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274532 WHITE - C�TV CLERK COUflC1I t1r���� PINK - FINANCE TF' T� CANARV - DEPARTMENT G I TY OF SA I NT 1 A l� L / BLUE - MAYOR � File NO• ,�' /�,� o�ncil Resolution Presen ed 1�� t By Referred To Committee: Date Out of Committee By Date An Administrative Resolution approving the terms and conditions of the 1980-1981 Collective Bargaining Agree- ment between the Independent School District No. 625 and the Management and Professional Supervisory Employees Organization, representing the "White Collar" Supervisory employees of the School District. 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 Management and Professional Super- visory Employees Organization as exclusive representative for those classes of positions within the School District certified by the Bureau of Mediation Services under Case No. 78-PR-500-A for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time personnel in the classes of positions as set fort� in the Agreement between the School District and the exclusive representative hereinabove referenced; and WHEREAS, �he School District through designated representatives, and the exclusive representative have met in gaod faith and have negotiated the terms and conditions of employment for the calendar years of 1980 and 1981 for such personnel as are set forth in the Agreement between the School District and the exclusive representative; now, therefore, be it -].- COU[VCILMEN Requested by Department of: Yeas Nays Butler Hozza In Favor Hunt �� Levine _ __ Against B Maddox Showalter Tedesco orm Ap ro��d by Cit A r y Adopted by Council: Date Certified Yassed by Council Secretary � Bl' Approved by 1Aavor: Date _ - Appr by Mayor for Su ' sio to C uncil BY -- - — -- BY WMITE - CITV CLERK PINK - FINANCE G I TY O F SA I NT PA IT L Council . CANARV - DEPARTMENT File NO. ����� BLUE - MAVOR -- � ' Council Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Collective Bargaining Agreement, cited above, dated as of the effective date of this Resolution, between the School District and the Management and Professional Supervisory Employees Organization, on file in the office of the City Clerk, is hereby approved, and the authorized administrative officials of the Employer are hereby authorized and directed to execute said Agreement on behalf of the Employer. Approved; ; � �:yf Chairman Civil Service Comm' sion -2- COUNCILMEN Requested by Department of: Yeas MCMAHON Nays � � In Favor PERS N L OF u„�,� �'� Hunt Levine _ � __ Against BY —�� Maddox S edesco MAR i � 1980 Form Approved by City Attorney A ted by Co cil: Date Certifie asse y' ouncil Sec tar By s� A�ppr ed b M or: D �AR 1 Approved by Mayoc for Submission to Council gY T_ '_ •--- — By , - �tl�1.15t�ED MAR 2 2 1980 ^ j • ,� � � F ' �d u,�,'��`�, 1980 - 19$1 COLLECTIVE B,ARGAINING AGREIIKENT ' - between - IAIDEPENDENT SCHOOL DISTRICT N0. 625 � - and - MANAGII�4EPdT AND PROFESSIONAL SUPERVISORY F.�IPLOYEES ORGANIZATION INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Saving Clause 3 III Management Rights 4 IV Maintenance of Standards 5 V Check Off and Administrative Service Fee 6 VI Hours of Work and Overtime 7 VII Seniority 8 VIII Working Out of Classification 9 IX Discipline 10 X Legal Services Il XI Grievance Procedure 12 XII Wages 16 XIII Mileage-Independent School District No. 625 17 XIV Maternity Leave 18 XV Insurance 19 XVI Vacation 22 XVII Holidays 23 XVIII Severance Pay 24 XIX Duration and Effective Date 25 Appendix A A1 - ii - P R E A M B L E This AGREFMFNT, entered into between Independent School District No. 625, hereinafter referred to as either the "II�LOYER" or the "SCHOOL DISTRICT", and the Management and Professional Supervisory Employees Organization, hereinaf ter referred to as the "ORGANIZATION", for the purpose of fostering and promoting harmonious relations between the II�LOYER and the ORGANIZATION in order that a high level of public service can be provided to the citizens of the City. This AGREEMF�TT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the EMPLOYER and the ORGANIZATION of their respective rights and responsibilities. The provisions of this AGREEMFNT shall not abrogate the rights and/or ' duties of the II�LOYER, the ORGAI3IZATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of 1971, as amended. - iii - . � � ;'�'���� ;� ARTICLE I - RECOGNITION 1.1 The II�IPLOYER recognizes the Management and Professional Supervisory Employees Organizatfon as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and ' certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Clarification Hearing of Bargaining Unit, April 16, 1974, Case No. 74-PR-414-A. and as revised by Certifi- cation of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A. This above unit as amended consists of the following: Accountant IV Director of Medical Services-Model Cities Accountant V Director of the Zoo Accounting Manager E.D.P. Supervisor Assistant City Engineer--Design Fireman-Mechanic General Foreman Assistant City Engineer-Operations Health Administrator Assistant Director & City Engineer Library Administrator Assistant Director of Sch. Cafe. License Inspector Assistant General Manager--Water Ma.nager of Data Processing Assistant Purchasing Agent Municipal Garage Supervisor A.ssistant Supt. of Parks Office Engineer Assistant to the Dir. (Sch.Cafe. ) Operations Director--Civic Center Asst. Valuation & Assess. Engr. Principal Planner Bacteriologist-Chemist III Project Director (Model Cities Health) Bridge Engineer Property Manager Bldg. & Housing Insp. Supervisor Public Health Nurse III Chief Accountant Public Health Nursing Supervisor � Chief Cashier--Finance Public Health Services Manager Chief of Central Library Public Works Construction Engineer Chief of Extension Services Public Works Design Engineer Chief of Public Systems Planning Pub. Wks. P-faintenance Services Engr. and Development Chief Surveyor Public Works Technician IV City Traffic Engineer Purchasing Agent Civi1 Engineer IV Recorder of Council Proceedings Civil Engineer IV-Water Dept. Recreation Director III Criminal Justice Coordinator Senior Principal Planner Dentist Sewer Engineer Deputy Health Officer Supt. of Lighting and Elect. Engr. Director of Admin. (Health) Supt. of Parks and Recreation Director of Environmental Hygiene Superintendent of Programming Airector of Medical Services Superintendent of Water Distribution - 1 - � ARTICLE I - RECOGNITICIN (CONTINUID) Supervisor of Assessments Supervisor of School Maintenance Supervisor of Customer Services Supervisor of Sidewalk Construction Supervisor of Code Enforcement Supervisor of Traffic Maintenance Supervisor of Housing Inspection Valuation and Assessment Engineer : Water Chemist III Water Production Engineer Water Revenue Superintendent UNCLASSIFIED Administrator of Economic Devlp. Director of Himman Rights Administrator of Planning Directvr of Criminal Justice and Administrator of Renewal Advisory Commission Admin. of Community Development Manpower Director Assistant Director of Human Rights Occupational Safety Coordinator City Informatioa and Complaint Officer 1.2 The parties agree that any new classifications which are an e.xpansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. - 2 - ARTICLE II - SAVINGS CLAUSE 2.1 This AGREEMFNT is sub,ject to the laws of the United States and the State of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent �urisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this AGREEMEI3T shall continue in full force and effect. - 3 - AR.TICLE III - MANAGF�IENT RIGHTS 3.1 The ORGANIZATION recognizes the right of the II�LOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the II�LOYER has not officially abridged, delegated, or modified by this AGREEMENT are retained by the ENIPLOYER. 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not linited to, such areas of discretioa or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organiza- tional structure and selection and direction and number of personnel. , - 4 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that aIl conditions of e�ployment 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 Resolution No. 6446 at the time of the signing of this AGREEME2dT, 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 ADMINISTRATIVE SERVICE FEE 5. 1 The II�LOYER agrees to deduct the ORGANIZATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the E1�LOYER by a representative of the ORGANIZATION and the aggregate deductions of all e�►ployees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an ORGANIZATION member shall be required to contribute a fair share fee for services rendered by the ORGANI- ZATION. Upon notification by the ORGANIZATION, the II�LOYER shall check off said fee from the earnings of the employee and transmit the same to the ORGANIZATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the II�LOYER shall make an improper fair share deduction from the earnings of the employee, the ORGANIZATION shall be obligated to make the F�IPLOYER whole to the ex.tent that the EMPLOYER shall be required to reimburse such employee for arly amount impraperly withheld. This provision shall remain operative only so long as • specifically provided by Minnesota law, and as otherwise legal. 5.3 Administrative Service Fee. The ORGANIZATION agrees that an administrative fee of twenty-five cents ($ .25) per member, per month shall be deducted by the EMPLOYER from the amount withheld for dues or fair share prior to remittance of dues or fair share to the ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the II�PLOYER harmless against any and all claims, suits, orders or �udgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EI�II'LOYER under the provisions of this article. _ 6 _ ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the employees shall be seven and three- fourths (7 3/4) hours in any 24 hour period and 38 3/4 hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 �,lnployees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any 7 day period shall not receive pay for such additional worke 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION- of Resolution No. 3250 shall not apply to this unit. 6.4 In unusual circumstances employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval ,of their department head. - 7 - __ , _ . ARTICLE VII - SENIORITY 7.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be deter- mined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is ' discharged. 7.3 In the event it is determined by the II�IPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on iaverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Engineer. I, II, III, etc. , when the numbez of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after one year of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation. assignment shall be sub�ect to the ability of the F,hIPLOYER to maintain operations. - 8 - ARTICLE VIII - WORKING OUT OF CLASSIFICATION F�`����� 8.1 ENIPLOYER 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 assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full time basis, a11 of the significant duties and responsibilities of either a) a position previously held by another employee and different from the employee's regular position, b) held by an employee on extended leave, or c) or a new position, and which is in a classification higher than the cZassification held by such employee. The rate of pay for an approved out-of-class assign- ment shall be the same rate the employee would receive if such emplopee received a regular appointment to the higher classification. - 9 - 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 ORGANIZATION may request, and shall be entitled to a meeting with the FMPLOYER representative who initiated the suspension with intent to discharge. During the five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or may modify, or withdraw same. -10- ARTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. , - 11 - ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the inter- pretation or applicati.on of the specific terms and conditions of this AGREEMENT. 11.2 The II�LOYER will recognize representatives designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify the II�IPLOYER in writing of the names of such Organization Represen- tatives and of their successors when designated. The II�LOYER shall notify the ORGANIZATION in writing as to its designated representatives. , 11.3 It is recognized and accepted by the ORGANIZATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accamplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ORGANIZATION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the F�IPLOYER during normal working hours provided that the employee and the ORGANIZATION Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the EMPLOYER. It is understood that the F.MPLOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance with the following procedure: - 12 - ` , ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) Step 1. An employee clai.ming a violation concerning the interpretation or application of this AGREEMENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance � to the Employee's supervisor as designated by the EMPLOYER. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievanc� 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 sha11 be appealed to Step 2 by the ORGANIZATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ORGANIZATION and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the ORGANIZATION 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 ORGANIZATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the ORGANIZATION and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the ORGANIZATION employerTs answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ORGANIZATION within ten (10) calendar days shall be considered waived. - 13 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) � � ' • ���, ��F. Step 4. A grievance unresolved in Step 3 and appealed to S"t"'ep �'�`�y�t�ie QRGANIZATION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 2971, as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. Step 5. The arbitrator shall have no right to amend, modify, nullify, ignore the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specifie issue(s) submitted in writing by the EMPLOYER and the ORGANIZATION, and shall have no authority to make a desision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing, with copies to both � parties and the Bureau of Mediation Services 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 binding on both the EMPLOYER and the ORGANIZATION and shall ,be based ' solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ORGANIZATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of tihe proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. - 14 - ' , ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) 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 speeified time limit or any agreed extension thereof, it shall be considered settled on the basis of the II�LOYER'S last answer. If the II�LOYER does not answer a grievance or an appeal thereof within the specified time limits, the ORGANIZATION may elect to treat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the II�LOYER and the ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the EMPLOYIIt that a grievance may be initiated by the ORGANIZATION using either the grievance procedure of , this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. ' - 15 - ARTICLE XII - WAGES 12.1 The wage schedule for the purpose of this contract shall be Appendix A. - 16 - ARTICLE XIII - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625 13.1 Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their sutomobiles for school business. To be eligible for such reimbursement, employees must receive authorization from the District Mileage Co�ittee utilizing the following plan: Reimbursement is at the rate of 19� per mile. �In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another employee working in the same or similar position. It is necessary for the employee to keep a record of each trip made. - 17 - ARTICLE XIV - MATERNITY LEAVE 14.1 Maternity Leave: Maternity is defined as the ghysical state of pregnancy 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 pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer ma.y approve such leave at its option, and such leave may be no longer than one (1) year. - 18 - ARTICLE XV - INSURANCE 15.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by II�PLOYER at the time of execution of this AGREEMENT. 15.2 The II�LOYER will for the period of this AGREEMENT provide for employees who retire after the Lime of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the F�"IPI.OYER for such employees and such life insurance benefits as provided in this article. 15.3 In order to be eligibZe for the benefits under the early retiree provision, the employee must: 15.31 Be receiving benefits from a public employee retirement act at the time of retirement. ' 15.32 Have severed his relationship with the School District under one of the early retiree plans. 15.33 inform the Personnel Office of the City of Saint Paul in writing within 60 days of employee's early retire- ment date that he or she wishes to be eligible for early retiree insurance benefits. 15.4 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 $39.4Q per month, whichever is less. In addition, fior each eligible employee who selects Blue Cross-Blue Shield dependent's coverage, the , EMPLOYER will contribute the cost of such dependent's coverage or $45.40 per ' month, whichever is less. 15.5 For each eligible employee covered by this AGREII�IENT who selects Group Health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $37.24 per month, whichever is less. In addition, for each eligible employee who selects Group Health dependent's coverage, the II�iPLOYER will contribute the cost of such dependent's coverage or $35.93 per month, whichever is less. - 19 - �����`�,� � ARTICLE XV - INSURANCE (CONTINUED) F'"� � °'""'�"' ' 15.6 For each eligible employee covered by this AGREEMENT who selects Coordinated Care health insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $39.40 per month, whichever is less. In addition, for each eligible employee who selects Coordinated Care dependent's coverage, the ENNIPLOYER will contribute the cost of such dependent's coverage or $35.29 per month, whichever is less. 15.7 The EMPLOYER agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $3.30 per month, whichever amount is less. 15.8 In addition to the $5,000 Life Insurance Coverage in 15.7, the II�'LOYER agrees to contribute the cost of additional Life Insurance Coverage or $ .97 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section and Section 15.7 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. . t5.9 Effective January 1, 1980, the figures in Article 15.4, 15.5, 15.6, 15.7 and 15.8 above will be ad�usted in dollars to reflect the total cost of the 1980 premium rates for the respective caverages. 15. 10 The contributions indicated in 15.4, 15.5, 15.6, 15.7 and 15.8 shall be paid to the City's group health and welfare plan. Any increase in the cost of benefits received after December 31, 1980 shall be paid by the employee. - 20 - ARTICLE XV - INSURANCE (continued) 15. 11 The II�LOYER agrees to pay the amount of $21.75 per month for each employee eligible for such coverage to the Dental Insurance Fund established by the ORGANIZATION. The amount of $7.35 per month, which represents the 1980 Dental Insurance Premium increase, shall be deducted from the seven percent (7.0%) wage increase for 1980 applicable to each and every employee in the bargaining unit for 1980. 15.I2 It is clearly understood by all parties that the ORGANIZATION'S Dental Insurance Fund shall continue to be administered solely and entirely by the ORGANIZATION. It is further understood that any Dental Insurance Program obtained through monies submitted to this Fund shall be administered solely and entirely by the ORGANIZATION. • - 21 - ARTICLE XVI - VACATION 16. 1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full-time sha11 be granted vacation on a pro rata basis. 16.2 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 16.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the Employer's service, the employee shall reimburse the Employer for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is segarated from the service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation. The provisions of this Section shall � not apply to temporary or emergency employees. 16.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacat�on at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. - 22 - ARTICLE XVII - HOLIDAYS 17.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Columbus Day Presidents� Day Veterans� Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day Two floating holidays 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 holidays listed above shall fall on Sunday, the succeeding Monday sha11 be observed as the holiday. 17.2 The floating holidays set forth in Section 1 above may be taken at any time during the contract year, sub3ect to the approval of the Department Head of any employee. 17.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee�s name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday , and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 17.4 In the case of Board of Education employees, if Presidents' Day, Columbus Day, or Veterans' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. - 23 - ARTICLE XVIII - SEVERANCE PAY 18.1 Employees shal]. be eligible for severance pay in accordance with the Severance Pay Plan of the School District. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provision that the maximu�► amount allowed shall be $4,000. - 74 - � . �. Ai:�ICLE :�I� - LLc�T:v:: ��� :.:FcC:LVc: DAI� � � 19.1 Conplete A�reec�ent with G?aiver of Bar�aining. This AGREEMEb'T shall re- ' t'`•;� present the complete AGREE�`IENT between the ORGANIZATION and the II�[PLOYER. � The parties acknowledge that during the negotiations which resulted in � this AGREE.*�fENT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete under- � standings and agreements arrived at by the parties after the exercise of ' that right and opportunity are set forth in this AGREII�fEl�'T. Therefore, N � the �fPLOYER and the ORGANIZATION, for the life of this AGREEMENT, each i ,,. voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any � � subject or natter ref erred to or covered in this AGREII�IENT. s 19.2 Except as herein provided this AGREEMEI3T shall be effective as of the date it is executed by the parties and shall continue in full force and effect � until December 31, 1981, and thereafter until modified or amended by mutual agreenent of the parties. Either party desiring to amend, or modify this Y AGREE4ENT shall notify the other in writing so as to comply with the provisions of the Public Employment Labor R.elations Act of 1971, as amended. 19.3 This constitutes a tentative AGRE II�IENT between the parties which will be recommended by the School Board Negotiator, but is subject to the approval � of the School Board, the Administration of the City, and is ,also subject to ratification by the ORGANIZATION. WITNESSES: INDEPE:.'DE�T SCHOOL DISTRICT 625 rtANAGE.`IEP�T AilD PROFESSIONAL SUPERVISORY • � II�fPLOYEES ORGAN�ZATION � ����-- � �� � -� � � � ,.,.� School oard Negotiator Negotiator � Superinten�ent, ISD �;o. 62� Negotiator , President DATED: � - 25 - ' APPENDIX A TITLES AND SALARIES EFFECTIVE DECEMBER 29, 1979 ��/�Q�'� Assistant to the Director (School Cafeterias) A B C D E F G 10-yr. 15-yr. 523. 12 544.13 565.70 595.33 624.78 657.04 689.49 710.49 730.00 Supervisor of Customer Services--Water Dept. 555.95 578.08 600.96 631.90 663.04 696.42 730.56 753.06 775.01 City Information and Camplaint Officer 625.35 650.66 677.48 711.06 746.88 784.76 823.96 847.78 873.47 Supervisor of Assessments Supervisor of Elections 663.60 690.80 718.18 754.76 792.26 832.97 874.22 898.61 926.36 Public Aealth Nurse III 704.49 733.00 762.63 800.89 840.27� 883.22 927.86 955.06 983.00 *Chief Cashier--Finance Recorder of Council Proceedings Water Revenue Superintendent 725.87 754.76 785.70 824.53 866.16 909.48 955.06 984. 13 1012.Q7 Assistant Director of Human Rights Director of the Zoo Public Works Technician IV Supervisor of Sidewalk Construction Water Department Technician IV 748.00 778.19 809.52 849.28 892.04 936.67 984.13 1013.95 I043.96 Fireman-Mechanic General Foreman 770.69 801.46 833.52 875.53 919.24 965.18 1013.95 1043.96 1074.53 Bacteriologist-Chemist III Municipal Garage Supervisor Operations Director--Civic Center Recreation Director III Supervisor of Traffic Maintenance Water Chemist III 793.57 825.27 858.66 901.05 946.25 994.07 1043.96 1075.85 1107.73 � - A1 - � APPENDIX A (continued) EFFECTIVE DECEMBER 29, 1979 Librarian IV (Children and Youth) Librarian IV (Circulation) Librarian IV (Extension) . Librarian IV (Fine Arts & Audio Visual) Librarian IV (Reference) Librarian N (Science & Industry) Librarian IV (Teehnical Services) Public Health Nursing Supervisor Treasury Manager A B C D E F G 10-yr. 15-yr. 817.40 850.03 884.35 928.99 974.94 1025.20 1075.85 1108.67 1139.80 Assistant Purchasing Agent 842.34 876. 10 910.61 956.56 1004.76 1054.84 1108.67 1140.36 1174.87 Accountant IV *Assistant Director of School Cafeterias Criminal Justice Coordinator ' Director of Administration (Health) Electronic Data Processing Supervisor Extension Services Supervisor License Inspector Occupational Safety Coordinator Property Manager Real Estate Supervisor Solid Waste and Equipment Engineer Supervisor of Housing Inspection 867.29 902.36 938.55 985.63 1034.58 1087.10 1141.11 1175.43 1210.51 Chief Surveyor , Supervisor of School Maintenance 893.17 929.55 966.31 1015.07 1066.09 1119.73 1175.43 1211.06 1246.89 � Parking Administrator ' Principal Designer Supervisor of Building Design and Plan Review 920.73 957.50 996.13 1045.65 1097.97 1152.92 1211.06 1247.45 1284.21 Accountant V Building & Housing Inspection Supervisor Director of Human Rights Library Services Manager Manpower Director Principal Planner Superintendent of Maintenance--Parks & Rec. Supervisor of Project Services . Supervisor of Rehabilitation 948.b8 986.20 1026.33 1076.97 1130.79 1188.56 1247.45 1285.90 1323.41 - A2 - ' APPENDIX A (continued) EFFECTNE DECEMBER 29, 1979 Health Administration Manager Project Director (Model Cities Health Program) A B C D E F G 10-yr. 15-qr. 976.07 1015.64 1055.96 1109.79 1164.93 1224.01 1285.90 1323.41 1361.I1 Accounting Manager Civil Engineer IV Civil Engineer IV--Water Department Dentist � • Office Engineer Purchasing Agent Supervisor of Technical Services 1005.89 1047.34 1088.78 1142.80 1200. 19 1260.40 1323.41 1363.73 1402.93 Deputy Health Officer Director of Environmental Hygiene Senior Principal Planner Superintendent of Programming 1036.64 1077�53 1121.79 1176.93 1236.39 1298.65 1363.73 1404.24 1444.94 Assistant Valuation and Assessment Engineer Bridge Engineer City Traffic Engineer Public Works Construction Engineer Public 4lorks Design Engineer Public Works Maintenance Services Engineer Sewer Engineer � Superintendent of Lighting & Electrical Engineer � Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer 1099.66 1143.36 1I89.68 1249.33 I312.72 1377.24 144b.07 1489.96 1533.47 � Director of Projects 1132.67 1178.24 1225.51 1287.02 1351.54 1419.44 1489.96 1534.22 1579.79 Chief of Public Systems Planning & Development Manager of Data Processing 1166.99 1213.69 1262.46 1325.66 1391.49 1462.20 1534.59 1579.79 1628.00 - A3 - APPENDIX A (continued) EFFECTIVE DECEMSER 29, 1979 Administrator of Economic Development Administra�tor of Planning Administrator of Renewal Administrator of Community Development Assistant City Engineer--Design Assistant City Engineer--Operations Assistant General Manager-Water Department Library Administrator Public Health Services Manager Supervisor of Code Enforcement Superintendent of Parks and Recreation A . B C D E F G 10-yr. 15-qr. 1202.25 1249.89 1300.34 1365.60 1434.07 1505.52 1580.92 1628.56 1676.29 Chief Accountant Valuation and Assessment Engineer 1275.77 1324.16 1379.11 1449.25 1521.47 1597.80 1678.26 1727.96 1778.79 Director of Medical Services Director of Medical Services--Model Cities 1313.85 1365.60 1420.57 1492.58 1567.41 1645.62 1727.96 1779.92 1832.80 Assistant Director and City Engineer 1353.61 1407.06 1464.07 1537.97 1614.30 1694.96 1779.92 1833.92 1887.57 , - A4 - APPENDIX A TITLES AND SALARIES (continued) EFFECTIVE DECEMBER 27, 1980 Assistant to the Director (School Cafeterias) A B C D E F G 10-yr. 15-yr. 564.17 586.98 610.39 642.10 674.00 708.92 744.23 767.02 788.40 Supervisor of Customer Services--Water Dept. 599.71 623.72 648.16 682.03 715.75 751.87 789.01 813.23 $36.86 City Information and Complaint Officer 674.61 702.42 731.10 767.64 806.58 847.55 890.12 915.95 943.42 Supervisor of Assessments Supervisor of Elections 716.35 745.83 775.67 815.06 855.80 899.82 944.42 970.87 1001.49 Public Health Nurse III 760.76 791.26 823.53 865.29 907.68 954.10 1002.92 1032.39 1062.28 *Chief Cashier--Finance Recorder of Council Proceedings Water Revenue Superintendent 783.77 815.06 848.37 890.74 936.11 982.75 1032.39 1063.50 1094.52 Assistant Director of Human Rights Director of the Zoo Public Works Technician IV Supervisor of Sidewalk Construction Water Department Technician IV - 807. 78 840.65 $74.20 917.39 963.97 1012.21 I063.50 1096.17 1128.66 Fireman-Mechanic General Foreman 832.39 865.90 900.41 946.01 993.45 1043.28 1096.17 1128.66 116I.76 Bacteriologist-Chemist III Municipal Garage Supervisor Operations Director--Civic Center Recreation Director III Supervisor of Traffic Maintenance Water Chemist III 857.40 891.72 927.86 973.68 1022.53 1074.58 1128.66 1163.37 1198.07 - AS - APPENDIX A (continued) EFFECTIVE DECEMBER 27, 1980 Librarian IV (Children and Youth) Librarian IV (Circulation) Librarian IV (Extension) Librarian IV (Fine Arts & Audio Visual) Librarian N (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Public Health Nursing Supervisor Treasury Manager A B C D E F G 10-yr. 15-yr. 883.25 .918.37 955.33 1004.13 1053.98 1108.28 1163.37 1198.89 1232.60 Assistant Purchasing Agent 910.29 946.63 983.98 1033.81 I086.09 1140.56 1198.89 1233.19 1270.54 Accountant IV *Assistant Director of School Cafeterias Criminal Justice Coordinator � Director of Administration (Health) Electronic Data Processing Supervisor Extension Services Supervisor License Inspector Occupational Safety Coordinator Property Manager • Real Estate Supervisor Solid Waste and Equipment Engineer Supervisor of Housing Inspection 937.34 975.28 1014.42 1065.49 1118.75 1175.48 1234.19 1271.14 1309.10 Chief Surveyor � Supervisor of School Maintenance 965.20 1004.74 I044.50 1097.37 1152.68 121I.17 1271.14 1309.68 1348.64 � Parking Administrator Principal Designer Supervisor of Building Design and Plan Review 994.86 1034.64 1076.60 1130.48 1187.37 1246.90 1309.68 1349.24 1389.00 Accountant V Building & Housing Inspection Supervisor Director of Human Rights Library Services Manager Manpower Director Principal Planner Superintendent of Maintenance--Parks & Rec. Supervisor of Project Services Supervisor of Rehabilitation 1025.33 1066.11 1109.49 1164.57 1222.89 1285.46 1349.24 1390.82 1431.58 - A6 - � ^ , APPEh'DIX A (continued) EFFECTIVE DECEMBER 27, 1980 Administrator of Economic Development Administrator of Planning Administrator of Renewal Administrator of Community Development Assistant City Engineer--Design Assistant City Engineer--Operations Assistant General Manager-Water Department Library Administrator � Public Health Services Manager Supervisor of Code Enforcement Superintendent of Parks and Recreation A � B C D E F G 10-yr. 15-yr. 1300.39 1352.05 1406.74 1477.56 1551.66 1629.13 1710.88 I762.54 1814.19 Chief Accountant Valuation and Assessment Engineer 1379.91 1430.32 1492. 10 1567.99 1646.SU 1729.61 1816.24 1870.49 1925.40 Director of Medical Services Director of Medical Services-Model Cities 1421.29 1477.56 1537.12 1615.20 1696.33 1781.09 1870.49 1926.62 1984.11 Assistant Director and City Engineer 1464.47 1522.57 1584.14 1664.45 1746.99 1834.59 1926.62 1985.31 2043.27 - A8 - � � - APPENDIX A (continued) '^�° ���� EFFECTIVE DECEMBER 27, 1980 ��' ����°y�' Health Administration Manager Project Director (Model Cities Health Program) A B C D E F G 10-yr. 15-yr. 1055.20 1097.98 1141.77 1200.09 1260.02 1323.b3 1390.82 1431.58 1472.73 Accounting Manager Civil Engineer IV Civil Engineer IV--Water Department Dentist Office Engineer Purchasing Agent Supervisor of Technical Services 1087.30 1132.30 1177.29 1236.01 1297.79 1363.18 1431.58 1475.36 1517.94 Deputy Health Officer Director of Environmental Hygiene Senior Principal Planner . Superintendent of Programming 1120.78 1165.17 1213.20 1272.57 1337.52 1404.92 1475.36 1519.54 1563.54 Assistant Valuation and Assessment Engineer Bridge Engineer City Traffic Engineer Public Works Construction Engineer Public Works Design Engineer Public �dorks Maintenance Services Engineer Sewer Engineer Superintendent of Lighting & Electrical Engineer Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer 1189.18 1236.61 1286.67 1351.45 1420.06 1489.90 1564.77 1612.58 1659.61 � Dixector of Projects 1225. 10 1274.16 1325.61 1392.03 1461.87 1535.90 1612.58 1660.60 1709.65 Chief of Public Systems Planning & Development Manager of Data Processing 1262.05 1312.89 1365.77 1434.00 1505.43 1581.94 1660.80 1709.65 1761.84 - A7 - . ' ._. . . y� . � . ' . . . . . . I . . . . . � l.. ` . .. . . . . .k , ' . '�, Do not detach #hls memarar�dum frorr� the �i� } ` � resolution ,so that thig information wili: b� k availabte to the Ci#y Council. F�ICPLANA�ION Ol� A�I�N�STRATIVE O1tARRS . , � S� , . AAID D�13i C � . , , ,�.t � : . Dat�: Feb�.ua.ry 6, 14�0 , : ,, = A �� � � . ` :� TOs MAxQR GEORGE LATIMER ��� �► .� �F�� �� �,�� � � FR= Pereonael Office � �yy� �� �(!y,.� . ; .. � 1 . . . . � .���',"�/ _�+ . � t �j , esQluCion foz submission to City'Council ��3 � RE. R ��s - y : . e � � � a�. ACTION R�Q�JB�ED � �;� �F. `� We reco�aend your approval and �ubmiseion of thie Resolut�c� �to Ch�:City Couts+C��. {�� . PWRP�$F AND RA3'I4I�TALE FOR THIS ACTI4N: . `� � � , . . . � . , . ._ +'F i41 Thite Resaluti+on approves the 1980-1981 Collective Bargait��aig Ag��es�e�t ba'�vv�en � � the I5� �625 and the Managemeat aad Prvfes�ioaal,`5uperviacrry �np�wy��e �Jr�;����t€� � ; _._ v This �!►��t�emeat_calls-for a 1980 salary increas� of 7. f}% �nd a 1 q�l <aala.r�,.i�c�;e�se o€ ; �s� 7. 5%. . ��:; , • It also includes an a-djuatn�ent in employer coatributioms tt�vaaxd imt��r�htce� 'F�tere i�. ' ,�� alao aa adj��txanent being made which equali�ea th� total package c�►�peneation f�r `�� cos�tparable �rades ia-F,E.A. I and this Bargai�i.ng IInit. ,<�� , ��;�< �h.e Mil�ag� Cla,�se haa alsa been chaaged to allow reimbursement at ,lq.�er �atil�: '` � � x ;� A n�a�errti�g ��ave claexse has be$n a.dd+eri to the contract� ' ,�x �� , ;� s p w� � � � � � ��° ;� �: -tt` ;�� , : : : _'';� :;� , �� �� � � � � � _� :�'� ATTACI�ITS: _. a � .. _ .. � . - . . . . . . ���4: Reao�utio�,.-Agreement asd copy for City. Clerl�. � � ,5 . � .. _ � , j' ... -m . . . � . . ��Y.,-�. . . . . . .. .. . � n",: . .. , .. .. �� , . � . � _ � � �m� . . . . . . .. . . . . . . . � .. ._ . ' �'; .. � , ... . �. �. .. . � � � ' �{8 . ... � . � , . � :e+eY� � �; � � . . . � � � . . . . . �. ''i . . � . . . . . . _ _ .yp - .. �. . . . . � . . . . . '�,�;. . 'n . . . . � � z�, - . , . . � _ ._ . . . . . � : . ,.. ..�. � . �t. , .. . _ . . .'r � . . . � . . � ., ,:,,���� _.,�� x ...