278257 WHITE - CITY CLERK ��(�I'�
PINK - FINANCE �p
CANARY - DEPARTMENT � COUfIC1I �ii�.
BLUE - MAYOR �-� G I T Y O F S A I N T I A U L File N O.
u cil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul he reby
approves and ratifies the 1981 -1982 Collective Bargaining Agreement
between the City of Saint Paul and the International Association of
Machinists and Aerospace Workers, District Lodge No. 77.
App rove d:
��
Chai rm
Civil Se r ice Commi s sion
COUNCILMEN Requestgd by Department of:
Yeas Nays �
Hunt � PERS NEL OFFI E
�e���e In Favor
.+�w� �
McMahon
snowaiter - __ Against BY —
Tedesco
Wilson
FEB 1 6 1982 Form A roved b City t r
Adopted by Council: Date —
c
Certified by Council re BY � _
B �-p
Appr y :Vlayor: Dat r GD Approved ayor for Sub 'ssio t Counci
BY _ BY L �'� �•��'!Y
- – .�
���LISHEC� FF B �? 7 1982
INDEX
ARTICLE TITLE PAGE
I Recognition 1
II Def initions 2
III Maintenance of Standards 3
IV Check Off 4
V Union Rights 5
VI Management Rights 6
VII Discipline 7
VIII Hours, Overtime Pay 8
" IX Tool Insurance and Clothing 9
X Jury Duty 10
XI Legal Services 11
XII City Mileage 12
XIII Insurance 13
XIV Holidays 16
XV Vacation 17
XVI Grievance Procedures 18
XVII Savings Clause 22 �
XVIII Severance Pay 23
XIX Wage Schedule 24
XX Strikes, Lockouts, Work Interference 25
XXI Sick Leave 26
XXII Maternity Leave 27
XXIII Safety Shoes 28
XXIV Duration and Effective Date 29
Appendix A A1
- ii --
�� ��� �
. THIS AGREEMENT BE'I'[dEEN THE CITY OF SAINT PAliL AND DISTRICT LODGE �677,
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE t70RKERS AFL-CIO.
This agreement has been entered into between the City o€ Saint Paul,
hereafter referred to as the EMPLOYER, and District Lodge �77, International
Association of Machinists and Aerospace �'orkers AFL-CIO, hereafter referred
to as the UNION. This AGREEMENT has as its purposes, the promotion of
harmonious relations between the EMPLOYER and the UI�ION, the establishment
of an equitable and peaceful procedure for the resolution of differences and
the establishment of rates of pay, benefits, hours of work, and other
conditions of employment. The parties hereto pledge that they shall pursue
the above ob3ectives in full compliance �aith the requirements of the Public
Employnent Labor Relations Act ot the State of Min.nesota of 1971, as amended.
- iii -
ARTICLE I - RECOGNITION ,
I.1 The EMPLOYER recognizes the UNION as the sole and exclusive bargaining
agent for the purposes of establishing wages, benefits, hours and other
conditions of employment for all of its employees as outlined in the
certification by the State of Minnesota, Bureau of riediation Servic,es,
dated August 15, 1973, in case No. 74-PR-77-A, and as set forth below:
All regular, probationary, and provisional vehicle and equipment
maintenance personnel who are employed bg the City of St. Paul or
who have their "terms and conditions of employment" established by
the governing body of the City of St. Paul in the classifications
of Audio-Visual Equipment Repairnan, Auto Body Repairman, Auto
Body Repairman Helper, Auto Washer, Equipment Repairman, Fire
Buildings Repairer, Fire Equipment Serviceman, riachinist, Mechanic-
Welder, Parking Meter Repairman, Parts Runner, Tire Repairman,
Traffic Sigrnnan, Utilityman, Utilityman I, Vehicle Mechanic,
Vehicle Mechanic Leadworker, Vehicle Maintenance W'orker (Seavy),
Vehicle Maintenance Worker (Light), Vehicle Mechanic Trainee,
Welder and Welder Leadworker, excluding supervisory, conf idential,
temporary, emergency and employees exclusively represented by
other labor or employee organizations.
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 agreement shall be recognized as a part of this
bargaining unit, and the parties sha1Z take all steps required under
the Public Employment Relations Act to accomplish said ob�ective.
- 1 -
e� �C��.��
• ARTICLE II - DEFINITIONS
2.I Collective Bargaining. The E�IPLOYER will bargain collectively with the
UNION with respect to rates of pay, hours and conditions pertaining to
employment for all of the employees in the unit hereinbefore set forth.
2.2 Discrimination. The F��IPLOYER will not interfere with, restrain or
coerce the employees covered by this AGREEMENT because of inenbership in
or activity on behalf of the UNION. The EMPLOYER will not discriminate
in respect to hire, tenure of employment or any term or condition of
employment against any employee covered by this AGREEMENT 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.
2.3 This AGREEMENT shall designate and define benefits with the exception
of pension benefits that shall be granted to the employees by the
II�PLOYER. If subsequent to this AGREEMENT, any governing body passes a
provision which shall create a cost benef it for a employee in this
unit, the cost of such benefit shall be paid by the employee nntil such
time as the responsibility of the cost is subsequently negotiated.
This provision shall not compel either party to reopen negotiations
during the course of an existing contract.
- 2 -
ARTICLE III - MAINTEI�?ANCE OF STANDARDS .
3.1 The parties agree that all conditions of employment relating to wages,
hours of work, overtime differentials, vacations, anc� all other 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 improved �rherever specific
provisions for improvement are made elsewhere in this AGREEMENT.
- 3 -
• ARTICLE IV - CHECK OFF
4.1 Dues. The EMPLOYER agrees to deduct the UNION membersh�p dues once
each month from the pay of those employees who individually request 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 representative by the first of the
succeeding month after such deductions are made or as soon thereafter
as is possible.
4.2 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 fee 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 specific expenses incurred for services rendered by
the representative in relationship to negotiations and admi.nistration
of grievance procedures. This provision shall remain operative only so
long as specifically provided by Minnesota law and as otherwise legal.
4.3 The UNION will indemnify, defend and hold the II�'LOYER harmless against
any claims and all suits,' orders or 3udgments brought or issued against
the EMPLOYER, its off icers or employees, as a result of any action
taken or not taken by the E�IPLOYER under the provisions of this section.
- 4 -
ARTICLE V - UNION RIGHTS •
5.1 The UNION may design.ate employees within the bargaining unit to serve
as Union Stewards.
5.2 The UNION shall furnish �he EMPLOYER and appropriate department heads
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
EMPLOYER for the purpose of ineetings.
- S -
- ARTICLE VI - r'IANAGENIENT 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 II�IPLOYER has not officially abridged, delegated, or modified by
this AGREEMENT are retained by the EMPLOYER.
6.2 A public employer is not required to meet and negotiate on matters of
inherent manageria.l policy, which include, but are not limited to, such
areas of discretion or policy as the functions and programs of the
EMPLOYER, its overall budget, utilization of technology, and organizational
structure and selection and direction and number of personneZ.
- 6 -
ARTICLE VII - DISCIPLINE •
7.1 The EMPLOYER will discipline employees for just cause only. Discipline
will be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
e) Discharge.
7.2 A notice in writing of Suspensions, Reductions and Discharges shall be
� sent to the employee and the UNION within seventy-two (72) hours after
such action is taken.
7.3 Employees and the UNION will receive copies of written reprimands and
notices of suspension and discharge.
7.4 Discharges will be preceded by a f ive (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 F�IPLOYER may aff irm the suspension and discharge in
accordance with Civil Service Rules or may modify, or withdraw same.
7.5 Grievances relating to this Article shall be procesaed in accordance
with existing Civil Service procedures, except that oral and written
reprimands shall be taken up in the grievance procedure under
Article XVI.
, - 7 -
� ��°',J��
ARTICLE VIII - HOURS, OVERTIPfE PAY
8.1 Hours of Employment-- The normal work day and the normal work week
shall be 8 hours excluding � hour for Iunch in any twenty-four hour
period and 40 hours in any seven-day period. (For employees on a shif t
basis, this shall be construed to mean an average of forty hours a
week.) The normal work week shall consist of five consecutive normal
work days.
8.2 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 hours pay. These provisions, however,
sha.11 not be effective when work is unable to proceed because of adverse
weather conditions.
8.3 Overtime-- 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.
8.4 An employee shall be recompensed for work done in excess of the normal
hours by being granted compensatory time on a time-and-one-half basis
or by being paid on a time-and-one half basis for such overtime work.
The basis on which such overtime shall be paid shall be determined
solely by the II�LOYER. The overtime rate of one-and-one-half shall be
computed on the basis of 1/80th of the bi-weekley rate.
- 8 -
ARTICLE IX - TOOL INSURANCE AND CLOTHING • �
9.1 The II�IPLOYER will provide three changes of coveralls per week in
accordance with existing practices.
9.2 The EMPLOYER agrees to reimburse employee for tools damaged by fire or
vandalism or for tools as may be stolen; however, such liability for
reimbursement shall only apply in the event that the employee's tools
. are stored on the EMPLOYER'S premises and in such places as EhiPLOYER
shall designate, and, further, only if the tools are destroyed or
stolen in their entirety as a result of a fire, vandalism or proven
theft from the EMPLOYER'S premises.
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������
� ARTICLE X - JURY DUTY
10.1 Any employee who is required during his regular working hours to appear
in court as a �uror or witness except as a witness in his oc��n. behalf
against the City, shall be paid his regular pay while he is so engaged,
provided however, that any fees that the employee ma5� receive fro� the
court for such service shall 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 daytim.e shift, shall be rescheduled to
work the normal daytime shift during such time as he is required to
appear in court as a �uror or witness.
- 10 -
ARTICLE XI - LEGAL SERVICES �
11.1 Except in cases of malfeasance in office or ��rillful or wanton neglect
of duty, the EhiPLOYER shall defend, save harmless and indemnify an
employee, and/or his estate, against any claim or demand, whether
groundless or otherwise, arising out of an alleged act or omission in
the performance and scope of the employee's dutfes.
- 11 -
ARTICLE XII - CITY MILEAGE
12.1 Automobile Reimbursement Authorized - Pursuant to Chapter 92A of the
St. Paul Legislative Code, as amended, pertaining to reimburser�ent of
City officers and employees for the use of their own autoraobiles in the
performance of their duties, the following provisions are adopted. �
12.2 Method of Computation - To be eligible for such reimburse�ent, all
officers and employees must receive written authorization from the
Mayor. Reimbursement shall be made in accordance with one of the
following plans:
Type 1. For those officers and employees who are required to use
their own automobiles occasionally for official City
business, reimbursement at the rate of 14 cents for each
mile driven.
T�Pe 2. For those officers and employees who are required to use
their own automobiles on a regular basis on City business,
reimbursement at the rate of $2.50 for each day of work,
and in addition thereto at the rate of 7.5 cents for
each mile driven.
12.3 Rules and Regulations - The Mayor shall adopt rules and regulations
governing the procedures for automabile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file
daily reports indicating place of origin and destination and applicable
mileage ratings thereat and indicating total miles driven, and shall
f ile monthly affidavits stating the number of days worked and the
number of miles driven, and further required that they maintain automobile
liability insurance in amounts not less than $100,000/300,000 for
personal injury, and $25,000 for property damage. These rules and
regulations, together with any amendments thereto, shall be maintained
on f ile with the City Clerk.
- 12 -
ARTICLE XIII - INSURANCE _
13.1 The employer shall contribute an amount set forth below to a fund which
shall be established and administered by the union for the purpose of
securing health, lif e, medical and hospitalization insurance benefits
for members of this unit. The responsibility of securing such insurance
programs shall be that of the union.
13.2 Effective January 1, 1982, the Employer agrees to contribute to such
fund the cost of hospitalization and medical coverage or $78.07 per month,
whichever amount is less for each employee who is eligible for such coverage.
In addition, for each eligible employee who selects dependent coverage,
the Employer will contribute the cost of such dependent coverage or $42.43
per month, whichever amount is less. These contributions shall be paid
to the Union's insurance fund and the Union shall identify those employees
eligible for such coverage based on the eligibility requirements established
by the Employer.
13.3 Effeetive June 1, 1982, the Employer's contribution toward employee cover-
age in Article 13.2 will be ad�usted in dollars to reflect the total cost
of the June 1, 1982 premium rates for employee coverage. Any increase in
premiums for Employee coverage after June 1, 1982, shall be paid by the
employee.
13.4 Effective June 1, 1982, the Employer's contribution toward dependent cover-
age in Article 13.2 will be ad�usted in dollars to reflect an increase of
seventy-five percent (75�) of the 3une 1, 1982 increase in premium rates
for the dependent coverage. Any increase in premiums for dependent coverage
after June 1, 1982 will be paid by the employee.
- 13 -
- ARTICLE �III - INSURANCE (continued)
13.5 The administration of any insurance programs established by the union for
the protection of the members of this unit and eligible early retirees
shall be the sole responsibility of the union. The union shall be respon-
sible for the implementation, solicitation, enrollment, eligibility, and
paycnent of premiums for insurance programs established purs�ant to this
article.
13.6 Employees covered by this bargaining agreement shall continue to be
eligible to purchase additional lif e insurance and/or other insurance
off ered by the �nployer's health and welfare program. The purchase of
these additional insurance coverages shall be at the option of the employee
and shall be fully paid by the employee.
13.7 Al1 contributions described above shall be forwarded to depositories as
directed by the union. In those cases where the employee is required to
pay a portion of the premium, the union shall notify the employer of the
name of the employee and the amount to be deducted from the employees'
payroll, and the employer shall take the necessary steps to make such
payroll deductions and to forward the amounts as directed by the union.
If an employee does not consent to the amount of deduction set forth by
the union, the employer shall not be responsible for failure of premium
payment.
13.8 It shall be the responsibility of the union to advise employees as to their
� health and hospital insurance status, benefits, and rights.
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ARTICLE XIII - INSURANCE (continued) �
13.9 For employees who retire after the time of execution of this Agreement
and who have been under the union's hospitalization plan for less than
f ive (5) years at the time of retirement, and until snch employees reach
sixty-f ive (65) years of age, the Employer will for the period of this
Agreement contribute such insurance payments as are provided by the
Employer for such employees at the time of their retirement. Said pay-
ments shall be made to ths union.
13.10 For employees who retire after the time of execution of this Agreement
and who have been under the union's hospitalization plan for five (5)
yea.rs or more, the Employer will discontinue making any insurance payments
upon the date of retirement. Continued insurance coverage will be pro-
vided by the Union Hospitalization Fund at no cost to the Employer or
employee.
13.11 In order to be eligible for the benef its under the early retiree pro-
vision in articles 13.9 and 13.10, the employee must:
a) Be receiving benef its from a public employee retirement
act at the time of retirement.
b) Have severed his/her relationship with the City of
Saint Paul under one of the early retiree plans.
c) Inform the Personnel Office of the City of Saint Paul in
writing within 60 days of employee's early retirement date
that he/she wishes to be eligible for early retiree insurance
benef its.
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, � � a���.��`�
, ARTICLE XIV - HOLIDAYS
14.1 Aolidays recognized and observed. Tha following days shall be recognized
and observed as paid holidays:
New Year's Day Columbus Day
Presidents' Day Veterans' Day
riemorial Day Thanksgiving Day
Independence Day Christmas Day `
Labor Day Two floating holiday
Eligible employees shall receive pay for each of the holidays Iisted
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.
14.2 The floating holidays set forth in Section 14.1 above may be taken at
any time during the contract year, sub�ect to the approval of the
department head of any employee.
14.3 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 holidap; 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.
- 16 -
ARTICLE XV - VACATION �.
15.1 In each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service Vacation Granted
Less than 8 years 15 days
After 8 years thru 15 years 20 days
After 15 years and thereafter 25 days �
15.2 Employees who work less tha.n full-time shall be granted vacation on a
pro rata basis.
15.3 The head of the department may pernit an employee to carry over into
the following year up to ten days' vacation.
15.4 The above provisions of vacation shall be sub�ect to the Saint Paul Salary
Plan and Rates of Compensation, Section I, Subdivision H.
15.5 If an employee has an accumulation of sick leave credits 3n excess of
one hundred and eighty days, he may convert any part of such excess to
vacation at the rate of one-half day's vacation for each day of sick
leave credit.
15.6 The maximum number of days' vacation allowed by the conversion of sick
ieave credits shall b� no more than f ive days in any one year so that
the maximum vacation time which may be taken in any one year shall be
forty days including the regular vacation period.
- 17 -
.����.��
. ARTICLE XVI - GRIEVANCE PROCEDURES
16.1 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 �ariting of the names of
the Stewards and of their successors when so named.
16.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provi.ded is limited by the job
duties and responsibilities of the e�ployees and shall therefore be
accomplished during working hours only when consistent with such employee
duties and responsibilities. The steward involved and a grieving
employee shall suffer no loss in pay when a grievance is processed
during working hours, provided, the steward and the employee have
notif ied 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 II�IPLOYER.
16.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
Article VII, for the processing of grievances, which are def ined as an
alleged violation of the terms and conditions of this AGREEMENT.
Grievances shall be resolved in conformance with the following procedure:
St� ep 1. Upon the occurrence of an alleged violation of this
AGREII�IINT, the employee involved shall attempt to resolve
the matter on an informal basis with the employee's
- 18 -
ARTICLE XVI - GRIEVANCE PROCEDURES (continued) -
supervisor. If the matter is not resolved to the employee's
satisfaction by the informal discussion it aay be reduced
to writing and referred to Step 2 by the L'�;IO\. The
written grievance shall set forth the nature of the
grievance, the facts on which it is based, the alleged
section(s) of the AGREEMENT violated, and the relief
� requested. Any alleged violation of the AGREII�iENT not
reduced to writing by the UNION within seven (7) calendar
days of the first occurrence of the event giving rise to
the grievance or within the use of reasonable diligence
should have had knowledge of the first occurrence of the
event giving rise to the grievance, shall be considered
waived.
Step 2. Within seven (7) calendar days after receiving the
written grievance a designated Employer Supervisor shall
meet with the Union Steward and attempt to resolve the
grievance. If, as a result of this meeting, the grievance
remains unresolved, the EMPLOYER shall reply in writing
to the UNION within three (3) calendar days following
this meeting. The UNION may refer the grievance in
writing to Step 3 within seven (7) calendar days following
receipt of the II�IPLOYER'S written answer. Any grievance
not referred in writing by the UNION within seven (7)
calendar days following receipt of the EMPLOYER'S answer
shall be considered waived.
- 19 -
ARTICLE YVI - GRIEVANCE PROCEDURES (continued)
Ste�3. Within seven (7) calen�ar days following receipt of a
grievance referred from Step 2 a designated Employer
Supervisor shall meet �aith the Union Business Manager or
his designa.ted representative and attempt to resolve the
grievance. Within seven (7) calendar days following
this meeting the F�IPLOYER shall reply in writing to the
UNION stating the EMPLOYER'S answer concerning the
grievance. If, as a result of the written response the
grievance remains unresolved, the UNION may refer the
grievance to Step 4. Any grievance not referred to in
writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the II�lPLOYER'S answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the UNZON may
within seven (7) calendar days after the response o€ the
EMPLOYER in Step 3, by written notice to the EMPLOYER,
request arbitration of the grievance. The arbitration
- proceedings sha11 be conducted by an arbitrator to be
selected by mutual agreement of the EI�PLOYER and the
UNION within seven (7) calendar days after notice ha5
been given. If the parties fail to mutally agree upon
an arbitrator within the said seven (7) day period,
either party may request the Public Employment Relation
Board to submit a panel of five (5) arbitrators. Both
the EMPLOYER and the UNION shall have the right to
strike two (2) names from the panel. The UNION shall
- 20 -
ARTICLE XVI - GRIEVANCE PROCEDURES (continued) �
strike the f irst (lst) name; the EMPLOYER shall then
strike one (I) name. The process will be repeated and
the remaintng person shall be the arbitrator.
16.4 The arbitrator shall have no right to anend, modify, nullify, ignore,
add to, or subtract. from the provisions of this AGREEMENT. The arbitrator
shall consider and decide only the specific issue submitted in writing
by the F2�PLOYER and the UNION and shall have ao authority to nake a
decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent k-ith or
modifying or varying in any way the application of laws, rules, or
regulations having the force and effect of law. The arbitrator's
deeision shall be submitted in writing wi.thin thirty (30) days
following close of the hearing or the submission of briefs by the
parties, whichever be later, unless the parties agree to an extension.
The decision shall be based solely on the arbitrator' intexpretation or
application of the express terms of this AGREEMENT and to the facts of
the grievance presented. The decision of the arbitrator shall be final
and binding on the EMPLOYER, the UNION, and. the emgloyees.
16.5 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the ErIPLOYER and the UNION, provided that
each party shall be responsible for compensating its own represeatatives
and witnesses. If either party desires a verbatim record of the pro-
ceedings, it may cuase such a record to be made, providing it pays for
the record.
16.6 The time limits in each step of this procedure may be extended by mutual
agreement of the IIrIPLOYER and the UNION.
- 21 -
� J�� v`��
ARTICLE XVII - SAVINGS CLAUSE
17.1 This AGREEMENT is subject to the laws of the United States, the State
of Minnesota, and the City of St. Paul. In the event any provision of
this AGREEMEPIT shall hold to be contrary to law by a court of competent
3urisdiction from who final judgment or decree no appeal has been taken
within the time provided, such provision shall be voided. A11 other
provisions shall continue in full force and effect. ,
- 22 -
ARTICLE XVIII - SEVERANCE PAY `
18.1 Fmployees shall be eligible for severance pay in accordance uith the
Severance Pay Ordinance No. 11490. The araount of Setierance Pay allowed
shall be that amount permitted by State Statutes subject to the provision
that the maximum amount allowed shall be $4,000.
,,
�
I�
i
�
- 23 -
. ARTICLE XIX - WAGE SCHEDULE
19.1 The wage schedule for purposes of this contract shall be Appendix A,
attached hereto.
19.2 The Vehicle Mechanic Leadworker rate will be 25� per hour higher than
Che Vehicle Mechanic rate.
— 24 —
ARTICLE XX - STRIKES, LOCKOUTS, WORK INTERFERENCE �
20.1 The UNION and the EMPLOYER agree that there shall be no strikes, work
stoppages, slow-downs, sitdown, stay-in, or other concerted interference
with the EMPLOYER'S business or affairs by any of the said T3NION and/or
the members thereof, and there shall be no bannering during the ex�stence
of this AGREEEMENT without first using all possible means of peaceful
settlement or any controversy which may arise. Employees engaging in
same shall be liable for disciplinary action.
- 25 -
. ARTICLE XXI - SICK LEAVE
21.1 Sick Leave With Pay. During any periad in which an employee is absent
from work on sick leave with pay, the employee shall not be employed or
engaged in any occupation for compensation outside of his regular city
employment. Violation of the provision of this paragraph by any
employee shall be grounds for suspension or discharge.
- 26 -
ARTICLE XXII - MATERNITY LEAVE �.
22.1 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 emgloyee may apply for leave without pay at
any time during the period stated above and the II�iPLOYER may approve
such leave at its option, and such leave ma.y be no longer than one (1)
year.
-- 27 -
ARTICLE XXIII - SAFETY SHOES
23.1 The EMPLOYER agrees to pay $10.00 toward the cost of each pair of
safety shoes purchased by an employee that is a member of this unit.
The EMPLOYER shall contribute toward the cost of two pair of shoes per
year and shall not be responsible for any additional cost for any �
additiona.l shoes thereafter. This reimbursement of $10.00 per pair of
shoes shall be made only after investigation and approval by the
immediate supervisor of that employee. This $10.00 per pair of shoes
contribution to be made by the EMPLOYER shall apply only to those
employees who must wear protective shoes or boots for their employment.
- 28 -
.t i.�f .� Y: .
ARTICLE XXIV - DURATION AND EFFECTIVE DATE ' �
24.1 Except as herein provided this AGREEMENT shal2 be effective as of the
date it is executed by the parties and shall continue in full force and
effect thru June 30, 1983, and thereafter until modified or amended by
mutual agreement of the parties. Either party desiring to amend or
modify this AGREEMENT shall notify the other in writing so as to comply
with the provisions of the Public Employment Labor Relations Act of
1971.
24.2 This constitutes a tentative agreement between the parties which will
be recommended by the City Negotiator, but is subject ta the approval �
of the Administration of the City, the City Council and is also subject
to ratification by the Association.
WITNESSES:
CITX OF SAINT PAUL DISTRICT LODGE N0. 77, INTERNATIONAL
ASSOCIATION OF MACHINISTS AND
AEROSPACE WORKERS AFL-CIO
BY::..�'ti..�---c�-k��.__=;� � �=- .��,,`.;
a or ela ions ec Business Manager
BY: BY:
Civil Service Commission
DATED THIS 5th DAY OF January , 1982
- 29 -
:��257
APPENDIX A
, ,
. The wage rates and salary ranges for classif ications in this unit are shown
below:
EFFECTIVE EFFECTIVE
JtTLY 1, I981 JULY 1, 1982
Auto Body Repairman $11.54 $12.41
Machinist 11.54 12.41 ,
Mechanic-Welder 11.54 12.41
Tire Repairman 11.08 11.91
Vehicle Mechanic 11.54 12.41
Vehicle Mechanic Leadworker 11.79 12.66
Welder 11.54 12.41
Welder Leadworker 11.79 12.66
Auto Body Repairman Helper:
Starting 60% of Auto Body Repairman Rate
after 6 months 65% of Auto Body Repairman Rate
after 1 year 70% of Auto Body Repairman Rate
after 2 years 75% of Auto Body Repairman Rate
af ter 3 years and thereaf ter 80% of Auto Body Repairman Rate
EFFECTIVE EFFECTIVE
JULY 1, 1981 JULY 1, 1982
START 6 MOS START 6 MOS
Audio Visual Equipment
Repairman $9.70 $10.30 $10.43 $11.07
Auto Washer 7.51 7.91 8.07 8.50
Equipment Repairraan 9.32 9.89 10.02 10.63
Fire Buildings Repairer 9.32 9.89 10.02 10.63
Fire Equipment Serviceman 9.32 9.89 10.02 10.63
Parking Meter Repairman 9.32 9.89 10.02 10.63
Traffic Signman 9.32 9.89 10.02 10.63
*Utilityman 9.32 9.89 10.02 10.63
Utilityman I 8.58 9.08 9.22 9.76
Vehicle Maintenance Worker (Heavy) 9.32 9.89 10.02 10.63
Vehicle Maintenance Worker (Light) 8.58 9.08 9.22 9.76
- A1 -
APPENDIX A (continued) . •
EFFECTIVE EFFECTIVE
JULY 1, 1981 NLY 1, 1982
START 6 MOS 1 YR START 6 MOS 1 YR
Parts Runner $5.19 $5.84 $6.51 $5.58 $6.28 $7.00
Vehicle Mechanic Trainee ,
First 2,000 hours 60% of the Vehicle Mechanic base rate
Third 1,000 hours 65% of the Vehicle Mechanic base rate
F'ourth 1,000 hours 70% of the Vehicle Mechanic base rate
Fif th 1,000 hours 75% of the Vehicle Mechanic base rate
Sixth 1,000 hours 80% of the Vehicle Mechanic base rate
Seventh 1,000 hours 85% of the Vehicle Mechanic base rate
Eighth 1,000 hours 90% af the Vehicle Mechanic base rate
- A2 -
WHITE - CITY CLERK � .s
PINK - FINANCE j � ��iy �
CANARY - DEPARTMENT � G I T Y O F S A I I��T l,�U L COUflC1I �, � ��j� /
BLUE - MAYOR ��� /
• File N 0.
C I T Y C L E R K �ouncil 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 1981 -1982 Collective Bargaini.ng Agreement
between the City of Saint Paul and the International Association of
Machinists and Aerospace Workers, District Lodge No. 77.
� Approved: '
Chai rman
Civil Service Commission
COUNCILMEN Requested by Department of:
Yeas Nays
H�^t PERSONNEL OFFICE
Levine [n Favor
Maddox ' .
McMahon B
Showalter A gai n s t Y
Tedesco
�iwn
-- Form Approved by City Attorney
Adopted by Council: Date
Certified Passed by Council Secretary BY .
By .
Approved by Mayor: Date _ Approved by Mayor for Submission to Coun�il
BS' .�---.— — BY
.. :.'. � �iZ'�X Q� ►�'`J11.�.=�'..:' �.�,.��.. �j IS��
r;,. . �-,{1
�'���:i.L�1. OF`.F'Z.^.L OF T•�TJI: CL''�'X C0�1�CT_JL �
�. .. ., \t"�,t . .
1 •i 1'`i'':�;�;:j {t' j
i~;� It.�� S?�: 4 i_},� • . �
'��.` '` y� !-� . � Da t e : February 4, 1982
�'��:-�� �
�,.
,�=:.._ �
. �
C �J �d� �'�� �i T�' � � � �' Q �c � .
. . � � . -..: ,
: . -_ _ 1
�' p : �ain� PQU! -Ci��t �vu���al ��� '�= . �
�'i = G o�rc��3��� o n �r�a�vcE r�vac��rr - . _ � � �
_ . �I� O# _. . . � �i P�RSONNEL . .. . . _ _ . .�
- . . . ,
� Geor.ge McMahon� � ; ��toirmQn, mctk.es �fhe fa1 to�r�ing ' . � . - .� - ;
.. . � � � . . : i
� . � reparf un �C..F. . �. � Qrdina��ce - - .
, . � � _ . � �. �. (9) Q Resolu�ion : � . . � - 1
� � • � . ' . • � Q:her . � . � . i
� . . _ � . . • �
. � . . . � . . . . . i
� . . . • _ . . - �
�' `3'L� : . . . . . . : . . �
1 . �
� . � :- . - . . - �
. � At its meeting �of February �, 1932, the Finance Co�nittee rec�nrnended approval of
. the fol�lowing: � � ' ' • � . '
1. Resolution approving Technical Assistance and T.raining contract for CETA . �
. program. . (12650-G1� . . • �
. .
2. Resolution approving collateral pledged by America� National �Bank'of�St. Paul
to rotect fimc�s of• � ' e - ' � . ' -
. p city h ld in said bank. (12644 (�� . . . _
3. Resolution -approving� claim of�Bernard J. Ferber against the-city. {126�76-Gf� � �.
' 4.' Resolution approving 1982-1983 Agreeme�t�between�the City and A�S(ZNE District .
Cotmcil 91, Local 1842, representing� the Technical Bargaining�Un,it. (12651-(�� -
� 5. Resolution approving .1982-1983 Agreement between the City and Classi£ied .
Con£idential Employees Association. � (12656-CL"�I) . ' - .
6. Resolution amending 1�J81-1982-1983 Collective Bargaining Agreement between the
� City and the Tri-Council. Bargaining i�nit. (12657-� . _ : _ - �
� � f
- 7. Resolution amending 1982-1983-1984 Memorandi.mi of Understaridirig pertaining to •
Classified Confidential Supervisory Employees. (12658-C�
8. Resolution approving 1982-1983 Agreement between Independent School District
\ No. 625 and the Professional Employees Association, Inc. (12673-(�
9. Resolution approving two-year Collective Bargaining Agreement between the
City and the International Association of 1�lachinists and Aerospace �Vorkers, �
District Lodge No. 77. (12655-(�I) � '. ,
. . (CONfIMJED . . .)
.^CI`5c' .�is1LL SE�'E;tiTH Fl.00R S:�I�T PAUL, d{F�:�FSJTsl S�i�= ,
, tJo not detact� this memorandam from thP �- �yj �. �oc � ,� ��-�
•. re��lut4on so tk?at this inforrnafion witi be
' ` avai'�bie to the City Council. � �/
EXPLANATION OF ADMINISTRATIVE 0 J
RDERS, ���j �
�i RESOLUTIONS, AND ORDINANCES
Date: � January 6, 1982
i
II p
T0: II MAYOR GEORGE LATIMER �T�C�'n�D
` ■`
FR: ',Personnel of f ice �A''� r? i �C��
�
RE: Ii,Resolution for submission to City Counci.l �AY�RS pFFjCE
:
ACTION+REQUESTED
We reca�nmend your approval and submission of this Resolution to the City Council.
PURPOSEiAND RATIONALE FOR THIS ACTION
This R;jesolution approves a two-year Collective Bargaining Agreement '(July 1, 1981, t�liru
June 3t�, 1983) between the City of St. Paul and the International Associ,ation of Machinists
and A.e. ospace Workers, District Lodge No. 77. This Agreement has ¢hanges in the
followi�ig areas:
1. Ca��l..l-in pay. New language allowing four hour s minimum call-in pay. Thi s i s
coi�si stent with Civil Se rvice Rule s.
I
2• Ins�urance. Effective Jan. 1, 1982, employees covered by this Agreement will no
lor.�ger be covered by the Cityts insurance plans. They wi11 be covered by the Union
ins�u.rance plans, and the City will contribute toward the cost of those plans.
3. Re I� iden�� Deleted.
XXXXxs X
4. R.eilmbursement of Military Pay. Deleted.
5. Wa�es. Effecti.ve July 1, 1981 8. 5% increase
� Effective June 26, 1982 7. 5% increase
I
�
FINANdIAL IMPACT
7-1-81 thru 6-30-82 7-1-82 thru 6-30-83
.
Wage s $113, 771 $108, 919
jInsurance 14,414 Unknown
ATTACHr1EN�S:
Resol�ition and copy for the City Clerk. Also copy of Collective Bargaining Agreement.
I�
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