designated in Article 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notif ication to a designa.ted 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
AGREEhIENT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT �
5.1 This AGREII�fENT established the "terms and conditions of employment"
defined by M.S. 179.63, Subd. 18 for all employees exclusively represented
by the UNION. This AGREII�IENT shall supersede such "tercns and conditions
of employment" established by Civil Service Rule, Council Ordinance,
and Council Resolution.
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ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in a
regular employment' status shall serve a s� (6) month's probationary
period during which time the employeets fitness and ability to perform
the class of positions' duties and responsi�ilities shall be evaluafed.
6.11 At any time during the probationa.ry period an employee may be
terminated at the discretion of the II�IPLOYER 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 fitness and ability to perform the class of positions'
duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period an employee
may be demoted to the employee's previously held class of positions
at the discretion of the EL�LOYER 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 reasons for
demotion, a copy of which shall be sent to the UNION.
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ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION •
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of
employment and compensation shall be a "cash" hourly wage and "industry"
fringe benef it system.
7.2 The ENIPLOYER shall compensate employees for all hours worked at the�
basic hourly wage rate and hourly fringe benefit rate as found in
Articles 12 (WAGES) and 13 (FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated or earned
by an employee except as specifically provided for in this AGREEMENT;
except those employees who have individually optioned to be "grandfathered"
as provided by 12.2.
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ARTICLE VIII - HOURS OF WORK
8.1 The normal work day shall be eight (8) consecutive hours per day,
excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m.
and 5:30 p.m. �
8,2 The normal work �,•eek shall be five (5) consecutive normal work days
Monday through Friday.
� 8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER'S
judgment to establish second and third shifts or a work week of other
than Monday through Friday, the UNION agrees to enter into negotiations
immediately to establish the conditions of such shifts and/or work
weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
hours of work per norr.ial work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
rea.dy for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All employees are sub�ect to call-back by the IIKPLOYER as provided by
Article 10 (CALL BACK).
8.7 Employees reporting for work at the established starting tine and for
whom no work is available shall receive pay for two (2) hours, at the
basic hourly rate, unless notification has been given not to report for
work prior to leaving home, or during the previous work day.
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ARTICLE IX - OVERTIME • •
9.1 Time on the payroll in excess of the normal hours set forth above shall
be "overtime work" and shall be done only by order of the head of the
department. An employee shall be recompensed for work done in excess
of the normal hours by being granted compensatory time on a
time-and-one-half basis or by being paid on a time-and-one-half basis
for such overtime work. The basis on which such overtime shall be paid
shall be determined solely by the EMPLOYER.
9.2 The rate of one and one-half (1 1/2) the basic hourly rate shall be the
overtime rate 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 rate of two (2) times the basic hourly rate shall be the overtime
rate for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article 15 - (HOLIDAYS) ;
9.32 Time worked on a seventh (7th) day following a normal work week;
and
9.33 Time 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 1/2) .
9.4 For the purpose of calculating overtime compensation overtime hours
worked shall not be 'rpyramided", compounded, or paid twice for the same
hours worked.
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ARTICLE X - CALL BACK
10.1 The E1�IPLOYER retains the right to call back employees before an employee
has started a normal work day or normal work week and after an employee
has completed a normal work day or normal work �eek.
10.2 E�ployees called back shall receive a minimum of four (4) hours pay at
the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in acco.rdance
with Article 9 (OVERTIME) , when applicable, and subject to the minimum
established by 10.2 above.
10.4 �tnployees called back four (4) hours or less prior to their normal work
day shall complete the normal work day and be co�pensated only for the
overtime hours worked in accordance with Article 9 (OVERTIME) .
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ARTICLE XI - WORK LOCATION -
11.1 Employees shall report to work location as assigned by a designa.ted
EMPLOYER supervisore During the normal work day employees may be
assigned to other work locations at the discretion of the Eh1PL0YER.
11.2 Employees assigned to work locations during the normal work day, other
than their original assignment, and who are required to furnish their
own transportation shall be compensated for mileage.
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� ARTICLE XII - WAGES
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be sub3ect to all
other provisions of the AGREEMINT, but shall not have hourly fringe
benefit contributions and/or dec�uctions made on their behalf as provided
for by Article 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of
Saint Paul Resolutions.
12.22 Sick Leave as established by Civil Service Rules,
Section 20.
12.23 Vacation as established by the Saint Paul Salary Flan
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 I,
Subdividion I.
12.25 Severence benefits as established by Ordinance No. 11490
with a maximum payment of $4,000.
12.3 Regular employees not covered by the fringe benef its listed in Article
12.2 shall be considered, for the purposes of this AGREEhiENT, partici-
pating employees and shall be compensated in accordance with Article
12.1 (WAGES) and have fringe benefit contributions and/or deductions
made on their behalf as provided for by ArticZe 13 (FRINGE BENEFITS) .
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ARTICLE XII - FIAGES (continued)
_ 12.4 Provisional, temporary, and emergency employees shall be considered,
�
for the purposes of this AGREEMENT, participating employees and shall
be compensated in accordance with Article 12.1 (4IAGES) and have fringe
benefit contributions and/or deductions made in their behalf as provided
for by Article 13 (FRINGE BENEFITS) .
12.5 All regular employees employed after. February 15, 1974, shall be
considered, for the purpose of this AGREEMENT, participating employees
and shall be compensated in accordance with Article 12.1 (WAGES) and
have fringe benef it contributions and/or deductions made on their
behalf as provided for by Article 13 (FRINGE BENEFITS) .
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� ARTICLE XIII - FRINGE BENEFITS
13.1 The EMPLOYER shall make contributions on behalf of and/or make deductians
from the wages of employees covered by this AGREEMENT in accordance
with Appendix D for all hours worked.
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ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FORIIKAN
14.1 The selection of personnel for the class of position of Foreman shall
remain solely with the EMPLOYER.
14.2 The class of position of Foreman shall be filled by employees of the
bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" shall be made only at the direction of a
designa.ted EMPLOYER supervisor.
14.4 Such "temporary assignments" shall be made only in cases where the
class of positions is vacant for more than one (1) normal work day.
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ARTICLE XV - HOLIDAYS
15.1 The following nine (9) days shall be designa.ted as holidays:
New Year's Day, January 1
Presidents' Day, Third Monday in February
rlemorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September �
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christ�as Day, December 25
15.2 When New Year's Day, Independence Day or Christtaas Day falls on a
Sunday, the following Monday shall be considered the designated holiday.
When any of these three (3) holidays falls on a Saturday, the preceding
Friday shall be considered the designated holiday.
15.3 The nine (9) holidays shall be considered non work days.
I5.4 If, in the �udgment of the EMPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) .
15.5 Employees working on a designated holiday shall be compensated at the
rate of two (2) times the basic hourly rate for all hours worked.
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ARTICLE XVI - DISCIPLINARY PROCEDURES
16.1 The EP�2PLOYER shall have the right to impose disciplinary actions on
employees for just cause.
16.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
16.21 Oral reprimand.
16.22 Written reprima.nd.
16.23 Suspension.
16.24 Demotion.
Z6.25 Discharge.
16.3 Employees who are suspended, demoted, or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service
Commission, or a designa.ted 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 PROCEDURE) .
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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, but in no event later than the beginning of such work day.
17.2 Failure to make such notif ication may be ground for discipline as
provided in Article 16 (DISCIPLINARY PROCEDURES) .
� 17.3 Failure to report for work without notif ication for three (3)
consecutive normal work days may be considered a "quit" by the EMPLOYER
on the part of the employee.
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ARTICLE X��III - SENIORITY
18.1 Seniority, for the purposes of this AGREEMENT, shall be defined as
follows:
18.11 "Master Seniority" - The length of continuous regular
and probationary service with the Eh1PL0YER from the
last date of employment in any and all class titles
covered by this AGREQIENT.
18.12 "Class Seniority" - The length of continuous regular
and probationary service with the II�IPLOYER from the
date an employee was first appointed to a class title
� covered by this AGREEMENT.
18.2 Seniority shall not accumulate during an unpaid lea.ve of absence,
except when such a leave is granted for a period of less than thirty
(30) calendar days; is granted because of iZlness or injury; is granted
to allow an employee to accept an appointment to the unclassif ied
service of the EMPLOYER or to an elected or appointed full-time position
with the UNION.
18.3 Seniority shall terminate when an employee retires, resigns, or is
discharged.
18.4 In the event it is determined by the IIKPLOYER 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 Seniarity". Emgloyees
laid off shall have the right to reinstatement in any lower-paid class
title, provided, employee has greater "Master Seniority" than the
employee being replaced.
18.5 The selection of vacation periods shall be made by class title based on
length of "Class Seniority", subject to the approval of the F�iPLOYER.
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' ARTICLE XI�: - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions is
recognized as an appropriate subject to determination by the various
unions representing employees of the FMPLOYER.
r
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EM.PLOYER shall meet as soon as mutua.Ily
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the II�IPLOYER'S basic
right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarif ied by Sections 19.2 and 19.3 above shall be subject to disciplinary
action as provided in Article 16 (DISCIPLINARY PROCEDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assig�ent.
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ARTICLE XX - SEPARATION
20.1 Employees having a probationary or regular employment status shall be
considered separated from employment based on the following actions:
20.11 Resignation. Employees resigning from employment
�
shall give k�ritten notice fourteen (14) calendar
days prior to the effective date of the resignation.
20.12 Discharge. As provided in Article 16.
20.13 Failure to Report for Duty. As provided in Article 17.
20.2 Employees having an emergency, temporary, or provisional eriployment
status may be termfnated at the discretion of the EMPLOYER before the
completion of a normal work day.
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' ARTICLE XXI - TOOLS
21 .1 All employees shall personally provicie themselves with the tools of the
trade as listed in Appendix B.
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AF.TICL� XXII - GRIEVANCE PROCEDURE �
22.1 The EMPLOYER shall recognize Stewards sElected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the IIyIPLOYER in writing of the names of
the Ste�aards and of their successors when so named. . �
22.2 It is recognized and accepted by the FNiPLOYER and the UNION that the
processing of grievances as hereinafter pravided is Iimited by the job
duties and responsibilities of the emplopees and shall therefore be
accomplished during working hours only when consistent with such
employee duties and responsibilities. The Steward involved and a
grieving e�ployee shall suffer no loss in pay when a grievance is
processed during worlcing 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 IIKPLOYER.
22.3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appea.l 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 AGREF�IINT.
22.4 Grievances shall be resolved in conformance with the following
procedure:
Step 1. Upon the occurrence of an alleged violation of this AGREEMENT,
the employee involved shall attempt to resolve the matter on
an inforr.ial basis with the employee's supervisor. If the
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ARTICLE XXII - GRIEVANCE PROCEDURE (continued)
matter is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing and referred
to Step 2 by the UNION. The written grievance shall set
forth the nature of the grievance, the facts on which it is
based, the alleged section(s) of the AGREEMENT violated, and
the relief requested. Any alleged violation of the AGREEMENT
not reduced to writing by the UNION within seven (7) calendar
days of the f irst occurrence of the event giving rise to the
grievance or within the use of reasonable diligence should
have had knowledge of the first occurrence of the event
giving rise to the grievance, shall be considered waived.
Step 2. Within seven (7) calendar days after receiving the written
grievance a designated II�iPLOYER supervisor shall meet with
the UNION Steward and attempt to resolve the grievance. If,
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the UNION within three
(3) calendar days following this meeting. The UNION may
refer the grievance in writing to Step 3 within seven (7)
calendar days following receipt of the II�IPLOYER'S written
answer. Any grievance not referred in writing by the UNION
within seven (7) calendar days following rece3pt of the
EMPLOYER'S answer shall be considered waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance ref erred from Step 2 a designated EMPLOYER supervisor
shall meet with the UNION Business Manager or his designated
representative and attempt to resolve the grievance. Within
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ARTICLE XXII - GRIEVANCE PROCEDURE (continued)
seven (7) calendar days following this �eeting the EMPLOYER
shall reply in writing to the UNION stating the EMPLOYER'S
answer concerning the grievance. If, as a result of the
?
written response the grievance remains unresolved, the UNION
may ref er the grievance to Step 4. Any grievance not referred
to in writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the II�IPLOYER'S answer shall be
considered waived.
Step 4. If the grievance reznains unresolved, the UNION may within
seven (7) calendar days after the xesponse of the II�IPLOYER in
Step 3, by written notice to the II�2PLOYER, 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 dags
af ter notice has been given. If the parties fail to mutually
agree upon an arbitrator within the said seven (7) day period,
either party may request the Public Employment Relation Board
to submit a panel of five (5) arbitrators. Both the II�LOXER
and the UNION shall have the right to strike two (2) n.ames
from the panel. The UNION shall striY.e the first (lst) name;
the EMPLOYER shall then strike one (1) name. The process
will be repeated and the remaining person shall be the
arbitrator.
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� ARTICLE XXII - GRIEVANCE PROCEDURE (continued)
22.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEPSENT. The
arbitrator shall consider and decide only the specif ic 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, iahichever
be later, unless the parties agree to an extension. The decision shall
be based solely on the arbitrator's interpretation or application of
the exgress terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
on the IlrIPLOYER, the UNION and the employees.
22.6 The f ees and expenses for the arbitrator's services and proceedings
shall be borne equally by the E�LOYER 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 arbitrators 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.
- 26 -
ARTICLE XXIII - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this AGREII�IENT,
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 AGREII�IENT, the EMPLOYER shall give the UNION a
ninety (90) calendar day notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the er,tployees covered by this
AGREEMENT shall in all cases be made only to employers who qualify in
accordance with Ordinance No. 14013.
- 27 -
.. � -� � �� �-
� ARTICLE XXIV - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to employees
equally without regard to, or discrimination for or against, any
individual because of race, color, creed, sex, age, or because of
membership or non-membership in the UNION. •
24.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve
other employees and the general public.
- 28 -
ARTICLE XXV - SEVERABILITY
25.1 In the event that any provision(s) of this AGREII`iENT is declared to be
contrary to law by proper legislative, administrative, or judicial
authority from whose finding, determination, or decree no appeal is
taken, such provision(s) shall be voided. All other provisions shall
continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations to
place the voided provisions of the AGREII�IENT in cornpli.ance with the
legislative, administrative, or judicial deteriaination.
- 29 -
ARTICLE XXVI - ti'AIVER
26.1 The EMPLOYER and the UNION acknowledge that during the Meeting and
negotiating which resulted in this AGREEMENT, each had the right and
opportunity to make proposals k�ith respect to any subject concerning
the terms and conditions of employment. The agreements and
understandings reached by the parties after the exercise of this right
are fully and completely set forth in this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this AGREEMENT
agree that the other party shall not be obligated to meet and negotiate
over any term or conditions of employment tahether specifically covered
or not specif ically covered by this AGREEMENT. The UNION and II�iPLOYER
may, however, mutually agree to .modify any provision of this AGREII�IENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this AGREEMENT,
are hereby superseded.
- 30 -
ARTICLE XXVII - CITY MILEAGE
27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursement
of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adopted.
27.2 Method of Computation: To be eligible for such reimbursement, all
off icers and employees must receive written authorization from the
Department Head.
Type 1. If an employee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at
' the rate of $3.00 per day for each day the employee's vehicle is
actually used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed 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 employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15G per mile driven and shall not. be eligible
for any per diem.
Type 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 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 employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible for
any per diem.
27.3 The City will provide parking at the Civic Genter Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
27.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall f ile daily
reports indicating miles driven and shall f ile monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for persona.l injury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk.
- 31 -
. � -I ! `' �'
�� ` �
ARTICLE XXVIII - DURATION AND PLEDGE
28.1 This AGREEMIIvT shall become effective as of the date of signing, except
as specifically provided otherwise in Artic].es 12 and 13, and shall
remain in effect through the 31st day of May, 1984, and continue in
eff ect from year to year thereaf ter unless notice to change or to �
terminate is given in the manner provided in 28.2.
28.2 If either party desires to terminate or modify this AGREII�iENT, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREEMENT shall give written notice to the other party, not more
than ninety (90) or less than sixty (60) calendar days prior to the
expiration date, provided, that the AGREEMENT may only be so terminated
or modified effective as of the expiration date.
28.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT:
28.31 The UNION and the employees will not engage in, instigate, or
condone any concerted action in which employees fail to report for
duty, wilfully absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
28.32 The EMPZOYER will not engage in, instigate, or condone any lock-out
of eznployees.
- 32 -
ARTICLE XXVIII - DURATION AND PLEDGE (continued)
28.33 This constitutes a tentative agreement between the parties
which will be recommended by the City Negotiator, but is
subject to the approval of the Administration of the City
and is also subject to ratification by the UIvION. �
AGREED to this 18th day of November , 1981, and attested to as the full and
complete understanding of the parties for the period of time herein specif ied
by the signa.ture of the following representative for the II�SPLOYER and the
UNION.
WITNESSES:
CITY OF ST. PAUL TWIN CITY GLAZIERS AND GL?,SS
WORKERS LOCAL 1324
,..
�`�� r
�� 4 �
,�.a� �...-- ��__� �V '��'�-<���-
�'' ar Relations Direct Bus �ness .Manager
V
i
Civil Service Coramission
- 33 -
' APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Glazier
Apprentice
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the jurisdiction of
the UNION.
- A1 -
- ';► ,, '� "' '�
G:. .1 .��--
• APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions and not receiving
the Fringe Benefits listed in Article 12.2 shall be:
Effective Effective Effective Effective
6-16-81 10-05-81 6-01-82 6-01-83
Glazier . . . . . . $14.23** $13.80** $15.58** $17.36**
The basic hourly wage rate for temporary and emergency employees appointed
to the following ciasses of positions shall be:
Effective Effective Effective Effective
6-16-51 10-05-81 6-01-82 6-01-83
Glazier . . . . . . $14.30* $13.85* $15.70* $17.55*
Apprentice
0 - 6 months . . . . . . . . . . . . 60% of Glazier rate
7 - 12 months. . . . . . . . . . . . 65� of Glazier rate
13 - 18 months. . . . . . . . . . . . 70% of Glazier rate
19 - 24 months. . . . . . . . . . . . 75% of Glazier rate
25 - 30 months. . . . . . . . . . . . 80% of Glazier rate
31 - 36 months. . . . . . . . . . . . 90% of Glazier rate
The basic hourly wage rate for regular eznployees appointed to the
following classes of positions, who are receiving the Fringe Benefits listed
in Article 12.2 s�all be:
Effective Effective Effective
6-16-81 6-01-82 6-OI-83
Glazier. . . . . . . . . . . $12.57 *** ***
- C1 -
APPENDIX C (continued)
A premium pay of sixty cents (60�) per hour shall be paid for all swing
stage work, such as any work performed from a boatswain's chair or a swing
scaffold, twenty (20) f eet or more above the ground. Al1 standard safety
laws shall be complied with.
*This rate includes the taxable vacation deduction.
� **This rate includes the taxable vacation deduction and the payment in lieu
of a union pension contribution.
***The June 1, 1982 and June 1, 1983 hourly wage rates will be as shown below
less the cost of sick leave usage for 1981 and 1982 respectively and less
the cost of pension and vacation for 1982 and 1983 respectively and less
the cost of health and life insurance for the periods June 1, 1981 thru
May, 1982 and June 1, 19$2 thru May, 1983 respectively.
June 1, 1982: $17.11
June 1, 1983: $18.96
If the Union elects to have the contributions and/or deductions listed
in Appendix D increa.sed or decreased, the Employer may adjust the above
applicable rates for participating employees in such a way that the total
cost of the package (wage rate plus contribution) remains constant.
- C2 -
APPENDIX D
Effective June 16, 1981, the II�IPLOYER shall:
(1) contribute $ .45 per hour for all hours worked by particigating
employees as def ined in Articles 12.3, 12.4 and 12.5 covered by
this AGREII�IENT, to a UNION designated Health and Welfare Fund.
Effective October 5, 1981, this contribution shall become $ .90
per hour. •
(2) deduct $ .35 per hour for all hours worked from the earnings of
participating employees as defined in Articles 12.3, I2.4 and 12.5
of this AGREEMENT, and for�aard to a Vacation Fund.
(3) contribute $ .O1 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 Journeyman and Apprenticeshi� Training Fund.
(4) In addition to the above, in the case of Temporary and Emergency
employees, the EMPLOYER shall contribute $ .50 per hour for all
hours worked to a Pension Fund.
Al1 contributions made in accordance �aith this Appendix shall be forwarded
to depositories as directed by the UNION.
The II�IPLOYER shall establish Worl�nan's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
� Participating employees as defined in Articles 12.3, I2.4 and 12.5
covered by this AGREEMENT, shall not be eligible for, governed 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
or Council Resolutions.
The II4PLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions
and/or deductions established by this AGREEMENT. The actual level of benef its
provided to employees sha11 be the responsibility of the Trustees of the
various funds to which the EMPLOYER has forwarded contributions and/or deductions.
- D1 -
WHITE - CITY CLERK f�,(�A
PINK - FIN/ttiCE ��!�_{�
CANARV - DEPARTMENjT G I T Y O F SA I N T ��A U I, . � Council p� �,�.�j,
BLUE - MAYOR
File N 0.
CITY CLERK Council Resolution
Presented Qy
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of the 1981-1983 Maintenance Labor Agreements
between the City of 5t. Paul, Independent School District
No. 625, and the Twin Cities Glaziers and Glass Workers
Local 1324.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09
of the St. Paul City Charter and the Public Employee s Labor Relations Act
of 1971, as amended, recognizes the Twin Cities Glaziers and Glass Workers
Local 1324, as exclusive representative for those classes of positions within
the City of St. Paul certified by the Bureau of Mediation Services under Case
No. 73-PR-510-A for the purpose of ineeting and negotiating the terms and
conditions of employment for all full-time personnel in the classes of positions
as set forth in the Agreements between the City, Independent School District No.
625, and the exclusive representatives hereinabove referenced; and
WHEREAS, the City, through de signated repre sentative s, and the exclusive
representatives have met in good faith and negotiated the terms and conditions of
employment for the period June �., 1981, through May 31, 1984, for such personnel
as are set forth in the Agreement between the City of St. Paul, Independent School
District No. 625, and the exclusive representatives; and
WHEREAS, a 1978 Agreement has been reached which includes a wage adjust-
ment retroactive to June 16, 1981; now, therefore, be it
_�_
COUNCIL�IEN
Yeas Nays Requestgd by Department oE:
Hunt PERSONNEL OFFICE
Levine In FBVO[
Maddox
McMahon
Showalter __ AgainSt BY
Tedesco
" Wilson
Form Approved by City Attorney
Adopted b}� Council: Date —
Certified Yassed by Council Secretary BY
By _
Approved by �tavor: Date _ Approved by Mayor for Submission to Council �
Bl' - – - BY
- . –/Ga � _ _
_ - - _ .. ---- __ _ __ [�f� j'�
– _ _ _ - . __ _ - - _ _. - --
WHITE - CIT� � J��R�J
PINK - FINANCE � A V 3' M
CANARY - DEPARTMENT (�I TY OF SA I NT �L1uL COURCII
BLUE - MAYOR File N O.
Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Maintenance Labor Agreements, cited above,
dated as of the effective date of this Resolution, between the City of St.
Paul, Independent School District No. 625, and the Twin Cities Glaziers
and Glass Workers Local 1324, on file in the office of the City Clerk, are
hereby approved, and the authorized administrative officials of the City
are hereby authorized and directed to execute said Agreement on behalf
of the City.
Approved:
Chairman
Civil Service Commission
-2-
COUIVCILMEN
Requested by Department of:
Yeas Hunt Nays pERSONNEL OFFICE �
Levine In Favor
Maddox
McMahon B
Showalter _ AgaiRSt Y
Tedesco
Wilson
Form Approved by City Attorney
Adopted by Council: Date —
Certified Yassed by Council Secretary �Y
B�
Approved by 1�1ayor: Date _ Approved by Mayor for Submission to Council
_ - _ . �__ - . - .
UO 110Z aetacn 1171, Iilc���viai�uu��� ��v��� ��... �
r r2�olution so that this information will be � �j' � �C ��/a5�
avaiiabie to the City Council. � . �'l
�ir
EXPLANATION OF ADMINISTRATIVE ORDERS,
RESOLUTIONS, AND ORDINANCES
Date: Novembe r 25, 1981
���i��V��
TO: MAYOR GEORGE LATIMER U��' 1 719 81
FR: Personnel off�ce MAYORS OFFJCE
RE: Resplution for submission to City Council
ACTION R�QUESTED
We recommend your approval and submission of this Resolution to the City Council.
PURPOSE AND RATIONALE FpR THIS ACTTON
This Resolution approves the 1981-1983 Agreements between the City, I.S.D. No. 625,
and the Glaziers Local No. 1324. The change in these Contracts include the deleti.on
of tlie Residency Article, the deleti.on of the Mandatory R.etirement Article, and Wages.
The wage increase for June, 1981, amounts to a total package of $1. 86 per hour -
$1.58 is applied to wages and $. 28 toward fringe benefits.
The June, 1982, and June, 1983, total package increases will be $1. 85 each year. The
wage settlements are based on the outside Union settlements.
FINANCIAL IMPACT
None. The City has no regular employee in this classification.
ATTACHIKENTS:
Re solution, Agreements and copy for the City Cle rk.
# �-:- , . c��-Y- o� �.�.z�� �.A.U� a� ��: .
�� :� ..
j'� ���"}; . O:E`FICE OF THi!: CITY GOUNCZL
� ��
�;. �,
- '.'�...�..,'::�- ;.
�(,,•�a�;. ,�
C ' �r . Do t e : January 7, 1982
�?'�
co � �� ��-�°� � � � � o ��-
T0 : Sain� Pout City Cauncil . � . � .
. f�R Q l�il � C o m m i tt e� o n FINaIVCE, M�NAGEMENT F� PERSONNEL
� � George McMahon , chairman, makes the fotiov�ing � �
report on� C.F. ' ..[� Ordinance . . .
� (9) �f Resolution .
. [� Ofiher ' �
Ti`CL� : . ,
At its meeting of January 7, 1982, the Finance Committee recor�nended anproval of
- the following: _
_�-__._.._ . --- �-.------ - � -- - --
1. Resolution approving appropriation fr�n. Nl�ulicipal State Aid Street Furids for
improving railroad crossing on Randolph and TorontQ. (12553-(�I) _
2. Resolution approving Shuttle Service Contract Fxtension.
3. Resolution approving method for payment of severance pay. (12552-Q� � �
4. Resolution approving Agreements between ISD #625 and the Electricians Local �Y10,
Cement Masons Local #560 and Roofers Local #96. (12540-Q�'�
- � � �
5. Resolution approving 1931-1983 Agreements between City, zSD #625 and Glaziers�
Local #1324. (12539-(� .
- 6. Resolution approving 1982-1983 Memorandwn of Understanding applying to �the �
' Civic Center Stage F�nployees. (12538-(� _ � : •
� 7. Resolution changing grade of Parking Meter Monitor fram Grade 15 to Grade 17. ' �
(12545-Q�
8. Resolution changing grade of Parking Meter T4onitor Supervisor fram Grade 19
to Grade 21. (12542-GM)
. 9. Resolution replacing class specification and revising minimun qualifications for
titles of Project Management Technician and Project Manager I. (12564-C�1)
�.
(Q0IVTINUED . . .)
CITY H?�LL SEVE?�iTH FLOOR . SAIYT PAUL, MIrNESOTA 55103
:,.:;�r:;; '