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277691 _ WNITE - CITY CLERK �w�� PINK - FINANCE CANARY - DEPARTMENT C I TY O F SA I N T �A U L COUACII 4 BLUE - MAYOR File N O. 4 ouncil Resolution ' � � Presented By Referred To Committee: Date Out of Committee By Date An administrative Resolution approving the terms and conditions of the 1982-1983-1984 Collective Bargaining Agreement between the City of St. Paul and the St. Paul Supervi sors� Organization. WHEREAS, the Council, pursuant to the provisions of Section 12. 09 of the St. Paul City Charter and the Public Employees Labor Relations Act of 1981, as amended, recognizes the St. Paul Supervisors' Organization a� exclusive representative for those classes of positions within the City of S�. Paul certified by the Bureau of Mediation Services under Case No. 78-PRt500-A for the purpose of ineeting and negotiating the terms and conditions of em�}loy- ment for all full-time personnel in the classes of positions as set forth in �he Agreement between the City and the exclusive representative hereinabove ', referenced; and WHEREAS, the City through designated representatives, and the excl�xsive representative have met in good faith and have negotiated the terms and cqn- ditions of employment for the calendar years of 1982, 1983 and 1984 for s�.ch personnel as are set forth in the Agreement between the City of St. Paul a�id — the exclusive representative; now, therefore, be it RESOLVED, that the Collective Bargaining Agreement, cited above, �.ated as of the effective date of this Resolution, between the City of St. Paul anc� the St. Paul Supervisors� Organization, on file in the office of the City Clerk, is hereby approved, and the authorized administrative officials of the City a�e hereby authorized and directed to execute said Agreement on behalf of the'iCity. Approve d: , � � ai ma Civil Service Commission COUNCILMEN Requested by Department of: Yeas Nays Hunt PERSONNEL OFFICE Levine In Favor J�rad�ir+r... McMahon snowa�ter - � __ Against BY — Tedesco Wilson � � ��p� ��V � For pprove t rne Adopted by Council: Date _ c Certified a s d by Co ncil ecre BY B� _ Appr e y :Vlayor. Dat - Ap d by Mayor for mi sion tp Council ' By BY � I� UBUSHED NOV 2 g 19�1 Do not detach this memorandum from the F, /r► �- f e 8l—181 resolution so that this information will be available to the City Council. � � � �� EXPLANATION UF ADMINISTRATIVE ORDERS, RESOLUTIONS, AND ORDINANCES� Date: October 2, 1981 --.�- .,..,,_ _ - .,�,�-� o, T0: ' MAYOR GEORGE LATIMER OCT 1�1�1 FR: Personnel Office �r.�� -,� ,•!!i� �'f t�� r1;_!_[!��.'". tt , RE: �solution for submission to City Council a ACTION REQLT�STED We reconnnend your approval and submission of this Resolution to the City Council. PURPOSE AND RATIONALE FOR �HIS ACTION This resolution approves the 1982-1983-1984 Agreement between the City and the St. aul Supervisors Organization. This Agreement includes changes in the following articles. 1. Article XIV - Insurance. The new insurance language establishes caps on the emp oyer�s contribution toward insurance. These caps are $70. OO per month for the employee an $120. 00 per month for dependents. These caps will be effective as of October 1, 1981. In Oct ber of 1982 and 1983 these caps will be increased to cover all increases in the employee p emiums and ?5% of dependents premium for each year. The employee will pay any increase as of October 1� 1984. The first year cost for this insurance is 1. 28°fo � 2, Arbacle XVII - Severance Pay, New la.nguage establishi.ng a Severance Pay Plan w ich f �cre�ses the maximum payment from $4,000 to $6y500. .An employee must be 58 ye s �jf age to qualify. Under the old plan, there is no minimum age. This new plan is cos d OLit 2.t . 2/oe 3. Residency - City residence requirement is deleted. 4. Wages - The wage increases in this Agreement are ?. 52 in 1982, 7. 5% in 1983 an 7. 5% in 1984. However, in 1982 the emp�.oyer will pay an additional 7.20 per month towards ental Insura.nce so therefore the wage increase for 1982 is reduced to 7. 28%. FINANCIAL IMPACT- Finance Impact: 109 employees 1 st year Wages: 283, 230 Fringes: 66, 917 2nd year Wages: 313, 000 3rd year Wages: 336a 339 A�TA��iIvl�1�iTS• � Resolution, Agreement, and copy for City Clerk. WHITE - CITY CLERK �� .. �N'��,�d�'�� PINK - FINANCH � -� V ,� C� �� ,� TT �OqIIC1I � 'a�y CANARY - DEPARTMENT t) I�' i �'1" i�l�I 1\�T �i1 ll L � a�� - BLUE - MAYOR . . � F1Ie N O. Co��c�l �e��l��io�a CITY CLERK Presented By Referred To Committee: Date Out of Committee By Date An administrative Resolution approving the terms � and conditions of the 1982-1983-1984 Collective Bargaining Agreement between the City of St. Paul and the St. Paul Supervi sors� Organization. : WHEREAS, the Council, pursuant to the provisions of Sectxon 12. 09 of the St. Paul City Charter and the Public Employee s Labor Relations Act . of 1981, as amended, recognizes the St. Paul Supervisors° Organization as exclusive representative for those classes of positions within the City of St. Paul certified by the Bureau of Mediation Services under Case tio. 78-PR-500-A for the purpose of ineeting and negotiating the terms and conditions.of employ- ment for all full-time personnel in the classes of positions as set forth in the Agreement between the City and the exclusive representative hereinabove referenced; and WHEREAS, the City through designated representatives, and the exclusive representative have met in good faith and have negotiated the terms and con- ditions of employment for fhe calendar years of 1982, 1983 and 1984 for such personnel as are set forth in the Agreement between the City of St. Paul and the exclusive representative; now, therefore, be it RESOLVED, that the Collective Bargaining Agreement, cited above, dated as of the effective date of this Resolution, between the City of St. Paul and the St. Paul Supervisors� Organization, on file in the office of the City Clerl¢, is hereby approved, and the authorized administrative officials of the City are hereby authorized and directed to execute said Agreement on behalf of the City. Appr ove d: Chairman . Civi1 Service Commission COUNCILMEN Yeas Nays Requested by Department of: t�unt PERSONNEL OFFICE Levine In Favot Maddox McMahon B Showalter _ A�ainst Y Tedesco , Wilson Form Approved by City Attorney - Adopted by Council: . Date _ Certified Yassed by Council Secretary BY . �� . . . -_ . . . , . . Appro��ed by :�'lavor: Date __ Approved by Mayor for Submission to Council Bti� _— — By — �� • ` . � �`�►��.� I982 - 1983 - I984 ` COLLECTIVE BARGAINING AGREEMEhiT - between - THE CITY OF SAINT PAUL - and - SAINT PALTI.. SUPERyIORS' ORGAI3ZZATION � zrrnEx ARTICLE TITLE PAGE Preamble iii I Recognition - 1 II Saving Clause 3 �II Manageqnent Rights 4 IV Maintenance of Standards S � Check �ff and Admini�trat;.�re Service Fee 6 VI Hours of Work and Overtime : Z _ �II Seniority 8 V'III Working Out of Classification 9 T�X Discipline 10 % Legal Services 11 , � Grievance Procedura 12 %II" Wages 16 XIII Matern3ty Leave 17 RN Insur�.nce - 18 �T Vacativn 22 %VI Solidays 23 . � . XVII Severance Pay 24 XVTIT Sick Leave 26 �IX Mileage 27 XX Duration 2nd Effective Date 28 Appendix A Al - ii � . P R E A M B L E This AGREF.T`.EDiT, entered into betwee the City of Saint Paul, hereinaft�r � I , referred to as eithex the "EriPLOYER" or the "CITY", and the Saint Paul Supervisors' Organiz�tion, hereinafter referred to as the "ORGANIZATION", �'or the purpose of fostering and promoting harmonious relations between the �MPLOYER and the ORGANIZATION in order that a high Ievel of public service � caa be provided to the citizens of the CITY. This AGREEMIIdT attempts to accomplish this purpose by providing a fuller and mar� complete understanding on the part of both the F,NIPLOYER and the : ' (�tG2,NIZATION of their respective rights and responsibilities. The grovisions of this AGREEMIIVT shall not abrogate the rights and/or ' duties of the �IAYER, th� ORGANIZATION, or the emgloyees as established " �er tl�e prov�.sious of th� Public Employee Labor Relations Act o£ 197.1, as amended. - 3ii - , f 1 . ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the Saint Paul Supervisors` Organization as the exclusive representative for the White Collar Supervisory Employees of tr.e Prof essional Group, and certain Unclassified Supervisory Employees, as certif ied by the State of riinnesota, Burea.0 of Mediation Services, dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Clarif ication Hearing of Bargaining Unit, Apri1 l6, 1974, Case No. 74-PR-414-A. and .as revised by Certification of Exclusive Representative, IIecember 7, 1977, Case No. 78-PR-500-A. This above unit as amended eonsists of the following: �ccauntant IV Director of Medical Services-Mode1 Cities Accountant V Director of the Zoo �ccounting Manager E.D.P. Supervisor Assistant CiCy Engineer--Design Extension Services Supervisar �sistant City Engineer-Operations Fireman Mechanic General Foreman Assista.nt Director & City Engineer Health Admir.istration Manager . Assistant Director .of Sch. Cafe. Housing Information Coordinator Assistant General Manager--Water Librarian IV (Chiidren and Youth) Assistant Purchasing Agent Librarian IV (Circulation} Assistant Supt. of Parks Librarian IV (Extension) Assistant to the Dir. (Sch.Caf e.) Librarian IV (Fine Arts & Audio Visual) Asst. Valua.tion & Assess. Engr. Librari.an IV (Referenace) Bacteriologist-Chemist III Librarian IV (Science and Industry) Bridge Engineer Librarian IV (Technical Services) Sldg. & Iiousing Insp. Supervisor Library Admini.strator Building Maint. Coordinator Lib�ary Services Manag.er Chief Accountant License Inspector Chief Cashier--Finance Manager of Data. Processing Chief of Public Systems Planning Municipal Garage Supervisor and Development Off ice Engineer Chief Surveyor Office Supervisor-Code Enforcement C3.ty Traffic Engineer Operations Director--Civic Center Civil Engineer IV Parking Administrator Civi1 Engineer IV-Water Dept. Principal Designer Crimina.l Justice Coordinator Principal Planner Dentist Project Director (Model Cities Health) Deputy Health Officer Public Health Nurse III Directar of Adnin. (Health) Public Health Nursing Supervisor Director of Environmental Hygiene Public Health Services Mana.ger Director of Medical Services - 1 - . . Jd ,,,�� A.RTICLE I - RECOGP3ITION (CONTINUED) Public Works Construction Engineer Supervising Dental Hygienist Public Works Design Engineer Supervisor of Assessments Pub. Wrks. Maint. Servs. Engr. Supv. of Building Design & Plan Review Public Works Technician IV Sugervisor of Code Enfrocersen.t Purchasing Agent Supervisor of �ustomer Services-Wtr. Dept. Real Estate Supervisor Supervisor of Housing Inspectian Recorder of Cauncil Proceedings Supervisor of Project Services Recreation Director IIT Supervisor of Rehabilitation Safety Coordinator Supervisor of Sidewalk Construction Senior Principal Planner Supervisor of Technical Services Sewer Engineer Supervisor of Traffic Maintenance Solid G7aste & Equip. Engr. Treasury Manager Supt. of Lght. & Elect. Engr. Valuation & Assessment Engineer Supt. of Maint.-Parks & Rec. Water Chemist III Su�t. af Parks and. Rec. Water Degt. Technician IV Superintendent of Programming Water Production Engineer Supt. of k�ater Distribution Water Revenue Superintendeat Supt. af Water Supply UNCLASSIFIED Assistant Director of Human Rights City Information & Complaiat Officer Deputy Dir.-Comm. Development Deputy Dir.-Development Deputy Dir.-Housing Deputy Dir.-Planning Deputy Dir-Business Revitalization Director of Human Rights Directar of Griminal Justice and Manpower Director Advisory Cammission Property Manager I.2 The parties agreQ that any new classifications which are an exparsion ' of the above hargaining unit or which derive fram the classifications set forth in this AGREE::II�tT shall be recognized as a part of this bargain.in.g uni.t, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. - 2 - , , . ARTICLE II - SAVINGS CLAli�� 2.1 This AGREEMENT is subject to the laws of the United Sta.tes and the State of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose fina.l judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiatad at the written zec�uest of either party. All other provisions of this AGRE�IENT ek�tal.l cont�nue in ful l f orce and ef f ec t. - 3 - ARTICLE III - MANAGIIrIII�IT RIGHTS 3.1 The ORGANIZATION recognizes the right of the E�IPLOYER to operate and mana.ge its affairs in all respects in accordance with applicable laws and regulaCions of appropriate authorities. The rights and authority ' which the �LOYER has not officially abridged, delegated, or modi€ied' by this AGREEMENT are retained by the II�PLOYER. 3.2 A public employer is not required to meet and negotiate on matters of faherent managerial policy, which include, but are not li�ited to, such �r�as of discretion or policy as the functions and programs of the �'LOYER, its overall budget, utilization of techuoiogy, and organiza- �,fnnal structure and seleetion and direction and number of personnel. _ ; ` 4 _ . AP,TICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and alI other general working conditions except as modified by this agreement sha.11 be maintained at not less tha.n the highest minimum standard as set forth in the Civil Service Rules of the City o� Saint Paul (Council File No. 273022, June 2, 1979 as amended) and the Saint Paul Salary Plan and Rates of Compensation (Council File No. 277198, August 8, 1981 as amended) at the time of the signing of this AGREEMENT, and the conditions of employment shall b� imgraved wherever specific provisions for improvement are made e]�sewhere in this AGREEMENT. _ 5 _ . • Y� :��"� � � � . ARTICLE V - CHECK OFF AND ADMINISTRATIVE SERVICE FEE 5.1 The EMPLOYER agrees to deduct the ORGANIZATION membership initiation fee assessments and once each month dues from the pay of those emplayees who individually request in writing that such deductions be made. The amounts to be deducted shall be certif ied to the IIKPLOYER by a representative of the ORGAi'�IZATION and the aggregate deductions of aIl emgloyees shali be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made ar as soon thereafter as �s possible. �..� AnX present or future employee who is not an ORGAPIZZATION member shal7. t�e required to contribute a fair share fee for services rendered by the ORGANI- ZATION. Upon notification by the ORGANIZATION, the IIKPLOYER shall check o£f s�id f ee from the earnings of the employee and transmit the same to the Q�GANIZ.4TION. In no instance shall the required contributian exceed a pro rata share of the specific expenses incurred for services rendered by the r�presentative in relationship to negotiations and a.dministration of grievance procedures. It is also understood tha.t in the event the F,NIl'LOYER s�sil. make an impropar fair share deduction from the es.rnings of the empl.oyee, the OBGANIZATION shall be obligated to make the F�iPLOYER whole to the extent tIrat the II�LOYER sha11 be required to reimburse such employee for any amount improp�erly withheld. This provision shall remain operative only so lonrg as �pecif ical.Iy pravided by Minnesota law, and as otherwise legal. 5.3 A$minisLrative Service Fee. The ORGANIZATiON agrees that an admini.stra�tive fee of twenfiy-f ive cents ($ .25� per member, per month shall be deducted by ti�e .F.MPLaYER from the amount withheld for dues or fair sha:re prior to r�nittaac� of dues or fair share to th�, ORGANIZATZON. 5.4 TIie QRGANIZATIQN agrees to 3.ndemnify and hold the II�IPI.4YER harmless against aay and all cTaims, suits, orders or judgme�ts brought or issued agains�t the EEIPLOYER as a result of any action taken or not taicen by the EMPLOYER wnder tt�e pravis.ions of this article. - 6 - 4 � ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the em�=�yees shall be seven and three- fourths (7 3/4) hours in any 24 hour �eriod and 3$ 3/4 hours in a 7 day period. For employees on a shi=_ �asis this shall be construed to ffiean an average of 38 3/4 hours a we,{. �.2 Emgloyees who work more than 7 3/4 h:cxs in any 24 haur period or �ore than 38 3/4 hours in any 7 day =eriod shall not receive pay for such additional wnrk. 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATIO�- of the Civil Service Rules (Council �ile No. 273022, June 2, 1979 as amended)_ shall not apply to this �.�.t. 6.4 In unusual circumstances employees k*-� work more than 7 3/4 hours in aay 24 hour period or more than 3c 3/4 hours in any particular 7 da.y period may be granted compensa-wry time with the apgroval of their dEpartment head. - 7 - . �� , , �•ti � ARTICLE VII - SEIvIORITY 7.1 Seniority, for the purposes of this AGREENIE�1i T, shall be defined as follows: The length of conti�uous, regular ax�d probationa.ry service with the II�IPLOYER from the date an employee was first certified and appointed to a class ti;:le covered by this AGREEMENT, it being further understood that seniority is conf ined to the current class assignment held by an employae. In cases where two or more employees are appoint�d to the same class titla on the same date, the seniority shall ,be deter- mfned by the employee's rank on the eligible list from which the ��tification was made. 7.2 Seniarity shall terminate when an employee retires, resigns, or is di.�charg ed. ?.3 I�, the ever.t it is determ.ined by the EMPLOYER that it is necessary to r�duce the work force, empl�yees will be laid off by class title within �aeh degartment based on inverse length of seniority as defined above. 7.4 In cases where there are promotiona.l series, such as Engineer I, II, ISI, etc., when the number of employees in the higher titles .is to be reduced, e�tployees 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.S Recall from layaff shall be in inverse order of layoff, except that recall rights shall expire after one yea.r of layoff. It is understood that such employees will pick up thei:: former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the ba.sis of seniority. It is, however, understood that vacation assig�ent sfiall be sub3ect to the ai�ility of the EMPLOYER to maintain operatioas. - 8 - ' � ARTICLE VIII - GJORKING OUT OF CLASSIFICATION 8.1 FIKPLOYER sha11 avoid, whenever possible, working an employee on an out-of-class assig�ent for a prolonged period of time. Any enployee ' -- working an out-of-class assig�ent for a period in excess of f ifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assig�ent in a higher classification not later ttcan the sixteenth (I5) day of such assig�ent. For purposes of this srticle, an out-of-class assigrnnent �.s def ined as an assignment of an �ployee to perform, on a full time basis, all of the significant �u.ties and responsibi.lities of either a) a position previously held fiDy ariother employee and different from the employee's regular position, �� held by an employee on extended lea.ve, or c) or a new position, and �fiich is in a classif ication higher than the classif ication held hy st�ch �ploqee. The rate of pay for an approved out-of-class assign- ment sha11 be the same rate the employee would receive if such employee r�ceived a regular appointdaent to the higher classif ication. - 9 - a � ARTICLE IX - DISCIPLINE 9.1 Discharges will be preceded by a fiva (5) day prelitainary suspension without pay. During said period the employee and/or ORGANIZATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initi:��ed the suspension with intent to discharge. During the five (5) day period, the II�PLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or may modify, or � withdraw same. -�0- . � �� 9/ } , A_RTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall def end, hold harmless and indemnify emplo5ee against any tort claim or denand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scoge of employee's duties. - 11 - , . - • ARTICLE XI - GRIEVANCE PROCEDURE 11..1 A grievance is def ined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of this AGREEMENT. I1.2 The EMPLOYER will recognize representatives designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify the EMFLOYER in writing of the names of such Organization Represen- �tives and of the3r successors wiien designated. The II�IPLOYER shall notify the ORGANIZATION in writing as to its designated represent�Lives. 11.3 It. is recognized and accepted by the ORGANIZATION and the F�lP'LOYER that the processing of grievances as hereinaf ter provided is limited by the job duties �nd responsibilities of the employees and shall therefore be accomplished during nprma.l working hours when consistent with such employee duties 2�nd resgoasibilities. The aggrieved employee and an ORGANIZATION represen�ative sball be allowed a reasonable amount of time without loss of pay when � grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and tt�e ORGANIZATION RepresentaCive h�.ve aot�f ied and received the appraval af des:tgnated supervisor and provided tbat such absence is reasonable and. would not �e detrimental to the work pragram of tlse EMPLOYER. It is understood that the EMPLOYER shall not use the aba��e limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance arith the followiag procedure: - 12 - , i � �� • ARTICLE �iI - GRIEVANCE PROCEDURE (CONTINUED) �� `� `� � �� Step 1. An emplc;•ee claimir_g a violation concerning the interpretation or application of this AGREEMENT 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 l grievance within ten (10) caler.dar days af ter receipt. A grievance not . resolved in Step 1 and appealed to Step 2 shall be placed in writing setting faxth the nature of the grievance, the facts on which it is based, the provision er provisions of the AGREEMINT allegedl;• violated, the remedq , requested, and shall be appealed to Step 2 by the ORGANIZATIOI3 within �ifteen �1.S) cal.endar days after the Employer-designated representative's final snswer in Step I. Any grievance not appealed i.n writing to Step 2 by the �ANIZA?'ZON within fif teen (15�. calendar days shall be considered waived. 5��2. If appealed, the written grie�ti�ance shall be presented by the O�tGANIZATION and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the ORGANIZATIOl� tha Em�Ioyer's Step 2 answer in writing within ten (1Q) calendar days follawing the Emplayer-designated representative's final Step 2 answer. Anq grievance not appea.led in writing to Step 3 by the ORGANIZATION within ten (10) calendar days sfiall be considered waived. St.� 3. If appealed, the written grievance shall be presented by r.he ORGANIZATION and discussed with the Employer-designa.ted Step 3 representative. T�ie Employer-designated. representative shall give the ORGANIZATION the 'Employer's a��r in writing within ten (10) calendar days after receipt of such Step 3 griQVanc.e. A grievance not- resolved in Step 3 may be appealed to Step 4 wfitfiin ten (1QZ calendar days �ollowi�n.g the Employer-desigz�ated representative's fina3. answer in Step 3. Any grievance not appealed in writing to Step 4 by the ORGANIZATION within ten (10) calendar days shall be considered wained. - 13 - ' , , ARTICLE XI - GRIEVANCE PROCEDURE {CONTINUID) Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ORGANIZATION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971, as amended. If a mutually acceptable arbitrator cannot be agreed upon, �he selection af an arbitrator sha.11 be ma.de in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment &elations Board. '�he arbitrator shall ha.ve no right to amend, modify, nullify, ignore the terms anc� conditions of this AGREEMENT. The arbitrator shall consider and �e.cide only the specif ic issue(s) submitted in writing by the II�PLOYER and the ORGANIZATION, and shall have no authority to make a desision on any ��hex �ssue not so �:;mitted.. �'he arbitrator shall be without power to make decisions contrarg to, or inconsistent with, or modifying or varying in any way the application of ].�ws, rules, or regulations having the force and effect of law. The �rbitrator's decision shall be submitted in writing, with copies to both prartfes and the Bureau of riediatian Services within thirty (30) days fallaw3.ng close of the hearing or the submission of briefs by the garties, �h3.c�evez be L ter, unless the parties agree to an extension. ' The decision shall �e binding on both the EMPLOYER and the ORGANIZATION 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 f ees and expenses for the arbitrator's services and proceedings sha11 be borne equa.11y by the EMPLOYER and the ORGANIZATION provided that each party �hall be responsible for compensating its own representatives and witnesses. If eiCher partg desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If hoth pazties d�sire a verbati.m record of the proceedings the cost shall be shared equally. - 14 - � � . ARTICL�� XI - GRIEVANCE PROCEDURE (CONTINUED) ll.b If a grievance is not presented within the time Ii.mits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specif ied tiune limit or any agreed. extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answ�er. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified. time limits, the flRGAI3IZATION ma.y elect to take the grievance to the next step. The time limit in each stFp may be extended by mutual written agreement of the EMPLOYER and the ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the II�LOYER that a grievance tnay be initiated by the ORGANIZATION using either the grievance procedure of this enntrac� or by' the provisions of the Civil 5ervice Ru2es of the City of Saint Paul. If an issue is determined by this grievance procedure it shall nvt �gain be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civii Service Rules it shall not atgai.n be submitted for arbitration under this grievance procedure. - 15 - ARTICLE XII - k�AGES 12.1 The wage schedule for the purpose of this contract shall be APPendix A. - 16 - ARTICLE XIII - riATERNITY LEAVE 13.1 Maternity Leave: Maternity is defined as the physical state o� pregnancy of an employee, commencing eight (8) r�onths before the estimated date of childbirth, as determined b}� a physician, and ending six (6) months after the date of such birth, In the event of an employee's pregnancy, the employee may apply for leave w-ithout gay at any time durinb the period stated above and the emgloyer may � $pprove such leave at its option, and such lea.ve ma.y be no lo�ger t�n one (l� year. - 17 - _ � ARTICLE kIV - INSURP,NCE 14.1 The EMPLOYER will continue for the period of this AGREEMINT to provide for employees such heaith and lif e insurance benef its as are provided by EMPLOYER at the time of execution of this AGREF�iEIvT. 14.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire af ter the time of execution of this AGREEI�IIIVT and until such eiuployees reach sixty-five (65) years of age such health insuranca benefits �s are provided by the Il�iPLOYER for such employees and such life insurance � b�aefits as provided in this article. 14.3 In order to be eligibZe for the benef its under the early retiree pravision, �x�e e�ployee must: 1�.3I Be receiving benefits from a public employee retirement act at the time of retirement. 14.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. � T�i.33 Inform the Personnel Off ice of the City of Saint Pau? in writing wit?��.n 60 days of employee's early retire- ment date that ne or she wishes to be e].igible for eaxly retiree �.n.::urance benefits. 1�i.4 Effe�tive October 1, 1981, for ea.,h eligible employee covered by this AGREE- I�iFNT who selects Blue Cross-Blue Shield inaurance coverage, the IIKPLOYER agrees t€� contribute the cos� o€ such coverage or $70.00 per month, whichever 3s less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's c,ove�age, the EMPLOYER will contribute the cost of such degendent's coverage Ar $1?Q.00 per month, whichever is less. I�.S Eff ective October l, 1981, for each eligible employee cavered by this AGREE- �iT who selects Group Health insurance coverage, the II�LOYER agrees to con- tribute the. cost of such coverage or $70.00 per month, whichever is les�. In $ddition, for eacli employee who selects Group He�.lth dependent's coverage, the �SPZOYER will cantribute the cost of such dependent's coverage or $120.OQ per mr�ath, whichever is less. - YS - � . ARTICLE XIV - INSURANCE (CQNTINUED) , 14.6 Eff ective October 1, 1981, for each eligible employee covered by this AGREE- MENT who selects Coordinated Care health insurance coverage, the �LOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who selects Coordir.ated Care depen- dent's coverage, the EMPLOYER will contribute the cost of such dependent's eoverage or $120.00 per month, whichever is less. I4.7 Eff ective October 1, 1981, for each eligible employes covered by this AGREE- � M�1TT who selects HMO Minnesota insurance coz�erage, the F.�IPLOYER agrees ta c�ontribute the cost of such coverage or $70.00 per manth, whichever is 1ess. Iu addition� for each employee who selects the HMO-Minnesota dependent`s coverage, the EMPLOYER will c�ntribute the cost of such dependent's coverage or $.120.00 per month, whichever is less. 14.8 Eff ective October 1, 1981, for each eligible employee covered by this AGREE- 1�TT who selects the SHARE insurance coverage, the II�PLOYER agrees to contri- bute th.e cost of such coverage or $70.00 per month, whichever is Zess. In. addition,, for ea.ch employee who selects the SHARE dependent`s caverage, the �LOYER will contribute the cost of such dependent's coverage or $12Q.OQ per mosth, wiiichever is less. 14.9 The City agrees to contribute the cost for $5,000 of Life Insurance Cov�erage for each �I.oqee who is eligible for such coverage or $2.07 per month, a�iicfiever amount is less. Any increase in this Life Insurance premium shall �e pa3d by the employea. 14.10 In ad�ition to the $5,000 Life Insurance C�verage in 14.9, the II�PLOYER agrees to contribute the cost of additiona.l Life Insurance Coverage or $ .97 per thousand dollars of coverage per month, whicheuer amount is Iess. The total. amount of Life Insurance Coverage provided under this section an� �ection 14.9 far each employee shall be equal to the emp2oyeets annual salary to the n.ea.rest full thousand dollars. For the purpo5e of this - 29 - �� ARTICLE XIV - INSURANCE (CONTINUID) section, the employee's annual salary shall be based on the salary as af the beginning of a contract period. This contribution shall be paid to. the City's Group Health and Welfare Plan. Any premium cost for this Life Insurance beyond the $ .97 per thousand dallars of coverage per nonth shall be paid by the employee. 14.11 Effective October 1, 1982, the Employer's contribution toward Emplc�yee coverage in Articles 14.4 thru 14.8 will be ad3usted i.n dollars to refTect the total cost of the Octvber 1, 1982 premium rates for the � respective employee covexages. , 1�+.12 Effective October 1, 1982, the Employer's contribution toward depende�t c�verage 3n Articles 14.4 thru 14.8 w31Z be adjusted in dollars to r�fZect au increase of seventy-five percent (75%) of the difference between �he Qctober 1, 1982 premiums for the respective dependent's coverages and $1�Q.00. In the event that the October 1, 1982 premium for dependent coverage cta:es not exceed $120 per month, no adjustment shall be made in the Employer's eaa.tr3bution toward dependent coverage. 14.13 Effective October 1, 1983, the October 1, 1982 Employer's contributia� . toward Em�loyee Coverages in Articles 14.4 thru 14.8 will be adjusted in dollars to reflect the total cost of the October 1, 1983 premium rates for the respective Employee coverages. Any increase in premiums for Em�lQyee coverages af ter September 3Q, 1984 sha11 be paid by the employee. 14.14 Effective Octaber 1, 1983 the October 1, 1982 Employer's contribution tnward dependent's coverages in Articles I4.4 thru 14.8 will be adjusted in �ollars to reflect aa increase of seventp-five percent (75%) of the � differeaCe between the October l, 1983 prerniums for the respective dependent's co�erages and $120.Q0. In the event that the October 1, 1983 premium for - 20 - ; ." ARTICLE XIV - INSURANCE (COI3TINUED) dependent coverage does not exceed $12Q per month no adjustment shall be made in the Employer's contribution toward dependent coverage. Any increase in the premiums for dependent coverage after September 30, 1984 shall be paid by the employee. 14.15 Effective January 1, 1982, the EMPLOYER agrees to pay the a.mount of $�8.95 ger month for each employee eligible for such coverage to the Dental Insurance Fund established by the ORGANIZATION. The amount of $7.20 per month, which represents the Employee's share of the 1981 Dental Insurance Premium shali be deducted from the 7.52% wage increase for 1982 applicable to each and every �ployee in the bargaining unit for 1982. Any increase iu the Dental Insurance Premium after December 31, 1981, shall be paid by the Employee. 14.I6 It is clearly understood by all parties that the ORGANIZATION'S Dental Insurance Fund shall continue to be admi.nistered solely and entirely �y the ORGAN.LZATION. It is further understood that any Dental Insurance Program obtained through monies submitted to this Fund shall be �dministered solely and entirely by the ORGANIZATIQN. - 21 - ' , ARTICLE XV - VACATION �:��`�, : 15.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of S�rvice Vacation Gra^ted Less than t3 years 15 days After $ years thru 15 yea.rs ?0 days After 15 years and thereafter 25 days Employees who work less than full-time shall be granted vacation on a prro rata basis. . 15.2 The head of the depart�ent ma.y permit an employea to carry over i.nto the following year up to ten days' vacation. 15.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacatioa than he has earned up to the time of his separation from the City service, �he mnployeQ shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he sha].1 be granted such vacation pay as he may have earn�d and not used up to the tis�e of such separation, provided that he has notif ied the department h�ad i� writing at lea�t f ifteen calendar days pri-�r to the date of his resig�ation. If �n employee is separated from the service by reason of discharge, retirement or death, he .,hall be granted such vacation pay as he may have earned and nat use3 up to the time of such separation. The provis�ons of this Section shall not agply to temporary or emergeney employees. 15.4 If ar �ployee has an accumula�ion of sick leave credits in excess of on� hundred and eighty days, ha may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employ. m may convert more than ten (10) days of sick leave in each calendar year under th�.s provision. - 22 - � � � , _ • ARTICLE XVI - HOLIDAYS 16.1 Holidays recognized and observed. The following days shall be recognized and observecl as paid holidays: New Year's Day Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day ` Labor Day Two floating holidays Eligible employees shall receive pay for each of the holiday,s Iisted above on which they perform no work. Whenever any of the holidays list�d above shall fall on Saturday, the preceding Friday shall be obser�red as the holiday. Whenever any of the holidays listed above shall fall ou Sunday, the succeeding Monday shall be obser:�ed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the Degartment Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's na.me 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 eanployees not heretofore eligible shall ' receive holiday pay. - 23 - , � . . � ARTICLE XVII - SEVERANCE PAY 17.1 The employer shall provide a severance pay program as set forth in this Article. 17.2 To be eligible for the severance pay pragram, an employee must meet the following requirements: r 17.21 The employee must be 58 years of age or older. 17.22 The employee must be voluntarily separated from City employmea� or have been sub�ect to separation by layroff or compu.Zsory. retirement. Those employees who are discharged far cause, misconduct, inefficiency, incompetency, or any other disciglinarq reason are not eligible for the City severance pay pro�gram. 17.23 The employee must have at least ten (10) years of service under the classified or unciassified Civil Service at the time of separation. ' 17.24 The employee must file a waiver of re-empZoyment wit.h the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type) , with tne Gity or with Independent School District No. 625. 17.25 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his sep�ration from service. 17.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she wtll be granted severance pay in an amount equal to one-half of the d�.ily rate of pay for the position Tield by the �nployee on the date of separatiog far each day of accrued sick leave subject to a maxim.um of 200 accrued s�.ck leave days. 17.4 The maximum amount of money that any employee may ob.tain throc�gh this severance pay program is $6,500. - 24 -- : , � `1 % �%/ , . ARTICLE XVII - SEVERANCE PAY (continued) 17.5 For the purpose of this severance progracn, a death of an employee shall be considered as separation of employment, and if the emgloyee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the e�ployee's estate or spouse. ' 17.6 For the purpose of this severance progran., a transf er fron the City of Saint Paul employment to Independent School District No. 625 � employment is not considered a separation of employment, and such txansferee shall not be eligible for the City severance program. 17:7 The manner of payment of such severance pay shall be made in accordauce with the provisions of City Ordinance No. I1490. 17.8 This severance pay program shall be subject to and governed by the pro- visions of City Ordina.nce No. 1149Q except in those cases where the sgecific provisions o� this article conflict with said ordinance and in such cases, the. provisions of this article shall control. 17:9 The provisions of this article shall not be effective u�til December 31, 1981, and until such date, the ; �avisions of Ordinance Na. 11490, as amended, sha11 apply in their entirety.. 17.1U Any employee hired prior to December 31, 1981, may, in any event, and upon meeting the qualif ications of this article or City Ordinance No. 11490, as amended by City Ordinance No. 1b303, section 1, section 6, draw severance pay. Aowever, an electio�; by the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay from the other. Any er.ployee hired af ter December 31, 1981, shall only be entitled ta the benefits of this article ugan me�ting the qualif ications herein. _ 25 _ I . . , ��r�� ' ARTICLE XVIII - SICK LEAVE 18.1 Employees shall accu�ulate sick leave credits at the rate of .0576 of a �vorking hour for each full hour on the payroll, e�cludir; overtirse. Sick leave shall be granted in accard�.nce with the Civil Service Rules. , - 26 - � `,�76 �� A.RTICLE XIX - CITY riILEAGE 19.1 Automobile Reimbursement Authorized: Pu�suant to Chapter 33 of Che Saint Paul Administrative Code, as amended, pertaining to reimbursement : of City officers and employees for the use of their own automobiles in the perfornance of their duties, the. following provisions are adopted, 19.2 Method of Computation: To be eligible for such reimbursement, all officers and e�gloyees must receive written authorization from the' Department Head. Type 1. If an employse is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reim.bursed 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 deternines that an employer vehicle is available for the employee's use but the em�loyee 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. Ty�e 2. If an employee is required to us 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 additiom, the employee shall be reimbursed 15�. per mile for each mile actually driver.. If such employee is required. to driv� an automobile during employment and the depar trnent 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. 19.3 The City will provide parking at the Civic Cente� Parking Ramp for City employees on either of the above mentioned types of reimbursement plans wfio 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 ha.ve his or her own gersonal car available. 19.4 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 an,d shall file monthly aff3davits stating the number of days worked and the number of miles driven, and further require that tfiey maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal in�ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single li.mit coverage, with the City of Saint Paul named as an additional insured.. These rules and regulations, together with the amendment theretp, shall be aiaintained on file with the city clerk. - 27 - , � • � ARTICLE XX - DURATION AND EFFECTIVE DATE 20.1 Complete Agreement with Waiver of Bargaining. This AGREEMENT shall re- present the complete AGREEMENT between the ORGANIZATION and the EMPLOYER. The parties acknowledge that during the negotiations which resulted in , this AGREEMINT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any subject or matter not removed by Iaw from the area of collective bargaining, and that the conplete under- standings and agreements arrived at by the parties after the exercise of - that right and opportunity are set forth in this AGREEMINT. Therefore, the EMPLOYER and the ORGANIZATION, for the lif e of this AGREII�IENT, each valuntarily and unqualifiedly waives the right� and ea.ch agrees that the c�ther shall not be obligated to bargain collectively with respect to any sub�ect or matter ref erred to or covered in this AGREEMENT. 20.2 Exc.ept as herein provided this AGREEMENT shall be effective as of the date it is executed by the parties and sh�.11 continue in full force and effect unt�.T Dece�ber 31, 1984, and therea.f ter until modified or amended by mutual agreement of the parties. Either party desiring to amend, or modify this AGREF.NIENT shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 20.3 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is sub�ect to the apgroval of the Administration of the City, and is also sub�ect to ratification � by the ORGANIZATION. WITNE�SES: CITY C)F SAINT PAUL SAINT PAUL SUPERVISORS' ORGANIZATION Labor Rela.tions Director President Civil Service Commission Negotiator DATID: - 28 - APPENDIX A TITLES AND SALARIES � EFFECTIVE DECEMBER 26, 1981 Assistant to. the Director (School Cafeteri�s) , Office Supervisor-Code Enforcement A B C D E F G 10-yr. I5-yr. 607.06 631.75 657.09 690.96 725.43 763.13 801 .44 826.I0 849.45 Supervisor of Customer Services--Water Department 645.43 671.41 697.48 734.42 770.84 809.83 850.11 876.12 901.50 5upervising Dental Hygienist 681.31 709.48 738.9� 775.67 815.23 856.33 899.20 926.27 953.31 City Information and .Complaint Off icer Housing Information Coordinator 726.08 756.52 787.13 826.77 868.98 913.18 959.28 987.22 I016.54 Supervisor of Assessments Supervisor of Elections 771.48 803.35 835.77 878.09 922.22 969.81 1017.80 1046.41 1080.05 Public Health Nurse III 819.57 852.14 887.1$ 932.16 978.15 1028.20 1081 .40 1113.25 i145.16 *Chief Cashier--Finance Recorder of Council Proceedings Water Revenue Superintendent 844.29 878.09 913.87 959.96 1009.25 1059.35 1113.25 1146.48 1180.74 Assistant Director of Human Rights Direetor af the Zoo Public Works Technician IV Supervisor of Sidewalk Construction Water Department Technicia.n IV 870.27 905.96 941.81 988.59 1039.18 1091.19 1146.48 1182.14 I217.23 - A1 - �- `1 � � l/ AyPENDIX A (continue{a) Effective December 2b, 1981 Fireman Mechanic General Foreman A B C D E F G 10-yr. 1S-yr. 896.89 933.27 970.34 1019.70 1071.04 1124.94 1182,14 1217.23 1252.98 Bacteriologist-Chemist III Municipal Garage Supervisor Operations Director--Civic Center Recreation Director III Supervisor of Traf f zc rlaintenance [aater Chemist III . 924.1.3 961.19 1000.21 1049.61 1102.28 1158.76 I2I7.23 1254.$9 1292.55 Librarian iV (Children and Youth) Librarian IV (Circulation) Libraria.n IV (Extension) ' Librarian IV (Fine Arts & Audio Visual� : Librarian IV (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Public Health Nursing Supervisor Trea.sury Manager , 952.t}9 989.82 1029.53 1082.70 1136.63 1195.15 1254.89 I293.24 1329.64 Assistant Purchasing Agent 9S L 33 102Q.36 1060.68 1114.58 1171.13 1230.20 1293.24 1330.27 1370.59 Accountant Iv *Assistant Director of School Cafeteria.s Building Maintenance Coordinator Criminal 3ustice Coordinator Directar of Administration (Hea.lth) Electronie Data Processing Sugervisor Extension Services Supervisor Property Ma.nager Real Estate Supervisor Safrty Coordinator Solid kTaste and Equipment Engineer Supervisor of Housing Inspectio� IO1Q.58 1051.52 1093.75 1149.00 1206.7$ 1267.9Q �331.54 1371.23 1412.20 Chief Surveyar I040.51 1083.36 1126.26 1183.43 1243.23 1306.80 1371.23 1412.8i 1455.05 - A2 - �I APPENDIX A (continued) Effective December 26, 1981 I.icense Inspector Parking Administrator Principal Designer Supervisor of Building Design & P1an Review A B C D E F G 10-yr. 15-yr. ; 1072.37 11I5.29 1160.74 1219.19 1280.86 1345.18 I4I2.81 1455.69 I498.59 Accountant V Building & Housing Inspection Supervisor Director of Human Rights � Library Services Manager Manpower Director Principal Planner Superintendent of Ma,intenance--Farks & Rec. Supervisor of Project Services Supervisor of Rehabilitation 1105.47 1149.66 1196.45 1256.18 1319.21 1386.80 I455.69 1500.55 I544.71 Health Administration Manager Program Admin�strator Project Director (Mode1 Cities Health Pragram) 1137.94 1184.Q8 123I.50 1294.53 1359.47 1427.81 1500 S5 1544.7i 1589.48 Accounting Manager Civil Engineer IV Civil Engineer IV--Water Department � Dentist Off ice Engineer Purchasing Agent Supervisor of Technical Services 1172.43 I221.14 1269.85 1333.49 1399.86 1470.67 2544.7I 1592.12 I638.z4 Deputy Health Off icer Director of Environmental Aygiene Senior Principal Planner Superintendent of Programmii�g 1208.75 1256.82 1308.80 1372.58 1443.29 1516.07 1592.12 1640.14 1687.50 - A3 _ . , � � ��;��.�. i APPENDIX A (continued) Effective December 26, 198.;. Assistar�t Valuaticn & Assessment r.ngineer Bridge Engineer City Traff ic Engineer Deputy D�.rector-£usz.xess Revitalization Public Works Construction Engineer Public 4lorks Design Engineer Public Works Maintenance Services Engineer ' Sewer Engineer Superintendent of Lighting & Electrical EnginEer Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer A B C D E F G 10-yr I�-yr. 1282.80 1334.14 1388.10 1458.26 1532.33 1607.73 1688.93 1740.85 I791.56 Chief of Public Systems Plannino & Development Ma.nager of Data Processing 13b1.47 141�.64 1473.83 1547.32 1624.61 1707.18 1792.83 1845.49 ' I901.94 Assistant City Engineer--Design Assistant City Engineer--Operations Assistant General Manager-Water Department Deputy Director-Community Development Deputy Director-Development Deputy Director-Housing Deputy Director-Planning Library Administrator Public Health 5ervices Mana.ger Supervisor of Code Enforcement Superintendent of Parks and Recreation 1403.03 1458.90 1518.02 1594.67 1674.65 1758.43 1846.82 19Q2.69 195$.'"�5 Chief Accountant Yaluat��n and Assessment Engineer I488.83 1541.30 1610.28 1692.19 1777.29 1867.50 1960.57 20I9.59 20?8.77 - A4 - , � `� ` �-q�p� APPENDIX A (continued ��?"� ��, Effective December 26, 1981 Director of tiedical Services-Model Cities A B C D E F G 10-yr. 15-yr. 1533.66 1594.67 1659.�3 1743.47 183I.18 1922.80 2Q19.59 2080.09 2I42.40 Assistant Director and City Engineer 1580.42 1643.39 1709.73 1796.75 I885.79 1980.6fi 2080.09 2143.69 2206.15 Director of Medical Services 1779.25 1850.71 1925.45 2022.2i 2123.58 223I.44 2343.I8 2�+13.19 2484.2I Effective December 25, 1982, the December 26, 1981 rates sha1Z be increased seven and one-half percent (7.5%) . _ Effective January 1, 1984, the December 25, 1982 rates shall be increased seven and one-ha.lf percent (7.5%) . - A5 -