The URL can be used to link to this page

278261 WNITE - CITY CLERK . ��"`i PINK - RINANCE COUIICII 1 CANARY - DEPARTMENT G I T Y O F SA I N T ��U L BLUE - MAYOR File N . o cil Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul approves and ratifies the attached 1982 - 1983 Collective Bargaini.ng Agreement between the Independent School District No. 625 and the Professional Employees Association. Approved: �� 4 Chairman Civil Ser ' e ommission COUNCILMEN Requested by Department of: Yeas Hunt Nays � pERSO N L OFFICE Levine [n Favor ;�i�C6� � g Showalter - __ Against Y — Tedesco Wilson �Eg 16 1982 F rm Approved b A or Adopted by Council: Date — Certified P�_ - y Coun � Secre ar � App y ;Nayor: Date 7 ��Z App ve by Mayor for S mis o� Council B o B ; _ - --. . ..- - - �1,�. WHITE - CITY CLBRK � � COUflClI I�� V2�� , PINK - FINANCE A CANARY - DEPARTMENT G I TY OI'` St� I I�TT �L�U L � BLUE - MAYOR F1I2 N O. CITY CLERK Council Resolution Presented B}� Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul approves and ratifies the attached 1982 - 1983 Collective Bargaining Agreement between the Independent School District No. 625 and the Professional Employees Association. ' Approved: Chairman Civil Service Commission ' COUNCILMEN � Yeas Nays Requested by Department of: H„�t PERSONNEL OFFICE Levine In FavOr Maddox McMahon B Showa�ter _ Against Y Tedesco Wilson � Form Approved by City Attorney Adopted b}• Council: D.ate Certified Passed by Council Secretary BY B� -- Approved by �lavor: Date _ Approved by Mayor for Submission to Council Bs� — �By � . , , . �$�1 � � DEC 119�1 1982 - 1983 CQLLECTIVE BARGAINING AGREEMENT � ' BF.TWEEN INDEPENDENT SCHOOL DISTRICT N0. 625 AND � THE CITX OF SAINT PAUL PROFESSIONAL � EMPLOYEES ASSOCIATION, INC. � . .. �, � . - _ a � �� ; i�� ! � ARTICLF. TI'TLE PAGE i ; Preambl.e iii I Recognition 1 II Severance Pay 3 III Management Rights 4 ; � IV Maintenance of Standards 5 : V Check Off and Service Fee 6 VI Hours of Work, and Overtime 8 VII Seniority - 9 ' VIII Working Out of Classification 10 IX Discipline 11 X Legal Services 12 XI Grievance Procedures 13 XII Wages 18 XIII Mileage-Independent School District No. 625 19 XIV Saving Clause 20 XV Insurance 21 XVI Vacation 24 XVII Holidays 25 . XVIII Duration and Effective Date 26 • Appendix A A1 ` - ii - . . , . PREAMBLE This AGRFEMENT entered into bet-ween Independent School District No.. � 625, hereinafter referred to as the "II�iPLOYER" and the City of Saint - Paul Professional Employees Association, Irtc. , hereinafter referred to as the "ASSOCIATION", for the purpose of fostering and promoting harmonious relations between the EMPLOYER and the ASSOCIATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the EMPLOYER , and the ASSOCIATION of their respective rights and responsibilities. � The provisions of this AGREEMENT shall not abrogate the rights and/or duties of the EMPLOYER, the ASSOCIATION, or the employees. as established under the provisions of the Public F�nployee Labor Relations Act of 1971, as amended. � - iii - f . . � . . � � . . ' . . . . . - ARTICLE I - RECOGNITION � ' • 1.1 The EMPLOYER recognizes the ASSOCIATION as the exclusive representative for the Classified Profesaional Employees Group, as certified by the State of Minnesota Bureau of Mediation Services, dated December 11, 1973, Case No. 74-PR-209-A. This unit above consists of the following: Accountant I Civil Engineer I-Water Dept. Accountant I-Renewal Civil Engineer II Accountant II . Civil Engineer II-Renewal Accountant III Civil Engineer II--Water Dept. Ad�udication Specialist Civil Engineer III Admin. Asst.--City Planning Civil Engineer III--Water Dept. Admin. Asst.--Fire Department Community Dev. Grant Asst. I Admin. Asst.--Community Services Community Dev. Grant Asst. II Arborist I Community Dev. Grant Asst. III Arborist II Community Dev. Grant Asst. IV ' Arborist III Community Healih Services Coordinator Arborist IV Community Relations Specialist-- Architect I Human Rights Department Architect II Complaint Office Analyst � Architect II-Renewal Conservatory Education Officer Architect III ConservaCory Supervisor Architect III-Renewal Criminal Justice Planner I *Architectural Designer Criminal Justice Planner II Assistant Chief Surveyor Criminalist I Asst. Grants-In-Aid Coordinator Criminalist II Bacteriologist-Chemist I Data Base Coordinator Bacteriologist-Chemist II Development Finance Specialist Business Manager-TVI Dietician Chemist I Economic Development Specialist I Chemist II Economic Development Specialist II Chief Public Bldgs. Technician Economic Development Specialist III Citizen Participatian Coordinator Economic Aevelopment Specialist IV City Planner I Economic Pl.anner City P].anner II Electrical Engineer I � City Planner II-Renewal � Electrical Engineer II � City Planner III Electrical Engineer III City Planner III-Itenewal Eptdemiologist City Planner IV IDP Specialist--Library Civil Engineer I EDP Systems and Programming Supv. Civil Engineer I-Renewal EEO Manager-CETA • . - 1 - ARTICLE I - RECOGNITION (continued) � • ' Graphic Artist I Program Coordinator-Police Graphic Artist II Pro�ect Assiatant I Graphic Artist III Pro�ect Assistant I-Renewal , Health Analyst Pro�ect Assiatant II Health Educator I Pro�ect Assistant III Health Educator II Pro�ect Director--Recreati.on Health Educator III Profect Manager I _ Health Statistician I Pro�ece Manager II ' Health Statistician II Pro�ect Manager III Health Statistician III Pro�ect Mana.ger IV . Housing Code Specialist Pro�ect Social Worker I Human Resources Develop. Specialist Pro3ect Social Worker II Human Rights Analyst--Researcher Public IIealth Nurse I Information Specialist Public Health Nurse II • Landscape Architect I Public Health Nutritionist Landscape Architect II Public Information Specialist I Landscape Architect III Public Information Specialist II Legislative and Research Assistant Quality Control Supervisor to the Council Recreation Coordinator-Special Programs Librarian I Recreation Director I Librarian II Recreation Director II Librarian III Research Analyst I • Library Specialist Y Research Analyst II Library Specialist II Research Analyst III � Maintenance & Capital Improve. Plnr. Research Analyst IV Manpower Coordinator I Research Coordinator I Manpower Coordinator II Research Coordinator I-Renewal � Manpower Coordinator III Research Coordinator II Manpower Planner I Sanitarian I Manpower Planner II Sanitarian II Manpower Planner III Sanitarian III Mechanical Engineer I Structural Engineer I Mechanical Engineer II Structural Engineer II Mechanical Engineer III Structural Engineer III Medical Examiner (Roentgenologist) Substitute Library Specialist Medical Records Administrator Supervisor of Relocation . riulti-Service Center Coordinator Systems Analyst I Nutritionist I Systems Analyst II Nutritionist II Systems Analyst III Nutritionist III Systems Analyst IV Occupational Safety & Health Analyst Traffic Engineer I � Office Services Administrator-Supv. Traffic Engineer II Pharmacist Traffic Engineer III Physical Fitness Coordinator � . Vendor Assistance Analyst Planning Supervisor Water Chemist I . � Procurement Coordinator Water Chemist II Production Manager Zoning Special3st Pro�ram Coordinator AdministrAtive rianager-Comm. Serv. _ 2 _ ARTICLE II - SEVERANCE PAY ' � 2.1 Employees shall be eligible for severance pay in accordance with the Severance Pay Plan of the School District. The amount of Severance Pay allowed shall be that amount permitted by State Statutes sub�ect to the provision that the maximum amount allowed : shall be $4,000. • - 3 - i ARTICLE III - MANAGIIVIENT RIGI�TS . , � 3.1 The ASSOCIATION recognizes the right of -the EMPLOYI�:R 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 IIVfPLOYER has not officially abridged, delegated, or modified by this AGREEMENT are retained by the II�IPLOYER. 3.2 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 EMPL�YER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. � � . _ 4 _ ARTICLE IV - MAINTENANCE OB STANDARDS " � 4.1 The parties agree that all conditiona of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this agreement 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 wherever specific . ' provisions for improvement are made elsewhere in this AGREEMENT. � � ` 5 _ ' . ARTICLE V - CHECK OFF AND SERVICE FEE -� � 5.1 The EMPLOYER agzees 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 made. The amounts to be deducted shall be certified to the EMPLOYER by a represent- � ative of the ASSOCIATION 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 therea.fter as is possible. 5.2 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. Upon notification by the ASSOCIATION, the IIrIPLOYER 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 grievance procedures. It is also understood that in the event the II�ZPI.OYER shall make an improper fair share deduction from the earnings of an employee, the ASSOCIATION shall be obligated to make the II�IPLOYER khole to the extent that the II�iPLOYER shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by � Minnesota law, and as otherwi�se legal. 5.3 The ASSOCIATION agrees to idemnify and hold the II�SPLOYER harmless against any and all claims, suits, orders or �udgments brought or issued against � _ g _ � . ARTICL� V - C1iLCK OFF AND SERVICE FEE (continued) the EMPLOYER as a result of any action taken or not taken by the E�IPLOYER � under the provisions of this Article. 5.4 The ASSOC7ATION agreea that a service fee of twenty-five cents ($0.25) per member, per month shall be deducted by the II�IPLOYER from the amount withheld £or dues or fair share prior to remittance of dues or fair share to the ASSOCIATION. • � - 7 - ARTICLE VI - HOURS OF WORK. AND OV�RTIME 6.1 The normal houra of work for the employees shall be a minimum of seven � and three-fourths f7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7) day period. � For employees on a shift basis this shall be construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. 6.2 Employees who work 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 6.4 below. 6.3 It is understood by the parties that Section 28H - OVERTIl�IE COMPENSATION of Resolution No. 3250 sha11 not apply to this unit. 6.4 In unusual circumstances a department head May grant emplayees 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 hours worked. • - 8 - . . . � ��o' �J f ARIICLE VII - SENIORITY � , . 7.1 SenioriCy, for the purpose of this AGREIIr1ENT, shall be def ined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed , to a clnss title covered by this AGREEMENT, it being further understood that seniority is conf ined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the � � employee's rank on the eligible list from which certif ication was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is discharged. - 7.3 In the event it is determined by the II�IPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each Department based on inverse length of seniority as defined above. • 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc. , when the number of employees in the higher titlesjis to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after one year of layoff. It is understood � that such employees ti�ill pick up their former seniority date in any class of positions that they previously held. 7..6 To the extent possible, vacation period shall be assigned on the basis of . seniority. It is however, understood that va�ation assig�ient shall be sub�ect to the ability of the employer to maintain operations. • � - 9 - ARTICLE VIII - WORKING OUT OF CLASSTFICATION 8.1 IIrIPLOYER shall avoid� whenever possible, working an employee on an � out-of-class assigrunent for a prolonged period of time. Any employee working an out-of-claes assigrnnent for a period in excess of fif teen (15) consecutive working days ahall receive the rate of pay for the out-of-class assignment in a higher classif ication not later than the � sixteenth (16th) day of such assignment: For purposes of this article, an out-of-class assig�ent is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classif ication higher than the classif ication held by such employee. The rate of pay for an approved out-of-class assigrnnent shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. • -� 10 - . � , ' ARTICLE IX - DISCI�'LINE � ;1 S . � 9.1 Discharges will be preceded by a f ive (5) day preliminary suspension without pay. Auring said period the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EMPLOYER ; representative who initiated the suspension with intent to discharge. During the five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. . • _ • - 11 - ARTICLE X - LEGAL SERVICES 1D.1 Except in cases of malf easance in office or willful or wanton neglect � of duty, EMPLOYER shall defend, save harmless and indemnify employee � against any tort claim or demand, whether groundless or otherwise, � arising out of an alleged act or omission occurring in the performance and scope of employee's duti�s. � - • � - 12 - . � . : � ARTICLE XI - GRIEVANCE PROCEDURE � f: S . 11.1 A grievance is def ined se a dispute or disagreement as to the interpret- ' ation or application of the specific terms and conditions of this AGREEMENT. ; ' 11.2 The EMPLOYER will recognize representatives designated by the ASSOCIATION . as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ASSOCIATION shall notify the EMPLOYER in writing of the names of such Association . Representatives and of their successors when designated. The II�IPLOYER ' shall notify the ASSOCIATION in writing as to its designated representatives. ; 11.3 It is recognized and accepted by the ASSOCIATION and the EMPLOYER 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 normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an Association Representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the 'II�LOYER during normal working hours provided that the employee and Association Representative have notified and received .the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the EMPLOY�R. It is understood that the EMPLOYER shall not use the above limitation to hamper the processing� of grievances. • - 13 - . ARTICLE XI - GRIEVANCE PROCI:DURE (continued) ll.k Grievancea, aa defined by Section 11.1, shall be reaolved in conformance � with the following procedure: Step 1. An employee claiming a violation concerning the interpretation - or application of this AGREEr1ENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, � present. such grievance to the- employee's supervisor as . � • designated by the EMPLOYER. The Employer-designated ' representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of � the AGREEMENT allegedly violated, the remedy requested, and � shall be appealed to Step 2 by the ASSOCIATION within f ifteen (15) calendar days after the Employer-designated . representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ASSOCIATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the Employer-designated Step 2 representative. 1fie Employer-designated representative shall give the Association the Employer's Step 2 answer in writing � within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not � appealed in writing to Step 3 by the ASSOCIATION within ten (10) calendar days shall be considered ti7aived. ` - 1G - � . � `� �� 1 ARTICLE XI - GRIFVANCE PROCEDURE (continued) , � � Step 3. If appealed, the written grievance shall be presented by the Association and discussed with the F.mployer-designated Step 3 representative. The Etnployer-designated representative shall � give the ASSOCIATION Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated � representative's f inal answer in Step 3. Any grievance not appealed in writing to Step 4 by the ASSOCIATION within ten � (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ASSOCIATION shall be submitted to arbitration subject to the � provisions of the Public Employment Labor Relations Act of 1911, as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accardance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. Step 5. The arbitrator shall have no right to amend, modify, nullify, ignore the terms and conditions of this AGREII�IENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the II°IPLOYER 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 � - 15 - � . ARTICLE XI - GRIEVANCE PROCEDURE (continued) make decisions contrary to, or inconsistent with, or modifying � or varying in a�y way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing, with copies to both parties and the Bureau of Mediation Services within thirty (30) days following the 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 binding on both the EMPLOYER and the ASSOCIATION and shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbitrator's services and proceedings shall � be borne equally by the II�IPLOYER and the ASSOCIATION provided that each party shall be responsible for compensating its own representatives and � witnesses. If either party desires a verbatim record of the proceedings, it maX cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the � next step within the specif ied time limit or any agreed extension thereof, it shall be considered settled on the basis of the II�iPLOYER'S last answer. If the F�IPLOYER does not answer a grievance or an appeal . i � - 16 - . . . ' . . . . � : - ARTICLE XI - GREIVANCE PROCEDURE (continued) � . thereof within the apecified time limits, the ASSOCIATION may elect to treat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the II�IPLOYER and tfie ASSOCIATION ; in each step. 11.7 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 determined by this griev-ance 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. � _ � . - 17 - ARTICLE XII - WAGES 12.1 Effective December 26, 1981, aZl salary rates applicable to titles in � this baxgaining unit shall be increased seven and eight-tenths percent (7.8%). 12.2 Effective December 25, 1982, all salary rates applicable to titles in this bargaining unit shall be increased seven and one-half percent (7.5%) . 12.3 The wage schedule is attached for purposes of reference only and is not a . ' part of this contract. . � . . � . . i - �8 - � ARTICLF. XI:II - MILEAG�-INDEI'ENDLNT SCHOOL DISTKICT N0. 625 13.1 Employees of the School District under policy adopted by the Board of � Fducation may be reimbursed for the use of their automobiles for school business. To be eligible for such reimbursement� employees must receive authorization from the Diatrict Mileage Committee utilizing one of the following plans: � PLAN "A", eff�ctive with the adoption of this Agreement, is reimbursed at the rate.of 23� per mile. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's superv�sor. Another consideration for establishing the maximum amount can be the experience of another working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. i � - 19 - ARTICLE XIV - SAVING CLAUSE , 14.1 This AGREF2II:NT is sub�ect to the laws of the United States� the State of � Minnesota. In the event any provi�ions of this AGREII�IENT shall be held to be contrary to law by a court of competent �urisdiction from whose f inal �udgment or decree no appea� has been taken wiChin the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other � provisions of this AGREL�IENT shall continue in full force and effect. � • i � - 20 _ . � 1 �� / _ ARTICLE XV - INSURANCE , � 15.1 The F.MPLOYER will continue for the period of this AGREgiENT to provide for employees such health and life insurance benefits as are provided by -- II�tPLOYER at the time of execution of this AGREEMENT. � - 15.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution ot this AGREF.�iENT and until such � emploqees reach s.ixty-five (65) years af 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. 15.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 15.31 Be receiving benefits from a public employee retirement act at the time of retirement. • � 15.32 Have severed his relationship wiCh the City of'�aint Paul under one of the early retiree plans. 15.4 Effective Qctober 1, 1981, for each eligible employee covered by this � AGREII�IENT who selects Blue Cross-Blue Shield insurance coverage, the II�iPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who selects Blue Cross--Blue Shield dependent's coverage, the ENIPLOYER will contribute _ the cost of suct� dependent's coverage or $120 per month, whichever is less. 15.5 Effective October 1, 1981, for each eligible employee covered by this AGREIIVIENT who selects liMO-Minnesota insurance coverage, the IIKPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who selects the t�10-Minnesota depen- dent's coveruge� the EMPLOYER will' contribute the cost of such dependent's . � coverage or $120.00 per month, whichever is less. - 21 - ARTICLE XV - INSUFtANCE (continued) = 15.6 Effective October 1� 1981, for each eligible employee covered by this � AGREEMENT who selects Group Health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is - less. In addition, for each employee who selects Group Health dependent's coverage, the II�IPLOYER will contribute the cost of such dependent's coverage or $120.00 per month, whichever is less. 15.7 Effective October 1, 1981, for each eligible employee covered by this AGREENIENT who selects Coordinated Care health insurance coverage, the II�IPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who selects Coordinated Care dependent's coverage, the EMPLOYER will. contribute the cost of such dependent's coverage or $120.00 per month, whichever is less. 15.8 Effecrive October 1, 1981, for each e]�gible employee covered �iy this . AGREIIr1ENT who selects the SHARE insurance coverage, the II�iPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who selects the SHARE dependent's coverage, the II�IPLOYER will contribute the cost of such dependent's covera�e or $120.00 per month, whichever is less. 15.9 The City 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. Any increase in this Life Insurance premium shall � be paid by ttie employee. 15.10 In addition to the $5,000 Life Insurance Covera�e in 15.9, the II�iPLOYER agrees to contribute the cost of additional Life Insurance Coverage or $ .51 � per thousand dollars of coverage per month, whichever amount is less. The - 22 - � : � . ARTICLE XV - INSURANCE (continued) total amount of Life Insurance Coverage provided under this section and � Section 15.9 far each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this aection, the employee's annual salary shall be based on the salary as of ' the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. 15.11 Effective October 1, 1982, the Employer's contribution toward employee . • coverage in Articles 15.4 thru 15.8 will be ad�usted in dollars to reflect � the total cost of the October 1, 1982 premium rates for the respective _ employee coverages. 15.12 Effective October 1, 1982, the Employer's contribution toward dependent coverage in Articles 15.4 and 15.5 �wi11 be ad�usted in dollars to reflect� � the total cost of the October 1, 1982 premium rates for dependent coverage or $120.00 whichever is less plus seventy-five percent (75%) of the October 1, 1982 premium increases for the respective dependent's coverages. 15.13 Effective October 1, 1982, the Employer's contribution toward dependent • coverage in Articles I5.6 thru 15.8 will be ad3usted in dollars to reflect the total cost of the October 1, 1982 premium rates for dependent coverage or $120.00 whichever is less plus seventy-five percent (75%) of that portion of any October 1, 1982 dependent coverage premium which is in excess of $120.00. 15.14 Any increase in any premiums after September 30, 1983, sha11 be paid by the Employee. s . � - 23 - � ARTICLE XVI - VACATION 16.1 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 Af ter 8 years thru 15 years 20 days � Af ter 15 years and thereafter - 25 days Employees who work less than full-tjme shall be granted vacation on a pro � rata basis. 16.2 The head of ehe department niay permit an employee to carry over into the following year up to ten days' vacation. 16.3 The above provisions of vacation shall be sub�ect to the Saint Paul Salary � Plan and Rates of Compensation, Section I, Subdivision H. � � 16.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacation at Che rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. � � 24 - ARTICLE XVII - �IOLSDAYS 17.1 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 Christmae Day � Labor Day �ao floating holiday , Eligible employees sha11 receive pay for each of the holidays listed above� on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 17.2 The floating holidays set forth in Section 17.1 above may be taken at any. time during the contract year, sub�ect to the approval of the Department Head of any employee. � 17.3 Eligibility Requirements. In order to be el.igibl.e for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofor.e eligible shall receive holiday pay. 17.4 In the case of Board of Education employees, if Presidents' Day, Columbus Uay, or Veterans' Day £all on a day when, school is in session, the employees shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is • not in session and shall be determined by agreement between the employee and the supervisor. - 25 - . ARTICLE XVIII - DURA�'ION AND EFFECTIVE DATE � 18.1 Except as herein provided this AGREF,�IENT shall be effective as of the date it is executed by the parties and shnll continue in full force and effect thru December 31, 1983, and thereafter until modified or amended by mutu�l agreement of the parties. Either party desiring to amend or modify this AGREF�fENT shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971, as amended. 18.2 This constitutes a tentative agreement between the parties which will be recammended by the School District Negotiator, but is sub�ect to the approval of the Administration of the City and Independent School District No. 625 and is also sub�ect to ratification by the ASSOCIATION. � WITivES��S: INDEPENDENT SCHOOL DISTR�T N0. 625 CITY OF SAINT PAUL PROFESSIONAL �l , � II�iPLOYEES ASSOCIAT N,/ NC. � ' G �f,�, ��,.___� �� : BY: BY: % + '� C�t/� Schoo Board Negotiato Business Rep�s�.m� tive .� BY: BY: C Superintendent BY: BY: • � � 26 � � j �� '�/ •. EFFECTIVE DECIIrIBER 26, 1981 APPENbIX "A" - TITL�S AND SALARIES '� . � Ad�udication Specialist Complaint Office Analyst - . Library Specialist I _ Off ice Services Administrator Supervisor Public Information Specialist I A B C D E F G 10-yr. 15-yr. 622.04 646.90 672.40 706.41 741.08 779.02 817.62 842.46 866.01 • Arborist I City Planner I Community Development Grant Assistant I Conservatory Education Officer . Dietician � Economic Development Specialist I Graphic Artist I *Information Specialist . Manpower Coordinator I Manpower Planrier I Pro�ect Social ti'orker I � *Recreation Director I Sanitarian I (Appointed af ter January 1, 1976) Vendor Assistance Analyst • A B C D E F G 10-yr. 15-yr. 660.63 686.79 712.96 750.22 786.86 826.11 866.67 892.82 918.33 Accountant I Accountant I-Renewal Criminal Justice Planner I Health Educator I Health Statistician I Librarian _I Library Specialist II ' Medical Records Administrator • Nutritionj.st I Pro�ect Assistant I Pro�ect Assistant I-Renewal Pro�ect Manager I Public Health Nurse I Public Information Specialist II _ �luality Control Supervisor Recreation Coordinator--Special Programs Research Analyst I � Research Coordinator I � Research Coordinator I-Renewal Systems Analyst I A B C D E F G 10-yr. 15-yr. 699.21 727.3G 757.44 794.10 835.27 877.14 920.29 947.77 475.25 � � � - A1 - APPENDIX A (continued) • EFFECTIVE DECF2IBER 26, 1981 � Arborist II Bacteriologist-Chemist I . Chemist I City Planner II City Planner II-Renewal Community Development Grant Assistant II Community Hea.lth Services Coordinator . Criminalist I Economic Developinent Specialist II EEO Manager-CETA Graphic Artist II = Landscape Architect I Manpower Coordinator II Manpower Planner II Nutritionist II • Production Manager Pro�ect Social Worker II Public Health Nurse II Public Health Nutritionist Sanitarian II (Appointed after January 1, 1976) Water Chemist I A B C D E F G 10-yr. 15-yr. 741.73 772.47 803.21 843.13 885.64 930.12 976.55 1004.67 1034.11 � Criminal� Justice Planner II **Graphic Artist II • Hea.lth Educator II Health Statistician II Housing Code Specialist Librarian II � Program Coordinator--Police Pro�ect Assistant II Pro�ect Manager II � Research Analyst II - � Research Coordinator II A B C D E F G 10-yr. 15-yr. 765.28 794.70 826.11 867.96 911.79 957.58 1004.67 1035.41 1066.16 Accountant II � Architect I Civil Engineer I Givil Engineer I--Renewal Civil Engineer I--Water Department . Electrical Engineer I EDP Specialist-Library Landscape Architect I � - A2 - � . � • APPF.NDIX A (continued) EFFECTIVE DECEMBER 26� 1981 ; � � Mechanical Engineer I Pro�ect Director--Recreation Recreation Director II StrucCural Engineer I Systems Analyst II � ; Traff ic Engineer I ' A B . C D E F G 10-yr. 15-yr. 787.52 819.57 852.27 894.78 939.26 987.02 1035.41 1064.19 1098.21 Arborist III Bacteriologist-Chemist II . Chemist II ' City Planner III � City Planner III,-Renewal Community Development Gr.ant Assistant III . : Economic Development Specialist III Epidemiologist Health Analyst Landscape Architect II Manpower Coordinator III Manpower Planner III Nutritionist III � • Occupational Safety & Health Analyst Pro3ect Assistant III Sanitarian III Water Chemist II A B C D E F G 10-yr. 15-yr. 835.92 868.63 903.95 949.74 995.52 1045.88 1099.52 1131.57 1163.61 Administrative Assistant--City Planning Administrative Assistant--Fire Department ° Business Manager-TVI Citizen Participation Coordinator _Community Relations Specialist--Human Rights Department Graphic Artist III Health Educator III Health Statistician III Human Resources Development Specialist Iiuman Rights Analyst--Researcher Librarian III Multi-Service Center Coordinator � Pharmacist � Research Analyst III Systems Analyst III Zoning Specialist • A B C D E F G 10-yr. 15-yr. 860.77 894.78 930.76 977.21 102�.91 �1077.28 1131.57 1164.92 I199.6Q - A3 - APPENDIX A (continued) ' EFFECTIVE DECII�IBER 26� 1981 , Accountaxit III � Architect II Architect II-Renewal - . Assistant Chief Surveyor Assistant Grants-in-Aid Coordinator Civil Engineer II . Civil Engineer II-Renewal - Civil �ngineer II--Water Department Conservatory Supervisor Criminalist II Electrical Engineer II � **Landscape Architect II � Maintenance and Capital Improvement Planner Mechanical Engineer II Procurement Coordinator � Structural Engineer II Traffic Engineer II A B C D E F G 10-yr. 15-yr. 886.94 922.91 958.89 1005.99 1057.00 1109.32 1164.92 1200.89 1236.23 Administrative Assistant--Comm. Serv. Administrative Manager--Comm. Serv. *Architectural Designer � EDP Systems & Programming Supervisor Physical Fitness Coordina.tor • Pragram Coordinator Pro�ect Manager III A B C D E F G 10-yr. 15-yr. � 913.76 950.39 987.67 1037.38 1089.05 1143.34 1200.89 1236.23 1272.20 Landscape Architect III A B � D E F G 10-yr. 15-yr. 969.36 1007.28 1047.19 1100.81 1155.12 1213.98 1274.15 1312.75 1349.38 Arborist IV Architect III Arch3tect III-Renewal Chief Public Buildings Technician City Planner IV � Civi1 Engineer III Civil Engineer III--�dater Department Community Development Grant Assistant IV � Economic Development Specialist IV Economic Planner Electrical Engineer III � Mechanical Engineer III • - A4 - ' EFrECTIVE D�GII�iBER 26, 1981 � � APPENDIX A (continued) Medical Examiner (Roentgenologist) Research Analyst IV Structural Engineer III Supervisor of Relocation Systems Analyst IV � Traf f ic. Engineer III A B C D E F G 10-yr. 15-yr. 1028.23 1069.42 1111.94 1167.54 1225.76 1287.24 1351.35 1391.23 1432.46 Planning Supervisor A B C D E F G 10-yr 15-yr. '1058.32 1101.48 1144.65 1202.22 1262.39 1326.48 1391.23 1433.09 1475.61 Data Base Coordinator Development Finance Specialist Legislative & Research Assistant to the Council Pro�ect Manager IV A B C D E F G 10-yr. 15.yr 1090.35 1133.53 1179.31 1238.18 1300.33 1365.07 1433.09 1476.27 1519.44 • � Sanitarian I (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. � 703.79 737.15 772.47 808.45 846.39 887.59 911.79 962.80 • Sanitarian II (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. 788.11 823.49 864.05 903.29 947.77 990.93 1020.37 1049.15 Substitute Library Specialist , $6.83 per hour • - A5 - APPENDIX A (continued) � EFFECTIVE D�C�MBER 25, 1982 • . - Ad�udication Specialist � � � Complaint Office Analyst Library Specialiat I � Office Services Administrator Supervisor Public Information Specialist I " _ A B C D E F G 10-yr. 15-yr. 668.69 695.42 722.83 759.39 796.66 837.G5 878.94 905.64 930.9G Arborist I : City Planner I Community Development Grant�Assistant I Conservatory Education Officer Dietician • Economic Development Specialist I Graphic Artist I *Information Specialist Manpower Coordinator I Manpower Planner I Pro�ect Social Worker I *Recreation Director I Sanitarian I (Appointed after January 1, 1976) Vendor Assistance Analyst A � B C � D E F G 10-yr. Z5-yr. 710.18 738.30 766.43 806.49 845.87 888.07 931.67 959.78 987.20 • Accountant I Accountant I-Renewal Criminal Justice Planner I � Health Educator I Health Statistician I . Librarian I � Library Specialist II . Medical Records Administrator Nutritionist I Pro�ect Assistant I Pro�ect Assistant I-Renewal - Pro�ect Manager I Public Health Nurse I � . Public Information Specialist II . Quality Control SuFervisor Recreation Coordinator--Special Programs Research Analyst I , Research Coordinator I Research Coordinator I-Renewal Systems Analyst I . A B C D E F G 10-yr. 15-yr. 751.65 781.89 814.25 854.30 897.92 . 942:93 989.31 1018.85 1048.39 • . - A6 - � ` . APPENDIX A (continued) . EFFECTIVE DLCEM33ER 25, 1982 � Arborist II Bacteriologist-Chemist I Chemiat I � � City Planner II City Planner II-Renewal Community Development Grant Assistant II CommuniCy Health Services Coordinator � Criminalist I Economic Development Specialist II EEO Manager-CETA Graphic Artist II � Landscape Architect� I Manpower Coordinator II Manpower Planner II . Nutritionist II Production Manager Pro�ect Social Worker II Public Health Nurse II � Public Health Nutritionist Sanitarian II (Appointed after January 1, 1976) Water Chemist I A B C D E F G 10-yr. 15-yr. 797.36 830.41 863.45 906.36 952.06 999.88 1049.79 1080.02 1111.67 • Criminal Justice Planner II **Graphic Artist II . Health Educator II Health Statistician II Housing Code Specialist � ' Librarian II Program Coordinator--Police Pro�ect Assistant II - Pro�ect Manager II . Research Analyst II Research Coordinator II A B C D E F G 10-yr. 15-yr. 822.68 854.30 888.07 933.06 980.17 1029.40 1080.02 1113.07 1146.12 Accountant II Architect I Civil Engineer I Civil Engineer I--Renewal Civil Engineer I--Water Department Electrical Engineer I EDP Specialist-Library . Landscape Architect I � - A7 - APPENUIX A (continued) � EFFECTIVE DECEMEER 25, 1982 � " Mecha � � nical Engineer I Pro�ect Director--Recreation Recreation Director II Structural Engineer I . Systems Analyst II - Traf f ic Engineer I A B C D E F G 10-yr. 15-yr. 846.58 881.04 916.19 961.89 1009.70 1061 .05 1113.07 1144.00 1180.58 Arborist III Bacteriologist-Chemist II Chemist II ' City Planner III City Planner III-Renewal Community ISevelopment Grant Assistant III Economic Development Specialist III Epidemiologist Health Analyst Landscape Architect II Manpower Coordinator III Manpower Planner III Nutritionist III ' Occupational Safety & Health Analyst . Pro�ect Assistant III Sanitarian III Water Chemist II A B • C D E F G 10-yr. 15-yr. 898.61 933.78 971.75 1020.97 1070.18 1124.32 1181.98 1216.44 1250.88 Administrative Assistant--City Planning � Administrative Assistant--Fire Department Business Manager-TVI Citizen Participation Coordinator • Community Relations Specialist--Human Rights Department Graphic Artist III Health Educator III Health Statistician III Human Resources Development. Specialist � Human Rights Analyst--Researcher Librarian III Multi-Service Center Caordinator � Pharmacist Research Analyst III Systems Analyst III � Zoning Specialist A B C D E ' F G 10-yr. 15-yr. 925.33 961.89 1000.57 1050.50 1103.93 1158.08 1216.44 1252.29 1289.57 i - A8 - . ° �?��'� �1 � APPENDIX A (continued) EFFECTIVE DECE�IBER 25, 1982 . � Accountant III Architect II Architect II-Renewal � Aasistant Chief Surveyor Assistant Grants-in-Aid Coordinator Civil Engineer II . Civil Engineer II-Renewal � Civil Engineer II--Water Department Conservatory Supervisor Criminalist II : Electrical Engineer II � **Landscape Architect II Maintenance and Capital Improvement Planner Mechanical Engineer II . Procurement Coordinatar Structural Engineer II Traffic Engineer II A B C D E F G 10-yr. 15-yr. 953.46 992.13 1030.81 1081.44 1136.28 1192.52 1252.29 1290.96 1328.95 _ Administrative Assistant--Comm. Serv. . Administrative Manager--Comm. Serv. *Architectural Designer • - � EDP Systems & Programming Supervisor � Physical Fitness Coordinator Program Coordinator � Pro�ect Manager III A B C D E F G 10-yr. � 15-yr. 982.29 1021.67 1061.75 1115.18 1170.73 1229.09 1290.96 1328.95 1367.62 Landscape Architect III A B C D E F G 10-yr. 15-yr. 1042.06 1082.83 1125.73 1183.37 1241.75 1305.03 1369.71 1411.21 1450.58 Arborist IV Architect III Architect III-iZenewal Chief Public Buildin�s Technician , City Planner IV Civil Engineer III Civil Engineer III--Water Department , Community Development Grant Assistant IV Economic Development Specialist IV Economic Planner . Electrical Engineer III Mechanical Engineer III • - A9 - EFFECTIVE D�CII�tBER 25, 1982 APPENDTX A (continued) � Medical Examiner (Itoentgenologist) , . � •Research Analyst IV � Structural Engineer IIZ Supervisor of Relocation Systems Analyst IV Traffic Engineer III A B C D E F G 10-yr. 15-yr. 1105.35 1149.63 1195.34 1255.11 1317.69 1383.78 1452.70 1495.57 1539.89 • Planning Supervisor - A B C D E F G 10--yr. 15-yr. 1137.69 1184.09 1230.50 1292.39 1357.07 1425.97 1495.57 1540.57 1586.28 Data Base Coordinator Development Finance Specialist Legislative & Research Assistant to the Council Pr.o�ect Manager IV A B C D E F G IO-yr. lS.yr 1172.13 1218.54 1267.76 1331.04 1397.85 1467.45 1540.57 1586.99 1633.40 Sanitarian I (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. � 756.57 792.44 830.4L 869.08 909.87 954.16 980.17 1035.01 Sanitarian II (Appointed prior to January 1, 1976) � A B C D E � 10-yr. 15-yr. 847.28 885.25 928.85 971.04 1018.85 1065.25 1096.90 1127.84 Substitute Library Specialist $7.34 per hour - A10 - ' • - '� Do not detach this memorandum from the �; � wl°�- ��8a-�3 resolution so that this information wil{ be � . availab;e to th� City Councit. . EXPLANATION OF A:DMINISTRATTVE ORDERS, RESQLUTIONS, ANp ORDINANCES �� Date: � November 25, 1981 j ��CEIVED T0: M�AXOR GEORG$ LATIMER / JAiI � � �� I FR: Plersanael Office � MAYORS OFFICE �II ! � RE: I�solution for submission to City Council � I ACTION 1� UESTEA We reco ' nd your approval and submission of this Resolution to the City Council. PURPOSE ! RATIONALE FOR THIS ACTION T ' s re solution apProve s the 1982-1983 Agreement between Independent School Di trict No. 625 and the Professional Employees Associati.on, Inc. This A reement involve s cha,nge s i.n the insurance arti.cle s and the wage articl�s. _ i new insurance langua.ge calls for the employer to pay the fu11 cost of employee�s in urance coverage and up to $120. 00 per montl�. for dependent coverage. ; Inithe second year of the contract, the employer wi11 continue to pay the fu11 cost of th employee coverage and will pick up 75% of the increase in txie dependentts c erage cost for the second year. wl ges - The wage increase for 1982 will be 7. 8% across the board. In 1983, the w ge increase shall be a 7. 5% increase across the board. FINANCI IMPACT N' ne. This Agreement applies only to employees of Independent School District No. 625. :I . � !I ,I a 'I �I �I ATTAC NTS: � R solution, Agreement and copy for the City Clerk. � � i " "��` � CZ'�'�.'' fl�+' '``'�' ��.�.I��'� �..E1.1.7i. �� r i� �'��:. oFFx�L o Y��z. czrrY co�sc=x� e�-�� c�c ' r �: . --- � ��'� � . �ii I�,GU� ! i ,� �i.,:;:.+�.'=� ti.;'� 1• j�1'.. �• •� � � � ,ti��_ ��,�t�� . � �o�t e . February 4, 1982 , . -..:.;�: '°,,�. �t�; , C � �d� �� i T� � f� � �' � � i � � . � . ...: . �' 0 : �ain� Pcru� C�f � Caut�� '=:_ . �R 0�i = C��n�3�� o n �zNalvcE, r�aNac��rri� � P�usorrrrEL � � . . . � � . � Geor.ge Mc�iahon� ; choicman, tnakes the fallo+rling � , . � reparf un �C.�. , �. � �rdinatic� - - - � � � : . � �gj � Res�tu�ion � . _ . . . . : . � O;her . � .- ' �' t?'L� : , � . ._ . . . at its� meeting �of February 4, 1932, the Finance :Corrunittee rec�mmended approval of � the fol�lowing: � � � ' � � l. Resolution approving Technical Assistance and T.raining contract for C�TA . program. (12650-GNn�� ?. Resolution approving collateral pledged by American National Barik'of�St. Paul � to protect fimds of• city held in said bank. (12644-G1�� . � . � . : - 3. Resolution •approving claim of�Bernard J. Ferber against the•city. {1267b-C�I) � � ' 4.� Resolution approving 1982-1983 Agreement�between�the City and AFS(fi� District ' Council 91, Local 1842, representing� the Technical Bargaining-tTnit. (12651-C�I)� - � 5. Resolution approving .1982-1983 Agreement bet�veen the City and Classified � Cflnfidential Employees Assaciation. (12656-G:"� . � . � 6. Resolution amending 1'981-1982-1983 Collective Bargaining Agreement between the � � City and the Tri-Coi.mcil. Bargaining I�nit. (12657-�) . • � � i. Resolution amending 1982-1983-1984 Memorandum of Understaridirig pertaining to � . -' Classified Confidential Supervisory Employees. (12658-GN� 8. Resolution approving 1982-1983 �greement between Independent School District No. 625 and the Professional Employees Association, Inc. ' (T2673-GN'� 9. Resolution approving two-year Collective .Bargaining Agreement between the City and the International �lssociation of Machinists and Aerospace l�'orkers, District Lodge No. 77. (12655-GM) � . '. � . (CONTIN[JED . �. .) . .^iT�' `sG�LL SEYE;tiTH FLOJ2 SAI�T PAUL, b�tl�\F.SJ'fsl 5�1�_