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278258 WNITE - CITY CLERK . PINK - RINANCE �8255 CANARY - DEPARTMENT G I T Y O F S A I N T ��U L COUtIC1I BLUE - MAYOR File N . C uncil Resolution Presented B Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council .of the City of Saint Paul hereby approves and ratifies the attached 1982-1983 Collective Bargaining Agreement between the City of Saint Paul and the Classified Confidential Employees Association. Approved: � .�-- C � Chairman Civil Service Commission COUNCILMEN Yeas Nays � Requestgd by Department of: Hunt PERSONNEL OFFICE Levine In Favo[ �� McMahon B Showalter - __ Against Y — Tedesco Wilson FEB � 6 1982 Form ove by o e Adopted by Council: Date — c Certified � 5 by o � Se • BY Appro by Mavor: Da e _ �� i (�� Approved ayor for Subm' i to uncil � B _ - gy �ISHE FEB 2 7 1982 / l -. : . , � 2'78258 _ 1982 - 1983 AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND CITY OF SAINT PAUL CLASSIFIID CONFIDENTIAL EMPLOYEES ASSOCIATIOAI � ' ' 1 • k I N D E X ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Checkoff 3 III Hours of Work 4 IV Flork Breaks 6 V Holidays 7 VI Employee Rights - Grievance Procedure $ VII Mileage 12 VIII Residency 13 IX Vacation I4 X Insurance-Clerical & Technical Group 15 XI Insurance-Professional Group 18 XII Working Out of Classification 21 XIII Employee Records 22 XIV Bulletin Boards 23 XV Wages 24 XVI Maintenance of Standards 25 � XVII Leaves of Absence 26 XVIII Military Leave of Absence 28 XIX Management Rights 29 XX Seniority 30 XXI � Discipline 33 XXII Legal Services 34 XXIII No Strike - No Lockout 35 XXIV Terms of Agreement 36 Appendix AI . - ii - , r P R E A M B L E This AGREEMENT entered into by the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the City of Saint Paul Classified Confidential Employees r . , Association, hereinafter referred to as the ASSOCIATION, has as its purpose the promotion of harmonious relations between the Ef�Il'LOYER and the ASSOCIATION, the establishment of an equitable and peaceful procedure for the resolution of diff erences, and the establishment of rates of pay, hours of work, and other conditions of employment. - iii - , � , ARTICLE I - RECOGNITION � 1.1 The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certi- _ � - - ' ' fication by the State of Minnesota, Bureau of I�Fediatior�,Services,, dated _ _ - ' < _ .>, . , November 12, 1975, in Case No. 76-PR-658-A and October 14, I977, in Case No. 77-PR-685-A, and set forth in Section 1.1 below. 1.2 The bargaining unit covered by this AGREII�IENT shall consist of the following: All classif ied confidential employees employed in the City Attorney, Budget Director, Mayor and Personnel Offices in the classifications of: Clerical and Technical Group Budget Technician I Clerk-Stenographer III Budget Technician II Data Processing Aide Budget Technician III Duplicating Equipment Operator Budget Technician IV Duplicating Equipment Operator Supervisor Civil Service Transaction Clerk I Duplicating Equipment Operator Trainee Civil Service Transaction Clerk II Orientation Coordinator Clerk I Personnel Clerk-Board of Education Clerk II Personnel Technician I Clerk III Personnel Technician II Clerical Supervisor Personnel Technician III Clerk-Typist I Planning Technician I Clerk-Typist II Planning Technician II Clerk-Typist� IlI Public Information Technician Clerk-Stenographer I Secretary Clerk-Stenographer II Professional Group Accountant I Budget Analyst IV Accountant II Employee Benefits Coordinator Accountant III Personnel Assistant I Budget Analyst I Personnel Assistant II Budget ,Analyst II Personnel Assistant III Budget Analyst III ' - 1 - . � � �'�,�� . 1 � � � • ARTICLE I - RECOGNITION (continued) 1.3 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the ASSOCIATION and upon notification by the ASSOCIATTON, the EMPLOYER shall check off said fee _ from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of gzievance procedures. This provision shall remain operative only so Iong as specif ically provided by Minnesota law, and as otherwise legal. 1.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the ENIPLOYER as a result of any action taken or not taken by the F�hIPLOYER under the provisions of this Article I, Section 1.3. �'I - 2 - . . ` , ARTICLE II - CHECK OFF . 2.1 The EMPLOYER agrees to deduct the ASSOCIATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be �ade. The � ' � amounts to be deducted shall be certified to "the II�IPLOYER by a repre�- :`,` = - < . .,, , . ,. ,. ,. . , _ ; , .. :T . _ .. _ . : : _ , _ ._ . :�, , , _ _ _ sentative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the f�rst of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The ASSOCIATION agrees to indemnify and hold the II�IPLOYER harmless against any and all claims, suits, orders or �udgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the II�LOYER under the provisions of this Article. - 3 - . , � , • ' ARTICLE III - HOURS OF WORK 3.1 The normal work day shall be se�en and three/fourths (7 3/4) consecutive hours per day, excluding a forty-five (45) minute lunch period, fifteen (15) minutes of which shall be paid. - 3.2 The nonnaZ work week shall be five (5) consecutive normal �vork days in = any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average . of thirty-eight and three/fourths (38 3/4) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall. be done only by order of the head of the department. 3.6 Employees in this bargaining unit working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall be recompensed for work done in excess of the normal hours established above in this Article 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 overtime rate or one and one-half shall be computed on the basis of 1/80th of the bi�aeekly rate. 3.7 Employees working in a title listed under the heading, "Professional Group" in Article 1.2 who ��ork more than seven and three/fourths (7 3/4) hours in any 24 hour period or more than thirty-eight and three/fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 3.8 below. 3.8 It is understood by the parties that Section 28.H - OVERTIME of Resolution No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading, "Prof essional Group" in Article 1.2. In unusual - 4 - • � • � , ARTICLE III - HOURS OF �dORK (continued) . circumstances a department head may grant these employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three/fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on a straight time �basis _for the extra. _ _ � _ � :. _ ,u,,::�.: . ._.,<,,�.. . .: .�, . <-: ,�...�:: __ _ . ;;: _ , , _ .,- � ` • "hours worked. _ �___ y. : - : , . .. 3.9 Normal work schedules showing the employee's shift, work days and haurs � shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. 3.10 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 shalZ be guaranteed four hours' pay. These provisions, however, shall not be � eff ective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apgly Co temporary or emergency e�nployees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. - 5 - : a r�.��.-�� . , . � . ARTICLE IV - WORK BREAKS 4.1 Rest Periods. All employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be __ scheduled by management at approximately the middle of each one-half shift _ whenever it is feasible. � 4.2 If an employee is scheduled to work a full half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. _ 6 _ . , • . ARTICLE V - HOLIDAYS . 5.1 Holidays 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 IIay � ` � _ . . -,-,.:. : . . . . � ' Labor Day = . Two floati�ig Iialiday5 _: - _ . 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 sha11 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 eriployees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above nay be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee�s name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day befare 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. - 7 - . . . ARTICLE VI - EMPLOYEE RIGHTS - GRIEVAi�CE PROCEDURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with ASSOCIATION rules and regulations as the grievance representative of the bargaining unit. The ASSOCIATION shall notify the EMPLOYER in writing of the names of the , stewards and of their successors when so named. 6.2 It is recognized and accepted by the ErIPLOYER and the ASSOCIATION that the processing of grievances as hereinafter provided is limited by the job duties � and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided, the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the IIKPLOYER. 6.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article XX for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged yiolation of this AGREEMENT, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the ASSOCIATION. The written grievance sha11 set forth the nature of the grievance, the facts Qn which it is based, the alleged section(s) of the AGREEMENT violated, and the - 8 - • , • � ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) _ relief requested. Any alleged violation of the AGREEMEIvTT not reduced to writing by the ASSOCIATION within seven (7) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. _ - _ SteP 2. Within seven (7} work days after receiving the written grievance . ,- , , . . _ :, -.. .. _ _, . , . . ,: .,._ ` a designated EMPLOYEFt supervisor shall meet wiCh the ASSOCTATION steward - , ' and attempt to resolve the grievence. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the ASSOCIATION within three (3) work days fallowing this meeting. The ASSOCIATION may ref er the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER'S written answer. Any grievance not ref erred in writing by the ASSOCIATION within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor shall meet with the ASSOCIATION Business Manager or his designa.ted representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the II�iPLOYER shal.l reply in writing to the ASSOCIATION stating the E1�1�IPL0YER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the ASSOCIATION may refer the grievance to Step 4. Any grievance not referred in writing by the ASSOCIATION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. - 9 - � ' � � . ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE �contir.ued) Step 4. If the grievance remains unresolved, the ASSOCIr1TI0N �ay within seven (7) work days after the response of the II`ZPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the ErIPLOYER and the ASSOCIATION within seven (7) work days after notice has been given. If the parties fail to putally agree upon an arbitrator within the said seven (7) day period, either garty may request the Public Employment Relations Board to submit a panel of f ive (5) arbitrators. Both the EMPLOYER and the ASSOCIATION shall have the right to strike two (2) names from the panel. The ASSOCIATION shall strike the first (lst) name; the II`�LOYER shall then strike one (1) name. The process u*ill be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shall have no right to amend, modify, nulZify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitratar shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the ASSOCIATION 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 �odifying or varying in any way the application of laws, rules, or regulatioas having the force and eff ect of law. The arbitrator's decision sha11 be submitted in writing within thirty (30) c�ays following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's inter- pretation or application of the e.xpress terms of this AGREEriEI�T and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the EMPLOYER, the ASSOCIATI4N and the employees. - 1Q - • , � � , ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCIDURE (continued) ' 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ASSOCIATION, provided ; that each party sha.11 be responsible for compensating its own repre- - � .. . �.. � . -. . . _ _. . . .. . . . . . � �:.; .. �.r� � �>�� - _- - - sentatives and witnesses. .: If either party desires a verbatim ,recvrd, of: .._. : the proceedings, it may cause such a record to be made, providing it pays f or the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the II�IPLOYER and the ASSOCIATION. 6.8 It is understood by the ASSOCIATION 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 detexmined by this grievance procedure it shall not again be submitted for 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. - 11 - ' �? ,�t�'.�-�`�� . � . • • ARTICLE VII - CITY P�ILEAGE 7.1 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. 7.2 Method of Computation: To be eligible for such reimbursement, all ` officers and employees must receive written authorization from the Depart�ent Head. Type 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at � the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. Type 2. If an employee is required to use his/her own sutomobile 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. 7.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall f ile monthly affidavits stating the number of days worked and the number of milas driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,OOQ single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 12 - li • �, .. I . , � � ARTICLE VIII - RESIDENCY � �I', 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to all employees covered by this agreement. - 13 - . ARTICLE IX - VACATION 9.1 In each calendar year, each full-time employee working under a title listed under the heading "Clerical and Technical Group" in Article I.2 : shall be granted vacation according to the following schedule: Years of Service Vacation Granted ` 0 thru 4 years 10 days _ 5 years thru the 9th year 15 days 10 years thru the 15th year 17 days 16 years thru the 23rd year 21 days 24 years and after 26 days 9.2 In each c�lendar year, each full-time employee working under a title listed under the heading "Professional Group" in Article I.2 shall be granted vacation according to the following schedule: Years of Service Vacation Grante� Less than 8 years 15 days Af ter 8 years thru 15 years 20 days _ Af ter 15 years and thereafter , 25 days 9.3 The head of the department may permit an employee to carry over inta the following year up to ten days' vacation. 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. - 14 - � i ARTICLE X - INSURANCE - CLERICAL AND TECHNICAL GROUP � 'I I 10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and lif e insurance benefits as are provided by EriPLOYER at the time of execution of this AGREEMENT. ~ - , - , _ _ � ,; _ : �.-;. _ , , . ... . _ . _ .. _ , 10.2 The EMPLOYER will for the period of this AGREEMEI`T pravide for employees who -" retire af ter the time of execution of this AGREEMENT and until such employees reach sixty-f ive (65) years of age such health insurance benefits and life insurance benefits as are provided by the F,MPLOYER for such employees. 10.3 In order to be eligible for the benef its under the early retiree provision, the employee must: 10.31 Be receiving benef its from a public employee retiree act at the time of retirement. 10.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 10.4 For each eligible employee covered by this AGREEMENT who selects Group Health insurance coverage, the IIKPLOYER agrees to contribute the cost of such coverage or $42.58 per month, whichever is less. In addition, for each employee who selects Group Health dependent's coverage, the F,hIPLOYER will contribute the cost of such dependent's coverage or $81.59 per month, whichever is less. 10.5 For each eligible employee covered by this AGREEMENT who selects Coordinated Health Care, the EMYLOYER agrees to contribute the cost of such coverage or $56.90 per month, whichever is less. In addition, for each empl.oyee who selects Coordianted Health Care dependent's coverage, the EMPLOYER will contri- bute the cost of such dependent's coverage or $103.00 per month, whichever is less. - 15 - • , , . ARTICLE X - INSURANCE - CLERICAL AND TECHNICAL GROUP (continued) 10.6 For each eligible employee covered by this AG1tEEr1ENT who selects the SHARE insurance coverage, the EMPLOYER agrees to contribute the cost of such cover- age or $43.15 per month, whichever is less. In addition, for each employee who selects the SHARE dependent's coverage; the E�IPLOYER will contribute the cost of such dependent's coverage or $85.21 per month, whichever is less. 10.7 For each eligible employee covered by this AGREEMENT who selects Blue Cross- Blue Shield insurance coverage, the FrIPLOYER agrees to contribute the cost of such coverage or $69.70 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the F�IPLOYER will contribute the cost of such dependent's coverage or $161.45 per month, whichever is less. 10.8 For each eligible employee covered by this AGREF��ENT who selects HMO Minnesota insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $68.96 per month, whichever is less. In addition, for each employee who selects the HMO Minnesota dependent's coverage, the F.MPLOYER will contribute the cost of such dependent�s coverage or $155.91 per month, whichever is less. 10.9 The EMPLOYER agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. 10.10 The contributions indicated in 10.4 thru 10.9 shall be paid to the F1�SPLOYER'S Group Health and Welfare Plan. 10.11 Effective October 1 1982, the figures in Articles I0.4, 10.5, and 10.6 above will be ad3usted in dollars to reflect the cost of the October, 1982 premium rates for the respective coverages. - 16 - , . � ,•- ARTICLE X - INSURANCE - CLERICAL AND TECHNICAL GROUP (continued) � 10.12 Effective October 1, 1982, the amount of the F.�iPLOYER'S contribution toward employee coverage in Articles 10.7 and 10.8 abave shall be adjusted in dollars to reflect the cost of tha October 1, 1982 premium rates for the respective _ -employee coverages. . :: . . - :_ : . ... . :. -- i:, � .. . .: .:'y._ . _. ___ . _.. � _ .. . . .. . .. . . .. . .. . �� r .�.a t. . .:,- . . ,... - 10.13 Effective Octover 1, 1982, the amount of the EMPLOYER'S contribution toward dependent coverage in Article 10.7 and 10.8 above shall be adjusted to reflect the October, 1981 premium plus seventy-five percent (75x) of the October 1, 1982 increase in the premium rates for the respective degendent coverages. Any increase in premiums after October, 1982 for these respective dependent coverages shall be paid by the employee. 10.14 Effective October 1, 1983, the amount of the EMFLOYER'S contrib.ution toward emplayees coverages in Articles 10.4 thru ].0.8 will be adjusted in dollars to reflect the cost of the October 1, 1983 premium rates for the respective employee coverages. 10.15 Effective October 1, 1983, the amount of the FMPLOYER�S contribution toward the dependent coverages in Articles 10.4, 10.5 and 10.6 will be adjusted in dollars to reflect the cost of the October 1, 1983 premium xates for the respective dependent coverages. However, these adjusted figures shall not exceed the higher of the October 1, 1982 adjusted II�'LOYER'S contribution toward dependent coverages in Articles 10.7 and 10.8 10.16 Effective December 31, 1983 the II�LOYER'S contribution toward employee and dependent coverages shall be adjusted back to the respective amounts which were in effect on September 3Q, 1983. The amount of the II�LOYER'S contri- bution toward employee and dependent insurance coverages in 1984 will be negotiated. - 17 - � � . i . ARTICLE XI - INSURANCE - PROFESSIONAL GROUP 11.1 The EMPLOYER will continue for the period of this AGRE .F�iiEtiT to provide for employees such health and lif e insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 11.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire af ter the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER for such employees and such life insurance benef its as provided in this article. 11.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 11.31 Be receiving benefits from a public employee retirement � act at the time of retirement. 11.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 11.4 Effective October 1, 1981, for each eligible employee covered by this AGREEMENT who selects Blue Cross-Blue Shield insurance coverage, the II�PLOYER agrees to contribute the cost of such coverage or $69.70 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $161.45 per month, whichever is less. 11.5 Effective October 1, 1981, for each eligible employee covered by this AGREEMEI�T who selects HMO-Minnesota insurance coverage, the FMPLOYER agrees to contribute the cost of such coverage or $68.96 per month, whichever is less. In addition, for each employee who selects the H1�i0-Minnesota depen- dent's coverage, the EhiPLOYER will contribute the cost of such dependent's coverage or $155.91 per month, whichever is less. - 18 - , . , , ARTICLE XI - INSL'RANCE - PROFESSIONAL GROUP (continued) 11.6 Eff ective October 1, 1981, for each eligible employee covered by this AGREEMEI3T who selects Group Health insurance coverage, the FtiPLOYER agrees to contribute the cost of such coverage or $42.58 per month, whichever is 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. 11.7 Effective October 1, 1981, for each eligible employee covered by this AGREEMENT who selects Coordinated Care health insurance coverage, the F�IPLOYIIt agrees to contribute. the cost of such coverage or $56.90 per month, whichever is less. In addition, for each employee who selects Coordinated Care dependent's coverage, the FMPLOYER will contribute the cost of such dependent's coverage or $I03.00 per month, whichever is less. 11.8 Etf ective October I, 1981, for each eligible employee covered by this AGREE- MENT who selects the SHARE insurance coverage, the II�iPLOYER agrees to contri- bute the cost of such coverage or $43.15 per month, whichever is less. In addition, for each empZoyee who selects the SHARE dependent's coverage, th� EMPLOYER will contribute the cost of such dependent's coverage or $85.21 per month, whichever is less. 11.9 The City agrees to contribute the cost for $5,000 of Lif e Insurance Coverage for each employee who is eligible for such coverage or $2.07 per month, whichever amount is less. Any increase in this Life Insurance premium shall be paid by the employee. 11.10 In addition to the $5,000 Life Insurance coverage in 11 .9, the F.MPLOYER � agrees to contribute the cost of additional Lif e Insurance coverage or $ .SI per thousand dollars of coverage per month, whichever amount is less. The - 19 - � . a 7�.�-�`'°� A.RTICLE XI - INSURANCE - PROFESSIONAL GROUP (continued) total amount of Life Insurance coverage provided under this section and section 11.9 for each employee shall be equal to the employee�s annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginr.ing of a contract period. This contribution shall be paid to the E�ployer's Group Health and Welfare Plan. 11.11 Eff ective October 1, 1982. the Employer's contribution toward employee coverage in Articles 11.4 thru 11.8 will be adjusted �n dollars to reflect the total cost of the October 1, 1982 premium rates for the respective employee coverages. 11.12 Effective October 1, 1982, the Employer's contribution toward dependent � coverage in Articles 11.4 thru 11.8 will be adjusted in dollars to reflect the total cost of the October l, 1981 prEmium rates for dependent coverage plus seventy-five percent (75%) of the October 1, 1982 premium increases for the respective dependent's coverages. 11.13 Any increase in any premiums after September 30, 1983, shall be paid by the employee. 11.14 The provisions of this Article XI applies only to employees working under the titles listed under the heading of Professional Group in Article 1.2. - 20 - ARTICLE XII - WORKING OUT OF CLASSIFICATION 12.1 FT'lPLOYER 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 classification not later than the sixteenth (16) day of such assignment. For purposes of this article, � an out-of-class assignment is defined as an assignment o£ an employee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employeets regular position, and which is in a classification higher tYran the classifi- cation held by such employee. The rate of pay for an approved outrof-class assignment shall be Che same rate the employee would receive if such employee received a regular appoint�nent to the higher classification. 12.2 For the following classifications, the provisions of 12.1 shall not apply to performance of the duties of the next higher classifi:cation in the �ob series: Clerk I Clerk-Stenographer I Duplicating Equipment Operator Trainee Clerk-Typist I - 21 - . , r . ARTICLE XIII - EMPLOYEE RECORDS 13.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed with the Personnel Off ice or iaithin any City department, shall be shown to the Member before it is placed on file. Before the reprimand is _ placed on f ile, the City shall request from the employee an acknowledgment, � in writing, that the reprimand has been read by said employee. 13.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel f ile, af ter f irst giving proper notice to the supervisor in custody of such f ile. 13.3 Any member of the bargaining unit may file a grievance or a discrimiation complaint and there shall be not retaliation by the City of Saint Paul for such actian. - 22 - � � , , , . ARTICLE XI - BULLETIN EOARDS ', I i 14.1 The EMPLOYER shall provide reasonable bulletin space for use by the UI�TION � i I in posting notices of UNION business and activities, said bulletin board .___ '� space shall nat be used by the UNION for political purposes other than tTiVION � - �� _ .. ��_.. �-. .. . . . . . , . :.. ,.. .-- � �_ .- _ . �..... "'.� . :.:-.. °' elections. Use of this bulletin board is sub,ject to approval of the �department :' head. - 23 - . ` r , ARTICLE XV - WAGES 15.1 The wage schedule, for the purposes of this contract, shall be Appendix A, __ attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the employer from the fallowing: I. Reorganizing . 2. Abolishing classifications 3. Establishing new classif ications . 4. Regrading classif ications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A ref er to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassi- f ication takes place. 15.2 Notwithstanding section 15.1, salary rates in Appendix A shall be reduced in the amounts necessary to equalize payment to individual HRA employees and City employees who receive different pension benefits. - 24 - � . ARTICLE XVI - MAINTENANCE OF STANDARDS ' lb.l The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest �- minimum standard set forth in the Civil_ Service Rules of the City. of - _ . : . . .: . _ . . . .:�. Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at � the time of the signing of this AGREEMENT, and the conditions of . employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 25 - . , �. . , � �r��.�� ARTICLE XVII - LEAVES OF ABSENCE 17.1.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) . 17.2 Sick Leave. Sick Leave shall accumulate at the rate o£ .0576 of a� working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unli.mited. 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. 3250, of the City of Saint Paul. 17.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of the 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, motY:er-in-law, father-in-law, or other person who is a member of the house- hold; and may be granted leave with pay for such time as is actually the case of sudden sickness or disability of a member of his household, making arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave. 17.4 Leave T�Iithout Pay. Any employee who engages in active service in time of war or other emergency declared by the 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 law. Such leaves of absence as are granted under Article 18 shall conform to Minnesota Statutes, Section 192, as amended from �ime to time, and shall confer no additional benefits other than those granted by said statue. - 26 - . ' . . . • � '. . . ARTICLE XVII - LEAVES OF ABSENCE (continued) 17.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,Q00. � 17.6 Jury Duty. Any employee who is required during his regular workiiYg hours - <_: - -< _ PP ._-. _ . . J, - . _.. . , ...... . .,« . .::.,. .. ,. ,,.. . . . . ,: "' � to a ear in court as a 'uror or witness ex�ept as'a witness in his awn � � � behalf against the CITY, shall be paid his regular pay while he �s so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid ta the CITY and be depositec! with the City Finance Director. Any employee who is scheduled to work a shif t, other than the normal daytime shif t, shall be rescheduled to work the normal daytime shif t during such time as he is required to appear in court as a 3uror or witness. 17.7 Funeral Leave. Any employee who has accutnulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchiid. 17.8 Any employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive renresentative. 17.9 Maternity Leave. riaternity is defined as the physical state of pregnancy of an employee, co�i.encing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the . employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeax. 17.10 Education Leave. Leave with pay may be granted for educational purposes at the option of the employer. - 27 - .. ARTICLE XVIII - MILITARY LEAVE OF ABSENCE 18.1 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, naw or hereafter organized or constituted under state or federal law, or who , shall be a nember 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, nor ar hereaf ter organized or constituted under Federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, e€f iciency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component iu training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fif teen (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 immediately upon being relieved �rom such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such eACployee�s own fae�lt, or (3) is required by proper authority to continue in such military or naval service beyond the time hereiz� limited for such leave. - 28 - � . � � �� AFTICLE XIh - MANAGE�4ENT P.IGHTS I 19.1 The ASSOCIATION recognized the right of the CITY to operate and manage its II affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the CITY has f not off icially abxidged, delegated or modif ied by this AGREEMENT are retained by the CITY. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the F�IPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. - 29 - � � ARTICLE XX - SENIORITY 20.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was f irst certif ied and appointed to a class title covered by this AGREEMENT, it being further understood that seniority 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, Che seniority shall be determined by employeets rank on the eligible list frora which certification was made. 20.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 20.3 In the event it is determined by the EMPLOYER that it is necessarp to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below, the Personnel Department will identify the least senior employee in that title in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in that title in any other City department, the Personnel Department shall place the affected employee in such vacancy. If two or more vacant positions are available the Personnel Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in the same title as the affected employee holds, then the least senior City employee in that title shall be identif ied, and if the employee affected by the original - 30 - ARTICLE XX - SENIORITY (continued) departmentai reduction is more senior, he/she shall have the right to cZaim that position and the least senior City employee in that title shall be the employee laid off. For the purpose of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Clerk I C1erk II Clerk-Typist I Clerk-Typist II Clerk-Stenographer I Clerk-Stenographer II Cashier I Cashier II Accounting Ma.chine Operator I Accounting Ma.chine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Opr. Trainee Duplicating Equip. Operator 20.4 In cases where there are promotional series, such as Clerk I, II, III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. 20.5 In cases where an employee to be laid off has held no regular appointmeret in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the title within the bargaining � unit to which he/she was regularly appointed immediately prior to his/her ! current title, so long as there is either a vacancy or if no vacancy exists a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regular appointment to any titles immediately prior to his/her current title, said employee shall be Iaid off. The employee reducing into a title formerly held must satisfactorily complete a six-�month probationary period in such title. - 31 - . � 'f!,F'v��r�` ARTICLE XX - SENIORITY (continued) If the probationary period is not satisfactory, the employee shaZl, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee�s name will be placed on the reinstatement register in his/her former title and "bumping" rights � herein shall not again apply to such employee. This procedure caill be followed by the City for City employees, and by the Board of Education for Board of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 20.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 20.7 Recall from layoff shall be in inverse order of Iayoff� except that recall rights shall expire after two years of layoff. - 32 - ARTICLE XXI - DISCIPLINE 21.1 The ET�PLOYER will discipline employees for just cause only. Discipline will be in the form of: 21.1 Oral reprimand; 21.2 Written repri�and; 21.3 Suspension; 21.4 Reduction; ' 21.5 Discharge 21.2 Suspensions, reductions and discharges will be in written form. 21.3 Employees and the ASSOCIATION will receive copies of written reprimand and notices of suspension and discharge. 21.4 Employees may examine all information in their EMPLOYER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the E[�LOYER. 21.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EI�'LOYER representative who initiated the suspension with intent to discharge. During said five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. 21.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ASSOCIATION representative be present. 21.7 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 VI. - 33 - ARTICLE XXII - LEGAL SERVICES 22.1 Fxcept in cases of malfeasance in office or willful or wanton neglect of duty, the enployer shall defend save harm�.ess and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occuring in the performance or scope of the employees duties. - 34 - i ARTICLE XXIII - NO STRIKE - NO LOCKOUT � 23.1 lv'either the Association, its officers or ageats, nor any of the employees ' covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full perfor- mance of their duCies during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of this article, the Employer will warn employees . of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to return to his full duties within twenty-four (24) hours of such warning may be subject to the penalties provided in the Public Employment Labor Relations Act. 23.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this Agreement. - 35 - � � 7c��`� ARTICLE XXIV - TERMS OF AGREEMENT 24.1 Complete Agreement and Waiver of Bargaining. This AGREF1IEVT shall represent the complete AGREEMENT between the ASSOCIATION and the CITY of Saint Paul. The parties acknowledge that during the negotiations which resulted in this AGREII�SEN' each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by � the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the CITY and the ASSOCIATION, for the lif e of this AGREEMENT, each voluntarily and unqualif iedly waives the right, and each agrees that the other shall not be oligated to bargain collectively witl� respect to any sub�ect or matter ref erred to or covered in this AGREEMEI3T. 24.2 Sanings Clause. This AGREEMENT is subject to the Iaws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this AGREEMENT shall hold to be contrary to law by a court of competent �uris- diction from whose final �udgment 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. 24.3 Terms of AgreemenC. This AGREIIr1ENT shall be in full. force and effect from Jarniary 1, 1982, thru 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 AGREFI`�fENT. In wi.tness whereof, the parties have caused this AGREEMENT to be executed this I2th day of January , 1982. - 36 - ARTICLE XXIV - TERMS OF AGREEMEPIT (continued) 24.4 This constitutes a tentative AGREFMENT 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 ratifi- � cation by the City of Saint Paul Classified Conf idential Employees Association. WITNESSES CITY OF SAINT PAUL CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION � ` • L��l��t�C�-�� (/ G�.�� cL. 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V� r Ft vW w � � µ W rt rr � r rr rt r (p W N r O r O O O �O r i � O 0 0� OO (�7 V N l� ►i 6� 0� .L� V (iW V O� V .4� t,n O � N V arJ V 1-+ O N N 0� �D �O OD O N 0� W .� V W �O V V �O r r r r r r r r 1� 4t N r r O r O � �C N1-+ G� �-+ � �O W 11� �O O 4] O� N W l l� tfl A O W N N N V �C W W V r O� �p �1 • r � rr rr rr-• r � W N F-+ N F-' F-' O O �D �-+ �D � V� O� r W A Q� H � O ln W IV .L� O� 1-+ W .� OD V 1 � tn �--� N 00 W ln �O f-+ 00 V ri N 00 tn 00 �O W � ln O N • r r� r r r ►-� �-+ r-� ►-+ 11� A N t-+ N ►-� � O O � � W W 0� �O tJ� 6� 00 � � V Vt �O N �o �O O l+� O o0 00 ln 1 � Q� W .P lJt 00 ll� Vt �-+ W N �'i r Oo � W W O� r� l!� l� O � � � ! � �" � , , � j�f � ' . . � .. ' .. � . � . ..._.__.. .. .. . ... ___ __..._... ._.__ . _ .....__ ....__. _".'__."'_.__.__.._ _. ..-.___._'___' _" _ _ _ __ _. ___- ----- _ _ __,_ __ -- �'�8258 __ -- WHiTE - CITY CLERK PINK - FINANCE I � CANARY - DEPARTMENT G I TY OF SA I NT l,�UL COUACII � BLUE - MAYOR File N O. CITY CLERK Council �Zesolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council .of the City of Saint Paul hereby approves and ratifies the attached 1982-1983 Collective Bargaining Agreement between the City of Saint Paul and the Classified Confidential Employees Association. Approved: Chairman Civil 5ervice Commission COUNCiL4tEN ' Yeas Nays Requested by Depactment of: Hunt PERSONNEL OFFICE Levine In Favor Maddox , McMahon B snowaice. - A gai ns t Y Tedesco � WilsOn Form Approved by City Attorney Adopted by Council: Date — Certified Passed by Council Secretary BY � B; _ Approved by 39avor. Date _ Approved by Mayor for Submission to Council ' Do not de�a�h this men;or�n�dum from the F' � °� '�c �#�._ g , resolution so that this information wil! be � avai�abie to the City Coun� i . i EXPZANATION OF ADMIN��TRATIVE ORDERS, � -�� RESOLUTIONS, AND ORDINANCES � ��E��D Date: Janu�.ry 13, 1982 � � 'I i�r, � , JA��! �� __ ,..��... I� M�►YORS OF�I�E T0: MAYOT� GEORGE LATIMER FR: Pers�nne�. Of f iee RE: Reso�ution for submission to C�ty Council ACTION �tEQU' �STED We recommenc� your approval and submission of this Resolution to the City Council. 1'URPOSE AND�R?,TIfJNALE �OR THIS ACTION This resolu ion approves the 1982-1983 Agreement between the City of St. Paul and Classified onfidential Employees Association. This Agreement covers clexical, technical a d professional employees who are currently in confidential positions. The Agree ent with this group is the same as the Agreements reached with the respective on-confidential groups. i I. Insuran e a Cleri al & TechnicaL• Insurance-Employer to pay full cost for 1982. In 1983 the e ployer will pay full cost of single coverage and full cost of any pf the three lower �cost dependent coverages. bj Profe sional: Employer to pay full cost for 1982. In 1983, employer to pay full cost f si.ngle coverage and 75% of the premium increase for depende�t coverage. II. Sick Lea e a� Cleri al & Technical & Professional: Increase from 4 to 8 in the number of hours used or emergencies. III, Seniorit City- ide seniority in select clerical titles along with language which allows bumping back o the title previously held. Applicable to clerical, technical & professional . IV. Wages 1982 . 1983 Cleric 1 8 0 or , 51 per hr. plus . 07 per hr. � Techn"cal . 75 per hr. 9% Profe sional 8% 7. 5% FINANC' L IMPACT 1982 1983 , Wages ; 58�5 59, 190 Insuranc�e 11, 700 unknown ATTACFIlKENTS� Resolution; Agreement and copy for City Clerk. ' ; i I ,...., C;I'.�''X" flF ►�'`.1.�'�.�.Z�r.,� �.E).�7L y�� 2'78258 ,=- x;�.. r. �.%s'� .1::j � �� Ok��:E'I.^..I: OT.�` .�'i.'t[t'; CL'1'Y COiJ1C?L" i� =`f;.::i;:4��`-1 t'-`► � � , : s.,�. ,.;':• .� ►y�� - � S�II.�� !i�.. - . t � •Y'' . . . ' � � . �'�� ,'�^•,/T Do�e . February 4, 1982 �' �:..Y„� � `+�,.i:'�._--' I .-.� i G C1 I�d� �i� ��T�" � � � c�' 0 �� . � . . � . i . . . .. - 1 . . , �` p : Sain� Pc�u� Cit� Cau�3c�� _��= . . - 1 �'3�O i� � C o��i 3�� o n �I�cE, MANEIGEMENT �, PERSONNEL � . . . .. .� .� .� .� . . . . i � Geor.ge .D4ci�iahon� ; et�airman, makes 1'he fatlo�•ling ; . . � � � - i . � reporf un �C..F. , [�. Ordinae�ce . I ! . � . � . (gj � Resoiufior� . ; � � . . � . • � O�her . .- - i � _ . . . � ; . . . .. . .. . i �' [�'L.� : . . . . ' � At its� meeting �of February 4, 1932, the Finance Co�anittee recommended approval o£ the follotiving: . � . . ' 1. Resolution approving Technical Assistance and T.raining contrac�t for CETA - progr�n. (12650-GI� 2. Resolution approving collateral pledged by American National Bank'of�St. Paul � ' � to protect fiuids of• Gity held in said bank. (12644-(� � . � . � : ; . � 3. Resolutiori •approving ciaim of Bernard J. Ferber against the� city. {12676-C� � i ' 4.� Resolution approving 1982-1983 Agreement�between�the City and.AFSCI� District � Council �1, Local 1842, representing� the Technical Bargai.ning Urlit. (12651-Q� � � S. Resolution approving 1982-1983 Agreement between the City and Classi�ied � Confidential Employees Association. (12656-�Td) . � -� . � � 6. Resolution amending 1'981-1982-1983 Collective Bargaining Agreement between the � City and the Tri-CotmciLBargaining t�nit. (12657-C�I) . � - - � • 7. Resolution amending 1982-1983-1984 MemorandLUn of Understaridirig pertaining to . �- Classified Confidential Supervisory Fanployees. (12658-GM) 8. Resolution approving 1982-1983 Agreement between Independent School District No. 625 and the Professional Employees �ssociation, Inc. � (12G73-C�1) 9. Resolution approving two-year Callective Bargaining Agreement between the City and the International Association o{ Machinists and Aerospace {Vorkers, District Lodge No. 77. (12655-GM) � - "� ' . (CONfIMTED . �. ,) . ''tT'i iiACt SE�'E;�"IH FI.Q02 . S�I�T PA'JL, itff\'�ESJ�T�1 S�i�_