278256 WFIITE - CiTY CLERK �Q'`�
- PINK - FINANCE
CANARY - DEPARTMENT G I T Y O F S A I N T ��U L COUflC1I
BLUE - MAYOR
File N .
o ncil 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 atta.ched 1982-1983 Collective Bargaining
Agreement between the City of Saint Paul and the International Union
of Operating Engineers, Locals 36 and 967, representi.ng the Custodial
and Operating Engineers Bargaining Unit.
App rove d:
�-.
�
hai rm
Civil rvice Commission
COU[VCILMEN
Yeas Nays f/" Requestgd by Department of:
Hunt �� PER ONNEL OFF
Levine In Favor
lA�iir� �
McMahon B
Showalter __ Against Y
Tedesco
Wilson
FEB 1 6 1982 Form A roved by Cit �t ey
Adopted by Council: Date —
E'
Certified V• ; Counci}�S cr BY
B -
u
Ap ro hy lilayor. D t �Q 1� �JOZ Approved y ayor for Subm� sio t ouncil .
By — BY �
PUBLISHED FEB 2 7 1982
.
� ��256
1982 - 1983
� LABOR AGREEMENT ,
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THE CITY OF SAINT PAUL
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INTERNATIONA.L UNION OF OPERATING ENGINEERS
LOCAL 36 AND LOCAL 967
I N D E X �
ARTICLE TITLE PAGE
Preamble iii
I Recognition 1
II Def initions 2 '
III Dues - Fairshare 3
IV Union Rights _ 4
V Seniority 6
VI Management Rights 7
VII Hours, Premium Pay 8
' VIII Leaves of Absence 10
IX Military Leave of Absence 11
X Jury Duty 13
XI Severance Pay 14
XII Mileage 15
XIII Working Out of Classification 16
XIV Discipline 17
XV Insurance 18
XVI Holidays 21 �
XVII Vacation 23
XVIII Grievance Procedure 24
XIX Residency 28
XX Wage Schedule 29
XXI Strikes, Lockouts, Work Interference 30
XXII Terms of Agreement 31
Appendix A - Wages A1
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, � P R E A M B L E
THIS AGREEMENT, BY AI`TD BETWEEiv' THE CITY OF SAINT PAUL AND LOCAL
UrIONS N0. 36 AND N0. 967, INTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO.
�. :
This AGREEMENT has been entered into between the City of Saint Paul,
hereafter ref erred to as the EMPLOYER, and Local Unions No. 36 and 967,
International Union of Operating Engineers, AFL-CIO, hereafter referred to as
the UNION. This AGREEMENT has as its purpose, the promotion of harmonious
relations between the II�IPLOYER and the UNION, the establishment of an equitable
and peaceful procedure for the resolution of differences and the establishment
of rates of pay, benef its, hours of work, and other conditions of employment.
The parties hereto pledge that they shall pursue the above objectives in full
compliance with the requirements of the Public Employment Labor Relations Act
of the State of Minnesota of 1971, as amended.
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ARTICLE I - RECOGNITION •
1.1 The EMPLOYER recognizes the UNION as the sole and exclusive bargaining
agent for the purposes of establishing wages, benef its, hours and other
canditions of employment for all of its employees as outlined in the _
,, � .
eertif ication by the State of Minnesota, Bureau of Mediation Services,
under Case To. 73-PR-449-A, as amended, to read as follows:
A11 regular, probationary, and provisional engineering
and building maintenance personnel who are employed by
the City of St. Paul or who have their "terms and con-
ditions of employment" established by the governing
body of the City of St. Paul, and whose employment
service exceeds the lesser of 14 hours per week or 35
percent of the normal work week and more than 100 work
days per year in the following classifications:
Assistant Superintendent of Stadium, Building Main-
tenance Supervisor-TVI, Chief Operating Engineer--
Civic Center, Civic Center Plant Helper, Custodian,
Custodian-Engineer I, Custodiaa-Engineer I--Library,
Custodian-Engineer I--Public Saf ety, Custodian-Engineer
II, Custodian-Engineer--Library, Custodian-Engineer III,
Custodian-Engineer III--Library, Custodian-Engineer IV,
Custodian-Engineer V, Filter Plant Operator I, Filter
Plant Operator II, Custodian (Light Duty), General Matron,
House Custodian II, Instrument Repairman (Filter Plant) ,
Lime Recovery Operator, Maintenance Man, Operating
Engineer I, Operating Engineer II, Pumping Engineer I,
Pumping Engineer II, Pumping Engineer III, Security
Officer, Sewer Pumping Station Operator, Stadiurn
Supervisor, Stationary Engineer, Stationary Fireman,
Supervising Stationary Engineer, Watchman II, Watctunan--
Water Department, Water Plant Aide, Trainee (Custodian-
Engineer); excluding supervisory, managerial, clerical,
conf idential, temporary and emergency employees, those
exclusively represented by other labor or employee
organizations, and all other employees.
1.2 The parties agree that any new classifications which are an expansion
of the above bargaining unit or which derive from the classifications
set forth in this AGREII�IENT shall be recognized as a part of this
bargaining unit, and the parties shall take all steps required under
the Public Employment Relations Act to accomplish said objective.
_ 1 _
� ARTICLE II - DEFI1vTITIONS
2.1 Collective Bargaining. The EMPLOYER will bargain collectively with
the UNION and with respect to rates of pay, hours and other conditions
pertaining to employment for all of the employees in the unit herein-
before set forth. . . '
2.2 Maintenance of Standards. The EMPLOYER agrees that all conditions of
. employment relating to wages, hours of work, overti.me differentials,
vacations, and general working conditions shall be maintained at not
less than the highest minimum standard as set forth in the Civil Service
Rules of the City of Saint Paul, (Resolution No. 3250 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 iniproved
wherever specif ic provisions for improvement are made elsewhere in this
AGREEMENT.
2.3 Discrimination. The EMPLOYER will not interf ere with, restrain or
coerce the employees covered by this AGREEMENT because of inembership in
or activity on behalf of the UNION. The E�IPLOYER will not discriminate
in respect to hire, tenure of employment or any term or condition of
employment against any employee covered by this AGREII�IEl�'T because of
membership in or activity on behalf of the UNION, nor will it discourage
or attempt to discourage membership in the UNION, or attempt to encourage
membership in another UNION.
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ARTICLE III - DUES - FAIRSHARE
3.1 Dues. The Il`iPLOYER agrees to deduct the UNION membership initiation f ee
assessments and once each month dues from the pay to those employees who
individually request in writing that such deductions be made. The amounts _
ta be deducted shall be certified to the E1�iPL0YER 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 first
of the succeeding month af ter such deductions are made or as soon there-
after as is possible.
3.2 Fairshare. Any present or future employee who is not a UNION member
shall be required to contribute a fair share fee for services rendered
by the UNION. Upon notification by the UNION, the EMPLOYER shall check
off said f ee from the earnings of the employee and transmit the same to
the UNION. In no instance shall the required contribution exceed a pro
rata share of the specif ic expenses incurred for services r.endered by the
representativ e in relationship to negotiation and administration of
grievance procedures. This provision shall remain operative only so long
as specif ically provided by Minnesota law, and as otherwise legal.
3.3 The UNION will indemnify, defend and hold the II�LOYER harmless against
any claims made and against any suits instituted against the City, its
officers or employees, by reason of negligence of the UNIOh in requesting
or receivi.ng deductions under this Article. The City will indemnify,
de#end and hold the UNION harmless against any claims made and against
any suits instituted against the UNION, its officers or employees by
reason of negligence on the part of the II�IPLOYER in making or forwarding
deductions under this Article.
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� •� �Y��
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ARTICLE IV - UNION RIG�HTS
4.1 The UNION may designate employees within the bargaining unit to serve
as Union Stewards and shall be required to administer this AGREEMENT.
4.2 The UNION shall furnish the EMPLOYER and appropriate Department Heads
, _ ,r __ -
- and Labor Relations Director with a list of Stewards and alternates,
and, shall, as soon as possible, notify said appropriate City officials
in writing of any changes thereto. Only those who are Officers and
Stewards shall be recognized by the II�LOYER for the purpose of ineetings.
4.3 There shall be no deduction from the pay of a Steward when directly
involved in meetings with management relating to the administration of
this AGREEMENT during working hours.
4.4 Designated Union Representatives shall be permitted to visit employees
on �ob sites and at department buildings during working hours for the
purpose of the administration of this contract.
4.5 Shop Steward. One shop steward from each department will be allowed to
accompany an employee's authorized representative during regular working
hours for the purpose of wage, salary, or fringe benefit discussions or
other problems of their particular concern involving employees of the
City of St. Paul under the following conditions:
4.51 That only one employee from any one department be allowed
to leave his work.
4.52 That the steward be expected to attend these meetings on his
own time when they are held outside of his regular working hours.
4.53 That adequate notice is given to the department heads so that
permission may be obtained.
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ARTICLE IV - UNION RIGHTS (continued) '
4.54 That the steward has off icially been designated as such by
the UNION that he represents.
4.55 Union Conventions. Du1y elected U�TION delegates shall be
. granted time off without pay for one week to attend such �_ . .. ;
� eorivention. oacation or compensatory time may be used for
this purpose. The UNION shall give at least ten working days
advance notice of the employees who will be participating in
such conventions.
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ARTICLE V - SENIORITY'
5.1 Seniority, for the purpose of this AGREF�IENT, shall be defined as follows:
The length of continuous, regular and probationary service with the II�iPLOYER
from the date an employee was first certified and appointed to a class title
covered by this AGREEMENT, it being further understood that seniority is -
confined 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 the employee's rank on
the eligible list from which certification was made.
5.2 Seniority shall terminate when an employee retires, resigns, or is
discharged.
5.3 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force, employees will be laid off by class title within
each department based on inv erse length of seniority as defined above.
5.4 In cases where there are promotional series, such as Custodian-Engineer I,
II, III, etc., when the number of employees in the higher titles is to be
reduced, employees who have held lower titles in the bargaiaing unit will
be off ered reductions to the highest title to which class seniority would
keep the� from being laid off, before layoffs are made by any class title
in any department.
5.5 Recall from layoff shall be in inverse order of layoff, except that recall
rights shall expire after two years of layoff.
5.6 It is understood that such employees will pick up their former seniority
date in any class of positions that they previously held.
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ARTICLE VI - PIANAGII�IENT RIGHTS ,
6.1 The UNION recognizes the right of the EMPLOYER to operate and manage its
affairs in all respects in accordance with applicable laws and regulations
of appropriate authorities. The rights and authority which the F1�iPL0YER
has not off icially abridged, delegated, or modified by this AGREEMEI3T
. ' :are retained by the EMPLOYER. _ - '::
6.2 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 discretion of policy as the functions and prograns of the
EMPLOYER, its overall budget, utilization of technology, and organizational
structure and selection and direction and number of personnel.
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ARTICLE VII - HOURS, EREMIUM PAY
7.1 Hours of Employment. The normal work day and the normal work week shall
be 8 consecutive hours in any 24-hour period and 40 hours in any 7-day
period. (For employees on a shift basis, this shall be construed to mean
an average of forty hours a week.) The normal work week shall consist of
5 consecutive normal work days. Within the Division of Libraries, the normaZ
work week shall consist of 5 consecutive normal work days followed b� two
(2) consecutive days off.
7.2 Call-in-Pay. When an employee is called to work he shall receive two
hours' pay if not put to work. If he is called to work and commences
work, he shall be guaranteed four straight time hours' pay. These pro-
visions, however, sha11 not be effective when work is unable to proceed
because of adverse weather conditions; nor shall these provisions apply to �
temporary or emergency employees nor to employees employed under any of
the titles listed in Section 3.M of the Civil Service Rules under the
heading "Special Employments"; nor to any person whose regular scheduled
workday is less than four hours.
7.3 Qvertime. 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 nonnal hours 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 employee.
7.4 Premium Pay. To any employee who works on a regularly assigned shift,
beginning earlier than 6 a.m. or ending later than 6 p.m. provided that
at least five hours of the shift are worked between the hours of 6 p.m.
and 6 a.m. , there shall be paid a night differential for the entire shift..
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ARTICLE VII - HOURS, PRF.MIUM PAY (continued) �
To any employee who works on a regularly assigned shift, beginning
earlier than 6 a.m. or ending later than 6 p.m. , but less than five
hours of the shift are worked between the hours of 6 p.m. and 6 a.m. ,
there shall be paid a night differential for tha hours worke� between -
the hours of 6 p.m. and 6 a.m.
7.5 The night. differential shall be 5y of the base rate, and shall be
� paid only for those night shifts actually worked; provided, however,
that the provisions of this subsection shall not apply to emergency or
temporary employees in the Auditorium, or to empl.oyees holding titles
listed in Section II of the Saint Paul Salary Plan and Rates of
Compensation under the heading "Special Employments" in this bargaining
unit.
7.6 A premium pay of twenty-five cent5 (25C) per hour shall be paid for all
swing stage work, such as any work perforr.ted from a boatswain's chair
or a swing scaffold, fifty (50) feet or more above the ground. All
standard safety laws sha.Il be complied with.
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;
�
� ARTICLE VIII - LEAVES OF ABSENCE
8.1 Leave of Absence. After three month's employment, an employee may make
application 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) .
8.2 Sick Leave.. Sick leave shall accumulate at the rate of .0576 of a
working hour for each full hour on the payroll, excluding overtime.
Sick leave accumulation is unlimited. To be eligible for sick leave
� the employee must 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. 325Q of
the City of Saint Paul.
8.3 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
employee, 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 of a member of his house-
hold, making arrangements for the care of such si.ck or disabZed person up
to a maximum of four hours sick leave.
8.4 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 dare 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.
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ARTICLE IX - MILITARY LEAVE OF ABSENCE
9.1 Pay Allowance. Any employee who shall be a member of the National Guard,
the Naval Militia or any other component of the militia of the state,
now or hereafter organized or constituted under state or federal law,
or who shall be a member of the Officer'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, eff iciency rating, vacation, sick leave or other ben-
ef its for all the time when such employee is engaged with such organization
or component in training or active service ordered or authorized by proper
authority pursuant to law, whether for state or federal purposes, provided
that such leave sha.11 not exceed a total of fifteen (15) days in any
calendar year and, further provided that such leave shall be allowed
only in case the required military or naval service is satisfactorily
performed, which shall be presumed unless the contrary is established.
Such leave shall not be allowed unless the employee: (1) returns to his
position 3mmediately 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 dis-
ability or other cause not due to such employee's own fault, or (3) is
required by proper authority to continue in such military or naval service
beyond the time herein limited for such leave.
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� ARTICLE IX - MILITARY LEAVE OF ABSENCE (continued)
9.2 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 forces of the state or of the United States for
, � -
which leave is not otherwise allowed by law shall be entitled to leave
of absence from employment without pay during such service with right of
reinstatement and sub3ect to such conditions as are imposed by lac.•.
9.3 Such leave of absence as are granted under Article 9 shall conform to
Minnesota Statutes, Section 192, as amended from time to time and shall
conf er no additional benef its other than those granted by said statute.
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. '+� .. � ,
ARTICLE X - JURY DUTY
10.1 Any employee who is required to appear in court as a juror or witness
shall 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
7 : _ :
service shall be paid to the EMPLOYER and be deposited with the . .
Director of Finance and Management Services. Any employee who is
scheduled to work a shift, other than the normal daytime shift, shall
be rescheduled to work the normal daytime shift during such time as he
is required to appear in court as a juror or witness.
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�'78256
A.RTICLE XI - SEVERANCE PAY
11.1 Employees shall be eligible for severance pay in accordance �Tith the
Severance Pay Ordinance No. 11490. The amount of Severance Pay
allowed sha.11 be that amount permitted by State Statutes subject to
the provisions that the maximum amount allowed shall be $4,000.
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A.RTICLE XII - CITY MILEAGE
12.1 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.
12.2 Method of Computation: To be eligible for s�ch reimbursement, alI
off icers and employees must receive written authorization from the : _`
Department I�ead. ,
Type I. 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 IS� 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
f or any per diem.
T�pe 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.
12.3 The City will provide parking at the Civic Center Parking Ra.mp for City
employees on either of thc above mentioned types ot reimbursement plans
who are required to have their personal car available for City bus3.ness.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
12.4 Rules and Regulations: The Mayor shall adopt rules and regulatians
governing the procedures for automobile reimbursement, which regulations
and rules sh$11 contain the requirement that recipients shall file 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 in3ury, 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,
sha11 be maintained on file with the city clerk.
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� ���J�
• ARTICLE XIII - WORKING OUT OF CLASSIFICATION
13.1 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 shall receive the rate of pay for the
� _ out-of-class assignment in a higher classif ication not later than -
the sixteenth (16th) day of such assignment. For puposes of this
Article, an out-of-class assignment is defined as an assignment of
an employee to perform, on a full time basis, all of the signif icant
duties and responsibilities of a position different from the employee's
regular position, and which is in a classif ication 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
classif ication.
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ARTICLE XIV - DISCIPLIr:E
14.1 The EMPLOYER will discipline employees far just cause only. Discipline
will be in the form of:
14.11 Oral x eprimand;
14.I2 Written reprimand; _
. _
I4.�3 Susgension;.
f4.14 Reduction;
14.15 Discharge
14.2 A notice in writing of Suspensions, Reductions and Discharges shall be
sent to the employee and the union seventy-two (72) hours after such
action is taken.
14.3 Employees and the UNION will receive copies of written reprimands and
notices of suspension and discharge.
14.4 Employees may examine all information in the EMPLOYER personnel f ile
that concerns work evaluations, commendations and/or disciplinary aetions.
Files may be examined at reasonable times under the direct supervision of
the IIrIPLOYER.
14.5 Discharges will be preceded by a five (5) day prelimi�ary suspension
without pay. During said period, the employee and/or UNION may request,
and shall be entitled to a meeting with the IIriPLOYER representative who
initiated the suspension with intent to discharge. During said five (5)
day period, the EMPLOYER may aff irm the suspension and discharge in
accordance with Civil Service Rules or may modify, or withdraw same.
14.6 An employee to be questioned concerning an investigation or disciplinary
action shall have the right to request that a UNION representative be present.
14.7 Grievances relating to this Article shall be processed in accordance with
existing Civil Service procedures, except that oral and written reprimands
shall be taken up in the grievance procedure under Article XVIII.
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ARTICLE XV - INSURANC$
15.1 The EMPLOYER will continue for the period of this AGREEA4ENT to provide
for employees such health and life insurance benefits as are provided
by the EMPLOYIIt at the time of execution of this AGREII�fENT.
15.2 The IIrIPLOYER will for the period of this AGREIIrIENT provide for employees
who retire after the time of execution of this AGREEMENT and until such
employees reach sixty-five (65) years of age such health insurance bene-
f its and lif e insurance benef its as are provided by the EMPLOYER for such
employees.
15.3 In order to be eligible for the benefits under this early retiree
provision, the employee must:
15.31 Be receiving benef its from a public employee retirement
act at the time of retirement.
15.32 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
15.33 Inform the Personnel Off ice of the City of Saint Paul in
writing within 60 days of employee's early retirement date
tha.t he or she wishes to be eligible for early retiree
insurance benef its.
15.4 Effective December 1, 1981, for each eligible employee covered by this
AGREII�IENT who selects Blue Cross-Blue Shield insurance coverage, the II�LOYER
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 Sh�eld
dependent�s coverage, the IIKPLOYER will contribute the cost of such depen-
dent's coverage or $81.59 per month, whichever is less.
15.5 Effective December 1, 1981 for each eligible employee covered by this
AGREII�iENT who selects Group Health insurance coverage, the II�PLOYER agrees
to contribute the cost of such coverage or $42.58 per month, whichever is
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ARTICLE XV - INSURANCE (continued) ,
less. 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.
15.6 Eff ective December 1,� 1981 for each eligible employee covered by t'his
:, _. . - .. ..>- .
�6REIIKENT who selects the Coordinated Health insurance coverage, the F3�'LOYER •
agrees to contribute the cost of such coverage or $56.90 per month, which-
ever is less. In addition, for each employee who selects the Coordinated
Health dependent's coverage, the EMPLOYER will contribute the cost of such
dependent's coverage or $81.59 per month, whichever is less.
15.7 Effective December 1, 1981 for each eligible employee covered by this
AGREEMENT who selects HMO-Minnesota insurance coverage, the IIrIPLOYER 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 riinnesota depen-
dent's coverage, the EMPLOYER will contribute the cost of such dependent's
coverage or $81.59 per month, whichever is less.
15.8 Effective December l, 1981, for each eligible employee covered by this
AGREEMENT who selects SHARE insurance coverage, the II�IPLOYER agrees to
contribute the cost of such coverage or $43.15 per month, whichever is less.
In addition, for ea.ch employee who selects SHARE dependent's coverage, the
. II�PLOYER will contribute the cost of such dependentts coverage or $81.59
per month, whichever is less.
15.9 Effective December 1, 1981 the EhIPLOYER agrees to contribute the cost for
$10,000 of Lif e Insurance Coverage for each emp�oyee who is eligible for such
coverage or $4.14 per month, whichever amount is less. This contribution
shall be paid to the Employer's Group Health and Welfare Plan.
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ARTICLE XV - INSURANCE (continued)
15.10 Effective October 1, 1982, the EMPLOYER'S contributions in Articles 15.4
thru 15.9 will be adjusted in dollars to reflect the October 1, 1982
increase in the premium rates for the respective coverages.
I5.11 Effective October 1, 1983, the EMPLOYF.R'S contributions in Articles
I5.4 thru I5.9 will be adjusted in dollars to reflect the October 1 ,
1983, increase in the premium rates for the respective coverages.
� 15.12 Effective December 31, 1983 the EriPLOYER'S contributions in Articles
15.4 thru 15.9 shall be adjusted in dollars back to the respective
amounts which were in effect on September 30, 1983.
- 20 -
ARTICLE XVI - AOLIDAYS
16.1 Holiday recognized and observed. The following days shall be recognized
and observed as paid holidays:
New Year's Day Columbus Day
Presidents' Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day '
Labor Day T�ao floating 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. Whenever any of the holidays listed above shall fall on Sunday,
the succeeding Monday shall be observed as the holiday.
For those employees assigned to a work week other than Monday through
Friday, the holiday shall be observed on the calendar date of thQ holiday.
16.2 The floating holidays set forth in Section 16.1 above may be taken at any
time during the contract year, subject to the approval of the Department
Aead of any eanployee.
16.3 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 employees not heretofore eligible shall receive holiday pay.
- 21 -
� ARTICLE XVI - HOLIDAYS (continued)
16.4 If an employee entitled to a holiday is required to work on Washingtonts
and Lincoln's Birthday, Christopher Columbus Day, or Veterans' Day, he
shall be granted another day off with pay in lieu thereof as soon
thereafter as the convenience of the department permits, or he shall be
paid on a straight time basis for such hours worked, in addition to his
regular holiday pay. If an employee entitled to a holiday is required
to work on New Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day, he shall be recompensed for work
done on this day 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 hours
worked, in addition to his regular holiday pay.
- 22 -
ARTICLE XVII - VACATIO�'
17.1 In each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service Vacation Granted
0 - 4 years t0 days . ' . `
. : ; . .. .. .._... .. - .- . _ :
-. after 4 years IS days
after 9 years 17 days
after 15 years 21 days
after 23 years 26 days
Employees who work less than full-time shall be granted vacation on a
pro rata basis.
17.2 The head of the Department may permit an employee to carry over into the
following year up to ten days' vacation.
17.3 The above provisions of vacation shall be sub�ect to the Saint Paul Salary
Plan and Rates of Compensation, Section I, Sub. H.
17.4 If an employee has an accumulation of sick leave credits in excess of one
hundred and eighty days, he may convert any part of such excess of vacation
at the rate of one-half day's vacation for each day of sick leave credit.
The maximum number of days' vacation allowed by the conversion of sick
leave credits shall be no �ore than f ive days in any one year so that the
maximum vacation time which may be taken in any one year shall be thirty-
seven days including the regular vacation period.
- 23 -
�a �� �"�'..;��°`t
ARTICLE XVIII - GRIEVANCE PROCEDURE •
18.1 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 EMPLOYER in writing of the names of
- the Stewards and of their successors when so named. -
18.2 It is recognized and accepted by the II�iPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and sha11 therefore be
accomplished during working hours only when consistent with such employee
duties and responsibilities. The Steward involved and a grieving employee
shall suffer no loss in pay when a grievance is processed during working
hours, provided, the Steward and the employee have notified and received
the approval of their supervisor to be absent to process a grievance and
that such absence would not be detrimental to the work programs of the
EMPLOYIIt.
18.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided hy
Article VII, for the processing of grievances, which are defined as an
alleged violation of the terms and conditions of this AGREIIrIENT. Grievance
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 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 ref erred to
Step 2 by the UNION. The written grievance shall set forth the
- 24 -
ARTICLE XVIII - GRIEVANCE PROCEDURE (continued)
nature of the grievance, the facts on which it is based, the alleged
section(s) of the AGREII�IENT violated, and the relief requested. Any
alleged violation of the AGREE�•iENT not reduced to writing by the UNIQN
within seven (7) calendar days of the f irst occurrence of the event
giving rise to the grievance or within the use of reasonable diligence
should have had knowledge of the f irst occurrence of the event giving
� rise to the grievance, shall be considered waived.
SteP 2. Within seven (7) cal.endar days after receiving the written
grievance a designated F]�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 �LOYER shall
reply in writing to the UNION within three (3) calendar days follow-
ing this meeting. The UNION may refer the grievance in writing to
Step 3 within seven (7) calendar days following receipt of the
EMPLOYER'S written answer. Any grievance not ref erred in writing by
the UNION within seven (7) calendar days following receipt of the
FMPLOYER'S answer shall be considered waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated II�lPLOYER supervisor shall
meet with the Union Business Manager or his designated representative
and attempt to resolve the grievance. Within seven (7) calendar days
following this meeting the EMPLOYER shall reply in writing to the
UNION stating the EMPLOYERtS answer concerning the grievance. If, as
a result of the written response the grievance remains unresolved,
the UNION may refer the grievance to Step 4. Any grievance not
referred to in writing by the UNI01� to Step 4 within seven (7) calendar
days following receipt of the EMPLOYER'S answer shall be considered
waived.
- 25 -
ARTICLE XVIII - GRIEVANCE PROCEDURE (continued)
Step 4. If the grievance remains unresolved, the UNION may within
seven (7) calendar days after the response of the EMPLOYER in Step
3 by written notice to the EMPLOYER, request arbitration of the
gri.evance. The arbitration proceedings shall be conducted by an
,
, arbitrator to be selected by mutual agreement of the E�IPLOYER and
the UNION within seven (7) calendar days after notice has been given.
If the parties fail to mutually agree upon an arbitrator within the
said seven (7) day period, either party may request the Public
Employment Relation Board to submit a panel of f ive (5) arbitrators.
Both the EMPLOYER and the UNION shall have the right to strike two
(2) names from the panel. The UNION shall strike the f irst (lst)
name; the EMPLOYIIt shall then strike one (1) name. The process will
be repeated and the remaining person shall be the arbitrator.
18.4 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 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 arbitratorts decision shall be submitted in writing
within thirty (30) days following close of the hearing or the submission of
brief s by the parties, whichever be later, unless the parties agree to an
extension. The decision shall be based solely on the arbitrator's inter-
pretation 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.
- 26 -
ARTICLE XVIII - GRIEVANCE PROCIDURE (continued) '
18.5 The f ees and expenses for the arbitrator's services and proceedings shall
be borne equally by the EMPLOYER and the UNION, provided that each party
sha.11 be responsible for compensating its own representatives and witnesses.
- - ff eitfier party desires a verbatim record af the proceedings, it may cause
_ ,:_ . :
such a record to be made, providing it pays for the record. `
18.6 The time limits in each step of this procedure may be extended by mutual
agreement of the aiPLOYER and the UNION.
18.7 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 issue
is determined by this grievance procedure it shall not again be submitted
foz arbitration under the Civil Service Rules. If an issue is determined
by the provisions of the Civil Service Rules it shall not again be submitted
for arbitration under this grievance procedure.
- 27 -
� ARTICLE XIX - RESIDENCY
18.1 The Residency Resolution effective August 4, 1979, in Council File
No. 273378 shall apply to all employees covered by this AGREEMENT.
- 28 -
ARTICLE XXI - STRIKES, LOCKOUTS, WORK INTERFERENCE
21.1 The UNIONS and the EMPLOYERS agree that there shall be no strikes,
work stoppages, slow-downs, sitdown, stay-in, or other concerted
interference with the II�IPLOYER'S business or affairs by any of
� . . � � � . . . . . � . . l . . _.
said UNIONS and�or the members thereof, and there shall-be no
bannering during the existance of this AGREEMENT without f irst
using all possible means of peaceful settlement of any eontroversy
which may arise.
- 30 -
ARTICLE XXII - TERMS OF AGREII�IENT
22.1 ComPlete Agreement and Waiver of Bargaining. This AGREEMENT shall represent
the complete AGREEMENT between the UNION and the EMPLOYER. The parties
acknowlec3ge that during the negotiations which resulted in ttiis AGREEMENT, .
� ; r
` `. eacF� Fiad the unlimited right and opportunity to make requests and proposals
- . .,. ._ . . . .. _ .
with respect to any sub3ect 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 AGREEMENT. Therefore, the IIKPLOYER and the UNION,
for the lif e 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 sub�ect or matter referred to or covered
in this AGREEMENT.
22.2 Savings Clause. This AGREEMENT is sub3ect to the laws of the United States,
the State of Minnesota, and the City of Saint Paul, In the event any pro-
vision af this AGREEMENT shall hold to be contrary to law by a court of
competent jurisdiction from whose final 3udgment or decree no appeal has
been taken within the time provided, such provision shall be voided. All
other provisions shall continue in full force and effect.
22.3 Terms of Agreement. This AGREEMENT shall be in fuil force and effect from
January 1, 1982, to December 31, 1983, and shall be automatically renewed
from year to year thereafter unless either party shall notify the other in
writing by June 1, that it desires to modify or terminate this AGREEMENT.
In witnesa thereof, the parties have caused this AGREEMENT to be executed
this 21st day of peceinber , 1981.
- 31 -
ARTICLE XXII - TERMS OF AGREEMENT (continued)
22.4 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, the City Council, and is also
,
' subject to ratification by the UNION. _
WITNESSES:
CITY OF SAINT PAUL INTERNATIONAL UIQION OF OPERATIi�'G
ENGINEERS, LO L NOS. 36 AND 967
.
` BY: z,-�--,� �� CL�:L'�
bor Relations r or Business Manager, Local 36
BY: BY: ��
Civil Service Commission Busine s Manager, Local 967
- 32 -
APPENDIX A - WAGES �
The wage rates and salary ranges for classifications in this unit are
effective December 26, 1981, as follows:
First After
6 mos 6 mos
Building Maintenance Supervisor-TVI $ $11.8Q -
Chief Operating Engineer--Civic Center - 11.72 12.17 '
Custodian-Engineer I 9.4I 9.83
Custodian-Engineer I--Library 9.41 9.83
Custodian-Engineer I--Public Saf ety 9.41 9.83
Custodian-Eng.ineer II 9.56 lO.11
Custodian-Engineer II--Library 9.56 10.11
� Custodian-Engineer III 9.83 10.37
Custodian-Engineer III--Library 9.83 10.37
Custodian-Engineer IV 10.15 10.70
Custodian-Engineer V 10.52 11.04
Filter Plant Operator I 10.18 10.60
Filter Plant Operator II 10.78 11.22
House Custodian II 7.15
Instrument Repairman (Filter Plant) 10.78 11.22
Lime Recovery Operator 10.18 10.60
Maintenance Man 10.18 10.60
Operating Engineer I--Civic Center 10.18 10.60
Operating Engineer II--Civic Center 10.78 11.22
Pumping Engineer I 10.18 10.60
Pumping Engineer II 10.78 11.22
Pumping Engineer III 11.72 12.17
Sewer Pumping Station Operator 11.24 11.68
Stationary Engineer 10.18 10.60
*Stationary Fireznan 9.91 10.35
Supervisory Stationary Engineer 10.69 11.12
Trainee (Custodian-Engineer) 5.05
Water Plant Aide 9.k2 9,85
After After After
. Start 6 mos 1-yr• 2-yrs
Custodian $8.22 $8.45 $8.61 $8.87
.
General Matron
389.33 403.05 417.43 433.19 448.95 466.08 475.68 486.63
Custodian (Light Duty)
436.61 453.07 469.51 486.63 505.84 525.01 537.35 550.36
Security Officer
438.11 455.93 472.37 490.19 509.39 530.62 54I.57 555.28
- A1 -
. APPEP7DIX A - WAGES (continued)
4:atchman II
48Q.59 498.42 516.91 536.79 558.03 580.65 595.72 609.41
Watchman-Water Department
496.10 513.93 532.42 552.31 573.54 596.16 611.24 624.92
Civic Center Plant Helper `
681.71 699.20 _ ""
Assistant Superintendent of Stadium
619.16 643.83 668.49 697.27 725.36 755.50 774.70 796.62
Stadium Supervisor
817.60 840.16
Personnel hired for employmertt with the City after the date of the signing of
this agreement, to a class of positions listed in 1 above, shall be compensated
at the "0 - 6 months" hourly wage rate during their probationary period. After
completion of the probationary period the employee shall be paid at the "after
6 months" hourly wage rate. Employees promoted from any of the positions listed
in 1 above to any position listed in 1 above shall receive the "after 6 months"
hourly wage rate.
Temporary and emergency employees shall be paid the minimum rate indicated in
this appendix for the classification in which they are employed.
The above December 26, 1981 rates represent a ten (10) percent increase over
the January 3, 1981 rates.
-A2-
APPENDIX A - ti�AGES .
The wage rates and salary ranges for classif ications in this unit are
effective December 25, 1982, as follows:
First Af ter
6 mo s 6 mo s
Building Maintenance Supervisor-TVI $ $12.86
Chief Operating Engineer--Civic Center . 12.77 - - 13.27'
.
Custodian-Engineer I = _ ,� 10.26 � -:- � - 10.71 .. ;.-.
_ Custodian-Engineer I--Library `=IQ.26 -., I0.7I -.. _ _
Custodian-Engineer I--Public Safety ' I0.26 . I0.�71
Custodian-Engineer II 10.42 11.02
Custodian-Engineer II--Library 10.42 11.02
Custodian-Engineer III 10.71 11.30
Custodian-Engineer III--Library 10.71 11.30
Custodian-Engineer IV 11.06 11.66
Custodian-Engineer V 11.47 12.03
Filter Plant Operator I 11.10 11.55
Filter Plant Operator II I1.75 12.23
House Custodian II 7.79
Instrument Repairman (Filter Plant) 11.75 12.23
Lime Recovery Operator � 11.10 11.55
Maintenance Man 11.10 11.55
Operating Engineer I--Civic Center 11.10 11.55
Operating Engineer II--Civic Center 11.75 12.23
Pumping Engineer I 11.10 11.55
Pumping Engineer II 11.75 I2.23
Pumping Engineer III 12.77 13.27
Sewer Pumping Station Operator 12.25 12.73
Stationary Engineer 11.10 11.55
*Stationary Fireman 10.80 11.28
Supervisory Stationary Engineer 11.65 12.12
Trainee (Custodian-Engineer) 5.50
Water Plant Aide 10.27 10.74
Af ter Af ter After
Start 6 mos 1_yr• 2-yrs
Custodian $8.96 $9.21 $9.38 $9.67
General Matron
424.37 439.32 455.00 472.18 489.36 508.03 518.49 530.43
Custodi.an (Light Dut�)
475.90 493.85 511.77 530.43 551.37 572.26 585.71 599.89
S ecur it� Of f ic er
477.54 496.96 514.88 534.31 555.24 578.38 590.31 605.26
- A3 -
' APPENDIX A - WAGES (cor�tinued)
Watchman II
523.84 543.28 563.43 585.10 608.25 632.91 649.33 644.26
Watchman-Water Department
540.75 560.18 580.34 602.02 625.16 649.81 666.25 681.16
_ _, �.
Eivic Center Plant Helper :'
743.06 762.13
Assistant Superintendent of Stadium
674.88 701.77 728.65 760.02 790.64 823.50 844.42 868.32
Stadium Supervisor
891.18 915.77
Personnel hired for employment with the City after the date of the signing of
this agreement, to a class of positions listed in l above, shall be compensated
at the "0 - 6 months" hourly wage rate during their probationary period. After
completion of the probationary period the employee shall be paid at the "after
6 months" hourly wage rate. Employees promoted from any of the positions listed
in 1 above to any position listed in 1 above shall receive the "after 6 months"
hourly wage rate.
Temporary and emergency employees shall be paid the minimum rate indicated in
this append� for the classif ication in which they are emgloyed.
The above December 25, 1982 rates represent a nine (9) percent increase over
the December 26, 1981 rate.s.
-A4-
�C � {..�� GRn .
PINK - FINANCE �^���
CANARY - DEPARTMENT COU[iCll ��
6LUE - MAYOR G I TY OF SA I NT PAU L File NO. v �
��
C I T Y C L E R K �ouncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
r
RESOLVED, that the Council of the City of Saint Paul hereby
approves and ratifies the attached 1982-1983 Collective Bargain,ing ,
Agreement between the City of Saint Paul and the International Union
of Operating Engineers, Locals 36 and 967, representi.ng the Custodial
and Operati.ng Engineers Bargaining Unit.
App rove d:
Chai rman
� Civil Service Commission
COUNCILMEN Requestgd by Department of:
Yeas Nays
Hunt PERSONNEL OFFICE
Levine In Favor
Maddox
snowa�te. A gai n s t BY
Tedesco
Wilson
Form Approved by City Attorney
Adopted by Council: Date
Certified Yassed by Counc.il Secretary �Y
By
Approved by 1�layor. Date Approved by Mayor for Submission to Council
By ' . BY
,..-•, Cx'�'�C �3F ���.}:�r� �.�1.Y:7'L .
�..• �.
r ; •�•. :,. . .
� ��'i. OF`.E'Iv�.i �� ,��.'Li�. Ctrr� Ci�l��.ri.�.�+
���=::. t":, . ' � �
� .; �:..::�� ���8256
.� s..��; .�: -. i-�,
; i; .�.,. s�� �'! E:::�
��:���`:� ���� j' . .
`� ,�f�� Do�� : � February 4, 1982
tss'-„'.�"c-!�,
�
C �? �>� �ii i ! �'�' � �' � � Q 'n`� � .
, . . . .- ..
TO : Sdin� Pdui Ci��� �vu�3c31 � � .- .-=
�� O l�r� = C 4 i t'!I71 i 3 i�@ O I'I FTNANCE, �1��1�-1GF.��IENT � PERSONN�L � _ . .. . . .
� George Mc�Iahon : � ' ; ehoirnany ma�:ces The fci lo�rling . � . .-
. repari an �G..F. . � [� Ordint�t�ce . . .
� . _ • � �. (3) � Resolu�ion . " . - .
• - . . . . . . • � C?:h e�' . ' .• '
� t�'.L� : . � . � � • .
. . _. . . . . .
At its meeting of February 4, 1932, the Finance•Carrmlittee recommended approval � �
-:. � -__-o�-.the fallowing: . . _-� . � .. _
10. Resolution approving Memorandwn of Agreement amending 1982-1983-1984 �
• Collective Bargaining �reement betcaeen City and Saint Paul Stipervisors '
� Organization. (•12653-(�I}. - . • •• • -
_ • 11. . Resolution approving� 1982=1983 Collective Bargaining Agreement between the - �
- City and'the. International Union of Operating Engineers, Lo�als 36 and 9.67: ' - ' •�
(12654-GI� . . � . - • - , � .
12. Resolution approving MemorandturC ,of Agreement amending the 198�=�1983 Contract - �
between.the City and. th� St. 'Paul Professional Employees Associ�tion. �
. (12652-GM) � . � � � '-
. . • . , . • .. .. �
' � • • � . - � �
• . • . .. �
. . ,
;
�'IT�' �J.AtL Sfi�'E:�TH FLOO:t r 1� I
S:1I�T PA.jt., tiEi�t�E.SJ�l1 SSi�
_wN .:_ "� ' • ' �
�o not �,�tach tt,is memorandum from thY F, rn � Pc. � ��a-�
r��o�stian so that th�s informatlon WIII br
Av�il�bie to the City Councli. 2 7 �a�'"�j
I EXPLArTATION OF ADMINISTRATIVE ORDERS,
RESOLUTIONS, AND ORDINANCES
Date: J�anuary 6, 1982
� �ECEIVED
�
TO: MAY R GEORGE LATIMER �A P� ? �� ��U�
FR: Per�onnel off�ce MAYORS OF�iCE
RE: Res�lutio�i for submission to City Council
ACTION REQ 'ESTED
We recomme d your approval and submission of this Resolution to the City Cowncil.
PURPOSE AN RATIONALE FOR THIS ACTION
This Reso ution approves the 1982-1983 Collective Bargaining Agreement between the
City of St. Paul and the International Union of Operating Engineers, Locals 36 and 96?
(Custodial and Operating Engineers Bargaining Unit).
Thi s Agre�ment include s change s in the following Article s:
Article VI� - Hours. New language more clearly define s the norma.l work day and
work week Work day to be 8 consecuti.ve hours and {for Libraries only) v�rork week
to be 5 co secuti.ve days followed by 2 consecutive days off. _
Article X � - Insurance. New language which provides for th.e employer to'pay all tlie
cost of the employee's insurance coverage and up to $81. 59 per month toward the cost
for depen nts. In the second year, the Employer will pay the increase in premiums.
� Article XI'� - Residency. Changed to the requirements contained in the Residency
Re soluti.on passed by the City Council i.n 1979•
Article XXj - Wage s. 1982 - 10% increase
, 1983 - 9% increase
,
FINANCIAI IMPAC T
1982 1983
�
Wage s $214, 000 $212, 000
� In surance 5, 000 Unknown
�
�
'�
ATTACI�IENTS�
�
Resolui�.on and copy for the City Clerk. Also Collective Bargaining Agreement.
�
�