279088 WH17E — CITV CLERK COURCII �p S �"�ts v
PINK — FINANCE �7 {
CANARY — DEPARTMENT G I TY OF SA I NT PA V L
BLUE — MAVOR File NO•
Council Resolution
Presented By �>��'�t
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 Labor Maintenance
Agreement between the City of Saint Paul and the Electrical Union ,
Local 110.
App rove d:
��
irm , ivil Service Commission
COUNCILMEN
Yeas Nays p Requested by Department of:
Fletcher � e PERSONNEL OFFICE
� !� [n Favor
Masanz �
Nicosia
scne�nei _ __ Against BY
Tedesco
Wilson
AUG i 2 1982 Form Ap e Ci y tt e
Adopted by Council: Date —
Certified �� y Counc� ecr ar BY
I�\ A G 1 6 198 App ove y Mayor for S ' siol� to Council
�
App � by Mavor: at —
;�
gy "\ �r�-� By
P�IBUSHED At�G 2 1 1���
R
.
���'���
1982 - 1983
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
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INTERNATIONAL BROTHERHOOD OF
ELECTRICAL �dORKERS, LOCAL 110
,
I N D E X •
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights `3
IV Union Rights 4
V Scope of the Agreement 5
VI Probationarq Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work 8
IX Overtime 9
X Call back 10
XI Work Location 11
XII Wages and Fringe Benefits I2
XIII Selection of Foreman and General Forema.n 14
XIV Early Retirement Insurance Benefits 15
XV Holidays 16
XVI Disciplinary Procedures I7
XVII Absences from Work I$
XVIII Seniority 19
XIX Jurisdiction 20
XX Separation and Retirement 21
XXI Tools 22
XXII Grievance Procedure 23
XXIII Right of Subcontract 2$
XXN Non-Discrimination 29
XXV Severability 30
XXVI Waiver 3I
XXVII City Mileage Plan 32
XXVIII Maternity Leave 33
XXIX Duration and Pledge 34
Appendix A AI
Appendix B B1
Appendix C C1
Appendix D D1
Appendix E E1
Appendix F F1
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. �17 � � �� �
' PREAMBLE
This AGREII�IENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLOYER and the International Brotherhood
of Electrical Workers, Local 110 hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as
its objective the promotion of the responsibilities of the City of
Saint Paul for the benefit of the general public through effective
labor-managment cooperation.
The EMPLOYER and the UNION both realize that this goal depends
not only on the words in the AGREII`iEIvT but rather primarily on at-
titudes between people at all levels of responsibility. Constructive
attitudes of the EMPLOYER, the UNION, and the individual employees will best
serve the needs of the general public.
- iii -
ARTICLE I - PURPOSE •
1.1 The EMPLOYER and the UNION agree that the purpose for entering
into this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby
establishing a system of uninterrupted operations
and the highest level of employee performance that
is consistent with the safety anc� we11-being of all
" concerned;
1.12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the IIKPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of '
this AGREEMENT without loss of manpower productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the IIKPLOYER.
If any part of this AGREEMENT is in conflict with such legislation,
the latter shall prevail. The parties, on written notice, agree
to negotiate that part in conflict so that it conforms to the
statute as provid.ed by Article 25 (SEVERABILITY) .
- 1 -
_ ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2 �
as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-477-A dated April lb, 1973.
2.2 The classes of positions recognized as being exclusively represented
by the UNION are as listed in Appendix A.
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ARTICLE III - EMPLOYER RIGHT5 '
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of
.
technology; to establish and modify the organizational structure;
to select, direct, and determine the number of personnel; and to
perform any inherent managerial function not specificallp limited
by this AGREEMENT.
3.2 Any "term or condition of employment" not established by this
AGREEMENT shall remain with the EMPLOYER to eliminate, modify, or
establish following written notification to the UNIQN.
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� � � 11 � v ��'��
1�G' j
� ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as dire.cted by
the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages
of employees covered by this AGREEMENT for any other
labor organization.
4.12 The UNION shall indemnify and save harmless the
EyiPLOYER from any and all claims or charges made
against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit
in each department to act as a Steward and shall. infornx the EMPLOYER
in writing of such designation. Such employee shall have the rights
and responsibilities as designated in Article 22 (GRIEVANCE PROCIDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the EMPLOXER where employees
covered by this AGREEMENT are working.
- 4 -
ARTICLE V - SCOPE OF THE AGREEMENT -
5.1 This AGREEMENT established the "terms and conditions of employment"
defined by M.S. I79.63, Subd. 18 for all employees exclusively
represented by the UNION. This AGREEMENT shall supersede such
"terms and conditions of employment" established by Civil Service
Rule, Council Ordinance, and Council Resolution.
- 5 -
ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation,
in a regular employment status shall serve a (6) month's probationary
period during which time the employee's fitness and ability to
perform the class of positions' duties and responsibilities shall
,
be evaluated.
6.11 At any time during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCIDURE) .
6.12 An employee terniinated during the probationary period
shall receive a written notice of the reason(s) for
such termination, a copy of which shall be sent to the
UNION. •
6.2 All personnel promoted to a higher class of positions shall serve
a six (6) months' promotional probationary period during which
time the employee's fitness and ability to perform the class of
positions' duties and responsibilities shall be evaluated.
6.21 At any time during the promotional probationary period
an employee may be demoted to the employee's
previously held class of positions at the discretion o£
the IIKPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCEDURE) .
6.22 An employee demoted during the promotional
probationary period shall be returned to the
employee�s previously held class of positions and
shall receive a written notice of the reasons for
demotions, a copy of which shall be sent to the UNION.
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ARTICLE VII - PHILOSOPHY OF F�iPLOYMENT AND COMPENSATION .
7.1 The EMPLOYER and the UNION are in full agreement that the
philosophy of employment and compensation shall be a "cash"
hourly wage and "industry" fringe benefit system.
r
7.2 The �IPLOYER shall compensate employees for all hours worked
at the basic hourly wage rate and hourly fringe benefit rate as
found in Article 12 (WAGES AND FRINGE BENEFITS) .
7.3 No other compensation or fringe benefit shall be accumulated
or earned by an employee except as specifically provided for
in this AGREEMENT; except those employees who have individually
optioned to be "grandfathered" as provided by 12.2.
_ � _
ARTICLE VIII - HOURS OF WORK `` �I �' J ��
. ,��` �
8.1 The normal work day shall be eight (8) consecutive hours per day, excluding
a thirty (30) minute unpaid lunch period.
8.2 The normal work week shall be five (5) consecutive normal wark days in any
seven (7) day period.
8.3 Shifts other than the regular daytime shift Monday through Friday may be
established. Such shifts must be maintained for a period of at Ieast one
(1) work week. The second shift shall be a regularly scheduled shift which
follows a regularly scheduled first shift of five (5) hours or greater.
The third shift shall be a regularly scheduled shift which follows a regularly
scheduled second shift of five (5) hours or greater.
8.4 For employees on a shift basis, this shall be construed to mean an
average of forty (40) hours a week.
8.5 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.
8.6 An employee norm.ally working on a particular shift may be transferred
from that shift to another shift upon one week's notice; pravided,
however, that in the event of a vacancy, an employee may be assigned
to another shift to fill such vacancy upon 24 hours' notice.
8.7 All employees shall be at the work location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location unt�.l the end of the established work day unless
otherwise directed by their supervisor.
8.8 Al1 employees are sub�ect to call-back by the EMPLOYER as provided
by Article 10 (CALL BACK) .
8.9 Employees reporting for work at the established starting time and for whom
no work is available shall receive pay for two (2) hours, at the basic hourly
rate, unless notification has been given not to report for work prior to
leaving home, or during the previous work day.
8.10 The employer shall be required to give no less than six and one half
(6�) hours notice, when an employee is to be laid off.
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ARTICLE IX - OVERTIME '
9.1 All overtime compensated for by the EMPLOYER must receive prior
authorization from a designated EMPLOYER supervisor. No overtime
work claim will be honored for payment or credit unless approved
in advance. An overtime claim will not be honored, even though
shown on the time card, unless the required advance approval has
been obtained.
9.2 The overtime rate of one and one-half (1�) the basic hourly rate
shall be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) haurs in any one
normal work day and
9.22 Time worked on a sixth (6th) day following a normal
work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be �
paid for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article I6
(HOLIDAYS);
9.32 Time worked on a seventh (7th) day following a
normal work week; and
9.33 Time worked in excess of twelve (12) consecutive hours
in a twenty-four (24) hour period, provided, that all
"emergency" work required by "Acts of God" shall be
compensated at the rate of one and one-half (l�z) .
9.4 For the purposes of calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid twice
for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid
in cash or in compensatory time. The basis on which overtime shall
be paid shall be determined solely by the EMPLOYER. Compensatory
time off must be approved by the EMPLOYER.
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ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and
after an employee has completed a normal work day or normal work
week. �
10.2 Employees called back shall receive a minimum of four (4) hours
pay at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIriE) , when applicable, and subject
to minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their
normal work day shall complete the normal work day and be compensated
only for the overtime hours worked in accordance with Article 9
(OVERTIME).
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ARTICLE XI - WORK LOCATION �
11.1 Employees shall report to work location as assigned by a designated
EMPLOYER supervisor. During the normal work day employees may _
be assigned to other work locations at the discretion of the
.
EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than their original assignment, and who are required to
furnish their own transportation shall be compensated for mileage.
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. ,� `� � � ° �
ARTICLE XII - WAGES AND FRINGE BENEFITS
12.1 The basic hourly wage rates as established by Appendix C shall be
paid for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below
shall continue to be covered by such benefits. They shall be
subject to all other provisions of the AGREEMENT, but shall not
have hourly fringe benefit contributions and/or deductions �ade on
their behalf as provided for by Article 12.7 (FRINGE BENEFITS) .
1 2.21 Insurance benefits as established by the City of Saint Paul.
12.22 Sick Leave as established by Resolution No. 3250, Section 20.
12.23 In each calendar year, each full-time employee who is
eligible for vacation shall be granted vacation according
to the following schedule:
Years of Service Vacation Granted
Less than 5 years 15 days
After 5 years thru 15 years 20 days
After 15 years and thereafter 25 days
Employees who work less than full-time shall be granted
vacation on a pro rata basis.
The above provisions of vacation shall be subject to
the Saint Paul Salary Plan and Rates of Compensation,
Section I, Subdivision H.
12.24 Nine (9) legal holidays as established by the
Saint Paul Salary Plan and Rates of Compensation,
Section 1, Subdivision I.
12.25 Severance benefits as established by Ordinance No. 11490
with a maximum payment of $4,000.
12.3 Regular employees covered by the Fringe Benefits in 12.2 shaZl
have the right to transfer from this coverage. Employees requesting
such transfer shall be considered participating employees and will
no longer be covered by the fringe benefits in 12.2 but shall be
covered by 12.4.
ARTICLE XII - WAGES AND FRINGE BENEFITS (continued)
12.4 Regular employees not covered by the fringe benefits listed in
Article 12.2 shall be considered, for the purpose of this AGREEMENT,
participating employees and shall be compensated in accordance
with Article 12.1 (WAGES) and have fringe benefit contributions
and/or deductians made on their behalf as provided for by Article 12.7.
12.5 Provisional, temporary, and emergency employees shall be considered,
' for the purposes of this AGREEMENT, participating employees and
shall be compensated in accordance with Article 12.1 (WAGES) and
have fringe benefit contributions and/or deductions made in their
behalf as provided for by Article 12.7.
12.6 All regular employees employed in a title in this bargaining unit
after February 15, 1974, shall be considered, for the purpose of this
AGREEMENT, participating employees and shall be compensated in accorda�►ce
with Article 12.1 (WAGES) and have fringe benef it contributions and/or
deductions made on their behalf as provided for by Article 12.7.
Employees who promote, transfer or reduce to any title in this bargaining
unit from any title which is not in this bargaining unit shall not be
allowed to use any accumulated sick leave eredits while they are in
such title.
If the employee promotes, transfers or reduces to any title which is not
in this bargaining unit and if sick leave is allowed under the new title,
the accumulated sick leave the employee had at the time such employee
became a member o€ this bargaining unit shall be reinstated.
I2.7 The EMPLOYER shall make contributions on behalf of and�or make
deductions from the wages of employees covered by this AGREEMENT
in accordance with Appendix D for all hours worked.
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� ARTICLE XIII - SELECTION OF FORF�IAN AND GENERAL FQREMAN
13.1 The selection of personnel for the class of positio�s Electrician--
General Foreman and Foreman shall remain solely with the EMPLOYER.
13.2 The class of positions Electrician--General Faremau and Foreman ,
shall be filled by employees of the bargaining unit on a
"temporary assignment".
13.3 All "temporary assignm.ents" shall be made only at the direction
of a designated EMPLOYER supervisor.
13.4 Such "temporary assignments" shall be made only in cases where
the class of positions is vacant for more than one (I) normal
work day.
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ARTICLE XIV - EARLY RETIRIIKENT INSURANCE BENEFITS
14.1 For those employees that are covered by the Fringe Benefits - Article
12, the EMPLOYER will provide life, hospital and medical insurance for
�
early retirees who have retired since July 24, 1974, in the same
proportionate amounts of premium as provided by EMPLOYER for aetive
employees.
14.2 In order to be eligible for the benefits under this early retiree provision,
the employees musts
14.21 Be receiving benefits from a public employee retirement
act at the time of retirement.
14.22 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
14.33 Inform the Personnel Office of the City of Saint Paul in
writing within 60 days of employee's early retirement date
that he or she wishes to be eZigible for early retiree
insurance benefits.
14.3 Notwithstanding any provision of this Article to the contrary, II�IPLOYER
premium payments on behalf of early retirees shall commence June 1, Z977,
and shall not be interpreted to apply retroactively or act in reimbursement.
14.4 Any obligation of the II�LOYER to an early retiree as defined herein shall
cease when such early retiree reaches age sixty-five (65) .
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. � �,.�� � o ��
ARTICLE XV - HOLIDAYS
15.1 The following nine (9) days shall be designated as holidays:
New Year's Day, January 1
Presidents' Day, third Monday in February
Memorial Day, last Monday in May
Indepen.dence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
15.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday,
the following Monday shall be considered the designated holiday. When any
of these three (3) holidays falls on a Saturday, the preceding Friday shall
be considered the designated holiday. For those employees assigned to a
work week other than Monday through Friday, these three holidays shall be
observed on the calendar date of the holiday.
15.3 The nine (9) holidays shall be considered non-work days.
15.4 If, in the judgment of the EMPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordance with Article 10 (CALL BACK) .
15.5 Employees covered by the Fringe Benefits in 12.2 and working on a designated
holiday shall be compensated at the rate of two (2) times the basic hourly
rate for all hours worked.
_15.6 Employees not covered by the Fringe Benef its in 12.2 and assigned to work
on Presidents' Day, Columbus Day or Veterans� Day shall be compensated on
a straight time basis for such hours worked.
15.7 Employees not covered by the Fringe Benefits in 12.2 and assigned to work
on New Year�s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, or Christmas Day shall be compensated at a rate of two (2) times the
basic hourly rate for such hours worked.
i5.8 The day after Thanksgiving Day and the day before Christmas Day shall be
considered work days. All, employees working on these days shall be
compensated on a straight time basis.
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ARTICLE XVI - DISCIPLINA.RY PROCIDURES
16.1 The EMPLOYER shall have the right to impose disciplinary actions
on employees for �ust cause.
16.2 Disciplinary actions by the EMPLOYER shall include only the
following actions:
16.21 Oral reprimand
16.22 Written xeprima.nd
� 16.23 Suspension
16.24 Demotion
16.25 Discharge
16.3 Employees who are suspended, demoted or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The CiviZ Service
Commission, or a designated Board of Review, shall be the sole and
exclusive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be cansidered
a "grievance" for the purpose of processing through the provfsions
of Article 22 (GRIEVANCE PROCIDURE).
_ 17 _
. ARTICLE XVII - A$SENCES FROM WORK
17.1 Employees who are unable to report for their normal work day
have the responsibility to notify their supervisor of such absence
as soon as possible, but in no event later than the beginning of
such work day.
17.2 Failure to make such notification may be grounds for discipline
as provided in Article 16 (DISCIPLINARY PROCEDURES) .
17.3 Failure to report for work without notification for three (3}
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
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ARTICLE XVIII - SENIORITY
18.1 Seniority, for the purposes of this AGREEMENT, shall be defined
as follows:
18.11 "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYFR from the
last date of employment in any and all class titles
covered by this AGREEMENT.
18.12 "Class Seniority" - the length of continuous regular
and probationary service with the EriPLOYER from the
date an employee was first appointed to a class title
covered by this AGREEMENT.
18.2 Seniority shall not accumulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than
thirty (30) calendar days; is granted because of illness or injury;
is granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed
fulltime position with the UNION.
18.3 Seniority shall terminate when an employee retires, resigns,
or is discharged.
18.4 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off by class title
within each Department based on inverse length of "Class Seniority."
18.5 The selection of vacation periods shall be made by class title
base3 on length of "Class Seniority", subject to the approval
of the EMPLOYER.
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- � °;� �'�f �
ARTICLE XIX - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions
is recognized as an appropriate subject for determination by
the various unions representing employees of the EMPLOYER.
.
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction
by any mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or assignment
of work, the unions involved and the EhiPLOYER shall meet as soon
as mutually possible to resolve the dispute. Nothing in the
foregoing shall restrict the right of the EMPLOYER. to accomplish
the work as originally assigned pending resolution of the dispute
or to restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the II�LOYER
and as clarified by Sections 19.2 and 19.3 above shall be subject
to disciplinary action as provided in Article 16 (DISCIPLINARY
PROCIDURES) .
19.5 There shall be no work stoppage, slow down, or any disruption
of work resulting from a work assignment. �"
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ARTICLE XX - SEPARATION AND RETIREMENT -
20.1 Employees having a probationary or regular employment status
shall be considered separated fror� employment based on the
following actions: �
20.11 Resignation. Employees resigning from employment �
shall give written notice fourteen (I4) calendar
days prior to the effective date of the resignation.
20.12 Retirement. All employees shall retire from
employment with the EMPLOYER no later than the last
calendar day of the month in which an employee
becomes seventy years old.
20.13 Discharge. As provided in Article I6.
20.14 Failure to Report for Duty. As provided for in
Article 17.
20.2, Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER
before the completion of a normal work day.
- 21 -
ARTICLE XXI - TOOLS
21.1 All employees shall personally provide themselves with the
tools of the trade as listed in Appendix E.
- 22 -
ARTICLE XXII - GRIEVANCE PROCIDURE
22.1 The EMPLOYER shall recognize Stewards selected in accordance
with UNION rules and regulations as the grievance representative
of the bargaining unit. The UNION shall notify the EMPLOYER
in writing of the names of the Stewards and of their successors
when so named.
22.2 It is recognized and accepted by the EMPLOYER and the UNION
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 EMPLOYER.
22.3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appeal. of disciplinarq action
as provided by 16.3, for the processing of grievances, which are
defined as an alleged violation of the terms and conditions of
this AGREF�IENT.
22.4 Grievances shall be resolved in conformance with the following
procedure:
Step l. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to
resolve the matter on an informal basis with the
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. � � :� �._��.,�
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
employee's supervisor. If the matter is not resolved
to the employee's satisfaction by the inforcaal discussion -
it may be reduced to writing and referred to Step 2 by .
the UNION. The written grievance shall set forth the
l
nature of the grievance, the facts on which it is based,
the alleged sections(s) of the AGREEMENT violated, and
the relief requested. Any alleged violatian of the
AGREEMENT not reduced to writing by the UNION within
seven (7) calendar days of the first occurrence of the
event giving rise to the grievance or within. the use of
reasonable diligence should have had knowledge of the
f irst occurrence of the event giving rise to the
grievance, shall be considered waived.
Step 2. Within seven (7) calendar days after receiving the
written grievance a designated EMPLOYER supervisor shall
meet with the UNION Steward and attempt to resolve the
grievance. If, as a result of this meeting, the grievance
remains unresolved, the EMPLOYER shall reply in writing
to the UNION within three (3) calendar days following'
this meeting. The UNION may refer the grievance in
writing to Step 3 within seven (7) calendar days following
receipt of the EMPLOYER's written answer. Any grievance
- not referred in writing by the UNION within seven (7)
calendar days following receipt of the EMPLOYER's answer
shall be considered waived.
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ARTICLE XXII - GRIEVANCE PROCEDL'RE (CONTINUED)
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPL�YER
supervisor shall meet with the UNION Business Manager
�
or his designated representative and attempt to resolve
the grievance. Within seven (7) calendar days following
this meeting the FMPLOYER shall reply i.n writing to
the UNION stating the EMPLOYER'S answer concerning
the grievance. If, as a result of the written
response the grievance remains unresolved, the LTNION
may refer the grievance to Step 4. Any grievance not
referred to in writing by the UNION to Step 4 witizin
seven (7) calendar days following receigt of the
EMPLOYER'S answer shall be considered waived.
Step 4. If the grievance remains unresolved, the Union may
within seven (7) calendar days after the response of
the II+2PLOYER 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 mutuaZ agreement of
the EMPLOYER and the UNION within seven (7) calendar
days after notice has been given. If the parties
fail to mutually agree upon an arbitrator within the
said seven (7) day period, either party may request
the Public Employment Relations Board to submit a
- 25 -
' ARTICLE XXII - GRIEVANCE PROCIDURE {CONTINUED)
panel of five (5) arbitrators. Both the IIKPLOYER
and the UNION shall have the right to strike two
(2) names from the panel. The Union shall strike
the first (lst) name; the EMPLOYER shall then
strike one (1) name. The process will be repeated
and the remaining person shall be the arbitrator.
22.5 The arbitrator shall have no right to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this AGREEMENT.
The arbitrator shall consider and decide only the specific issue
submitted in writing by the EMPLOYER and the UNION and shall
have no authority to make a decision on any other issue not so
submitted. The arbitrator shall be without power to make decisions
contrary to or inconsistent with or modifying or varying in any way
the application of laws, rules, or regulations having the force and
effect of law. The arbitratorts decision shall be submitted in
writing within thirty (30) days following close of the hearing or
the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension. The decision shall be based
solely on the arbitrator's interpretation or application of the
express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and
binding on the EMPLOYER, the UNION, and the employees.
- 26 -
ARTICLE XXII - GRIEVANCE PROCEDURE (COI3TIiv'UID) �
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute postponement that leads to the arbitrators making a
charge, the canceling party or the party asking for the postponement
shall pay this charge. If either party desires a verbatim record af the
proceedings, it may cause such a record to be made providing it
pays for the record.
22.7 The time limits in each step of this procedure may be extended
by mutual agreement of the EMPLOYER and the UNION. ,
- 27 -
� �;J �% � �'�
ARTICLE XXIII - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this
AGREEMENT, contract out work done by the employees covered
by this AGREEMENT. In the event that such contracting would
�
result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90)
calendar day notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered
by this AGREEMENT shall in all cases be made only to employers
who qualify in accordance with Ordinance No. 14013.
- 28 -
ARTICLE XXIV - NON-DISCRIMINATION -
24.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
,
against, any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the UNION. `
24.2 Employees will perform their duties and responsibilities in
a non-discriminatory manner as such duties and responsibilities
involve other employees and the general public.
- 29 -
ARTICLE XXV - SEVERA$ILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared
to be contrary to law by proper legislative, administrative, or
judicial authority from whose finding, determination, or decree
no appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and effect.
. 25.2 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREEMENT in compliance
with the legislative, administrative, or judicial determination.
- 30 -
ARTICLE.XXVI - Lr'AIVER
26.1 The EMPLOYER and the UNION acknowledge that during the meeting
and negotiating which resulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
subject concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the
exercise of this right are fully and completely set forth in
this AGREEMENT.
26.2 Therefore, the EMPLOYER and the UNION for the duration of this
AGRF�IENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment
whether speci£ically covered or not specifically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually
agree to modify any provision of this AGREF�IE1�iT. .
26.3 Any and a11 prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
conditions of employment, to the extent they are inconsistent
with this AGREEMENT, are hereby superseded.
- 31 -
ARTICLE XXVII - CITY MILEAGE
27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to rei.mbursement
of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adogted.
,
27.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the -
Department Head.
Type, l. 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 automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15� per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible for
any per diem.
27.3 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.
27.4 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 file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for persona.l injury, and $25,000 for
progerty damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk.
- 32 -
ARTICLE XXVIII - MATERNITY LEAVE '
28.Z Maternity Leave. Maternity is defined as the physical state of
pregnancy of an employee, commencing eight (8) manths 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 Ieave
without pay at any time during the period stated above and the
employer may approve such leave at its option, and such leave
may be no longer than one (1) year.
- 33 -
� I! a..R r' .�) (••.
�
� � "/ V
ARTICLE XXIX - DURATIOI� AND PLIDGE
29.1 This agreement shall become effective as of May 1, 1982, and
shall remain in effect through the 30th day of April, 1984, and
continue in effect from year to year thereafter unless notice '
to change or to terminate is given in the manner provided in 29.2. `
29.2 If either party desires to terminate or modify this AGREEMENT,
effective as of the date of expiration, the party wishing to
modify or terminate the AGREEMENT shall give written notice to
the other party, not more tran ninety (90) or less than sixty
(60) calendar days prior to the expiration date, provided, that
the AGREEMENT may only be so terminated or modified effective
as of the expiration date.
29.3 In consideration of the terms and conditions of employment
established by this AGREEMENT and the recognition that the
GRIEVANCE PROCEDURE herein established is the means by which
grievances concerning its application or interpretation may
be peacefully resolved, the parties hereby pledge that during
the term of the AGREEMENT:
29.31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in
which employees fail to report for duty, willfully
absent themselves from work, stop work, slow down
their work, or absent themselves in whole or part
from the full, faithful performance of their
duties of employment.
- 34 -
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The EMPLOYER will not engage in, instigate, or
condone any lock-out of employees.
�.
29.33 This constitutes a tentative agreement between
r
the parties which will be recommended by the City
Negotiator, but is subject to the approval of the
Administration of the City and is also subject
to ratification by the UNION.
AGREID to this 30th day of June , 1982, and attested to as the full
and complete understanding of the parties for the period of time herein
speci£ied by the signature of the following representative from the
EMPLOYER and the UNION.
WITNESSES:
INTERNATIONAL BROTHERHOOD QF
CITY OF SAINT PAUL ELECTRICAL WQRKERS, LOCAL 110
. , BY: �K....�
abor Rel ions ct {�siness Manager
�
BY: BY:
Civil Service Commission
- 35 -
APPENDIX A
The classes of positions recognized as being exclusively represented
by the UIGION are as follows:
Electrician--General Foreman
Electrician--Foreman
Electrician
Lighting Maintenance Worker
Apprentice Electrician
Senior Eleetrical Inspector
Electrical Inspector
and other classes of positions that may be established by the EMPLOYER
where the scope of the work duties and responsibilities assigned comes
within the jurisdiction of the UNION.
- A1 -
APPENDIX B
For a11 normal work weeks established pursuant to the provisions
of Article VIII of this contract, which includes Sunday, the following
provisions shall apply and govern:
1. All regular electricians employed prior to January 1, 1976
shall be offered assignment to the work week on a seniority
basis, and all such employees shall have the right to refuse
assignment to the workweek. This refusal is subject to the
provisions listed below.
2. All regular electricians employed subsequent to January 1,
1976 may be assigned to vacancies in this work week.
3. All regular electricians shall have the right to bid on and
obtain assignment of a position occupied by an electrician
with lesser class seniority within 30 calendar days from the
date that said position was last filled.
4. Any regular electrician may be assigned, on a temporary basis,
to the workweek, to replace an electrician who is absent '
because of vacation, illness, gaid military leave, jury duty
or any other leave acceptable to both parties. These tem-
porary assignments shall be made on the basis of seniority and
in no instance shall any one employee be required to work on
such temporary basis for more than 15 work days or the total
temporary assignment to exceed 90 work days.
- Bl -
,-.�''� • ;;s'` U
, ,{,
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions who are not covered
by the provisions of Article 12.2. ,
Effective Effective
5-01-82 5-01-83
Electrician . . . . . . . . . . . . . . . . $15.14 $16 15
.
Electrician-Foreman . . . . . . . . . . . . $16.30 $17.31
Electrician-General Foreman . . . . . . . . $17.07 $18.08
Electrical Inspector. . . . . . . . . . . . $16.30 $17.31
Senior Electrical Inspector . . . . . . . . $17.07 $18.08
Lighting Maintenance Worker
(Hired prior to May 2, 1981) . . . . . $11.36 $12.11
Lighting Maintenance Worker (Hired after May 2, 1981}
0 - 6 months . . 50% of Electrician Rate
7 - 12 months . . 55% of Electrician Rate
13 - 18 months . . 60% of Electrician Rate
19 - 24 months . . 65% of Electrician Rate
25 - 30 months . . 75% of Electrician Rate
The basic hourly wage rate for temporary and emergency employees appointed to
the following classes of positions shall be:
Effective Effective
5-01-82 5-01-83
Eleetrician . . . . . . . . . . . . . . . . $15.75 $16.80
Electrician-Foreman . . . . . . . . . . . . $16.95 $18.00
Electrician-General Foreman . . . . . . . . $17.75 $I8.80
Electrical Inspector. . . . . . . . . . . . $16.95 $18.00
Senior Electrical Inspector . . . . . . . . $17.75 $18.80
Lighting Maintenance Worker
0 - 6 months . . 50% of Electrician Rate ��
7 - 12 months . . 55% of Electrician Rate
13 - 18 months . . 60% of Electrician Rate
19 - 24 months . . 65% of Electrician Rate
25 - 30 months . . 75� of Electrician Rate
Apprentice Electrician
lst 950 hours. . . 50% of Journeyman Rate
2nd.950 hours. . . 55% of Journeyman Rate
3rd 950 hours. . . 60% of Journeyman Rate
4th 950 hours. . . 65%' of Journeyman Rate
Sth 950 hours. . . 70% of Journeyman Rate
6th 950 hours. . . 75% of Journeyman Rate
7th 950 hours. . . 80% of Journeyman Rate
8th 950 hours. . . $5% of Journeyman Rate
- Cl -
APPENDIX C (continued)
The basic hourly wage rate for regular employees appointed to the following
classes of positions, who are covered by the pravisions of Article 12.2 of this
AGREE�IENT, shall be:
Effective Effective Effective Effective
5-01-82 10-30-82 5-01-83 9-01-83
Electrician . . . . . . . . . . . $15.42 $15.62 * *
Electrician-Foreman . . . . . . . $16.48 $16.68 * � *
Electrician-General Foretnan . . . $17.18 $17.38 * *
Electrical Inspector. . . . . . . $16.48 $16.68 * *
Senior Electrical Inspector . . . $17.18 $17.38 * *
Apprentice Electrician
(Hired prior to March 1b,1974) . $13.11 $13.28 ** **
Employees who work on a regularly assigned shift, begi.nning earlier than
6 a.m. or ending later than 6 p.m. , provided that at least five hours of the
shift are worked between the hours of 6 p.m. and 6 a.m., there shall be paid a
night differential for the entire shi£t.
F�ployees who work on a regularly assigned shift, beginning earlier than
6 a.m. or ending later than 6 p.m., but less than five hours of the shift are
worked between the hours of 6 p.m. and 6 a.m. , there shall be paid a night
differential for the hours worked between the hours of 6 p.m. and 6 a.m.
The night differential shall be 5% of the base rate, and shall be paid only
for those night shif ts actually worked.
*The 1983 hourly wage rates in this contract will be the rates as shown below
less the cost of sick leave usage for 1982 and less the cost of pensions, vacations
and holidays for 1983 and less the cost of health and life insurance for the period
May 1, 1982 thru April, 1983 incurred by the employer for employees in this
bargaining unit.
May 1, 1983 Sept. 1, 9183
Electrician . . . . . . . . . . . $22.20 $22.49
Electrician Foreman . . . . . . . $23.53 $23.84 � '
Electrician General Foreman . . . $24.51 $24.79
Electrical Inspector. . . . . . . $23.53 $23.84
Senior Electrical Inspector . . . $24.51 $24.79
**The 1983 hourly wage rates for Apprentice Electrician (Hired prior to March I6,
1974) shall be 85% of the base rate for Electrician.
- C2 -
- APPENDIX D
Effective May 1, 1982, the EMPLOYER shall:
(1) Contribute $1.02 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Health and Welfare Fund. Effective November I, 1982;
this amount shall become $1.07. Effective May 1, 1983, this amount shall
becor�e $1.11. Effective September l, 1983, this amount shall become� $1.15.
(2) Contribute $ .40 per hour £or all hours worked by participating employees as
def ined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Pension Fund.
(3) Contribute $ .07 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Apprenticeship Training Fund. Effective May 1, I983,
this amount shall become $ .08. Effective September 1, 1983, this amount
shall become $ .09.
(4) Contribute $ .04 per hour for all hors worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Seniority Fund. Effective May 1, 1983, this amount
shall become $ .05.
(5) Contribute $ .50 per hour for all hours worked by participating employees
as def ined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Reserve Trust Fund. Effective November 1, I982, this
amount shall become $ .55. Effective May 1, 1983, this amount shall become
$ .50. Effective September 1, 1983, this amount shall become $ .40.
(6) Contribute 3% of the gross wages earned by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement
to the t'nion's designated National Employees Benefit Fund (N.E.B.F.) .
(.7) Contribute 7�% of all wages earned by participating employees as
defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Vacation and Holiday Fund. This contribution
is subject to all payroll deductions. Effective September 1, 1983,
this amount shall become 9�%.
(8) Contribute $ .50 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Annuity �'und.
(9) Contribute $ .45 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Flexible Benefit Fund. Effective November 1, 1982,
this amount shall become $ .60. Effective May 1, 1983, this amount shall
become $1.00.
- D1 -
APPENDIX "D" (continued) -
The EMPLOYER shall establish Workman's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
�
Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered
by this AGREEMENT shall not be eligible for, governed by, or accumulate
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe
benefits that are or may be established by Personnel Rules, Council Ordinance,
or Council Resolution.
The EMPLOYER'S fringe benefit obligation to participating employees covered
by this AGREEMENT, as defined in Articles 12.3, 12.4 and 12.5 is limited solely
to the contributions and/or deductions established by this AGREEMENT. The
actual level of benefits provided to employees shall be the responsibility
of the trustees of the various funds to which the EMPLOYER has forwarded
contributions and/or deductions.
- D2 -
. . . y�-� !.', , � i i ��}CJ
V
, APPENDIX E
Pocket Tool Punch and Belt
6" Rule
9" or 10" Aluminum Level
�
8" Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches 3/8" - 3/4"
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps 6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench
File Rasp 12" 1/2 Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and 4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
Knife
Long Nose Plier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hammer, Ball Peen
- El -
APPENDIX E (CONTINUED)
Scratch Awl
Drills - in accordance with Tap sizes 9/32 and 3/8
Fuse Puller �
Angle Screw Driver ,
Tool Box to hold the above tools
The EMPLOYER sha11 furnish all other necessary tools or equipment.
Employees will be held responsible for tools or equipment i.ssued to them,
providing the EMPLOYER furnishes the necessary lockers, "gang box" or
other safe place for storage.
The IIrIPLOYER shall replace with similar tools of equal value and quality
any of the above listed tools which are turned in by an employee which are no
longer serviceable because of wear or breaka.ge, providing the employee has been
employed for nine (9) continuous months or more.
- E2 -
' '
APPENDIX F
WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL INSPECTORS
,
As a result of the 1974 settlement, the Parties have established �
craft-determined rates for Senior Electrical Inspectors and for
Electrical Inspectors, with the specific understanding that such
agreement is restricted to establishing rates of pay for such clas-
sifications.
It is, consequently, agreed that the Employer in applying Article IIE -
EMPLOYER RIGHTS - of the MAINTENANCE LABOR AGREEMENT, shall have the
right to operate the Department in the same manner as heretofore,
with management rights unaffected, and that the establishment of
separate rates for these classifications as well as for Inspector
classifications in other Bargaining Units, may not result in disputes
over assigriments or over rates of pay for work performed, nor will
any �urisdictional claims or restrictions be asserted by the Union
because members of various Inspector classifications are assigned ta
work which is also performed by other Inspector classifications.
- Fl -
� , 1 •�f . �- �. . �.......w vvv.� v�ll.s
.�` y
'�::'�." t.
•.. >....=.
� :=-*..::�-� � �� 9� � �
'• ' � Dot e . July ��, 1982 .
: -�,... -
=.:... , � �
� - �. � C � I� NII��""� E REP � RT : �
.
. . _
� T4 : Soinfi Paui Ci��t Co�tncit _ � - .�
FRQM � Commifi�e� OCl FZNANCE� MANAGEMENT � PERSONNEL -
� � �7'ames' Scheibel , ��oifmorr, - �� : - � -���
11ie Finance Committee; �at �the meeting of 7/29/82 . . , recommended approval of the following:
� I. Approval of minutes from meeting held July 22, 19g2.
2. Resolution reimbursing N�-. � Dirs. James Carmouch for overcharges in _the
amount of $233_40 due to an error in the classification of their property
for tax purposes. � ..
-- 3. Resolution reimbursing the Dept. of I�atural Resources for overchar es in �
street maintenance assessments for the Fish ��atchery site. '
4. Resolution approving a t�vo year Agree�ent bet�Y-�e � ' ,�•� St. Paul and
the Electrical Union, Local 1I0. � -,�
S. Resolution authorizin _ c�aA���y rious City of St. Paul General
Obligation Bonds. � + •
6_---R�.scad�taon-a�e�g`-�.�
-�-�a��-�ernd��-�i�vatvr-�o ° -
7. Resolution amending the Civil Service Rules concerning promotion re
. 8. Resolution transferring $23,000 into the Oxford Pool Account code�
�j�.Presentation by Joann Nelson of the Rec}�cling Unlimited Project.
,
� ' � � -
� _,'� � mR.o �.n.� a.,o `�.o�r ' C���
�''�o. �,,� _ j�,.�,,, a�- _ ,�°,...Q.
- �,���
C1T'r :!:\(.L SEVF�TEI F1.OUR a:\I�i"f P�\l;L,:•l1ti�FSU'fr�S�IQ'_
I1
�►i.q.�1/ .
� � :
ROUTING a�y EXPLANATI Q�I SNEEf �(�(�
J1YI� 6, Z�SL (C EEN SHEETI /V 1 V til��
_ For Administrative Orders, R solutions, Ord nces a.ttd �greem,ents
ROUTING ORD�R - ROUTE BY ASSIGNED UN MBER: /�
� t
IR C70R OF MANAGEMENT
1 MAYOR �
/DEPARTMENT DIRECTOR DIRECTOR, FINANCE S MGT. SERVICES
v CI1'Y ATTORNEY 2 CITY CLERK x
BUDGET DIREC70R - R�r�"�1�1"1
'JUL 1 ��
• :
_ MAYORS�FFICE
We recomrxLend yQUr approval aad s mission of �is Resolution to the City Couric�t,
��.
Thia resolution approves a �vo-year greement bet�veen �h+� City axid th� Electrical' ;
Union, Local` L10, Change s in the Ag eement include the fo]�lo�ring: �" '
1. Overtime. New language allowing vertime to be paid in cash or co�pieasat.opry:ti
at the option of the Employer. .
2. Se�tiorit�r,._ New language providia lay-off to be xrade by class s�niority
�each depaxtment. 'Ili.e` lan ag giving the mploy�ee the rig�nt to refaatate :
: in ax� lower- asd ti e in the unit a �ieen cTelete�.
3. Waszes. 1982: $1. 94 per hour Tota Package j$L 07 in Wages & .87 in Frit�g��j ,
I983: $2. 11 per hour Ta Package.
The distributi.oa of this package will detertnined at a la;ter dra1� when t�:s coet of the
1983 fringes are.known. ,
This wa e increase is based on the Un on's ov.tsid settlerne�t wi1�i NEGAs.
: FINAN�AL IMPACT: W: e s �_r_�in_ge�s�
y, 1�982 f�ru April, 1983 = :$111 000 ��3�, �-
�i�ay, iq$3 thru Agril, 1984 - $219 000 Total Wages & F�ing�s
ATTACHMENTS �LtST ALL A7TACHMENTS):
1� Re solution '
2. Mainbenance Labor Agr� rnent
3� Copy for City Clerk
t, ea.ae nev.cxsv ►zecesatitcj 5on cctt�sc�rone► c� ' e aa cw�c.►r� auppo cng cumerLs
�; C�,te� At.torutey:
1. Cawtc,i.Z. Reeotwti.o►i Requ,i.t2dY YFS :VO . 1. Reso.�u,ti.ott� `� yES MO
2. I��sw:cuice.Req:,wced? yES VC 2. Insuuu:ee'Suj�.i.c+.e►tit?�i�,SQ',,;�NO
3. Itteu,t.actce A:Lzclied? YES t'0
— ;
Fd�visio� OM:�t,�8l82