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277852 WHITE - CITY CLERK �� PINK - FINANCE CANARY - DEPARTMENT � COURCII BLUE - MAYOR GI �.OF SAINT I AUL File NO. � �� \ c ' Resolution Presented By Referred To Committee: Date Out of Committee By Date 'i RESOLVED, that the Council of the City of Saint Paul hereby ! approves and ratifies the attached 1982 - 1983 Collective Bargaining Agreement between the City of Saint Paul and the Professional Employees A s s o ciation. Approved: �---� Y C irm Civil Ser ic Commission COUIVCILMEN Requested by Department of: Yeas Hunt Nays L/ pERSON EL OFFICE Levine �� [n Favor Maddox AAdWed�CH� B Showalter __ A gai tl s t Y — Tedesco Wilson �� 2 2 �� Form pproved b City or Adopted by Council: Date � CertifiE:d P . by Councii , et BY � B App d by A�layor: D t QEC 2 2 ��5� Approved by Mayor for Submission to Council g - – — gy �l�'t�l�i/i�'+. PllBLISHED D E C 2 61��1 Do not de#acFr this memorandum from the F /�! �- �'C , re�,al��tion so that this information will be • avaiiabie to the City Council. . �—�� EXPLANATION OF ADMINISTRATIVE ORDERS,. ��' ' RESOLUTIONS, AND ORDINANCES Date: Novembe r 25, 1981 T0: MAYOR GEORGE LA.TIMER RE��VLL Dt� ;3 1981 FR: Personnel Off�ce � Ma��RS oFFic� RE: Resolution for submission to City Council ACTION REQUESTED We recommead your approval and submission of this Resolution to the Ci�y Council. PURPOSE AND .RATIONALE FOR THIS ACTION This resoluLion approves the 1982-1983 Agreem�ent between the City and the Profe sional Employee s As sociation, Inc. Thi s Agreement involve s change s in the insurance article s and the wage article s. The new insurance language calls for the employer to pay the fu].1 cost of employe �s insurance coverage and up to $120. 00 per month for dependent coverage. In tlie second year of th.e contract, tlie employer will conti.nue to pay the full cost f the employee coverage and will pick up 75% of the increase in the dependentts cov rage cost for the second year. Wages - The wage increase for 1982 will be 7. 8% across the board. In 1983, the age increase shall be a ?. 5% increase across the board. FINANCIAL TMPACT 302 City Employees. W a�e s Insurance 1982 571, ?89 87,9 8 1983 592,b81 Not known ATTACHMENTS: Resolution, Agreement and copy for the City Clerk. __ ---- ._ __ _ _ __ . _ . � , __ _ _-- - . __ �_,�"t"�t� ,�«�;_ WHtTE - CITY CLERK � �I � PINK - FINANCE �li CANARY - DEPARTMENT G I TY O F S A I N T ��A LT L COt1RC1I BLUE - MAYOR File N 0. � CITY CLERK Council Resolution �', Presented By Referred To Committee: Date i Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby I approves and ratifies the attached 1982 - 1983 Collective Bargaining � Agreement between the City of Saint Paul and the Professional Employees� As sociation. ' !, i I Approved: �'� i I Chairman I Civil 5ervice Commission , I �' I� �I I I , ,, COUNC[LMEN 'i Requested by Department of: Yeas Hunt Nays pERSONNEL OFFICE Levine IR Favor Maddox I McMahon B I Showalter - __ Against Y Tedesco � Wilson I Form Approved by City Attorney �I Adopted by Council: Date — I Certified Passed by Council Sectetary BY BY —_ Approved by ;Navor: Date Approved by Mayor for Submission to Council 7. ' ��iw r-'r�,��:;, i � � I r i 1982 - 1983 �' COLLECTIVE BARGAINING AGREEMENT �, BETWEEN THE CITY OF SAINT PAUL '' � I THE CITY OF SAINT PAUL PROFESSIONAL I I EMPLOYEES ASSOCIATION, INC. I�' i ,I� � � I , � !, I � I � � • .f INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Severance Pay 3 � III Management Rights 4 IV Maintenance of Standards 5 V Check Off and Service Fee 6 VI Hours of Work, and Overtime 8 VII Seniority 9 VIII Working Out of Classification 10 IX Discipline 11 X Legal Services 12 XI Grievance Procedures 13 XII Wages 18 XIII Saving Clause 19 XIV Insurance 20 XV Vacation 23 XVI Holidays 24 XVII City Mileage 25 XVIII Duration and Effective Date 26 Appendix A A1 - ii - . ��,�,� � . ARTICLE I - RECOGNITION ;I 1.1 The CITY recognizes the ASSOCYATION as the exclLSive representative £o � the Classified Professional Employees Group, as certified by the State�� of Minnesota Bureau of Mediation Services, dated December 11, 1973, Case �To. I 74-PR-209 A. This unit above consists of the following: ! � Accountant I Civil Engineer I-Water Dept. � Accountant I-Renewal Civil Engineer II � Accountant II Civil Engineer II-Renewal Accountant III Civil Engineer II--Water Dept. ' Ad�udication Specialist Civil Engineer III i Admin. Asst.--City Planning Civil Engineer III--Water Dept. I Admin. Asst.--Fire Department Community Dev. Grant Asst. I ! Admin. Asst.--Community Services Community Dev. Grant Asst. II !� Arborist I Community Dev. Grant Asst. III I Arborist II Community Dev. Grant Asst. IV Arborist III Community Hea.lth Services Coordina�tor Arborist IV Community Relations Specialist-- '�, Architect I Human Rights Department � • Architect II Complaint Office Analyst I Architect II-Renewal Conservatory Education Officer i Architect III Conservatory Supervisor i Architect III-Renewal Criminal Justice Planner I i *Architectural Designer Criminal Justice Planner II i, Assistant Chief Surveyor Criminalist I � Asst. Grants-In Aid Coordinator Criminalist II ��, . Bacteriologist-Chemist I Data Base Coordinator '� Bacteriologist-Chemist II Develogment Finance Specialist �, Business Manager-TVI Dietician Chemist I Economic Development Specialist I I Chemist II Economic Development Specialist II Chief Public Bldgs. Technician Economic Development Specialist II$ Citizen Participation Coordinator Economic Development Specialist IVI City Planner I Economic Planner ! City Planner II Electrical Engineer I �, City Planner II-Renewal Electrical Engineer II I ,1 City Planner III Electrical Engineer III City Planner III-Renewal Epidemiologist i, City Planner IV EDP Specialist--Library � Civil Engineer I EDP Systems and Programming Supv. Civil Engineer I-Renewal EEO Mana.ger-CETA , I � - 1 - � PREAMBLE This AGREII�IENT entered into bet�veen the City of Saint Paul, hereinafter referred to as either the "EMPLOYER" or the "CITY", and the City of Saint Paul Professional Employees Association, Inc. , hereinafter referred to as the "ASSOCIATION", for the purpose of fostering and promoting harmonious relations between the CITY and the ASSOCIATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the CITY and the ASSOCIATION of their respective rights and responsibilities. The provisions of this AGREII�fENT shall not abrogate the rights and/or duties of the EMPLOYER, the ASSOCIATION, or the employees as established under the provisions of the Public Employee Labor Relatiions Act of I971, as amended. - iii - . . � f �� • • � !�.. � 4. . ARTICLE I - RECOGNITION (continued) �, Graphic Artist I Program Coordinator-Police �, Graphic Artist II Project Assistant I I Graphic Artist III Project Assistant I-Renewal ' Health Analyst Project Assistant II 'I� Health Educator I Project Assistant III ' Health Educator II Pro�ect Director--Recreation ; Health Educator III Project Manager I ' Health Statistician I Project rfanager II ` ' Health Statistician II Pro3ect Manager III ', Health Statistician III Pro�ect Manager IV ' Housing Code Specialist Pro�ect Social Worker I I Human Resources Develop. Specialist Project Social Worker II Human Rights Analyst--Researcher Public Health Nurse I I, Information Specialist Public Health Nurse II � Landscape Architect I Public Health Nutritionist ; Landscape Architect II Public Information Specialist I 'i Landscape Architect III Public Information Specialist II Legislative and Research Assistant Quality Control Supervisor to the Council Recreation Coordinator-Special Librarian I Recreation Director I ', Librarian II Recreation Director II Librarian III Research Ana.lyst I I Library Specialist I Research Ana.lyst II ' Library Specialist II Research Analyst III ��, Maintenance & Capital Improve. Plnr. Research Analyst IV ', Manpower Coordinator I Research Coordinator I ' Manpower Coordinator II Research Coordinator I-Renewal ' Manpower Coordinator III Research Coordinator II Manpower Planner I Sanitaria.n I i - Manpower Planner II Sanitarian II � Manpower Planner III Sanitarian III I! Mechanical Engineer I Structural Engineer I ' Mechanical Engineer II Structural Engineer II Mechanical Engineer III Structural Engineer III � Medical Examiner (Roentgenologist) Substitute Library Specialist � I Medical Records Administrator Supervisor of Relocation ', Multi-Service Center Coordinator Systems Ana.lyst I I Nutritionist I Systems Analyst II ! Nutritionist II Systems Analyst III Nutritionist III Systems Ana.lyst IV � '� Occupational Safety & Health Analyst Traff ic Engineer I �, Off ice Serviees Administrator-Supv. Traffic Engineer II I, Pharmacist Traffic Engineer III ' Physical Fitness Coordinator Vendor Assistance Analyst ; Planning Supervisor Water Chemist I ' I Procurement Coordinator Water Chemist II Production Manager Zoning Specialist Program Coordinator Administrative Manager-Comm. Serv. - 2 - ARTICLE II - SEVERANCE PAY 2.1 Employees sha11 be eligible for severance pay in accordance with the Severance Pay Orc�inance No. 16303. The amount of Severance Pay allo�aed shall be that amount permitted by State Statutes subject to the provision that the maximum amount allowed shall be $4,000. , - 3 - ARTICLE III - MANAGEMEI�YT RIGHTS 3.1 The ASSOCIATION recognizes the right of the EMPLOYER to operate and '. manage its affairs in all respects in accordance with applicable laws� and regulations of appropriate authorities. The rights and authority whilch the ENIPLOYER has not officially abridged, delegated, or modified by t�his AGREEMENT are retained by the IIKPLOYER. ' . 3.2 A public employer is not required to meet and negotiate on matters ofl inherent managerial policy, which include, but are not limited to, su�h areas of discretion or policy as the functions and programs of the II�LOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of , personnel. ' i - ! I - 4 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul, (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 5 - � . . . � � "��.�'! ARTICLE V - CHECK OFF AND SERVICE FEE i i I 5.1 The F1�IPLOYER agrees to deduct the ASSOCIATION membership initiation fe� , assessments and once each month dues from the pay of those e�aployees w�o individually request in writing that such deductions be aade. The amounts to be deducted sh211 be certified to the E:t4PL0YER by a represe t-- ative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representa�tive I . by the first of the succeeding month after such deductions are made orjas I soon thereafter as is possible. � I 5.2 Any present or future employee who is not an ASSOCIATION member shall b� i required to contribute a fair share fee for services rendered by the �I ASSOCIATION. Upon notification by the ASSOCIATION, the EMPLOYER shall ', I . check off said f ee from the earnings of the employee and transmit the ', same to the ASSOCIATION. In no instance shall the required contributio� exceed a pro rata share of the specific expenses incurred for services �i, rendered by the representative in relationship to negotiations and I� i administration of grievance procedures. It is also understood that in I the event the EMPLOYER shall make an improper fair share deduction from I the earnings of an employee, the ASSOCIATION shall be obligated to make i � the EMPLOYER whole to the extent that the E�IPLOYER shall be required to ' li reimburse such employee for any amount 3mproperly withheld. This � provision shall remain operative only so long as specifically provided by� I Minnesota law, and as otherwise legal. I I i 5.3 The ASSOCIATION agrees to idemnify and hold the II�SPLOYER harmless againstl any and all claims, suits, orders or 3udgments brought or issued against I� � - 6 - . � � � � �� ,��' � ARTICLE V - CHECK OFF AND SERVICE FEE (continued) � the II�IPLOYER as a result of any action taken or not taken by the EMPLcVYER unc�er the provisions of this Article. �'� -f've cents 0.25 I, 5.4 The ASSOCIATION agrees that a service f ee of twenty i ($ � I per member, per month shall be deducted by the II�IPLOYER from the amour�t withheld for dues or fair share prior to remittance of dues or fair sh�are I to the ASSOCIATION. I i �I I �I i I � , I�� I�I � �� . � �� I �i i - I I - 7 - I' ARTICLE VI - HOUR.S OF WORI: AND OVERTIME 6.1 The normal hours of work far the employees shall be a minimum of seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7) day period. For employees on a shift basis this shall be construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. . 6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any 24 hour period or more than thirty-eight and three-fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 6.4 below. 6.3 It is understood by the parties that Section 28H - OVERTIME COrIPENSATION of Resolution No. 3250 shall not apply to this unit. 6.4 In unusual circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on a straight time basis. for the extra hours worked. - 8 - i ARTICLE VII - SENIORITY '�', I�'I 7.1 Seniority, for the purpose of this AGREEMENT, sha11 be defined as follows: The length of continuous, regular and probationary service w�Lth the F:MPLOYER from the date an employee was first certified and agpoint�d to a class title covered by this AGREEMENT, it being further unders`too�i that seniority is confined to the current class assignment held by an I employee. In cases where two or more employees are appointed to the s�me class title on the same date, the seniority shall be determined by the �, employee's rank on the eligible list from which certification was made� 7.2 Seniority shall terminate when an employee retires, resigns, or is disc�harged. 7.3 In the event it is determined by the II�LOYER that it is necessary to I reduce the work force, employees will be laid off by class title withi�, each Department based on inverse length of seniority as defined above. � 7.4 In cases where there are promotional series, such as Engineer I, II, II�I, etc. , when the number of employees in the higher titles is to be reduce�d, employees who have held lower titles will be offered reductions to the , highest title to which class seniority would keep them from being laid I - off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall ha in inverse order of layoff, except that recall rights shall expire after one year of layoff. It is understood that such employees will pick up their former seniority date in any cla�s of positions that they previously held. ' 7.6 To the extent possible, vacation period shall be assigned on the basis t}f seniority. It is however, understood that vacation assignment shall be � II sub3ect to the ability of the employer to maintain operations. � I�, - 9 - � ARTICLE VIII - WORKING OUT OF CLASSIFICATION 8.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assigriment for a period in excess of f ifteen (15) consecutive working days shall receive the rate of pay for the ` out-of-class assignment in a higher classification not later than the s�teenth (16th) day of such assignment. For purposes of this article, an out-of-class assigrunent is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsibilities o£ a position diff erent from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assig�ent sha11 be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 10 - , ARTICLE IX - DISCIPLINE �, 9.1 Discharges will be preceded by a five (5) day preliminary suspension �'� without pay. During said period the employee and/or ASSOCIATION may I�I request, and shall be entitled to a meeting with the EMPLOYER !� representative who initiated the suspension with intent to discharge. l� During the five (5) day period, the EMPLOYER may affirm the suspensionl i and discharge in accordance with Civi1 Service Rules or may modify, or!, " withdraw same. '' I j, Ii � I � - �I Ii i _ . ', � I. - 11 - I I ARTICLE X � LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, II`iPLOYER shall def end, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. - 12 - ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the interp�et- ation or application of the specific terms and conditions of this AGREEMENT. , 11.2 The II�PLOYER will recognize representatives designated by the ASSOCIA�'ION as the grievance representatives of the bargaining unit having the du�ies and responsibilities established by this Article. The ASSOCIATION sh�ll notify the EMPLOYER in writing of the names of such Association Representatives and of their successors when designa.ted. The IIKPLOYE� shall notify the ASSOCIATION in writing as to its designated represent�atives. 11.3 It is recognized and accepted t�y the ASSOCIATION and the EMPLOYER tha# the processing of grievances as hereinafter provided is limited by thd �ob duties and responsibilities of the employees and shall therefore ble accomplished during normal working hours when consistent with such ! employee duties and responsibilities. The aggrieved employee and an � Association Representative shall be allowed a reasonable amount of timle _ without loss of pay when a grievance is investigated and presented to khe II�LOYER during normal working hours provided that the employee and Associatioa Representative have notified and received the approval of '' i designated supervisor and provided that such absence is reasonable and'. would not be detrimental to the work programs of the ErIPLOYER. It is ! understood that the II�SPLOYER shall not use the above limitation to ham�er the processing of grievances. - 13 - ' ARTICLE XI - GRIEVANCE PROCEDURE (continued) 11.4 Grievances, as defined by Section 11.1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming 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-designa.ted representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ASSOCIATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievaace not � appealed in writing to Step 2 by the ASSOCIATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the Employer-designated Step 2 representative. The Eaiployer-designated representative shall give the Assaciation the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the ASSOCIATION within ten (.10) calendar days shall be considered waived. - 14 - ' � I � . .��'�� . � ARTICLE XI - GRIEVAPdCE PROCEDUP.E (continued) �� I Step 3. If appealed, the written grievance shall be presented by th� Association and discussed with the Employer-designated Step �3 � representative. The Employer-designated representative sha�I give the ASSOCIATION Employer's answer in writing within te� ; I (10) calendar days after receipt of such Step 3 grievance. 1A grievance not resolved in Step 3 may be appealed to Step 4 I within ten (10) calendar days following the Employer-dssig�ted representative's final answer in Step 3. Any grievance not I I appea.led in writing to Step 4 by the ASSOCIATION within ten � i (10) calendar days sha11 be considered waived. �I Steg 4. A grievance unresolved in Step 3 and appealed to Step 4 by t�e � ASSOCIATION shall be submitted to arbitration subj ect to thell i provisions of the Public Employment Labor Relations Act of I: � � 1971, as amended. If a mutually acceptable arbitrator cannot� i be agreed upon, the selection of an arbitrator shall be madelin accordance with the "Rules Governing the Arbitration of II Grievances" as established by the Public Employment Relations� Board. �� Step 5. The arbitrator shall have no right to amend, modity, nullify:', I ignore the terms and conditions of this AGREEriENT. The I I arbitrator shall consider and decide only the specific issue(�) submitted in writing by the EMPLOYER and the ASSOCIATION, andll shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to �� i - 15 - II I i ARTICLE XI - GRIEVANCE PROCEDURE (continued) 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 arbitrator's decision shall be submitted in writing, with� copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the II�PLOYER and the ASSOCIATION and shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ASSOCIATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, � it may cause such a record to be made, providing it pays far the record. If both parties desire a verbatim record of the proceedings the cost ahall be shared equally. 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the II�IPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal - 16 - IIi ARTICLE XI - GREIVANCE PROCEDURE (continued) ' ; thereof within the specif ied tic�e limits, the ASSOCIATION may elect tol treat the grievance to the next step. The time li.mit in each step maylbe extended by mutual written agreement of the EMPLOYER and the ASSOCIATI�N in each step. I 11.7 It is understood by the ASSOCIATION and the F.NIPLOYER that a grievance �ay . be determined by either the grievance procedure of this contract or by, � the provisions of the Civil Service Rules of the City of Saint Paul. $f an issue is determined by this grievance procedure it shall not again t�e submitted for arbitration under the Civil Service Rules. If an issue �s determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. , , I'I I _ '� I - 17 - '' A.RTICLE XII - WAGES 12.1 Effective December 26, 1981, all salary rates applicable to titles in this bargaining unit shall be increased seven and eight-tenths percent (7.8%) . 12.2 Effective December 25, 1982, all salary rates applicable to titles in this bargaining unit shall be increased seven and one-half percent (7.5%) . 12.3 The wage schedule is attached for purposes of reference only and is not a part of this contract. 12.4 Notwithstanding 12.1 and 12.2, salary rates shall be reduced in the amounts necessary to equalize payment to individual employees and City employees who receive different pension benef its. • - 18 - . � . a�� 7lib.�"� ARTICLE XIII - SAVING CLAUSE I 13.1 This AGREEMENT is sub�ect to the laws of the United States, the Statel'�of ---- Plinnesota. In the event any provisions of this AGREEh1ENT shall be hel�d to be contrary to law by a court of competent jurisdiction from whosell i final judgment or decree no appeal has been taken within the time ' ' provided, such provisions shall be voided. All other provisions shall � continue i.n full force and effect. The voided provision may be , renegotiated at the written request of either party. All other provisions of this AGREEMENT shall continue in ful2 force and effect. II il�� , I . I' I, i II I �',i i ,,I - 19 - ARTICLE XIV - INSURANCE � � . 14.1 The EPIPLOYER will continue for the period of this AGREEMINT to provide for employees such health and life insurance benef its as are provided by EMPLOYER at the time of execution of this AGREEMENT. 14.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEriENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the II�IPLOYER for such employees and such life insurance benef its as provided in this article. 14.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 14.31 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. 14.4 Effective October 1, 1981, for each eligible employee covered by this AGREEMENT who selects Blue Cross-Blue Shield insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who seZects Blue Cross-Blue Shield dependent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $120 per month, whichever is less. 14.5 Effective October 1, 1981, for each eligible employee covered by this AGREEMENT who selects HMO-Minnesota insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $70.00 per month, whichever is less. In addition, for each employee who selects the HMO�Iinnesota depen- dent's coverage, the EMPLOYER will contribute the cost of such dependent's coverage or $120.00 per month, whichever is 1ess. - 20 - 4 61+�+�`jl��j . � ,�i �, ,.�� ARTICLE XIV - �INSURANCE (continued) . 14.6 Effective October l, 1981, for each eligible employee covered by th�s AGREEMENT who selects Group Health insurance coverage, the Il�iPLOYER �agrees to contribute the cost of such coverage or $70.00 per month, whichevler is less. In addition, for each employee who selects Group Health depenldent's coverage, the ENIPLOYER will contribute the cost of such dependent's �COVerage or $120.00 per month, whichever is less. 14.7 Effective October 1, 1981, for each eligibZe employee covered by thi� I AGREEMENT who selects Coordinated Care health insurance coverage, th� EMPLOYER agrees to contribute the cost of such coverage or $70.00 pe�1 month, whichever is less. In addition, for each employee who selectsj Coordinated Care dependent's coverage, the EMPLOYER will contribute t�he cost of such dependent's coverage or $120.00 per month, whichever is '1ess. 1G.8 Effective October 1, 1981, for each eligible employee covered by this! �� AGREEMENT who selects the SHARE insurance coverage, the EMPLOYER agre�s to contribute the cost of such coverage or $70.00 per month, whichever i$ less. In addition, for each employee who selects the SHARE dependent's covet�age, � the EMPLOYER will contribute the cost of such dependent`s coverage or '� $120.00 per month, whichever is less. 14.9 The City agrees to contribute the cost for $5,000 of Life Insurance Co�verage for each employee who is eligible for such coverage or $2.07 per monthi, whichever amount is less. Any increase in this Life Insurance premium� shall be paid by the employee. 14.10 In addition to the $5,000 Life Insurance Coverage in 14.9, the EMPLOY�R agrees to contribute the cost of additional Life Insurance Coverage orl�';$ .51 per thousand dollars of coverage per month, whichever amount is less. �The - 21 - �. ARTICLE XIV - INSURANCE (continued) total amount of Life Insurance Coverage provided under this section and Section 14.9 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. � 14.11 Effective October 1, 1982, the Employer's contribution toward employee coverage in Articles 14.4 thru 14.8 will be adjusted in dollars to reflect the total cost of the October 1, 1982 premium rates for the respective employee coverages. 14.12 Effective October 1, 1982, the Employer's contribution toward dependent coverage in Articles 14.4 and 14.5 will be adjusted in dollars to reflect the total cost of the October 1, 1982 premium rates for dependent coverage or $120.00 whichever is less plus seventy-five percent (75%) of the October 1, 1982 premium increases for the respective dependent's coverages. 14.13 Effective October 1, 1982, the Employer's contribution toward dependent coverage in Articles 14.6 thru 14.8 will be adjusted in dollars to reflect the total cost of the October 1, 1982 premium rates for dependent coverage or $120.00 whichever is less plus seventy-£ive percent (75%) of that portion of any October 1, 1982 dependent coverage premium which is in excess of $120.00. 14.14 Any increase in any premiums after September 30, 1983, shall be paid by the Employee. - - 22 - , � . � � ARTICLE XV - VACATION ' i 15.1 In each calendar year, each full-time employee shall be granted vacati�n according to the following schedule: ' Years of Service Vacation Granted I � I Less than 8 years 15 days i Af ter 8 years thru 15 years 20 days Af ter 15 years and thereaf ter 25 days '� , Employees who work less than full-time shall be granted vacation on a p�ro rata basis. �i 15.2 The head of the department r.iay permit an employee to carry over into th�e � following year up to ten days' vacation. II I 15.3 The above provisions of vacation shall be sub3ect to the Saint Paul Sall�ry Plan and Rates of CompensaCion, Section I, Subdivision H. I 15.4 If an employee has an accumulation of sick leave credits in excess of o�e hundred and eighty days, he may convert any part of such excess to I' i � vacation at the rate of one-half day's vacation for each day of sick I!, leave credit. No employee ma.y convert more than ten (10) days of sick I, leave in each calendar year under this provision. �I� � i � I - 23 - II'I I ARTICLE XVI - HOLIDAYS 16.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day ` Independence Day Christmas Day Labor Day 1�ao floating holiday Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holiday� listed above shall fall on Sunday, the succeeding rfonday shall be observed 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, sub3ect to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order ta be eligible for a hol.iday with pay, an employee's name must appear on the payroll on any six working _ days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 24 - . ARTICLE XVII = CITY MILEAGE 17.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimburseme t of City officers and employees for the use of their own automobiles i the performance of their duties, the following provisions are adopted. 17.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the ��, Department Head. � �pe 1. If an employee is required to use his/her own automobile � OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is ; actually used in performing the duties of the employee`s position. In addition, the employee shall be reimbursed 15� per mile for each I, mile actually driven. � i If such employee is required to drive an autamobile during employment �.nd the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee I 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 eligibZe �I for any per diem. T�ype 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 15G per mile for each mile actually driven. � If such employee is required to drive an automobile during employment I and the department head or designa.ted representative determines that an employer vehicle is available for the employee's use but the employe 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. ,I 17.3 The City will provide parking at the Civic Center Parking Ramp for Cityl 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 require�i to have his or her own personal car available. !, 17.4 Rules and Regulations: The Mayor shall adopt rnles and regulations I' governing the procedures for automobile reimbursement, which regulation� and rules shall contain the requirement that recipients sha1Z f ile dail reports indicating miles driven and shall file monthly aff idavits stati g the number of days worked and the number of miles driven, and furthar require that they maintain automobile liability insurance in amounts of �I not less than $100,000f$300,000 for personal in3ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,0 0 single limit coverage, wi.th the City of Saint Paul named as an addition 1 insured. These rules and regulations, together with the amendment ther to, shall be maintained on file with the city clerk. . - 25 - � . . o r�r��j�� . . ,� �� ,f. 4 y .�... � ARTICLE XVIII - DURATION AND EFFECTIVE DATE � 18.1 Exce t as herein rovided this AGREII�IENT shall be effective as of thel' P P date it is executed by the parties and shall continue in full force a�kd effect thru December 31, 19$3, and thereafter until modified or amend�d by mutual agreement of the parties. Either party desiring to amendror� modify this AGREII�TENT shall notify the other in writing so as to compl�y with the provisions of the Public Employment Labor Relations Act of 19�71. i 18.2 This constitutes a tentative agreement between the parties which will be recommended by the City Negotiator, but is sub�ect to the approval of �Ithe Administration of the City, the City Council and is also sub�ect to th�e ratification by the ASSOCIATION. i ; WITNESSES: ' I � CITY OF SAINT PAUL CITY OF SAINT PAUL PROFESSZONAL � F1�IPLOYEES ASSOCIATION, INC. f i . .�%' '' � �� . �2��/,� �,�,j,t BY. , � City ot a r Busine�'s;:Reg esentative 'I v / j �./ . . i BY: BY: BY: BY: 1Ij Civil Service Commission ; I� � '!I � ; - 26 - I EFFECTIVE DECEMBER 26, 1981 APPENDIX "A" - TITLES AND SALARIES Adjudication Specialist Complaint Office Ar.alyst Library Specialist I Off ice Services Administrator Supervisor Public Infor�ation Specialist I A B C D E F G 10-yr. 15-yr. 622.04 646.90 672.40 706.41 741.08 779.02 817.62 842.46 866.01 Arborist I City Planner I Community Development Grant Assistant I " Conservatory Education Officer Dietician Economic Development Specialist I Graphic Artist I *Information Specialist Manpower Coordinator I Manpower Planner I Project Social Worker I *Recreation Director I Sanitarian I (Appointed after January 1, 1976) Vendor Assistance Analyst A B C D E F G 10-yr. 15-yr. 660.63 686.79 712.96 750.22 786.86 826.11 866.67 892.82 918.33 Accountant I Accountant I-Renewal Criminal Justice Planner I Hea.lth Educator I Health Statistician I Librarian I Library Specialist II Medical Records Administrator Nutritionist I Pro3ect Assistant I Pro3ect Assistant I-Renewal Project Mana.ger I Yublic Health Nurse I Public Information Specialist II Quality Control Supervisor Recreation Coordinator--Special Programs Research Analyst I Research Coordinator I Research Coordinator I-Renewal Systems Analyst I A B C D E F G 10-yr. 15-yr. 699.21 727.34 757.44 794.70 835.27 877.14 920.29 947.77 975.25 - A1 - APPEIv'DIX A (continued) , EFFECTIVE DECEMBER 26, 1981 Arborist II I Bacteriologist-Chemist I Chemist I 'i City Planner II �� City Planner II-Renewal , ComMUnity Development Grant Assistant II � Community Health Services Coordinator Criminalist I � '� Economic Development Specialist II EEO Manager-CETA Graphic Artist II I Landscape Architect I ' Manpower Coordinator II ' Manpower Planner II ' Nutritionist II ' Production rfa.na.ger ' Project Social Worker II Public Health Nurse II Public Health Nutritionist Sanitarian II (Appointed after January I, 19'76) ', Water Chemist I ! A B C D E F G 10-y I. 15-yr. 741.73 772.47 803.21 843.13 885.64 930.12 976.55 1004.�7 1034.11 Criminal Justice Planner II **Graphic Artist II ' Health Educator II Health Statistician II Housing Code Specialist ', Librarian II ' Program Coordinator--Police �' Pro�ect Assistant II Pro�ect rianager II , Research Analyst II ', Research Coordinator II ' , A B C D E F G 10-y . 15-yr. 765.28 794.70 826.11 867.96 911.79 957.58 1004.67 I035.4�1 1066.16 Accountant II �� Architect I ' Civil Engineer I ' Civil Engineer I--Rene�aal j Civil Engineer I--k'ater Department , Electrical Engineer I I EDP Specialist-Library � Landscape Architect I - A2 - '�, � � � I � APPENDIX A (continued) EFFECTIVE DECFrSBER 26, 1981 Mechanical Engineer I Pro�ect Director--Recreation Recreation Director II Structural Engineer I Systems Analyst II , Traffic Engineer I A B C D E F G 10-yr. 15-yr. 787.52 819.57 852.27 894.78 939.26 987.02 1035.41 1064.19 1098.21 Arborist III Bacteriologist-Chemist II Chemist II City Planner III City Planner III-Renewal Community Development Grant Assistant III Economic Development Specialist III Epidemiologist Health Analyst Landscape Architect II Manpower Coordinator III Manpower Planner III Nutritionist III Occupational Safety & Health Analyst Project Assistant III Sanitarian III Water Chemist II A B C D E F G 10-yr. 15-yr. 835.92 868.63 903.95 949.74 995.52 1045.88 1099.52 1131.57 1163.61 - Administrative Assistant--City Planning Administrative Assistant--Fire Department Business Mana.ger-TVI Citizen Participation Coordinator Community Relations Speciali.st--Human Rights Department Graphic Artist III Hea.lth Educator III Health Statistician III Human Resources Development Specialist Human Rights Analyst--Researcher Librarian III Multi-Service Center Coordinator � Pharmacist Research Analyst III Systems Analyst III Zoning Specialist t A B C D E F G 10-yr. 15-yr. � 860.77 894.78 930.76 977.21 1026.91 1077.28 1131.57 1164.92 1199.66- - A3 - - I ' � APPENDIX A (continued) ' EFFECTIVE DECII�2BER 26 1981 � Accountant III ! Architect II i Architect II-Renewal ; Assistant Chief Surveyor ! Assistant Grants-in-Aid Coordinator � Civil Engineer II Civil Engineer II-Renewal ' Civil Engineer II--Water Department �� Conservatory Supervisor � Criminalist II ' Electrical Engineer II � **Landscape Architect II � Maintenance and Capital Improvement Planner j Mechanical Engineer II I Procurement Coordinator ; Structural Engineer II Traffic Engineer II ' A B C D E F G 10-yr.I 15-yr. 886.94 922.91 958.89 1005.99 1057.00 II09.32 1164.92 1200.89I 1236.23 Administrative Assistant--Comm. Serv. � Administrative Manager--Comm. Serv. , *Architectural Designer ! EDP Systems & Programming Supervisor Physical Fitness Coordinator Program Coordinator Pro3ect Manager III I A B C D E F G 10-yr.l��, 15-yr. 913.76 950.39 987.67 1037.38 1089.05 I143.34 1200.89 1236.231, 1272.20 Landscape Architect III A B C II E F G 10-yr.� 15-yr. 969.36 1007.28 1047.19 1100.81 1155.12 1213.98 1274.15 1312.751 1349.38 Arborist IV Architect III Architect III-Renewal � Chief Public Buildings Technician �, City Planner IV , Civil Engineer III ' Civil Engineer III--Water Department � Community Development Grant Assistant N �, Economic Developmeat Specialist IV Economic Planner ' Electrical Engineer III , r. Mechanical Engineer III ' i il - A4 - � EFFECTIVE DECF�IBER 26, 1981 APPENDIX A (continued) Medical Examiner �Roentgenologist) Research Analyst I�l Structural Engineer III Supervisor of Relocation Systems Analyst IV Traff ic Engineer III A B C D E F G 10-yr. 15-yr. 1028.23 1069.42 1111.94 1167.54 1225.76 1287.24 1351.35 1391.23 1432.46 Planning Supervisor � A B C D E F G 10 yr 25-yr� 1058.32 1101.48 1144.65 1202.22 1262.39 1326.48 1391.23 1433.09 1475.61 Data Base Coordinator Development Finance Specialist Legislative & Research Assistant to the Council Pro�ect Manager IV A $ C D E F G 10-yr. 15.yr 1090.35 1133.53 1179.31 1238.18 1300.33 1365.07 1433.09 1476.27 1519.44 Sanitarian I (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. 703.79 737.15 772.47 808.45 846.39 887.59 911.79 962.80 Sanitarian II (Appointed prior to January 1, 1976) � A B C D E F 10-yr. 15-yr. 788.17 823.49 864.05 903.29 947.77 990.93 1020.37 1049.15 Substitute Library Specialist $6.83 per hour - A5 - i APPENDIX A (continued) �! EFFECTIVE DECEMSER 25, 1982 ' Adjudication Specialist Complaint Office Analyst ' Library Specialist I ', Office Services A�ministrator Supervisor � Public Information Specialist I I A B C D E F G 10-yr� 15-yr. 668.69 695.42 722.83 759.39 796.66 837.45 878.94 905.6� 930.96 Arborist I � City Planner I Com�unity Development Grant Assistant I Conservatory Education Officer , Dietician Economic Development Specialist I Graphic Artist I *Information Specialist Manpower Coordinator I Manpower Planner I ' Project Social Worker I *Recreation Director I Sanitarian I (Appointed after January 1, 1976) ' Vendor Assistance Analyst A B C D E F G 10-yr.� 15-yr. 710.18 738.30 766.43 806.49 845.87 888.07 931.67 959.78I 987.20 Accountant I . Accountant I-Renewal Criminal Justice Planner I , Health Educator I � Health Statistician I ' Librarian I • Library Specialist II Medical Records Administrator Nutritionist I Pro�ect Assistant I Project Assistant I-Renewal ' Project Manager I ; Public Health Nurse I Public Information Specialist II Quality Control Supervisor , Recreation Coordinator--Special Programs � Research Analyst I Research Coordinator I Research Coordinator I-Renewal ' Systems Analyst I ' A B C D E F G 10-yr.� 15-yr. 751.65 781.89 814.25 854.30 897.92 942.93 989.31 1018.851 1048.39 I - A6 - I i APPENDIX A (continued) � EFFECTIVE DECII�IBER 25, 1982 Arborist II Bacteriologist-Chemist I Chemist I City Planner II City Planner II-Renewal Community Development Grant Assistant II Community Health Services Coordinator Criminalist I Economic Development Specialist II ` EEO Manager-CETA Graphic Artist II Landscape Architect I Manpower Coordinator II Manpower Planner II Nutritionist II Production Manager Project Social Worker II Public Health Nurse II Public Health Nutritionist . Sanitarian II (Appointed after Janu�ry 1, 1976) Water Chemist I A B C D E F G 10-yr. 15-yr. 797.36 830.41 863.45 906.36 952.06 999.88 1049.79 1080.02 1111.67 Criminal Justice Planner II **Graphic Artist II Health Educator II Health Statistician II Housing Code Specialist Librarian II Program Coordinator--Police Pro�ect Assistant II Pro3ect Ma.nager ZI _ Research Analyst II Research Coordinator II A B C D E F G 10-yr. 15-yr. 822.68 854.30 888.07 933.06 980.17 1029.40 1080.02 1113.07 1146.12 Accountant II Architect I Civil Engineer I Civil Engineer I--Renewal Civi1 Engineer I--Water Department Electrical Engineer I EDP Specialist-Library Landscape Architect I - A7 - � _ . 'v.,e°, G ��;� � � • � I APPENDIX A (continued) I EFFECTIVE DECEMBER 25, 1982 I Mechanical En ineer I II g Pro�ect Director--Recreation Recreation Director II Structural Engineer I , Systems Ar_alyst II , Traffic Engineer I ' A B C D E F G 10-yr.' 15-yr. 846.58 881.04 916.19 961.89 1009.70 1061.05 1113.07 1144.00 1180.58 Arborist III �i � Bacteriologist-Chemist II ', Chemist II City Planner III � City Planner III-Renewal I Community Development Grant Assistant III I Economic Development Specialist III 'i Epidemiologist ! Health Analyst , Landscape Architect II ' Manpower Coordinator III Manpower Planner III i Nutritionist III I Occupational Saf ety & Health Analyst ', Pro�ect Assistant III I Sanitarian III I Water Chemist II I A B C D E F G 10-y . 15-yr. 898.61 933.78 9�1.75 1020.97 1070.18 1124.32 118i.98 1216.4� 1250.88 � _ Administrative Assistant--City Planning � Administrative Assistant--Fire Department ' Business Manager-TVI ', Citizen Participation Coordinator ' Community Relations Specialist--Human Rights Depa�tment Graphic Artist III i Health Educator III ' Health Statistician III I Human Resources Development Specialist I Hurnan Rights Analyst--Researcher ' Librarian III , Multi-Service Center Coordinator I Pharmacist � Research Analyst III I Systems Analyst III , Zoning Specialist I A B C D E F G 10-y . 15-yr. 925.33 961.89 1000.57 1050.50 1103.93 1158.08 1216.44 1252.2 1289.57 - A8 - � � APPENDIX A (continued) EFFECTIVE DECErIBER 25, 1982 Accountant III Architect II Architect II-Renewal Assistant Chief Surveyor Assistant Grants-in-Aid Coordinator Civil Engineer II Civil Engineer II-Renewal Civil Engineer II--Water Departrsent Conservatory Supervisor Criminalist II Electrical Engineer II *�Landscape Architect II Maintena.nce and Capital Improvement Planner Mechanical Engineer II Procurement Coordinator Structural Engineer II Traffic Engineer II A B C D E F G 10 yr. 15-yr. 953.46 992.13 1030.$1 1081.44 1136.28 1192.52 I252.29 1290.96 1328.9� Administrative Assistant--Comm. Serv. Administrative Manager--Comm. Serv. , *Architectural Designer EDP Systems & Programming Supervisor Physical Fitness Coordina.tor Program Coordinator Project Manager III A B C D E F G 10 yr. 15-yr. 982.29 1021.67 1061.75 1115.18 1170.73 1229.09 1290.96 1328.95 1367.62 Landscape Architect III A B C D E F G 10-yr. 15-yr. 1042.06 1082.83 1125.73 1183.37 1241.75 1305.03 1369.71 1411.21 1450.5:� Arborist IV Architect III Architect III-Renewal Chief Public Buildings Technician City Planner IV Civil Engineer III Civil Engineer III--Water Department Community Development Grant Assistant IV Economic Development Specialist IV Economic Planner Electrical Engineer III Mechanical Engineer III - A9 - � . " °��"��..:�.� _ � , EFFECTIVE DECErIBER 25, 1952 APPENDIX A (continued) , Medical Examiner (Roentgenologist) Research Analyst IV , Structural Engineer III Supervisor of Relocation ' Systems Analyst IV �, Traffic Engineer III � ' A B C D E F G 10-yr. j 15-yr. 1105.35 1i49.63 1195.34 1255.11 1317.69 1383.78 1452.70 1495.57 I 1539.$9 Planning Supervisor '� A B C D E F G 10-yr. l 15-yr. 1137.69 1184.09 1230.50 1292.39 1357.07 1425.97 1495.57 1540.57 �� 1586.28 Data Base Coordinator Development Finance Specialist � Legislative & Research Assistant to the Council i Pro�ect Manager IV �I A B C D E F G 10-yr. !,, 15.yr 1172.13 1218.54 1267.76 1331.04 1397.85 1467.45 1540.57 1586.99 I 1633.40 Sanitarian I (Appointed prior to January 1, 1976) ' % A B C D E F 10-yr. 15 yr�. 756.57 792.44 830.41 869.08 909.87 954.16 980.17 1035.0� Sanitarian II (Appointed prior to January 1, 1976) � A B C D E F 10-yr. 15-yr'i• 847.28 885.25 928.85 971.04 1018.85 1065.25 1096.90 1127.8�+ Substitute Library Specialist i $7.34 per hour '', ! � ' - A10 -