The URL can be used to link to this page

278253 WHITE - CITY CLERK ��W��wA PINK - FINANCE 7� �)�1�{ CANARY - DEPARTMENT G I T Y O F S A I N T I A U L COl1[IC1I i�)V BLUE - MAYOR File N . u cil Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1g82-1983 Collective Bargaining Agreement between the City of Saint Pau1 and AFSCME District Council 91, Local 1842, representing the Technical Bargaining Unit Employees. App rove d: �--. u C ai rman Civil Service ommission COUIVC[LME[V Requestgd by Department of: Yeas Nays � Hunt P RSONNEL OFF CE Levine In Favo[ M�. �, McMahon B Showalter __ Against Y Tedesco Wilson FEB 1 6 1981 Form pproved b c�t t Y. Adopted by Council: Date — c Certified y Co ncil cre BY By App v y ;Navor: Dat + ��7 �gg2 Approved b ayor for.Sub iss' Cou il ` � l,�L•�� BY - – By r�uausHEa FEB 2 `7 T982 � . ��2,�5`� . � - 1982--1983 , AGREII�IF.NT BETWEEI�T THE CITY OF SAINT PAUL AND LOCAL UNION 1842, DISTRICT COUNCIL 91, OF TAE AMERICAN FEDERATION OF STATE, COUNTY AI`� MIJNICIPAL EMPLOYEES, AFL-CIO , , i 1�� ARTICLE TITLE PAGE � Preamble iii I ___ I Recognition , 1 II Check Of f 3 III Aours of Work � - � `, . .;. : . 4 .. _ :: , _ _ ,. _:: _ IV Work Breaks _ ,_ .;_ _ _ 5 V Holidays 6 VI Grievance Procedures 7 VII City Mileage 11 VIII Residence 12 IX Vacation 13 X Insurance 14 XI Working Out of Classification 17 hII Seniority 18 XIII Employee Records 21 XIV Bulletin Boards 22 XV Wages 23 XVI Maintenance of Standards 24 XVII Leave of Absence 25 XVIII Military Leave of Absence 27 XIX Management Rights 28 XX Discipline 29 XXI Vacancies 30 XXII Legal Services � 31 XXIII No Strike-No Lockout 32 XXIV Terms of Agreement 33 Appendix A A1 � ii . P R E A M B L E This AGRF.II�ENT entered into by the CITY of Saint Paul, hereinafter ref erred to as the E�:PLOYER, and Local UNION 1842, aff iliated with Council 91,_ and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter ref erred to as the U�ION, has as fts purpose the promotion of harmonious relations between the El�LOYER and the UNION, the establishment of rates of pay, hours of work, and other conditions of employment. iii ARTICLE I - RECOGNITION . 1.1 The F�IPLOYER recognizes the UNION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certif ication by tfie State of Minnesota, Bureau of Mediation Services, dated July 12, i973, in Case .� _ . .-; � ,, , - . .: No. 74-PR-7-A and as amended and as set forth in Section 1.2 below. - - ' � - 1.2 The bargaining unit covered by this AGREF.�IENT shall consist of the following: All regular and probationary technical personnel who are employed by the City of Saint Paul or who have their "terms and conditio.ns of employment" established by the governing body of the City of St. Paul in the classif ications of: Accounting Clerk III Deputy License Inspector II Accounting Clerk(Vocational Deputy License Inspector III Institute) Duplicating Shop Manager Accounting Technician I E.D.P. Program Analyst Accounting Tech. I--Renewal E.D.P. Programmer Accounting Technician II E.D.P. Systems Technician--Public Works Accounting Technician III Engineering Aide I Accounting Technician IV Engineering Aide II Adaptive Recreation Assistant Engineering Assistant Adaptive Recreation Director Engineering Draftsman I Aff irmative Action Investigator Engineering Draftsman II Affirmative Action Officer-- Field Representative--Human Rights Dept. Department of Human Rights Fire Aide I Affirmative Action Technician Fire Aide II Air Pollution Technician I Fire Communications Operator I Air Pollution Technician II Fire Communications Operator II Architectural Draftsman I Fire. Prevention Technician II Architectural Draftsman II Fire Prevention Technician III Architectural Techn�cian Fire Technician I Assessment Clerk II General Library Assistant Assistant Supervisor of Assess. Graphic Arts Technician--City Planning Business Relocation Specialist Health Education Assistant Child Development Technician Health Laboratory Technician I Clinic Nurse Health Laboratory Technician II Comm. Education/Rec. Coordinator Housing Aide I Conaanunity Oxganizer Housing Aide II Contract Compliance Spec.--HRD Housing Counselor Dental Assistant Housing and Rehabilitation Advisor Dental Hygienist Housing Rehabilitation Advisor I Deputy Lieense Inspector I Housing Rehabilitation Advisor II - 1 - , • � w+r �t;7 �v�'V ARTICLE I - RECOGIvTITION (continued) Aousing Rehabilitation Trainee public Works Technician III Housing Technician I Real Estate Specialist I Housing Technician II Real Estate Specialist II Housing Technician III Recreation Center Director _ Instructor of Arts and Crafts Recreation Leader Instrumentman Recreation Leader II � Interpreter/Health Rehabilitation Supervisor Library Assistant I Relocation Specialist I Library Assistant II Relocation Specialist II License Investigator Saf ety and Hea.lth Technician Loan and Grant Specialist I Sanitarian Aide I Loan and Grant Specialist II Sanitarian Aide II Manpower Employment Counselor Sanitation Inspector I Medical Assistant Sanitation Inspector II Medical Records Practitioner Senior Loan and Gran Specialist Model Cities Technician I Senior X-ray Technician Model Cities Te�hnician II Service Worker III Personnel Technicial-Model Cities Special Library Assistant I Nutrition Assistant I Special Library Assistant II Nutrition Assistant II Special Student Attendant Occupational Therapy Assistant Staff Coordinator Physical Therapist Assistant Supervisor of Assessment Accounts Plan Examiner--Public Buildings Supervisor of Loan and Grants Plan Examiner I Surveyor Plan Examiner II Swimming Manager Plan Examiner III Testing Laboratory Aide I Planning Aide I Testing Laboratory Aide II Planning Aide II Testing Laboratory Technician I Planning Assistant I Testing Laboratory Technician II Planning Assistant II Traffic Engineering Aide II Planning Technician I Traffic Technician I Planning Technician II Traffic Technician II Police Artist Traffic Technician III Practical Nurse Utilities Investigator I Programming Manager � Utilities Investigator II Project Management Technician Valuation and Assessment Aide I Property Management Technician Valuation and Assessment Aide II Property Maintenance Technician Valuation and Assessment Tech. I Public Address Operator Valuation and Assessment Tech. II Public Buildings Technician II Valuation and Assessment Tech. III Public Buildings Technician II--Renewal Water Department Technician I Public Buildings Technician III Water Department Technician II Public Information Technician Water Department Technician III Public Works Technician I Water Laboratory Aide Public Works Technician II X-Ray Technician - lA - ARTICLE I - RECOGNITION (continued) 1.3 Any present or future employee who is not a UNION member shall be required to contribute a fair share f ee for services rendered by the UNION, and upon notification by the UNION, the ENIPLOYER shall check off said fee from the earnings of the employee and trans�it the same to the UNION. - In no instance ' shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship � to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specif ically provided by Minnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the II�IPLOYER harmless against any and all claims, suits, orders or judgments brought or issue against the EMPLOYER as a result of any action taken or not taken by the E1�'LOYER under the provision, of Section 1.3 of this Article. - 2 - ARTICLE II - CHECK OFF 2.1 The EhiPLOYER agrees to deduct the UNION membership initiation f ee assessments and once each month dues from the pay of those employees who individually requ est in writing that such deductions be made. The amounts to be deducted shall be certified to the ' EMPLOYER by a representative of the UNION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representativ e by the f irst of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the CITY as a result of any action taken or not taken by the CITY under the provisions of this Article. - 3 - ARTICLE III - HOURS OF �r'ORY. 3.1 The normal work day shall be seven and three/fourths (7-3/4) consecutive hours per day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. "� . � __ : 3.2 The normal work week shall be five (5) consecutive normal,wor.k days in any . . ' - seven �7) day period. 3.3 For employees on a shift basis, this shall be con�trued to mean an average of thirty-eight and three-fourths (38-3/4) hours per week. 3.4 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. 3.5 Tim e on the payroll in excess of the normal hours set forth above in this Ar- ticle shall be "overtime work" and shall be done only by order of the head of the department. 3.6 All employees in this bargaining unit shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory tim e on a tim e and one-half basis or by being paid on a tim e and one-half basis for such overtime work. The overtim e rate of one and one-half shall be computed on the basis of 1/80th of the bi-weekly rate. 3.7 Normal work schedule showing the employee's shif ts, work days and hours shall be posted on all department bulletin boards at all times. It is also under- stood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. - 4 - ARTICLE IV - WORK BREAKS 4.1 Rest Periods. All employees work schedules shall provid e for a fifteen (15) minute rest period during each one-half shift. The rest period shall be sched- uled by management at approximately the middle of eacr one-half shift whenever _ this is f easible. : 4.2 If an employee is scheduled to work a full half shift beyond his regular quit- � ting time, he shall be entitled to the rest period that occurs during said half shif t. -5- ARTICLE V - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observ ed as paid holidays: New Year's Day Columbus Day ___ . Presidents' Day Veterans' Day ' _ ;,. _ ..:. . ._ Memorial Day . Thanksgiving Day, _-,. . . _ .. . - . _.. . Independence Day Christmas Day . ` Labor Day Ttao fZoating holidays Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. When- ev er any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed an the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 abov e may be taken. at any time during the contract year, subject to approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employee not heretofore eligible shall receive holiday pay. - 6 - . � �� t�� • ` ARTICLE VI - GRIEVANCE�PROCEDURES 6.1 The II�iPLOYER shall recognize stewards selected in accordance with UNION rules and regulations as the grievance representativ es of the bargaining unit. The UNION shall notify the F.�IPLOYER in writing of the names of the stewards and of their successors when so named. b.2 It is recognized and accepted by the EMPLOYER and the UNION that the processing of grievances as hereinaf ter provided is limited by the job duties and respon- sibilities 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 suff er no Ioss in pay wren a grievance is processed during working hours, provided, the steward and the employee have notif ied and received the approval of the supervisor to be ab- sent to process a grievance and that such absence would not be detrimental to the work programs of the IIKPLOYER. 6.3 The procedure established by this Article shall be the sole and exclusive pro- cedure, except for the appeal of disciplinary action as provided by Article XX for the processing of grievance, which are def ined as an alleged violation of the terms and conditions of this AGREF�IENT. 6.4 Grievance shall be resolv ed in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the 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 based, the alleged section(s) of the AGREEMENT violated, and the relief requested. Any alleged - 7 - ARTICLE VI - GRIEVANCE PROCEDURES (continued) violation of the AGREEMENT not reduced to writing by the iINION within seven (7) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. __. - Step 2. Within seven (7) work days after receiving the written _ � _ . . : _ _ _ _ _... . _. _ ._ _ ,.. _ .. _ . 'grievance a designated EMPLOYER supervisor sha1l meet with the�UNION ° Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unsolved, the II�IPLOYER shall reply in writing to the UNION within three (3) work days following this meeting. The UnION may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER'S written answer. Any grievance not ref erred in writing by the UNION within seven (7) work days following receipt of the II�PLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred. from Step 2 a designated F.MPLOYER supervisor shall meet with the UNION Business Manager or his designated representative, the employee and the steward and attempt to resolv e the grievance. Within seven (7� work days following this meeting the II�iPLOYER shall reply in writing to the UNION stating the IIKPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unsolved, the UNION may refer the grievance to Step 4. Any grievance not ref erred to in writing by the UNIOlv to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 4. If the grievance remains unresolved, the UNION may within seven (7) work days af ter the response of the EMPLOYER in Step 3 by written notice to the IIKPLOYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by - 8 - � ARTICLE VI - GRIEVANCE PROCEDURES (continued) an arbitrator to be selected by mutual agreement of the II�LOYER and the UNION within seven (7} work 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 Employ- ment Relation Board to submit a panel of fiv e (5) arbitrators. Both the F�IPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the f irst (Ist) � name; the EMPLOYER shall then stri�.e one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shall have .no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. 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 �ake a decision on any other issu e 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 of 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 AGREEMENT and to the facts of the grievance presented. The decision of the arbitrator shall be f inal and binding on the EMPLOYER, the UNION, and the employees. - 9 - ARTICLE VI - GRIEVANCE PROCEDURES (continued) 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the II�IPLOYER and the UNION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either part}� desires a verbatim record of the proceedings, it may cause such a record to be made, providing" it pays for the record. � _� = '- -�-= 6.7 The time limits in each step of this procedure may be extended by mutual � agreement of the E�IPLOYER and the UNION. 6.8 It is understood by the UNION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issued is determined by this grievance. procedure it shall not again be submitted for arb3.tration under the Civi1 Service Rules. If an issue is detercnined by the provisions of the Civil Service Rules it shall not ' again be submitted for arbitration under this grievance procedure. - 10 - � ARTICLE VII - CITY MILEAGE 7.1 Automobile Reimbursement Authorized; Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City off icers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 7.2 Nethod of Computation: To be eligible for such reimbursement, aIl officers 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 durfng 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 elig3.ble 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 eznployee�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. 7.3 The City will provide parking at the Civic Center 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. 7.4 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 file 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 personal in�ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,OOQ '� 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. - 11 - • ARTICLE VIII - RESIDENCE 8.1 The resolution pertaining to residence approved July 26, 1979, under Council File �'o. 273378 shall apply to all employees covered by this - agreement. . E . � � - 12 - ARTICLE IX - VACATION 9.1 In each calendar year, each full-time employee shall be granted vacation ac- cording to the following schedule: Years of Service Vacation Granted _. . _ . 0 thru 4 years _ 10 days 5th year thru the 9th year 15 days lOth year thru the 15th year 17 days 16th year thru the 23rd year 21 days 24th year and thereafter 26 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 9.2 The head of the department may permit an employee to carry over into the fol- lowing year up to ten days vacation. 9.3 The above provisions of vacation shall be sub3ect to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. - 13 - . i • ' • i ARTICLE X - INSURANCE � 10.1 The EMPLOYER will continue for the period of this AGREENfENT to provide for employees such health and life insurance beaefits as are provided by II�IPLOYER at the time of execution of this AGREEMENT. -- : ;.. - _ �. ,�,', . IQ.2_The F�4PL0YER will for the period of t�is' AGREF1�IEhT_provide for emplopees who retire after the time of execution of this AGREEhiENT and until such employees , reach sixty-f ive (65) years of age such health insurance benef its and lif e insurance benef its as are provided by the EM.PLOYER. for such employees. 10.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 10.31 Be receiving benefits from a public emgloyee retiree act at the time of retirement. 10.32 Have sevared his relationship with the City of Saint Paul under one of the early retiree plans. 10.4 For each eligible employee covered by this AGREEMENT who selects Group Health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $42.58 per month, whichever is Iess. In addition, for each employee who selects Group Health dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $81.59 per month, whichever is less. 10.5 For each eli�ible employee covered by this AGREIIKENT who selects Coordinated Health Care, the �IPLOYIIt agrees to contribute the cost of such coverage or E $56.90 per month, whichever is less. In addition, for each employee who selects Coordinated Health Care dependent's coverage, the II�IPLOYER wi21 con- tribute the cost of such dependent's coverage or $1Q3.00 per month, whichever is less. - I4 - ARTICLE X - INSURANCE (continued) 10.6 For each eligible employee covered by this AGREEMENT who selects the SHARE insurance coverage, the EMPLOYER agrees to contribute the cost of such cover- age or $43.15 per month, whichever is less. In addition, for each employee _ � _ who selects the SHARE dependent`s coverage, the FMPLOVER will cantribute the cost of such dependent's coverage or $85.21 per month, whichever is less. 10.7 For each eligible employee covered by this AGREFMEI3T who selects Blue Cross- Blue Shield insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $69.70 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $161 .45 per month, whichever is less. 10.8 For each eligible employee covered by this AGREEMEI3T who selects HMO-�Kinnesota insurance coverage, the E1�PLOYER agrees to contribute the cost of such coverage or $68.96 per month, whichever is less. In addition, for each employee who selects the HMO-Minnesota dependent�s coverage, the II�iPLOYER will contribute the cost of such dependent's coverage or $155.91 per month, whichever is Iess. 10.9 The EtdPLOYER agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, urhich- ev er amount is less: 10.10 The contributions indicated in 10.4 thru 10.9 shall be paid to the II�IPLOYER's Group Health and Welfare Plan. lO.II Effective October 1, 1982, the f igures in Articles 10.4, 10.5 and 10.6 above will be adjusted in dollars to reflect the cost of the October, 1982 premium rates for the respective coverages. - 15 - ARTICLE X - INSURANCE (continued) 10.12 Effective October 1, 1982, the amount of the EMPLOYER's contribution toward employee coverage in Article 10.7 and 10.8 above shall be adjusted in dollars to reflect the cost of the October 1, 1982 premium rates for the respective employee coverages. . . - ; : _ . _ �. - _ 10.13 Effective October 1, 1982, the amount of the EMPLOYER'S contribution toward dependent coverage in Article 10.7 and 10.8 above shall be adjusted to reflect the October, 1981 premium plus seventy-five percent (75%) of the October 1, 1982 increase in the premium rates for the respective dependent coverages. Any increase in premiums af ter October, 1982 for these respective dependent coverages shall be paid by the employee. 10.14 Effective October I, 1983, the amount of the EMPLOYER'S contribution toward employees coverages in Articles 10.4 thru 10.8 will be adjusted in dollars to reflect the cost of the October 1, 1983 premium rates for the respective employee coverages. 10.15 Effective October 1, 1983, the amount of the II�LOYER'S contribution toward the dependent coverages in Articles 10.4, 10.5 and 10.6 will be adjusted in dollars to reflect the cost of the October 1, 1983 premium rates for the respective dependent coverages. However, these adjusted figures shall not exceed the higher of the October l, 1982 adjusted EhiPLOYER'S contribution toward dependent coverages in Articles 10.7 and 10.8. 10.16 Eff ective December 31, 1983 the IIKPLOYER'S cvntribution toward employee and dependent coverages shall be adjusted back to the respective amounts which were in effect on September 30, 1983. The amount of the II�LOYER'S contri- bution toward employee and dependent insurance coverages in 1984 will be negotiated. - 16 - � . � � �� ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of � this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, aIl of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 17 - ARTICLE XII - SENIORITY 12.1 Seniority, for the purpose of this AGRE�IENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER � f rom the date an employee was f irst certif ied and appointed to a class title ,., covered by this AGREEMENT, it being further understood that. seniority .i.s con= ,, . _ _ _ _ � ._. __ _. f ined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 12.2 Seniority sha.11 terminate when an employee retires, resigns, or is discharged. 12.3 In the event it is determined by the II�IPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each depart- ment based on inverse length of seniority as def ined above. However, when layoff occurs in any of the titles listed below under Column A layoff shall be based on inverse length of total seniority in all titles listed on the corresponding line under Column B. Department will identify such least senior employee in the Department reducing positions, and shall notify said employee of his/her reduction from the depart- ment. If there are any vacancies in any of the titles under Column B on which seniority was based,, in any other City Department, the Personnel Department shall place the affected employee in such vacancy. If two or more vacant positions are available the Personnel Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such ;i i titles, then the least senior Citq employee in such titles shall be identified, � and if the employee affected by the original departmental reduction is more �� senior, he/she shall have the right to claim that position and the least - 18 - ARTICLE XII - SENIORITY (continued) senior City employee in such titles shall be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City - employee. � _ Column A Column B _ _ Child Development Technician Child Development Technician, Special Student Attendant Deputy License Inspector I Deputy License Inspector I, Deputy License Inspector II Deputy License Inspector II Deputy License Inspector I, Deputy License Insgector II Engineeriag Aide I Engineering Aide I, Engineering Aide II, Traff ic Engineering Aide II, Engr. Draftsman Engineering Aide II Eng ineering Aide I, Engineering Aide II, Traff ic Engineering Aide II, Engineering Draftsman Engineering Draftsman Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II, Engineering Draftsman Fire Aide I Fire Aide I, Fire Aide II Fire Aide II Fire Aide I, Fire Aide II General Library Assistant Library Assisant I, Library Assistant II, General Library Assistant Housing Aide I Housing Aide I, Housing Aide II Housing Aide II Housing Aide I, Housing Aide II Housing Rehab. Advisor I Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Housing Rehab. Trainee Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Library Assistant I Library Assistant I, Library Assistant II Library Assistant II Library Assistant I, Library Assistant II Planning Aide I Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Planning Aide II Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Planning AsBistant I Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II Planning Assistant II Planning Aide I, Planning Aide II, Planning � Assistant I, Planning Assistant II Recreation Center Director Recreation Leader II, Recreation Leader III, Recreation Director I Recreation Leader II Recreation Leader II, Recreation Leader III, Recreation Director I Recreation Leader III Recreation Leader II, Recreation Leader III, Recreation Director I Sanitarian Aide I Sanitarian Aide I, Sanitarian Aide II Sanitarian Aide II Sanitarian Aide I, Sanitarian Aide II Special Student Attendent Child Development Technician, Special Student Attendant - 19 - ARTICLE XII - SENIORITY (continued) Column A Column B Traffic Engr. Aide II Engineering Aide I, Engineering Aide II, Traffic Engtneering Aide II, Engineering Draftsman Val. & Assess. Aide I Valuation and Assessment Aide I, Valuation -- and Assessment Aide II . .Val. & Assess. Aide II Valuation and Assessment Aide I, Valuation _.: . and Assessment Aide II _.. .,,; . : � . : 12.4 In cases where there are promotional series, such as Technician I, II, III, etc. , when the number of employees in these higher titles is to be reduced, etnployees who have held lower titles which are in this bargaining unit will be off ered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 12.5 It 3.s understood that such employees will pick up their foxtner seniority date in any class of positions that they previously held. 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire af ter two years of layoff. - 20 - ARTICLE XIII - IIvIPLOYEE RECORDS 13.I Any written reprimand made concerning any member of this Bargaining L'nit which is f iled with the Personnel Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is place3 on f ile, the City shall request from the employee an acknowledgraent, in writing, that the reprimand had been read by said employee. : 13.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's per- sonnel file, af ter f irst giving proper notice to the supervisor in custody of such f ile. 13.3 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. - 21 - ARTICLE XIV - BULLETIN BOARDS 14.1 The EMPLOYER shall provide reasonable bulletin space for use by the UNION in posting notices of UNION business and activities, said bulletin board space sha.11 not be used by the UNION for political purposes other than UNION elections, ,Use of this bulletin board is subject to" appraval of the d�partment head. � . ° - 22 - j ARTICLE XV - WAGES � 15.1 The wage schedule, for purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifi- cations and salary ranges in Appendix "A" does not preclude the employer r from the following: 15.11 Reorganizing 15.12 Abolishing classif ications 15.13 Establishing new classifications 15.14 Regrading classif ications 15.15 Reclassifying positions Both parties also agree that titles and grades in Appendix "A" ref er to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 15.2 Notwithstanding section 15.1, salary rates in Appendix A shall be reduced in the amounts necessary to equalize payment to individual HRA employees and City employees caho receive different pension benefits. - 23 - . ARTICLE XVI - MAINTENANCE OF STANDARDS 16.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard ser forth in the Civil Service Rul,es af' the City of , . ,. _. _ _ : ... _ ..: . ,. � . _ . :: . _ _� ,,.. .- .� _ , Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specif ic provisions for improvement are made elsewhere in this AGREE�IENT. - 24 - ARTICLE XVII - LEAVES OF ABSENCE 17.1 Leave of Absence. After three month's employment, an employee may make appZi- cation for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250) . _ 17.2 Sick Leave. Sick Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overti.une. Sick leave accumulation is unlimited. To be eligible for sick leave the employee �r�ust report to his supervisor no later than one-half hour past his regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Sai�t Paul. 17.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the enployee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. , or in the case of sudden sickness or disability or a member of his household, making arrangements for the care of such sick or disabled persons .up to a maximum of eight hours sick leave. 17.4 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval �orces of the State or of the United States for which leave is not otherwise al- lowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed b� law. Such leaves of absence as are granted under Article XVIII - 25 - . j ARTICLE XVII - LEAVES OF ABSENCE (CONTINUID) I , ; shall conform to N.innesota Statutes Section 192, as amended from time to time I and shall conf er no additional benef its other than those granted by said statutel 17.5 Jury Duty. Any employee who is required during his regular working hours�to appear in court as a juror or witness except in his own behalf against' the City, , . . , _ _ , _ ;.. - sfiall be paid his regular pay while he is so engaged�' �provided however,- that any fees that the employee may receive from the court for such service sk�all be paid � to the City and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be re- scheduled to work the normal daytime shift during such time as he is required t appear in court as a �uror or witness. 17.6 Education Leave. Leave wi�h pay may be granted for education purposes at the option of the employer. 17.7 Funeral Leave. Any employee who has accumulated sick leave credits, as provide in the Civil Service Rules, shall be granted one day of such leave to attend Ch funeral of the employee�s grandparent or granchild. 17.8 An employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive representati � � 17.9 Maternity Leave. Maternity is defined as the physical state of pregnancy 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 of 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. - 26 - i . . . � ��'�s.3 ARTICLE XVTII - MILITARY LEAVE OF ABSFDICE 18.1 Pay Allowance. Any employee who shall he a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or here- after organized or constituted under state or f ederal law, or who shall �� a member of the Off icer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benef its for a17. the time when such employee is engaged with such organization or component in training or active service ordered or authorized by groper authority pursuant to law, whether for state or f ederal purposes, provided that such leave shall not exceed a total of f ifteen (15) days in any calendar year and further provided that such leave shall be allawed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such lea.ve shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such Employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. - 27 - ARTICLE XIX - MANAGEMENT RIGHTS � 19.1 The UNION recognizes the right of the CITY to operate and manage its affairs in � all respects in accordance with app�licable laws and regulations of appropriate authorities. _ All rights and authority which the CITY has not officially a- btidged,: delegated or modif ied, by this AGREEMENT are retained..by the CITY. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of dis- I cretion or policy as the functions and programs of the employer, and organiza- i tional structure and selection and direction and number of personnel. I i , � i i - 28 - ! � �V�� ARTICLE XX - DISCIPLINE - 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will he in the f orm of: 20.11 Oral reprimand; -- 20.12 Written reprimand; 20.13 Suspension; : _ : 20.14 Reduction; _ _ _ 20�15 Discharge. 20.2 Suspensions, reductions and discharges will be in written forni. 20.3 Employees and the UNION will receive copies af written reprimands and notices of suspension and discharge. 20.4 Employees may examine all information in their F�SPLOYER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or UNION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said f ive (5) day period, the II�IPLOYER may aff irm the suspension and discharge in accordance with the Civil Service Rules or may modify, or withdraw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a UNION representative be present. 20.7 Grievance relating to this Article shall be processed in accordance with exist- ing Civil Service pr,ocedures or at the option of the employee may be taken up in the grievance procedure under Article VI. If an issue is determined by the grievance procedure it shall not again be submitted for arbitation under the Civil Service Rules. Tf an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under the grievance procedure. - 29 - ,. +� . . ARTICLE XXI - VACANCIES 21.1 The Personnel Off ice will inform all departments that the department's time- keeper shall post notices of all job vacancies in their department at least five days before submitting a requisition to the Personnel Office. � , _ ., _ .: . ;- _, - . . �; - .:- _ ,. _ ,> _ , . , „ .. . , �_ . .. >,. - 30 - ARTICLE XXIII - NO STRIKE - NO LOCKOUT � li i 23.1 Neither the Union, its officers or agents, nor any of the employees �j � � covered by this Agreement will engage in, encourage, sanction or �; --- I support any strike, or the withholding in whole or in part of the � full: performance o€ their duties during the lif e of this Agreement; � , . _ _ . _,,.� ._ . except as specif ically allowed by the Public Employment Labor J ' Relations Act. In the event of a violation of this article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to return to his full duties within twenty- four (24) hours of such warning may be subject to the penalties pronided in the Public Employment Labor Relations Act. 23.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this Agreement. - 32 - ARTICLE XXIV - TERMS OF AGREEMENT 24.1 Complete Agreement and Waiver of Bargaining. This AGRE�iENT shall represent the complete AGREEMENT between the UNION and the EMPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make requests and proposals with re- spect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREIIrIENT. Therefore, the F�IPLOYER and the UNIOlv', for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any sub3ect or matter referred to or covered in this AGREEMENT. 24.2 Savings Clause. This AGREEMENT is sub�ect to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this AGREEMENT shall hold to be contrary to lak� by a court of competent juris- diction from whose f inal judgment or decrees no appeal has been taken within the time provided, such provision shall be voided. All other provistons shall continue in full force and effect. 24.3 Term of Agreement. This AGREE�IENT shall be in full force and effect from January 1, I982 thru December 31, 1983, and shall be sutomatically renewed f rom year to year thereaf ter unless either party shall notify the other in writing by June 1, that it desires to modify or terminate this AGRE�iENT. In witness thereof, the parties have caused this AGREII�IENT to be executed this 12th day of January , 198 2. - 33 - ARTICLE XXIV - TERMS OF AGREEMENT (continued) 24.4 This constitutes a tentative AGREIIrIENT between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City and the City Council and is also sub�ect to J ratification by the UNION. WITNESSES: CITY OF SAINT PAUL LOCAL UNIOh I842, DISTRICT COUNCIL 91 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL II�LOYEES, AFL-CIO G � . BY: or Rela ions c 'ne s Re res t tive w BY: BY: Civil Service Commission BY: BY: BY: BY• - 34 - � _ ty _ � �- �- �- �- ►� �• F- F• r� N N N N N N N N � N N N N N N N N (D 'n O� l' � ll O� 'n � � 00 00 00 00 00 QO 00 0� W N r N ►-' N ►--� N r C fD ln ln ln lr l.n � ts l� O� W � O W � f-+ � r W O� F+ O� r N �O 9 OO O� �O O� N �O O 0� V� �-'� � O .� d� �O � O tn � N ln O W Oo N N V O l 1� �D O d� W O� 00 O N O� OD N � � Oo �O V 0o O O N N V 0�0 .� V N lJ� O O� l!i �D O V �O N O� C] V O N ln ►-+ ln W V OoW N �l d� 0 � W rn �n x� rn �n x� rohiozxxtyc� y �n �,+ m � v� �n � V+ �O cn r a� :cl rt �' f� G fD (D fD �" P. to A fD (D �! N fD N OO 'i7 N 1--� tD 01 �C f� ft W W .'7 F� A7 �O �O r't W ►-+ .L� C7 P� ce • • � � �n G ►t t� N rt t��d • • C ►� • • w i.� � n o v, � rr w�v t� rr rr w a rr n� oo w n v u, o V r W .L� O fD F'� A P� rt �' :f' F-� F; 00 O C'� W 00 V Q� N w � N• � w ti C �o N i--� r rr w su w o r+ t� 9 m m wt-� NO � w acn e E .d a -�a m o � v � cn m 7d o ro cn ro c� o• rr rn v+ � z H N a o � w t-� co rn u, �i � u, �n cn t�i v ra G w oo G a' I-� cn K As �n O n N v 7C O � t� i-�. 7 o� ►a a rn w r K m m tu �-r rr hd n �v o m �t w .� c� �n tt3-� fD • • m cn ►i H F'� rt F� N � (D • K a • • � DC � � � ►-' d� W fD W �' (A O O 7 (D W O V tA N N N W �-+ rt V � R. 'd !D rt r't p rt � rt 0� N H ln V ',3 9 n c~n� 0� � � y rt o r-~+ K � y � rt� rt m vi m � � = � rn ro rn rn y � w � 9 rn tn �r a� tn o � � rn o m a � u, a' �n -� �o ►� � rn V� V p. N V U1 tn � t't p m � N r7 O� ln �J �D O� � W O� [~A• W f�i� ,�} n fA N Oo O �I Qo W � R � lJ� r7 p� F'� rT F-'� rT .L� 00 ''.3 N O rt � � � � n 17 H V O� O� O� � C� O� l.n F+ N 6� OD N O� O W 00 O W w O .L� r V N O I W O� .L� N O� O O� 11� ►i O� w � C� lI� N N V • v0� o� � � � � ln r A V �O W V N A lfl V� O � ln V V 1-+ O� N 1 � t-+ O � V V 0o N Oo rt W N �D �O : p� p .P pp . � . - V � V 6� O� O� O� O� t� _ ln tD O ln �O W Vt O O -- W N 0o O O l� �O ln I � _ � ►-' O F-' V V 00 N 00 K W N �D � � O 1� 00 • V V V O� V O� O� O� N G� O . N � O l� V r-� ln O� ln r W W V N 0o I � �-' O �-' V V OO N OO ►t W N �O �O d� O � 00 • �-�`,f;��'-� (�+ , _ Zy _ � ►-� ►-. r r a'r trf ►�d N N N N N N � � � 4� 'n0� M � � N � N � N � C DC `D a � N V � G� 00 W O N O N �-' � � � � OO N � C7 O 00 � fD a .. a. tn c• v+ ` o. u+ .� �o w o� o tn � W O� W O� V W �C A ►-� � O W O �O V � OO v � rno w � W V N V W 1--' C'] . O � W d� � �-+ t1t 00 � V1 �O 00 V O� O� d� � d� wv�i � � � �C � C � Hmro *dZ ►-+ �C x� hitht7 `�° v�i C xt-' � N r W r r 1 !h N e-r N A� 1�-� I-� � � O G'� F� � fD O+ }-' N C C� u+ oo � vo nr+ Nw �n � wwrr �n � mnoo �v rn � w w � � rrrw � � rtrrm � � ►�+� � r ►t �' rr �e n P� w w rr p � w H w m � c7 r-r A� ►� W �'t rt � A� F+� W rt � p ►i 9 N �C �' K W r't ►3 l� W W OQ ri � p F'� f� QQ M h+ fD �C LL +i a� W v rn m ro o c� t�o0 oa o rr N Q. n r rn rn r w � o �-- �n � v� � cn r o� � o a �u w w oo rv w a t� r ►-� � oo .o � o m � a a ►t ►� r � n �n oo t� Q' cn p ►� su r+ � �n µ y a r� r�+ao m • • o N � � O H O+ W Y- {b � � O ''J m !�. tn O (D CY � �-+ ln ri F'� N r N p V W C� rt R. C ri F+� F'� fD N hh ►i a tA � V p� tA 1-+ tA F; O N N t1. [ID F'� H W W fD t't rt O 'b !b H ',D (n rt fD rt H Uf ',n �"i Q• O A� "�2 fD p �C fA r't O A� f"� rt �C fD H ri � E3 � w w ►t r+ � w rt � �e rr to v rn rr v c+ .� m oo �C rr p m 9 r+ cn v rn p O� �D O � Oo µ v) N rt tA �d r ln H H rt O 00 r't OD V W fA r'f ',a hi N SA fD N W '�! fD �O � H Oo O � (�D ►i W H R. (WA t7 O+ OD 7' fD W O d� W rt H � C� W H � � Y• R' H ht "� (� ''�' 9 A� rr H ►+ w � v � v a �-�'r vrn � p w Otn 0� � � N OO I� H � �--I �C H W �C W 00 v A ►i V � �-+ V tf� r . V V V V V d� F-� �O W Co N � Oo ln �O W O� r OD � � . : _. ` � QO V :. l� � ►-+ l� ►i �... . ;_ ___ W't�!'-c.; . M OD 00. O �• s : - . :. ,.. . ' , . - >. ,, OD V _ v V V 6, N � � � W O� �O O �__ N O� l� � f'' �O �C 0� V i� l� f-+ L� F'i W t0 �-+ 00 Oo O • OO V � 00 V V V N � N ln �--+ .� V ►-+ ln 1n �0 NV � N � 00 V l� F 1-+ .� �"S W �O r Oo Oo N • i _ sy _ ►-� r r r r-� �- trJ a N N N N N N � � N N N N N N (D � t' � l; O� l� � � N � N � N � � '�' 9 � O� O� � O� ln Vt00 W V w0 �Y n O �--� tn O � ln .� � � �! (.77 OD � N µ � . (D V C� V O� � O� v rt,n O � � W � W .4� W Vt W � N r W r r r lJ� 0� V GD vrn .arn � w N O O O � v n . 1-r OD V i� r+ V 1.J1 V tJ7 �--' �O � � V V V O� V O� w `�° �ny •° v C � HHcncncn � rorororoxxc� � r� r� ryc» � � d xr' O r W tn N .L� N rt �i fD fD W 0� fD C ri F-� I-� O O ►i W � p (D � rt V 0o fD W O � � m a+ �O E-' t'- N � � � �++ I-� d O N N � � C� ►i Qo OQ 'r! f� r � f� o' W fD � N �-h rt W W fD O F-''+d � � tn W 'C tD F� F'� � �' ri *i rr m w w �-+� w o r+ �-+ n w m � � w r• �' � � �* � w c� s� W cn rt rr F� � M M �C O3 f� �'t W F'• :� � I� 9 fD N �C � rt N ►t rt � W F'- f� 00 �-t et �'T p � 00 QQ f� F+� tD (D W fD 1't �C Oo V i-'� (D V V O fD 'JC W Q� 1+ H�C 00 00 W r't ►i t'a rt f� V O� 1-� O W O p � N � m LTJ t'� 1 N � O p '.'d 9 9 fD F'� W W�C rt Ln e0 O a l!� 00 '� rt N V '.1' 1b r't '� L3. '� �"A r� '�' '� fD W ri '..� r'j l� � A N Cr! '�3 t0 W H 00 d tU O Sb G) F'- � a rt H OQ 00 (D O �"S • • � r V H f'� A O ,� � W O �C ,'� x Cl) � (A P� W tD fA H p ri N Oo ln ["' F� �O � ".� F1 11� N t3. C "'.7 �-t W (D 'd � N W N 6' t� ',a fA OQ F� �C O� (D fn tA fD ID fD N H W A� fD P� 00 fA W H H r't W fD W P� rY 't3 ri � (A (D rt fD fD I-� A rt �p rt H F� H (D w a � C P. G� fD 7r (A rt H O C� rt W N• B P� H W f� 1-h fD H W ri fD p 17 Ul 1-� 1�'� r'S p' H �" W O fD p h' � rt � N P� �i rt O�V rt H � V fD OQ � `C S3 H F-' � � f'r M ."j tA H fA fD F-h V V W O� O H N Vt U) N QQ W H F'� rt ft W � H'L� F'i 1'T O� N H H 00 00 ►i N A (n ft y n f9 [A H H W f'� P� tD f11 V� O '=J H H � O 9 W W f) t�t fD H H O W � n � o ao r-� a� v �u ►t w a o� �" � m d � rr w � ao 6� � H W �--+ t7 H (D � � µ ~ '.y � H � H � '.� lJ� V H i-1 C� W d ►i 1 H '� H H F'• n W A� C7 H O� V 0o V ¢µ. H p N W � r'µ► H OD V � � �v° � � � � p rp � v, oo lo t�o �O t� l� H F-' � V ►i t,n � O O � � �"' • � F'� � � 00 00 CO V 00 00 V r CD O d� �D VNi v 1 p O� O\� : �ON NV �OV ri Cp � 4s r : Oo 00 • Oo 0o Oo Oo W v p \p N V O __ Wr �OV � � � l0 N N V �O V ►i OO � W r-+ 00 0� �p Oo Oo 00 O W �U N ln 00 ln p� l� N O f� (�� ON N V � v � 00 � w r o0 00 • . . . � .� {�f� � j. � il � r f-+ w r r a+ CrJ i N N N N N N N N � ro � � � NN NN fD trJ I � O� l, � A 7�-i N � N � N � C .�C (D 9 v rn � � = vNi ��++ °w c�i� � � 0 V 00 ll� CO i'�t i'� � v a� ' v rn a. v+ �o w � � cT w r r bd N V W �O 1-�-� N V �I �J C� OD N O� �O ``� N O O� ('� . 0�0 � WO W� pt �-y! tD rt 'd N tD � ri ►i O H 1-� O � O O O O F+ � fD fD I-� ►�i �"'�� W �-�fi n A G � Oo V tt F-+ 0� cn N fD F-� A� v'' O O N P� W W � M � � � rt OQ "d � F�'� f� f� fi Fh A t� V V �d v' N ln fD � M rt M f) O F-+ N'd � W � � N 'd � m ta tn f9 F-'� � t7 � �' �' W O O �O N fD F-� �-' � K W M W �-h W A F� tD tD [� � F-� O W W i� d rt P� W W W +ti � F � Oo ri C7 I-� rrr� � wwt� � ►t � ruw Ew � � � yru �cN � rrrro � � � • • C n �o �- d r. � oo c� � �r m ct rr � �e c� �c � o0 oa oo m m t� �a r w r� rt r oo N. � o �no o w � E�c �oowwna � nrxz � � � rtww v � m a �v � yro ro w o � n � rr y7dc� a' wr4�c � �-rrr � w � � o a SU tD W K F� � rt rt � N rT H F; W G) cD N O � p f� Qo K C � rr C 0o Ov rt ts. •rit A� f� o' R. v' N 7�' W � 1-� fD p N � H f� p' � F'�OQ N W tQ �-i ►i W N ►i 0o v i3 A. � r°t pw w �v v� N p o�o � x K N �+ � � v� ai w r� t�n � � t�-+ t�-+ p � cyu m ao ., r°n c�a �n oo co w w iu n m �v H rY � H o n N• w � a� n cu w n n � rv v� m � rn � y� n rr rt �C � �o ce m � 1-; H N f� E--� F-� � w m H ti H rr �' �' tn v a t� � v� r� o o w � � � �o � � � cnwwo rnr-arr m n �u w � � • • m o u+ v �nsvnnaww � w � w a' mbn� �r ►� H �-rp � w � o µ w .� v w •d O O H fD p �C tn F-� N p � �"f A� � � tD � W N m �-fi �' � f� t� OD O� (D fD fD � (A t� I-� W A � F'� rt A rt � "d � r't ;! W F-� N �-t � w r-+ y r� �n w � �o H � w r-+ w w cc w �n w y w s� v, ta �' � � wr► v, N. co r� wnw o � � � � � to � � � rr � fD f� rt rt W H n W O 1-� � rr F� W W f� fD O 00 00 I-�- '•3 �" w H � fD �" ',] � W H O W � P� �' H H OC V ".3 +i � N f� [Y ".j' '.S' H H A ',] '.1' � ',� H �'i ".-1 '.3' p ( O� �O rt ln r W W rt H a'' W M cn rt LL H W I N r �J O r A� H C) ',y f� fD C H H H (� yd • ',n ;j fD F+ H W F�+� F� H F� H W N N O A O� O+ f) P� !� N O tn H {n � O r f� H � ".�' � � �'t *O.t '.3 £ G W H � 01 p V N � H � � � N 0 � � � O H W W �D O h'! v O� l� N N r . � � �0 00 Oo 0o r N L� � � � r � O� 00 _ - 00 V O �--� r�t i iD. tr ,. :?.- ` . . _ N O _ O� p� . `� � �O OD �O 00 N , � v N 1� O W O t!� ��_ N V OD A � � � � � � 0o V O f-' ►t N O O� O� tfl 00 �O 00 �O 00 N � � W O� N � V'� � O tn O r v � a�D V�i , OO V Or' M N O O� o� - s� = �-' ►-' �-+ r-+ � r r r ��1 M N N N N N N N N � ro NN NN NN N N fD t=1 ln d� ln O� ln O�' tn O� A 7 1 1 1 I I 1 1 I rr C7 �� N � N � N � C '�'. N ►-' (D � 00 V V O� V O� V p� � o� a% o�o ni � owo � y n 0 tn t� in v oo .� r-� r-� 00 � r r0o wOO r�T F'� � � tD OC V V V � V V V V p+ W � �O W V r O� O � C�V lJ� O U� ►-+ 00 � bd V O� 00 O O O W OO N W q �p 1-+ N r V 0o Oo 00 � oo v oo v V O N O� O � O W N O �p r V p O � C� . � 00 �O � N Ut ln L� �rn .� r o �n o 0 � o0 00 � oo v o� v r W O+ �O l� v W O� r V� � CHHcncn � �dro �drororo � rxac � � aa "' ~ crx � ryc� •° ~ �-+ �' 0o x� r�o snwKm �v � cv � � � NN � owooN• ww � o� rn woor• � � � w � wn> y � � rr t-+ w sn � � w �r o' v' w w �t a. � � � rt rt rt � v iv N w � �o �d b � � n� v� oo r n �p G rn rr n w t-� r t-� N � p m m tfl m cn (u (o o � � cn N r cr n n w rnwwo w ►� w � o N � ww ro � o� N• arowa n o n w d w n t� � n � w t�i � m p � ro c� o � rr s� � rt � � � � �o 00 � o � oo r r � E t� te o�o m � ��,, cu Qc oa � ° � µ .o Qo o a°Q m o°o � rt o0 00 � m oo rt u,v �d � ►-7 r r o N o G G � N rr ►-+ H 7d e � G � o r.� � p� •d �t w�c � o � v o w ►� N N fD m W tv tti' �i W W H !-'� W p (D fD SD � r7 09 r V G] p F'i W � 00 ln rt N O ['-7 ".3 ri N n v' c' p N � N I--� m p H tD C f� p' � p w • H �"t A� m � oa t=i • • � • • pp .L�Oo rt p �' O ri m a a n (D (D fA fp � N rt f+. O H v W N N m [�.. W v GU �p o0 r tr � W p r{ W N CJ� W I� a' Fi f� fA � v' W f� � (D v t-+ f) � 'yd fD N c/) G O Oo p � O� f� co t'� A� �i � �i H � d � �' y R F'� W o N l� �' rt cD � �'i p' n I-+ � a (� rt �C A.. (D fD 0o Oo W ►-i � fD F+� f� i-� � rr H �'' � �' rr O N (D rt m W O n n fA vl f� H W !� OQ F'• W W fD � I-w C/� P� W 'd r7 ' �"S w cn n 9 G� w a' w � �' w � � H o � N. � �d a� rt w � �O�D H fD � `C fA rt P� � H H N W � R p N fD p � f'� �o Oo F'� N 1-�- F'� � O �o Oo �D Oo �O r �p W tn W F-' W (D fD � !b W O t7 (� U� p F'- l� Cr N f� F� C !v � F-' � �-' W H N r' n H H F-'� � W f� !) C'� p !'� r'l H W �' W N N � � W W (D ',� � V �+ O ln h'J H �' � H N fA rt (A W �' a' H I F�'� H O � O C� � • C� � 1 N '',�i • • • H �O O '.� tD C� 1"t 1't R1 ',] ',y H I W Cy W'l7 W O� 00 F-' N .'L' QQ fD N A � W �O O I-'� � � W CJ� � f-'� W � p n (D W H �O ln W rt fD f� O V �p � f� rt F�' t9 'd H f� f� O y W �"t «"3 H p� W � �'i ►i F+ W tt fD H H W W p• H �]. P� N rt O M fD A1 H f) f) H ¢t !b (D H C � rt H "..1' "'.1' N r � �p 1-► H W � p F-+ W O H H rf O �O n N H P� [A H ri �O 00 H '�D '�7 F�'� �D 00 �O O� l--� r W H x � F-' H H [� O H O� 00 p. µ O � O� W ln O �O ln H '� F'� H H W tt H 1� lJ� C OQ .'S N � W O� 1 00� f� H R '',t! F'� H 00 f-+ C~A� r�l' C� O N t0 00 r'{ WN � � N H NO� � (A OO N � V l!� • � E � a r H P� �d F�• O �O H I-� �o �O r-r p �O 00 �O Oo r A�n �O �-- • w a� ao tn v tn tn�O N � rt � .L� Oo �O I O `C _ �D G� �D o ►i r ln v � ►t V r+ : � O O+ Cn �O N . ... . � ... J � . . . � . . . . � ... .. � . . � . .. . . . . . .,.. . . . -. � f-' . . . . . . Y . � � . . . . . � . . O �O O � �O 00 �O 0o N lJt V O N V �O V �O O 'a N ln 1� V V r N � � �O O� �O O r+ ln V � ri V �-�' �O O O� ln �O N • � r O �O O �O �O �O �o �D N V 00 f-+ W �O ►-� OO O ll� r ln 0� v O O 1� tn 1 �C �O G� �D O rr ln V O� �-S V r �O O O� ln �O N • _ 9y _ r r+ r+ r r r+ r r r ►-� ni � N N N N N t V N N N N M 1 I I 1 I I 1 1 1 I M Fd NN lV N NN NN NNfO Cr1 ll1 d� 111 C� V1 O� ll� O� U7 O� f� 7 1 1 1 I 1 1 1 1 I I R C7 00 0� 00 00 Oo OD Oo 00 Oo Oo W H Nr-+ tV r r �-+ N � NrC �C fD 9 �C OD �O 00 00 OD 00 V 00 v dr OD W lJ� 00 t-+ A V r A i-. O �' 1n0� �O � l� � � � 9 O V .L� �O V V N ►-' .� O� �-' '.� �O O� W O O � O O O 11 rt W G ' r tD o �o � ao � oo ' oo ao ao v ss. O N v �p N ln 0� O tr O� � W O V O� C� O d Oo O O td . O N lJ� OD Ut O �O N O� U � � O� � �O OD Oo � O ln • r � .� 0� N W 0� 00 r � 0� � 00 N r �1 00 00 �O W Oo ln (� O� O 00 .� W OD N W W O V 00 W � U� ln N N ln O r-+ r r r � A � � OV � O INn � C roc� cnt�o � CH7d �+droro ►�dx � czic� � a �n ►� c� 99 .o v, n � � oo � G � o w w n c� � � r r-� o �. • �-n � .� n� � w o .o � cn � .� w o 00 � v� �d uo w o rr r w �' v' o• w w � n C ry �-n n a� � n �t � r.� � m n oa w m i-+� m C rn p� � t-� � � m to w o C m r► w o Kd �t � nmt+, o� ww �y w 'Tro ''d � � � c� w � � fD C N ct W F'� C� A 'C LT1 � hi • • r r �p r r f+. �p r C F� n {-+ �S QO ri Q1 rt r O f� 0� rt r O rt r O O�f 00 O �O N O W � bi � fD � 'ti7 t7 W O �O ri tT �O O� � F'� � ln F4 i�- �-' N O U'� � 'd p H rt O G � � H C �C ►t W p O �-` O� 0� t't � .L� O � � W r ri ,�1 Q+ �G P� fD P� ri W W W fD fD m O C Oq N �O f] � �! C7 �0 0o aa • . m • • n w � r+ x' N � � � � rt oo to • � o • • v� in o o ►-� o � v .� rt p �' r• m a �u m �' � t� K H w a. w � o� o G c� v rn 9 �n v, r+, o ►-• v� � t�. � o H w n n � ►�+� � s» a � v rr � •d .� �— �v r � W C� tD W :� (D :� 1 W O T11 � n n A1 1� fD fD p tA t"� W � 9 f� f� OQ 1 H f) p rt �" rt µ r� ►t W F�'� O rt t7 tA W V] � U1 �'d H W H 9 W � W M C 7r'' ►-+ t� 00 W r r-� N W �-+ r U� p� C � G H A> H (D O W r O p r W r O tD rt r O � O r O H fD � 'C7 w H v' p fD f� p f� O �O p f� O �O fn � �O �O ►i N O� O� tA � O �-' fD lA (D f� fD I-� f� 7' F-� W l� Q� fA (D � N O C V� O� µ � V � O A tn H r! F�'� n W H �' � �C H W V r �--� V �rJ ri O ln Oo t��t d t0 ',� 'd O+ O� ".� N H W p "�' n H W f) rt C � �O .L� 'd 'd O rn O P� I l� W N r W fD l!� �O W � V1 W td f� W fD H �O O� (D fD �O ►-+ i-h rT f� f� rt O H f� G F'� A� m H ►i A W G� W F; ►i H W W N � rt H A� F'� 9 O r! N 0� H H w r � 1 F�'� rt P� (A � ►-� ►-+ r r S» N r r � �p � L�. 1 OQ ►-' O 1-' �-' m P� N � r O � W r O !� W H F'd (b O �C ti F+ O �D � fD i--+ N N �O �O A Uf w � H �' H ty H � rt V 00 vl W ln O (A OO � l� O� fA 1"t W O H ,'7 H OQ H d O O� V H ct �I ►-' 1 tA H H F+� H N F-+ ►i H 1 `C � � � �O 00 N 00 N C� W �-+ W '�' N O� ►i tD Uf r OO V r � N F'� A V �-+ � V N • � r'► � O p y G r r � r r r H �t r r r R N � N ►r r0 H x' ►-' O '�d Ovr �p p� V� N N Q� � H N O �-�' W O� V lJ� �+ NOD 0� � W V VtW � � �� . . ... . . . . . ;., . . . . -, . -' :'. L�,W . : • , p V rt`._ V 0� ri ' . : .-:,.- +-�''CW]� ::, ' �:;.� OP�- :::s_.' �.p :- �s:. _ - : - " ' - ' "'. O � ":" �; v tn • . � • - _ . .. • ._ . , .. ., ._ _ _ .. _ _ , , . _ . . � ° C7 - '- , _ ."'. _ . - _ � r r r r-• a-� r r r 'd . rr Nr' Nh-+ rO rO tt O �ON V �! .� W v00 rN • v � O _._ln � r �o � O Oo v� v � I � O� W � �D W W OV V O� r't h+ O� r 00 O� O O � �1 V� • r � �--� r ►-• r r r r� r N r N r r O r O O O N 0� 00 U'� ln OD �O W W �O O ln OoF l� N �OW r � ON� O� W A �O W W OV V Oor't r-• O� r+ Oo O� O O � V ln . � , . . , � I - Ld - p� y K r ►-+ r ►-• r r ►-• r C7 � � �' pt � NN NN NN NN ►'h W N rt fD 1 1 1 I 1 I I 1 M hd fD NN NN NN NN fD � N A� f!f Sn tn O� V� O� tl� O� lJ� 6� (� tn o' v' 1 1 1 I I I 1 1 rt I O O Oo 00 00 0� Oo 0o Oo 00 W `C C C Nr Nr Nr N � C � �-t N H (D fD � ct fD � tD O� rn d� ln r ►-' � . b cAO om rnr-- wo9 n w° o�oo .� N � �d d pp w � � v .� rn l,+ 9 0 �' �'�{ � r�'! fD fD � N A � � V R N � a � a' a' o�owoo � n � rv� � � w � ' � o a � a O r tn r ri rt V 00 V V W -P � t�-t p �C 0o d� O� N � ~ � CF7 W N �"! �--+ �O W .4� W OO CT ,ti (,n V ('� N V �O �O � �-i tA K , tD ro rr su ►-• � � N ct �o �O rt (D "d fD �--� F-+ r O tA (A t!J V O� N �-+ O �O N O� N N V 00 . d �+► m rn t� .� C7 �o 0o v o0 tD o �' o • n Fi SU ti V OD V N lJt lJ� tn f-j r �l rn N O w 1-' C/f Y U] W t7 1't V O� fD n (D U� �O O'O O 'L7 � N tr1 r r r+ ►-� O tn � tA • • N r ►-� O r't Oo ln O� 00 N W o�0 9 � 9 H � rn cn 7d a � O a .� r C 9 N rr � rr � � v S m p. v �n rn � rn n N �' (D �' rt AO N n W V N �"h lf� f'' f� f"t ri r'i fD ln O � �• Fi 'd W � � r � ►-• ►bi lvn v p � C � r pi ►-r r r�i� r'f 11� C lJ� fD 0'Q W N W N tT ►-' O W �' I tD I rt Oo V ln O l� W W V �1 p A1 �C �', (D N ln 1 '�3.' ,'y �id W N C l� V 0� � rt �n *i �-i r .��C N tD • • fp • • C�i r � • ri p C� f� r� N v v y ct rt W ►t � � �-+ m W (D ri O � a C� d� fD fJ M O 1�-h M V � • fD rt N rt a' F� O F-� I-� Oo v o� H (D rt F; � F-' tD tD rt ln Oo � ri W ►-+ r O r-+ r W l,n f) Oq n �'' v O��e', O � N ',S N �-' f'� I rt +i rt • • ri C � O Oo N N W �C N tn V tn W ln �O O ' oo p� P� Ft P� � N O O • � d l� .L� fh W ti� � � . � � ri G� �o N I rt N Oo W � N O C a o o �n ►-��c o � ca � �r • • ►i ti r7 ►t N �' O O ►-� U1 O ►-+ r � r-+ r� r� O W A� O O� O� • ri .� W t7 N r O �C f� � o' �O 00 �-' A Vi '�C N 00 �C ►i ri rT Y• r .� O rt �i U1 Q� tD E,' v N�C V r+ � �--� O� � ,-r cn m o0 o rs o ro �e � ru v oo cn rfi t�n O �i N �O 0o t� r r x r r � r'S tD ►�t � N � �j 0�0 d� � � 00 �I fD ►i F'• • �C 1� N Sv O� �O �C tn N � rn W ri p ri 'U rt � f� �D ln cn O� o r r . (D �' W H N � '� ln W. � m �u �o 0o r.� r. • rt N A� ln V p QO C � O � lnV� r �-- � rr N fD 00 �C O� Oo K .4� W (A W N O � t--� *t e �O ln (A V 11+ �O N �C • �"t U1 fD �O 00 N h'S N tt �-! O� �O ln O� O r-• r . rt (D 00 O i N � V� W (D 'C7 rt • �C U� cn �' O� � �S • CJ �O V� (n rt r �--� r+ r N (D r tn W W N ln �' "tl 00 O 0� N ln �C fD fD O �i A O� O ►-` ►� . N f't N l� ln W O W �C tD - . �� . . _.r _._ _ _ _ - . _. _ . _ _ _ WHITE - CiTV CLERK ' � - � �('�'�� P►NK - FINANCE �� }� � CANARY -. DEPARTMENT G I T Y O F ` �I l\�T I�A II L COUIICII v � BL.UE - MAVOR File N O. C I T Y C L E R K Council IZesolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1982-1983 Collective Bargaining Agreement between the City of Saint Paul and AFSCME District Council � 91, Local 1842, representing the Technical Bargaining Unit Employees. App rove d: Chai rman Civil Service Corrunission COUNCILMEN Yeas Nays Requested by Department of: Hunt PERSONNEL OFFICE Levine In Favor Maddox McMahon B Showalter A ga i n s t Y Tedesco Wifson Form Approved by City Attorney Adopted by Council: Date _ Certified Yassed by Council Secretary BY B; . Appro�•ed by Mayor: Date _ Approved by Mayor for.Submission to Council � By — By . ' � �?C I1Qt det�ch this memorandum from the �=, �'1 �-�/�� o\°\��-3 � � �ll�cll��Ic�n so thAt this information wlll be ' � � (/ ` °� '��Or�hOFC�AI�M N�STRATIVE ORDERS, �`��i�V RESOLUTIONS, AND ORDINANCES ' Date: ' January 6, 1982 ii ��C�1�� TO: I YOR GEORGE LATIMER `�A��! � 'I 1��! � FR: P�rso�nnel Office MAYORS OFFiCE RE: R�solu�ion for submission to City Council ACTION R UESTED We reco nd your approval and submission of this Resolution to the City C�uncil. PURPOSE D RATZONALE FOR THIS ACTION This Re olution approves the 1982-1983 Collective Bargaini.ng Agreement between trie City of Saint aul and AFSCME Di strict Council 91, Local 1842, repre senting' the Techni.cal Bargain' g Unit. Significant changes in this Agreement are shown belowt 1. Insu ance. This new language provides for the Employer to pay the full cost of single and ependent coverage. In the second year, the Employer will pay the full cost of all sing e plans and the fu11 cost of dependent's coverage under the three lower cost plans. 2. The ours of sick leave that may be used in making arrangementa fot the care of me bers of tlie household in cases of emergencies is increased frox�c� four hours ta eigh hours. 3. New seniority la.nguage provides City-wide seniority in select #��,e.�s. ' The new seniority �� language also involves new language which allow�?:seni rity to be based on total ti.me in specific titles rather than just in o�te tle. 4. Wag s. The Agreement calls for a wage increase for 1982 i.n the amount of 75� per hour In 19$3, the wage increase will be a 9% wage increase across 'the board. , 5. A "N�-Strike - No Lockout" Article is included in this new Agreement. FINANCI L IMPACT 'I'he City as 307 employees in this Unit. 1982 19 3 � Wage s $478, 920 $527, 578 Insurance 75, 363 Unknown ATTACI�IEN S: Resolution� and copy for thQ City Clerk. Also, copy of Collectiv�; Bargaini�.g Agreement. I � I '� I � _ _ ._� t�.}:^�� cx��- �F s��:�;� �.�� 8253 r�:•�. '�� ri. . j:f.� � •�\ . OJ.''J��'J.vZ: ��' �'.CI.Ti�. v'ZrA.0 `iOl�il.�i7J�,� . �,� rJ'f\ ��! `l 1••.� . . • •t L*''t'�'i�+;1 y� 1 ' � i..it r'�,.+, tsf,�i: :' 1_� . � � ,�:�� . O a�t e : February 4, 1982 , �'�~ ��"f-� � �`''�-.,�'_,s�`= i i G �J 1�d� �'�� I i T� � � � �' �? � � . � . I . . � . � . . - . _ , � � - { '�' p : �ain� Pau� Cifi*� Caut3�� . - . � . . - _ 1 . _ �'� 0 � = C o��n i 3�E� O t'I FINANCE, P•1ANAG�IENT � P�RSOI�TNEL � . . . .� �� _� .. ; , . � � Geoxge Mc�iahon� � ; ct�aicr�►any mcskes 1`he fiatto��vinr� ; . . � � � . � � . . � . � repart un �C.�. . �. [� Ordinc�r�ce . � . � �. (9� �x Res�lu4�ion � . : . � O.h e�' . .� ' ' . � . . . - � ; � . . . . i � . . . � � ; , � 1��...� : ' . - . . � � . � �� At its meeting �of February 4, 1932, the Finance Corrunittee recorronended approval of � . ._.. the following: � � � � ' . � i __ --- � I . . ._ . _ ___. _ 1. Resolution approving Technical Assistance and Training contract for CETA - ' prograin. (12650-GNn� ; . . i 2. Resalution approving collateral pledged by America.ti National Bank �of'St. Paul ; � to protect fimds of• city held in said bank. (12644-Q�� . . � � � 3. Resolution •approving ciaim of Bernard J. Ferber against the•city. {12676-C�I} � � . . i � � . . , 4.' �tesolution approving 1982-1983 Agreement�between�the City and AFSCME District Council 91, Local 1842, representing the TechnicaT Bargaining tlnit. (12651-f� - ' S. Resolution approving .1982-1983 Agreement between the City and Classi�ied � Confidential Employees Association. (12656-C"�i) . - �� . � 6. Resolution amending 1�81-1982-1983 Collective Bargaining Agreement between the � City and the Tri-CoLmcil. Bargaining L�nit. (12657-�� . - � � • 7. Resolution amending 1982-1983-1984 biemorandwn of Understandirig pertaining to . �- Classified Confidential Supervisory Employees. (12658-C,�1) 8. Resolution approving 1982-1983 Agreement between Independent School District No. 625 and the Professional Employees Association, Inc. (12673-C�t) 9. Resolution appr�oving two-year Collective .Bargaining Agreement between the City and the International Association of Machinists and Aerospace {Vorkers, District Lodge No. 77. (12655-GM) � . '_ � . (CONTIN[JED . �. .) ''tT':' i1�1LL SEVE;tiTH FL002 SAI\T PAUL, i��tI��ESJTr� 5�1�_