277561 WHITE - CITY CLERK c y ,���1� �
PINK - FINANCE ! {l'w
CANARY - DEPARTMENT G I T Y O F S A I N T ��U L COUIICII �ir,� �>
BLUE - MAYOR
File N .
C uncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of a 1981 Mainte�.ance Labor Agreement be-
tween the City of St. Paul and the Electricians Local 110.
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 1971, as amended, recognizes the Electricians Local 110, as exclusive
representative for those classes of positions within the City of St. Paul
certified by the Bureau of Mediation Services under Case No. ?3-PR-477-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 representatives hereinabove
referenced; and
WHEREAS, the City, through designated representatives, and the exclusive
representatives have met in good faith and negotiated the terms and conditions
of employment for the period May 1, 1981, through April 30, 1982, for such
personnel as are set forth in the Agreement between the City of St. Paul and the
exclusive representatives; and
WHEREAS, the 1981 Agreement has been reached which includes a wage
adjustment retroactive to May 2, 1981; now, therefore, be it
RESOLVED, that the Maintenance Labor Agreement, cited above, dated
as of the effective date of this Resolution, between the City of St. Paul and the
Electricians Local 110 on file in the office of the City Clerk, 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.
Approved:
r
hairman, iv Service ommi sio
COUIVC[LMEN Requestgd by Department of:
Yeas Hunt Nays � pERSONNEL OFFICE
�- [n Favor
Maddox s�/ �
McMahon ���
snoWaite� __ Against BY �'`"
�e�a�ao--
Wiison
QCT g 198� Form Approved by City Attorney
Adopted by Council: Date —
CertifiE:d V�. :e b Counc' Sec ry BY�
B�� � \
Appr by ;Nayor. Dat v � � 3.1981 _ App: by Mayoc for u is n t 'tl
By •
.:;�� OCT 1 � 1981
- __ _ _.
WHiTE - CITY CLF_RK � � ������
PINK - FINANCE ry� � � �� � �
CANARY - DEPARTMENT (_i I Ty �� ��� j �T ���a Tj T. COURC2i
SLUE - MAYOR � � � � 1 File ��. . .
CITY CLERK ����C�l ��S��u��On
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of a 1981 Maintenance Labor Agreement be-
tween the City of St. Paul and the Electricians Local 110.
� WHEREAS, the Covncil, pursuant to the provisions of Section 12. 09
of the St, Paul City Charter and the Public Employees Labor Reiations Act
of 1971, as amended, recognizes the Electricians Local I�.O, as exclusive
representative for those classes of positions within the City of St. Paul
certified b�r the Bureau of Mediation Services under Case No. 73-PR-477-A
for the purpose of ineeting and riegotiating the terms and conditi.ons of employ-
ment for all full-tims personnel in the classes of positions as set forth in the
Agreement betweeri the City and the exclusive representatives hereinabove
referenced; and
WHEREAS, the City, through designated representatives, and tlie exclusive
representatives have met in good faith and negotiated the terms and conditions
of employm�.nt for the period May 1, 1981, through April 30, 1982, for such
personneZ as are set forth in the Agreement between the City of St, Paul and the
exclusive representatives; and
WHER.EAS, the 1981 Agreement has been reached which includes a wage
adjustment retroactive to IVIay 2, 1981; now, therefore, be it
RESOLVED, that the Maintenance Labor Agreement, cited above, dated
as of the effective date of this Resolution, between the e�ty of St. Paul and the
Electricia�5 Local 110 on file in the office of the City Clerk, is hereby approved, .
and the a.atharized adxninistrative officials of the City are hereby authorized and
directed to execute said Agreement on behalf of the City.
Approved:
Chairman, Civil Service Commi�sion
COUNCILMEN Requested by Department of:
Yeas Nays
Hunt PERSONNEL OFFIC E
�e��Q In Favor
Maddox
McMahon
Showalter _ AgaitlSt BY
Tedesco .
Wilson
Form.Approved by City Attorney •
�ao�xea h„ Council: Dafe
Certifif>d Y��ssed by Council Secretary BY� �
$y ' • _ �
Annrnva�'}nr �n_,.,,,�• narP � � . . -� �� � �. Appcoved by Mayo� for Submission to Council . �. � � �
r � �
rry
e.� �—.'�'t" y°" ,�z
� tl�t��
August 24, 1981
Civil Service Commission
% Personnel Office
265 City Hall
St. Pau1,MN 55102
Dear Commission Members:
I hereby request that the Second Reading before the Civil Service
Commission for the Resolution approving the Maintenance Labor Agreement
between the City of Saint Paul and the International Brotherhood of
Electrical Workers, Local 110 be waived.
Very truly yours,
��
ohn Toemke, Business Manager
� International Brotherhood of
Electrical Workers, Local 110
�����
r
1981
MAINTENANCE LABOR AGREII�iENT
- between -
TI� CITY OF SAiNT PAUL,
- and -
INTERNATIONAL BROTI�RHOOD OF
ELECTRICAL WORItERS, LOCAL 110
I N D E X
ARTIGLE TITLE PAGE
Preamble ' iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of the Agreement 'S
VI Probationary Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work 8 .
IX Over time 9
X Call back 10
XI Work Location I1
RII Wages and Fringe Benefits 12
XTII Selection of Foreman and General Foreman 14
XIV Ea.rly Retire�nent Insuranc� Benefits 15
RV flolidays I6
RVI Disciplinary Procedures 17
XVII Absences from Work 18
XVIII Seniority 19
XIX Jurisdiction 20
XX Separation and Retirement 21
� XXI Tools 22
XXII Grievance Procedure 23
XXIII Right of Subcontract 28
XXIV Non-Discrimination 29
XXV Severability 30
XXVI Waiver 31
XXVII City Mileage Plan 32
XXVIII Maternity Leave 33
XXIX Duration and Pledge 34
�PPendix A A1
Appendi.x B Bl
Appendix C Cl
Appendix D Dl
APPeadix E El
Appendix F Fl
- ii -
PREAMBLE
This AGREEMENT is entered in.to between the City of Saint Paul,
hereinafter referred to as the II�IPLOYER and the International Brotherhood
y
of Electrical Workers, Local 110 hereinafter referred to as the UNION.
The F,MPLOYER and the UNION concur that this AGREEMENT has a.s
its objective the promotion of the responsibilities of the City of
Saint Paul for the benef it of the general public through effective
labor-+mariagment cooperation.
The II�LOYER and the UNION both realize tha.t this goal depends
not only on the words in the AGREII�IT but rather primarily on at-
titudes between people at all levels of responsibility. Constructive
attitudes of the II�LOYER, the UNION, and the individual employees will best
serve the needs of the general public.
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ARTICiE I - PURPOSE
1.1 The F.MPLOYER and the UNION agree that the purpose for entering
into this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby
establishing a system of uninterrupted operations
and the highest level of employee performance that �
is consistent with the safety and well-being of aIl
concerned;
1.12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the IIKPLOYER and the UNION;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of
this AGREEMENT without loss of manpower pxoductiuity.
1.2 The IIKPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the F�IPLOYEK.
: If any part of this AGREII�tENT is in conflict with such legislation,
the latter shall prevail. The parties, on written notice, agree
to negotiate that part in conflict so that it conforms to the
statute as provided by Article 25 (SEVERABILITY) .
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ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative
for collective bargaining purposes for ali personnel having an
employment status of regular, probationary, provisional, temporaiy,
and emergency employed in the classes of positions defined in 2.2
as certified by the Bureau of Mediation Services in accord�nce
with Case No. 73-PR-477-A dated April 16, 1973.
2.2 The classes of positions recognized as being exclusively represe�ted
by the UNION are as listed in Appendi�c A.
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A.RTICLE III - EMPLOYER RIGHTS
3.1 The IIKPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of
technology; to establish and modify the organizational structure,�
to select, direct, and determine the number of personnel; and to
perform any inherent managerial functioa not specifically. limited
by this AGREEMENT.
3.2 Ariy "term or coadition of employment" not established by this
AGREEME*?T shall remain with the F�IPLOYER to eliminate, modify, or
establish following written notif ication to the UNION.
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ARTICLE IV - UNION RIGHTS
4.1 The E,MPLOYER shall deduct from the wages of emgloyees who authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as directed by
;
the UNION.
4.1I The II�LOYER shall not deduct dues from the wages
of employees covered by this AGREEMENT for any other
labor organization.
4.12 The UNION shall indemnify and save harmless the
II�LOYER from any and all claims or charges ma.de
against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargainiag unit
in each department to act as a Steward and shall inform the II�LOYER
in writing of such designation. Such effiployee shall ha.ve the rights
and responsibilities as deaignated in Article. 22 (GRIEVANCE PROCEDURE) .
4.3 Upon notif ication to a designated EMPLOYER supervisor, th� Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the II�9?LOYER where employees
covered by this AGREEMENT are working.
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. o� Fi` 1v� �/
AR.TICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREErIENT established the "terms and conditions of emploqarent"
defined by M.S. 179.63, Subd. 18 for all employees exclusively
represented by the UNION. This AGREEMENT shall _supersede such
"terms and conditions of employment" established by Civil Serviee-
Rule, Council Ordinance, and Council Resolution.
,
_ 5 _
. ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation,
in a re;ular employment status shall serve a (6) month's probationary
period during which time the employee's f itness and ability to
perform the class of posifiions' duties and responsibilit�es shall
be evaluated. '
6.11 At any time during the probationarq period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
Article 22 (GRIEVANCE PROCIDURE) .
6.12 An employee terniinated during the probationary period
shall receive a written notice of the reason(s) for
such termination, a copy of which shall be sent to the
UNION.
6.2 Al1 personnel promoted to a higher class of positions shall serve
a six (6) months' promotional probationary period during which
time the employee's f itness and ability to perform the class of
positions' duties and responsibilities shall be evalua.ted.
b.21 At any time during the promotional probationary period
an employee may be demoted to the employee's
previously held class of positions at the discretion of
the F.MPLOYER without appeal to the provisions of
Artic�.e 22 (GRIEVANCE PRO�IDURE) .
6.22 An employee demoted during the promotional
probationary period shall be returned to the
employee's previously held class of positions and
shall receive a written notice of the reasons for
de�notions, a copy of which shall be sent to the UNION.
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_ ARTICLE VII - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the
philosophy of employment and compensation shall be a "cash"
hourly wage and "industry" fringe benefit system.
7.2 The II�LOYER shall compensate employees for all hours worked
>
at the basic hourly wage rate and hourly fringe benef it rate as
foun.d in Article 12 (WAGES AND FRINGE BENEFITS) .
7.3 No other compensation or fringe benef it shall be accumulated
or ea.rned by an employee except as speci£ically provided for
in this AGREEMENT; except those employees who have individually
optioned to be "grandfathered" as provided by 12.2.
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ARTICLE VIII - HOURS OF WORK
8.1 The normal work day shall be eight (8) consecutive hours per day, excluding
a thirty (30) minute unpaid lunch period.
8.2 The normal work week shall be five (5) consecutive narmal work �ays ia anp
seven (7) day period. .
8.3 Shifts other than the regular daytime shif t Monday through Friday may �e
>
established. Such shifts must be maintained for a period of at least Qne
(1) work week. The second shif t shall be a regularly scheduled shift which
follows a regularly scheduled f irst shift of five (5) hours or grea.ter.
The third shift shall be a regularly scheduled shift which follows a �egularl.�
scheduled second shif t of f ive (5) hours or greater.
8.4 For employees on a shift basis, this shall be construed to mean an
average of forty (40) hours a week.
8.5 This section shall not be construed as, and is not a guarantee of,
any hours of work per normal work day or per normal work week.
8.6 An employee normally working on a particular shift may be tranSferred
from tha.t shift to another shif t upon one week's notice; provided,
however, that in the event of a vacancy, an employee may be assigned
to another shift to fill such vacancy upon 24 hours' notice.
8.7 All employees shall be at the work location designated by their su�ervisar,
ready for work, at the established starting time and shall r�nain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.8 Al1 employees are sub�ect to call-back by the E�LOYER as provided
by Article 10 (CALL BACK) .
8.9 Emploqees reporting for work at the established starting time and for whom
no work is available shall receive pay for two (2� ho.urs, at the basic hourl.y
rate, unless notification has been given not to report for work prior to
leaving home, or during the previous work day.
8.10 Tbe employer shall be required to give no less than six and one�alf
(6�) hours notice, when an employee is to be laid off.
_ a _
, � :l `�v''''�/
AR�ICLE I.Y - OVERT�SF. �
9.1 All overtime compensated for by the II�IrLOYER m�cst receive prior
authorization from a designated E1�IPLOYER suFervisor. No overtiFne
work claim wilT be honored for pa}x.:.znt or credit ur_Iess approved
in advance. An overtime clai.�. will not be honored, even though
shown on the time card, unless the required advance approval has
been obtained.
9.2 The overtime rate of one and one-half (1'�) the basic hourly rate
shall be paid for` work performed under the following circumstances:
Q.21 Time worked in excess of eight (8) hours in any one
normal work day and
9.22 Time worked on a sixth (6th) day following a normal
work week. � � �
R.3 Th� overtime rate of two (2) times the basic hourly rate shall be
paid for wark performed under the following circumstances:
9,31 Time worked on a holiday as de€ined in Article 16
(HOLZDAYS);
9.32 Time worked, on a seventh (7th) day following a
sormal work week; and
9.33 Time worked in a.-Wess of twelve (12) cansecutive haurs
in a twQnty-four (24) hour periad, prvvided, that all
"e,aiergency" work required by "Acts of God" shall be
compensated at the rate of one and nne-t��lf (1�) .
9.4 For the purposes of calcu�.ating overtime compensation overtime
hours �orked shall not be "pyram3ded", compounded, or paid twice
for thc: same hours worked. � '
�:� Ovextim� hours worked as provided by this AR'�ICLE sha?1 be paid
in cash or .in compensatory time. . The basis on which oveztime shall
be paid shall be determined solely by the F�IPLOYER. Compensatory
t�me off must 6e approved by the F�NIPLOYER. . � •
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�'7'���1
� ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and
after an empleyee has completed a normal work day or nornal work
week.
}
10.2 Emgloyees called back shall receive a mini.mum of four (4) hours
pay at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when applicable, and subject
to minimum established bq 10.2 above.
10.4 Employees called back four (4) hours or less prior to their
normal work day shall complete the normal work day and be compensated
only for the overtime hours worked in accordance with Article 9
(OVERTIME).
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ARTICLE XI - WORK LOCATION
11.1 Employees shall report to work location as assigned by a designated
FMPLOYER supervisor. During the normal work day employees may
be assigned to other work locations at the discretion of the
EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than the�r original assig�m►ent, and who are required to
furnish their own transportation shall be compensated for mileage.
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ARTICLE XII - WAGES AND FRINGE BENEFITS
12.1 The basic hourly wage rates as established by Appendix C shall be
paid for all hours worked by an employee. -
12.2 Employees who are covered by the fringe benef its listed below
shall continue to be covered by such benefits. They shall be
sub�ect to all other provisions of the AGREEMENT, but shall not '
have hourly fringe benef it contributions and/or deductions made on
their behalf as provided for by Article 12.7 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by the City of Saint Paul.
12.22 Sick Leave as established by Resolution No. 3250, Section 2U.
: 12.23 In each calendar year, each full-time emgloyee who is
eligible for vacation shall be granted vacation according
to the following schedule:
Years of Service Vacation Granted
Less than 5 years 15 days
After 5 years thru 15 years 20 days
Af ter 15 years and thereafter 25 days
Employees who work less than full-time shall be granted
vacation on � pro rata basis.
The above provisions of vacation shall be subject to
the Saint Paul Salary Plan and Rates of Compeasation,
Section I, Subdivision H.
12.24 Nine (9) legal holidays as established by the
Saint Paul Salary Plan and Rates of Coinpensation,
Section 1, Subdivision I.
12.25 Severance benef its as established by Ordinance No. 11490
with a maximimm payment of $4,000.
12.3 Regular employees covered by the Fringe Benef its in I2.2 shall
have the right to transf er fram this coverage. Employees requesting
such transfer shali be considered participating employees and will
no longer be covered by the fringe benefits in 12.2 but shall be
covered by 12.4.
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ARTICLE XII - WAGES AND FRINGE BENEFITS `� l '�� �/
(continued�
12.4 Regular employees not covered by the fringa benefits listed in
Article 12.2 shall be considered, for the purpose of this AGREIIKII3T,
participating employees and shall be compensated in accordance
with Article 12.1 (WAGES) and have fringe benefit contributions
and/or deductions made on their behalf as provided for by Artiele� l2.7.
12.5 Provisiona.l, temporary, and emergency employees shall be considered�
for the purposes of this AGREEMENT, participating emploqees and
shall be compensated in accordance with Article 12.1 (WAGES) and
have fringe benef it contributions and/or deductions made in their
behalf as provided for by Article 12.7.
12.6 All regular emgloyees employed in a title in this bargaining unit
after February 15, 1974, shall be considered, for the gurpose af th�:s.
AGREEMENT, participating employees and shall be compensated in accordance
with Article 12.1 (WAGES) and have fringe benefit contributions and/or
deductions made on their behalf as provided for by Article 12.7.
Employees who promote, transfer or reduce to any title in this bargai.ning
unit fram any title which is not in this bargaining nnit shall not be
allowed to use any accumulated sick leave credits while they are in
such title.
If the employee promotes, transfers or reduces to any titie which is not
in tliis bargaining unit and if sick leave is allowed under the new title,
the accumulated sick leave the employee had at the time such employse
became a member of this bargaining unit shall be reinstated.
12.7 The II4PLOYER shall make contributions on behalf of and/or make
deductions from the wages of employees covered bq this AGREF�IENT
in accordance with Appendix D for all hours worked.
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ARTICLE XITI - SELECTION OF FORII�IAN AND GENERAL FOREML�N
13.1 The selection of personnel for the class of positions Electrician--
General Foreman and Foreman shall remain solely with the EMPLOYER.
;
13.2 The class of positions Electrician--General Foreman and Fore�man
sha11 be filled by employees of the bargaining unit on a
"temporary assig�ent".
13.3 Al1 "temporary assignments" shall be made only at the directic�.:
of a designated EMPLOYER supervisor.
13.4 Such "temporary assignments" shall be made only in cases where
the class of positions is vacant for more tha.n one (lj normal
work day.
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����.f�
ARTICLE XIV - EARLY RETIREMENT INSURANCE BENEFITS
14.1 For those employee;� that are covered by the Fringe Benefits - Article
12, the EMPLOYER will provide lif e, hospital and medical insurance for
early retirees who have retired since July 24, 1974, in the same �
proportionate amounts of premium as provided by II�PLOYER for active
employees.
14.2 In order to be eligible for the benef its under this early retixee provisioa:,
the employees must:
14.21 Be receiving benefits from a public employee retirement
act at the time of retirement.
14.22 Have severed. his relationship with the City of Saint Paul
under one of the early retiree plans.
14.33 Inform the Personnel Off ice of the City of Saint Paui in
writing within 60 da�s of employee's early retirement date
that he or she wishes to be eligible for early retiree
insurance benefits.
14.3 Notwithstanding any provision of this Article to the contrary, ENIl�LOYER
premium payments on behalf of early retirees shall commence June 1, 1977,
and shail not be interpreted to apply retroactively or act in reimbursement.
14.4 Any obligation of the EMPLOYER to an earlq retiree as def ined hereia shall
cease when such early retiree reaches age sixty-five (65) .
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� • ARTICLE XV - HOLIDAYS
` • 15.1 The following nine (9) days shall be designated as holidays:
New Year�s Day, January I
Presidents' Day, third Monday in February
rlemorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25 �
15.2 When New Year's Day, Independence Day or Christmas Day falls on a Sunday,
the following Monday shall be considered the designated holiday. Wfien a�a.p
of these three �3) holidays falls on a Saturday, the preceding Friday shall
be considered the designa.ted holiday. For those employees assigned tc a
work week other than Monday through Friday, these threa halidaqs shall be
observed on the calendar date of the holiday.
15.3 The nine (9) holidays shall be considered non work days.
15.4 If, in the �udgment of the F�IPLOYER, personnel are necessary for operating
or emergency rea.sons, employees may be scheduled or "called back" in
accordance wi.th Article 10 (CALL BACK) .
15.5 Employees covered by the Fringe Benef its in 12.2 and working on a designated
holiday shall be compensated at the rate of two (2) times the basic hourly
rate for all hours worked.
15.6 Employees not covered by the Fringe Beaefits in 12.2 and assigned to work
on Presidents' Day, Columbus Day or Veterans' Day shall be compensated oa
a straight time basis for such hours worked.
15.7 Emploqees not covered by the Fringe Benef its in 12.2 and assigned to work
on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, or Christmas Day shall be compensated at a rate of two (2) times the
basic hourly rate for such haurs worked.
15.8 The day after Thanksgiving Day and the day before Christmas Daq shall be
considered work days. All employees working on these days sha1Z be
compensated on a straight time basis.
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ARTICLE XVI - DISCIPLINARY PROCEDURES
16.1 The EMPLOYER shall have the right to impose disciplinary actians
on employees for just cause.
16.2 Disciplinary actions by the EMPLOYER shall include oniy the
�
following actions:
16.21 Oral reprimand
16.22 Written reprimand
16.23 Suspension
16.24 Demotion
16.25 Discharge
16.3 Employees who are suspended, demoted or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service
Co�ission, or a designated Board of Review, shall be the sole and
exclt?sive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be considered
a "grievance" for the purpose of processing through the provisions
of Article 22 (GRIEVANCE PROCEDURE� .
- 17 -
,
ARTICLE XVII - ABSENCES FROM WORK
17.1 Employees who are unable to report for their normal work day
have the responsibility to notify their supervisor of such absence
as soon as possible, but in no event later than the beginning of
such work day. '
17.2 Failure to make such notification may be grounds for discipline
as provided in Article 16 (DISCIPLINARY PROCIDURES) .
17.3 Failure to report for work without notif ication for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
- 18 -
� ARTICLE XVIII - SENIORITY
18.1 Senicrity, for the purposes of this AGP.EEMENT, shall be defin.ed
as follows:
18.11 "Master Seniority" - the length of continuous regular
and probationary service with the II�IPLOYER from the
last date of employment in any and aZl class titles
cavered by this AGREEMENT. �
18.12 "Class Seniarity" - the length of continuous reguZar
and prob�tionary service with the IIKPLOYER from the
date an employee was first appointed to a class title
covered by this AGREEMENT.
18.2 Senioritq shall not accumulate during an unpaid leave of absence,
exceot when such a Ieave is granted for a period of Iess than
thirty (30� calendar days; is granted because of .illness or in3ury;
ia granted to allow an employee to accept an appointment to the
unclassif ied service of the EMPLOYER or to an elected or appointed
ful?.'.�me gositio� with the UNION.
18.3 Senior3ty shall terminate when an employee retires, re�igns,
or is discharged.
18.4 In the event it is determined by the EMPLOYER tha.t it is necessary to
redu.�e the work force employees will be laid off by class title
withia. each Department based on .inverse length of "Class Seaioritq."
Emplcyees laid off shall have the right to reinstatement in any
lower-paid class title, provided, employee has grea.ter "Master
Seniority" than the employee being replaced.
18.� The se].ection of vac�tion periods shall be utade by class title
b�asgd on length of "Class Seniority", subject to the approvaL
of the EMPLOYER.
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. �? '� �•S'�/
ARTICLE XIX - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions
is recognized as an appropriate sub�ect for determination by
the various unions representing employees of the EMPLOYER.
19.2 The F,P2PLOYER agrees to be guided in the assignment of work jurisdict�on
by any mutual agreements between the unions involved.
� 19.3 In the event of a dispute concerning the performance ar assignment
af work, the unions i.nvolved and the EMPLOYER shall meet as soon
as mutu�lly possible to resolve the dispute. Nothing in the
foregoing shall restrict the right of ehe EMPLOYER to accomplish
the work as originally assigned pending resolution of the dispute
or to restrict the II�LOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the II�LOYER
and as clarif ied by Sections 19.2 and 19.3 above shall be subject
to discipl.'. ary action as provided in Article 16 (DISCIPLINARY
PROCIDIIRES).
I9.5 There sha1T be no work stoppage, slow down, or any disruption
of work resulting from a work assigr�ment.
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� � . . � r� � .�``� �./ � .
' ARTICLE XX - SEPARATION AIv� RETIRII�IF�tT
20.1 Employees having a probation,ary or regular employtnent status
shall be considered separated from employment based on the
following actions:
20.1i Resignation. Employees resigning from enploymenC
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
2U.12 Retirement. All employees shall retire from
employsnent with the II�IPLOYER no later than the last
calendar day of the month in which an em.ployee
becomes seventy years old.
�A.13 Dischar�. As provided in Article 16.
20.14 Failure to Report for Duty. As provided for in
Article 17. �
2�.2 Eunployees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMF'LOYER
before the colmpletion of a normal work day.
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. �
ARTICLE XXI - TOOLS
21.1 All employees shall personally provide themselves with the
tools of the trade as listed in Appendix E.
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, ...,
ARTICLE XXII - GRIEVANCE PROCEDURE
22.1 The II�IPLOYER shall recognize Stewards selected in accordance
with Ulv'ION rules and regulations as the grievance representative
of the bargaining unit. The WiION shall notify the II�IPLOYER
. in writing of the names of the Stewards and of treir successors
tahen so named.
22.2 It is recognized and accepted by the EMPLOYER and the UNION
that the processing of grievances as hereinafter provided is
limited by the job duties and responsibilities of the employees
and shall therefore be accompiished during working hours only
when consistent with such employee duties and responsibilities.
7,'he Steward involved�and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours,
pronided, the Steward and the employee have notified and received
the approval of their supervisor fio be absent to process a
g�ievance and that such absence would not ba detrimental to
the work programs of the EMPLOYER.
22.3 The procedure established by this ARTICLE shall be tk�e sole and
exclusive procedure, except for the appeal of disciplina.ry action
�s pro�ided by 16.3, for the processing of grievances, which are
def ined as an alieged violation of the terms and conditions of
this AGREEMENT.
. 22.4 Grievances shall be resolued in conformance with the following
procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the emp�.oyee involved shall attempt to
resolve the matter on an informal basis with the
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� ARTICI.� XXII - GRTEVANCE PROCEDURE (CONTINUID)
employee's supervisor. If the matter is not resolved
to the empl.oyee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
the UNION. The written grievance shall set forth the
nature of the grievance, the facts on which it is based,
the alleged sections(s) of the AGREEMENT violated, and
the relief requested. Any alleged viol�tion of the
AGREEMENT not reduced to writing by the UNI0:1 within
seven (7) calendar days of the first occurrence of the
event giving rise to the grievance or within the use of
reasonable diligence should have had knowledge of the
f irst occurrence of the event giving rise to the
grievance, shall ba considered waived.
Step 2. Withia seven (7) calendar days af ter receiving the
�aritteu grievance a designa.ted II�LOYER supervisor shall
meet with the UNION Steward and attempt to resolve the
grievance. If, as a resu]:t of this meeting, the grievance
remai�.s unresolved, the EMPLOYER shall reply in writing
to the UNION within three (3) calendar days fo2lowing
this meeting. The UNIGN ma.y refer the grievAnee in
wr�ting to Step 3 within seven (7) calendar days fol.lowing
receipt of the EMPLOYER's written answer. Any grievance
not ref erred in writir_g by the UNION within seven (7)
calendar days following receipt of the F�IPLOYER's answer
shall be considered wained.
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� '� `�,; �/
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUED)
Step 3. Within seven (7) calendar days following recei�t of a
grievance ref erred from Step 2 a designated ENIPLOYER
supervisor shall meet with the UNION Business Manager
or his designa.ted representative and attempt to resolve
the grievance. Within seven (7) calendar days following
this meeting the EMPLOYER sha11 reply in writing to
the UNION stating the II�LOYER'S answer concerning
the grievance. If, as a result of the written
response the grievance r�mains unresolved, the UNION
may refer the grievance to Step 4. Any grievance not
referred to in writing 3�y the UNION to Step 4 within
seven (7) calendar days following receipt of the
II�LOYER'S answer shall be considered waived.
Step 4. If the grievance remains unresolved, the Union may
within seven (7� calendar days af ter the response of
the E�LOYER in Step 3, by written notice to the
II�LOYER, request arb3tration of the grievance. The
arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of
the. ENi�'LOYER and the UNIdN within �even (7) calendar
days af ter notice has been given. If the parties
fail to mutually agree upon an arbitrator within the
said seven (7� day period, either party may request
_ �
tt►e Public Emgloymant Relations Board to submit a
- 25 -
ARTICLE XXII - GRIEVANCE PROCEDURE (CONTINUID)
panel of five (5) arbitrators. Both the E�IPLOYER
and the UNION shall have the right to strike two
(2) names from the panel. The Union shall strike
the first (lst) name; the F�IPLOYER shall then
strike one (1) name. The process will be repeated
and tha remaining person shall be the arbitrator.
22.5 The arbitrator shall have no right to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this AGREEMENT.
The arbitrator sha.11. consider and decide only the specific issue
submitted in writing by the IIKPLOYER and the UNION and shall
have no authority to make a decision on any other issue not so
submitted. The arbitrator shall be without power to make decisions
eontrary 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 within thirty (30) days following close of the hearing or
the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension. The decision shall be based
solelp on the arbitrator's interpretation or application of the
express terms of this �GREEMIIJT and to the facts of the grievanca
gresented. The decision of the arbi�rator shall be final and
binding on the EA'�LOYER, the UNION, and the employees.
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�c'/ :=�'..�,... G,, �.
� - ARTICLE XXII — GRIEVANCE PROCEDURE (CONTINUED)
22.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EA�LOYER and the UNION, provided that
eact� party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last minute postponement that lea.ds to the arbitrators making a
charge, the canceling party or the party asking for the postgonement
shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it
gays for the record.
22.Z The time limits in each step af this procedure may be extended
bg mutual agreement of the EMPLOYER and the UNION.
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ARTICI,E XXIII - RIGHT OF SUBCONTRACT
23.1 The F1�iPL0YER may, at any time during the duration of this
AGREENIENT, contract out work done by the employeer covered
by this AGREEMENT. In the event that such contracting would
result in a reduction of the work force covered by this
AGREEMENT, the E1�LOYER shall give the UNION a ninety (90)
calendar day �otice of the intention to sub-contract.
�3.2 The sub-contracting of work done by the employees covered
bq this AGREEM�tT shall in all cases be made only to etaployers
�aho qualify in accordance with Ordinance No. 14013.
_ �Q _
� � l 1.��'�f
ARTICLE XXIV - NON-DISCR.IMINATION
24.1 The terms and conditions of this AGREE�IE�"VT will be applied to
employees equa.11y without regard to, or discrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the UNION.
24.2 Employees will perform their duties and responsibilities in
a non-discriminatory manner as such duties and responsibilities
involve other employees and the general public.
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ARTICLE XXV - SEVERABILITY
25.1 In the event that any provision(s) oF this AGREEMENT is declared
to be contrary to law by proper legislative, administrative, or
3udicial authority from wh�se f inding, determination, or decree
no appeal is taken, such pr�vision(s) shall be voided. All other
provisions shall continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations
to placs the.voided provisions of the AGREEMENT in compZiance
with the legislative, administrative, or judicial determination.
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ARTICLE XXVI - WAIV��
26.1 The EMPLOYER and the UNION acknowledge that during the meeting
and negotiating which resulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
sub�ect concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the
exercise of this right are fully and completely set forth in
this AGREEMENT.
2b.2 Therefore, the EMPLOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment
whether specif icallq covered or not specifically covered bq
this AGREEMENT. The UNION a;�d EMPLOYER may, however, mutually
agree to modify any provision of this AGREEMENT.
2fi.3 Aay and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
canditions of employment, to the axtent they are inconsistent
with this AGREE►dENT, are hereby superseded.
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' ARTICLE XXVII - CITY MILEAGE
27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to rei.nbursement
of City officers and employees for the use of their own autor�obiles in
the performance of their duties, the following provisions are adapted.
27.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head.
T�ype 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 ea{h day the employee's vehicle is
. actually used in performing the duties of the employee's position.
In addition, the employee shall be reinbursed 15G per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate af 15� per mile �driver and shall not be eligible
for aay per diem..
Type 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15� per mile for each mile actually driven.
If such employee is required to drive an automabile during employment
and the department head or designated representative determines that
an employer nehicle is availab�le 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.
2T.3 The City will provide parking at the Civic Center Parking Ramp for City
employ�es on either of the above mentioned types of reimbt-rsement plans
o�ho are required to have their personal car available for City business.
Such parking will be provided only for the days the emgloyee is required
to have his or her own personal car available.
27.4 Rules and Regulation�: The Mayor shall adopt rules and reguZations
gov.erning the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles drivea and shall file monthly aff idavits stating
the number of days warked and the number of miles driven, and further
require that they maintain automobile liability insurance in amaunts of
not less than $100,000/$300,000 for personal in3ury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,004
si�gle limit coverage, with the City of Saint Paul �named as an additional
insured. These rules and regulations, together with the amendment thereto,
sha.11 be mair�tained .on f ile with the city clerk.
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u fj���
ARTICLE XXVIII - MATERNITY LEAVE
28.1 riaternity Leave. Maternity is def ined as the physical state of
pregna.ncy of an employee, commencing eight (8) months before the
estimated date of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the event
of an employee's pregna.ncy, the employee may apply for leave
without pay at any time during ths period stated above and the
� employer ma.y approve such leave at its option, and such lea.ve
may be no longer than one (1) year.
- 33 -
ARTICLE XXIX - DURATTON AND PLEDGE
29.1 This agreement shall became effective as of May 2, 1981, and
shall remain in effect through the 30th day of April, 1982, and
continue in effect from year to year thereafter unless notice
to change or to terminate is given in the manner provided in 29.2.
29.2 If either party desires to terminate or modify this AGREEl1ENT,
effective as of the date of expiration, the party wishing to
" modify or termina.te the AGREEMENT shall give written notice to
the other party, not more than ninety (90) or less than sixty
(6U) calendar days prior to the expiration date, provided, that
the AGRE�tENT may only be so terminated or modified ef`ective
as of the expiration date.
2.9.3 In cQnsidera�ion of the terms and conditions of employment
established by this AGREEMII�iT and the recognition that the
GRIEVANCE PROCIDURE herein established is the means by which
grievances concerning its application or interpretation may
be peacefully resolved, the parties hereby pledge that during
the term of the AGREII�k�tT: �
29.31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in
which employees fail to report for duty, willfully
abse�t themselves from work, stop work, slow down
their work., or absent themselves in whole or part
from the full, faithful performance of their
duties of employment.
- 34 -
A�TICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The EMPLOYER will not engage in, instigate, or
condone any lock-out of emplayees.
29.33 This constirutes a tentative agreement between
the parties which will be recommended by the City �
Negotiator, but is subject to the approval of the
Adm3nistration of the City and is also subject
to ratification by .the tTDIION.
AGREED to this 24th day of August, Z98I, aAd attested to as the fu3.l
and cor.�p2ete understanding of the parties for the period of time herein
specified by the signature of the following representati�e from the .
�ff'LOYER and the UNION.
j;'ITNES5ES i
INTERNATIONAL BROTHERHOQD OF
CITY vF SAiNT PAUL ELECTRICAL WORKERS, L�OCAL 110.
� � � �
B ' BY: `� ' �� ;�'>c�_
i
BY: BY:
Civil Service Commission
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'�;: o�o r���,� f
✓
APFENDIX A
The classes of positions recognized as being exclusively represented
by the UNION are as follows:
Electrician--General Foreman
Electrician--Foreman
Electrician
Lighting Maintenance Worker
� Apprentice Electrician
Senior Electrical Inspector
Electrical Inspector
and other classes of positions that may be established by the II�IPLOYER
where the scope of the work duties and responsibilitie� assigned comes
within the jurisdict�on of the UNION. -
- A1 -
APPENDIX B
For all normal work weeks established pursuant to the provisions
of Article VIII of this contract, which includes Sunday, the following
provisions shall apply and govern:
1. All regular electricians employed prior to January 1, 1976
shall be offered assig��nt to the work week on a seniority
basis, and all such employees sha11 have the right to refuse
assigrrment to the workweek. This refusal is subject to the
provisions listed below.
, 2. All regu7.ar electricians employed subsequent to January 1,
1976 may be assigned to vacancies in this work week.
3. A11 regular electricians shall have the right to bid on and
obtain assigrnnent of a position occupied by an eleetrician
with lesser class seniority within 30 calendar days from the
date that said position was last filled.
4. Any regular electrician may be assiga�ed, on a temporary basis,
to the workweek, to replace an electrician who is absent
because of vacation, illness, paid military leave, �ury duty
ar any other leave acceptable to both parties. These tem-
porary assiguments shall be made on the basis of seniority and
in no instance shall any one employee be required to work on
such temporary basis for more than 15 work days or the total
temporary assigrnnent to exceed 90 work daps.
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b;r s�r «l ,,.
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APPENDIR C
The basic hourly wage rate for provisiona.l, regular and probationary
employees appointed to the following classes of positions who are not covered
by the provisions of Article 12.2.
Effective
5-02-81
Electrician-General Fore.�an . . . . . . . . . . . $15.99
Electrician-Foreman . . . . . . . . . . . . . . . $15.22
Electrician . . . . . . . . . . . . . . . . . . $14.07
Senior Electrical Inspector . . . . . . . . . . . $15.99
- Electrical Inspector. . . . . . . . . . . . . $15.22
�ighting Maintenance Worker (Hired prior to May 2, 1981)
Starting . . . . . . . . . . . . . . . . $ 9.85
After 6 months . . . . . . . . . . . . . . . $1d.55
�.�.ghting Maintenance Worker (Hired after May 2, 1981)
0 - 6 months . . . . . 50% of Electrician Rate ($ 7.04)
7 - 12 months . . . . . 55% of Electrician Rate ($ 7.74)
13 - 18 months . . . . . 60% of Electrician Rate ($ 8.44)
i9 - 24 months . . . . . 65% of Electrician Rate ($ 9.15)
25 - 30 months . . . . . 75% of Electrician Rate ($10.55}
The basic hourly wage rate for temporary and emerge�cy employees appointed to
the foliowing classes of positions shall be:
Effective
5-02-81
Electrician-General Foreman . . . . . . . . . .• . $16.63
Electrician-Foreman . . . . . . . . . . . . . . $15.83
Eleetrician . . . . . . . . . . . . . . . . . . $14.63
�l.ectrical Inspector. . . . . . . . . . . . . . $15.83
S�nior Electrical Inspector . . . . . . . . . . . $16,63
Lighting Maintenance Worker
0 - 6 months . . . . . 50/ of Electrician Rate ($ 7.32)
7 - 12 months . . . . . 55% of Electrician Rate ($ 8.05)
13 - 18 months . . . . . 60% of Electrician Rate ($ 8.78)
19 - 24 .months . . . . 65% of �lectrician Rate ($ 9.51)
25 - 30 months . . . . . 75% of Electrician Rate ($10.97)
E4pp�entice Electricia.n �
0 - 6 months . . . . . . . . . 45% of Electrician Rate
7 - 12 months . . . . . . . . . 50X of Electrician Rate
13 - 18 months . . . . . . . . . 55% of Electrician Rate
19 - 24 months . . . . . . . . . 60x of Elec�ricia.n� Rate
25 - 30 months . . . . . . . . . 65% of �lectrician Rate �
31 - 35 months . . . . . . . . . 75x of Electricisn Rate
37 - l►2 months . .. . . . . . . . 80X of Electrician Rate
43 - 48 months . . . . . . . . . 85% of Electrician Rate
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APPENDIX C (continued)
The basic hourly wage rate for regular employees appointed to the following
classes of positions, who are covered by the pravisions of Article I2.2 af this
AGREEMENT, shall be•
Effective
5-02-81
Electrician-General Foreman . . . . . . . . $16.56
�lectrician-Foreman . . . . . . . . . . . . $15.75
Electrician . . . . . . . . . . . . . . . . $14.55
Sa�nior Electrical Inspector . . . . . . . . $1b.56
Electrica.l Inspector. . . . . . . . . . . . $15.75
Apprentice Electrician
(Sired prior to March 16, 1974) . . . . . $12.37
Fsnployees caho work on a regularly assigned shift, beginning earlier than
6 a.m. or ending later than 6 p.m,. , provided that at least five hours of the
shif t are worked between the hours of 6 p.m. and 6 a.m. , there shall be paid a
night differential for the entire shif t.
Employees who work on a regul�rly assigned shif t, beginning earlier than
6 a.m. or ending later than 6 p.m. , but less than five hours af the shift are
wQrlced between the hours of 6 p.m. and 6 a.m. , there sha1Z be paid a night
dif€erential for the hours worked between the hours of 6 p.m. and 6 a.m.
The .night differential shall be 5% of the base rate, and shall be paid oniy
for those night shif ts actually worked.
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aPP�:x n
Effective May 2, 1981, the EMPLOYER shall:
(1) Contribute 5.125% of the gross wages earned by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this Agreement, to
a Union designated Health and Welfare Fund.
(2) Contribute 3% of the gross wages earned by participating employees as
def ined in Articles 12.3, 12.4 and 22.5 covered by this Agreement, ta
. a Union designated Pension Fund.
(3) Gontribute .25% of the gross wages earned by participating employees
gs defin�d in Articlea 12.3, 12.4 and I2.5 covered by this Agreement,
to a Union designated Apprentice.;hip Training Fund.
(4) Contribute ..25% of the gross wages earned by participating employees
ss def ined in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to � Union designa�ed Seniority Fund.
(5� Contribute 3.SX of the gross wages earned by participating emplQyees
as def iaed in Articles 12.3, I2.4 and 12.5 covered by this Agreement,
to a Union designated Reserve Trust Fund.
(5) Coatribute 3;6 of the gross wages earned by participating emplopees
as def ined in Articles 12.3, 12.4 and 12.5 covered by this Agreement
to the Union's designated National Employees Benef it Fund (N.E.B.F.j.
(7) Contribute 7'� of all wages earned by participating employees as
defisied in Articles 12.3, 12.4 and 12.5 covered by this Agreement,
to a Union designated Vacatioa and Holiday Fund. This contribution
is sab�ect to all payroll deductions.
- Dl -
APPENDIX "D" (continued)
Effective May 2, 1981, the Employer shall:
Contribute $ .50 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 covered by
this Agreement, to a Union designated Annuity Fund.
The EMPLOYER shall establish Workman's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
Participating employees as defined in Articles 12.3, I2.4 and 12.5 covered
by this AGREEMEDTT shall not be e].igible for, governed by, or accum�:late
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe
benefits tha.t are or may be established by Personnel Rules, Council Ordinance,
or Council Resolution.
The F.MPLOYER'S fringe benef it obligation to participating employees covered
by this 9GREEMENT, as defined in Articles 12.3, 12.4 and 12.5 is limited solely
to the contributions and/or deductions established by this AGREEMEt�TT. The
actual level of benef its provided to emploqees shall be the responsibility
of the trustees of the various funds to which the EMPLOYER has forwarded
contributious and/or ded.uctions.
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�
.�'
.Y
�
� APPENDIX E
�`
s Pocket Tool Punch and Belt
F
t
6" Rule
9" or 10" Aluminum Level
8'' Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches 3/8" - 3/4"
Sccket Set of equivalent sizes
Cald Chisel and Center Punch
Ta�s 6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench
�ila Rasp 12" 1/2 Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and 4" and 6" Phillips
Flashlight '
T�ster, b00 v. Solenoid Type
Cambination Square
Knif e
Long Nose Plier
Diaganal Cutting Pliers
2 Pair Channel Locks
14" Pige Wrench or Chain Wrench '
Allen Wrenches �
Hsmmer, BaTl Peen .
- El -
� . ./ r �i /
. . �' , ��..i
APPENDIX E (CONTINUED)
Scratch Awl
Drills - in accordance with Tap sizes 9/32 and 3/8
Fuse Puller
Angle Screw Driver
�ool Box to hold the above toois
� The IIKPLOYER shaZl furnish all other necessary tools or equipiaent.
Employees will be held responsible for tools or equipment issued to them,
groviding the II�IFLOYER furnishes the necessary lockers, "gang box" or
other safe place for storage.
The EMPLOYER shall replace with similar tools of equal value and quali.tg
anp of the above listed tools which are tuxned in by an employee which are no
longer serviceable be�:�use of wear or breakage, providing the employee has been
em�loqed for nine (9) continuous months or more.
- E2 -
�
APPENDIX F
�r 0 ���J�
WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELFCTRICAL INSPECTORS
As a result of the 1974 settlement, the Parties have established
craft-determined rates for Senior Electrical Inspectors and for
Electrical Inspectors, with the specific understanding that such
agreement is restricted to establishing rates of pay for such clas-
sifications.
Tt is, cansequently, agreed that the Employer in applying Ar�icle III -
ENiPI,OYER RIGHTS - of the MAINTENANCE LABOR AGREEMENT, shall have the
right to operate the Department in the same manner as heretofore,
with management right� unaffected, and that the establishment of
separate rates for these classifications as well as for Inspector
clas ;ificati.ons in other Bargaining Units, may not result in disputes
aver assigrnaents or over rates of pay for work performed, nor will
arry jurisdictional claims or restrictions be asserted by the Union
hecause members of various Inspector classifications are assigned to
work which is also performed by other Inspector classifications.
- Fl -