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274499 WNITE - CiTV CLERK ��UnCl� �'`1�499 PINK � - FINANCE G I TY OF SA I NT PA LT L GANARV - DEPARTMENT File NO. BL.UE - MAVOR Council Resolution Presented By Referred To Committee: Date Out of Committee By Date An Adxninistrative Resolution approving the terms and conditions of a 1980-1981-1982 Agreement between the City of St. Paul and the St. Paul Police Federation. WHEREAS, the Council, pursuant to the provisions of Section 12. 09 of the 5t. Paul City Charter and the Public Employee s Labor Relations Act of 1971, as amended, recognizes the St. Paul Police Federation, as exclusive representative for those classes of positions within the City of St. Paul certified by the Bureau of Mediation Services, 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 forth in the Agreement between the City and the exclusive representatives hereinabove referenced; and WHEREAS, the City, through designated representatives, and the exclu- sive representatives have met in good faith and have negotiated the terms and conditions of employment for the calendar years of 1980.-1981..1982 for such personnel as are set forth in the Agreement between the City of Saint Paul and exclusive representatives; now, therefore, be it RESOLVED, that the Agreement, cited above, dated as of the effective date of this Resolution, between the City of St. Paul and the St. Paul Police Federation, 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. Appr ove d: C airman Civil Service Commi s'on COUNCILMEN Yeas McMAHON Nays Requested by Department of: �r P ER.SONNEL OF C E �� [n Favor � 2Z Levine _ � __ Against BY Maddox Showa Ado ed by Counc' : Date �EB � g � Form rove by it or C ertified Y� .ed Council�Secr ary BY ' t� v d by :4lavor: � FEB � 8 �9aO Appr ed by ayo for Submiss' n to Council g By �ISNEO MAK 1 198a �a._ Do �not detacf� this memorandum from the � 1 4 : resolution so that this information wiil be ; � . avaiiab'.� to the City Councii. _ � �'�-� �� '� � C.� EXPLANATION OF ADMINISTRATIVE ORDERS, � � RESOLUTIONS, AND ORDINANCES � Date: Februa.ry 6, 1980 �t � � * � � � . . _ . .� .:i FE& 2 �t�BG T0: MAYOR GEORGE LATIMER �� FR: Personnel Office RE: Resolutioa for subaission to City Council . : ACTION REQUESTED We recommend ycur approval and submi.ssion of this Resolutian to the �ity Council. � � PURPOSE AND RATIONALE FOR THIS ACTION: This Resolution approves a 1980-1981-1982 Agreement between the City and the Police Federation. Ther terms of the settlement are shown below. 1. WAGES: Adjusted 1979 Police Officer rates to equal 1979 Fire Fighter rates. 1980: 7°fo acroas the board 1981: 7% across the board 1982: 7. 5% across the board. 2. RANK DIFFERENTIAL: - 1g80: Increased differential between Police Officer and Sergeant from 12°fo to 13°fo. Maintained 12% differentials between Sergeant and Lieutenant and b'et�ieen Lieutenant and Captain. 1981: Increased di.fferential between Police Officer and Sergeant from 13% to 15°fo. Maintained 12% differentials between Sergeant and Lieutenant and between Lieutenant and Captain. 3. NIGHT DLFFERENTIAL: 1980:Increased night diff, from-31. 20 bi-wkly,to 3�}, 20 bi-wk,�y 4. DOG HANDLER ALLOWANCE: 1980: Increased dog handler allowance from $14. 72 � bi-weekly to $25. 00 bi-weekly. 5. INSURANCE: 1980: Effective January 1, 1980, the City will pay 100% of both employee and dependent hospitalization premiums as well as premium for $5, 000 li.fe insurance 'far the employee. , Contract will have the dollar caps for each health plan for each year. Employee to pay premium increase in 1983. 6. MATERNITY LEAVE,. 1980: Contract to include the Cityts proposed Maternity Leave � Clause. ?. ADMINISTRATIVE SERVICE FEE: 1980: Contract to i.nclude the City=s proposed Administrative Service Fee Clause. ATTACHMENTS: Resolution, Agreement, and copy for City Clerk. .�, �� 1980 - 1981 - 1982 • � COLLECTIVE BARGAINING AGREEMENT i BETWEEN THE CITY OF SAINT PAUL ANI) THE SAINT PAUL POLICE FEDERATION ' r I�� ARTICLE TITLE PAGE I Purpose 2 II Definitions 3 III Recognition 4 IV Security S V Employer Authority 6 VI Employee and Federation Rights - Grievance Procedure 7 VII Savings Clause II VIII Hours of Work and Overtime I2 IX � Court Time 13 R Call Back Z4 XI Stand-By Time IS XII �lniforni Allowance I6 RIII Military Leave of Absence I7 � XIV Legal Service I9 XV Working Out of Classification 20 XVI Insurance 21 XVII Safety 24 RVIII Special Allowances 25 XIX Shift Differential 26 XX Vacatioa 27 XXI Holidays 28 xXII Severance �ay 29 XXIII Wage Schedule 30 XXIV Liability for Injuries When Employed Off Duty 31 %XV Sick Leave Suspension 32 XXVI Residence 33 XXVII Incapacitation 34 XXVIII Duration and Effective Date 35 Appendix A - Uniform Allowance A1 -ii- COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDER.ATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the II�LOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION, The II�LOYER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general public. -1- �. ARTICLE I - PURPOSE 1.1 The ENIPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest Ievel of performance that is consistent with the well-being of alI concerned. 1.12 Establish the �ull and complete understandir.g of the parties concerning the terms and conditions of this AGREEMENT. �.I3 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions o£ employment for the duration of this AGREEMENT. -2- � ARTICLE II - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation . 2.2 EMPLOYER: The City of Saint Paul 2.3 FEDERATION MIIKBER: A member of the Saint Paul Police Federation. 2.4 EMPLOYEE: A member of the FIDERATION'S exclusively recognized bargaining unit. -3- . . �� ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasanal employees and all other employees exclusively represented by other organizations. 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Police Of f icer Sergeant Detective Lieutenarit Police Sergeant Police Lieutenant Policewoman Sergeant Captain Radio Technician Superintendent of Police Radio Division **Radio Technician 3.3 In the event the ENIPLOYER and the FEDERATION are unable to agree as to the inclusion or exclusion of a new or modified job position the issue sha.11 be submitted to the Bureau of Mediation Services for determination. -4- ,I . ARTICLE IV - SECURITY 4.1 The IIKPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERATION dues. Such monies shall be remitted as directed by the FIDERATION. 4.2 The FIDERATION may designate employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting FIDERATION notice(s) and announcement(s) . Such notice(s} and announcement(s) shall be submitted for the approval of, and posted by, the department head or authorized representative in charge of the facility or work area where the notice(s) or announcement(s) is to be posted. 4.4 The FEDERATION agrees to indemnify and hold the FMPLOYER harmless against any and all claims, suits, orders, or judgments brought or issued against the City as a xesult of any action taken or not taken by the City under the provisions of this article. -S- ARTICLE V - EMPLOYER AUTHORITY 5.1 The FIDERATION recognizes the prerogatives of the IIKPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the IIKPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such areas of discretion or policy as the functions and programs of the E�LOYER, its overall budget utilization of technology and organizational structure and selection and direction and number of personnel. � -6- ARTICLE VI - EMF'LOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as ta the interpreta- tion or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. No discplinary action which may be appealed to a civil service or merit system authority wiZl be considered a grievance and sub�ect to the grievance procedure herein. 6.2 FIDERATION REPRESENTATIVES The II�LOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit haying the dnties and responsibilities established by this Article. The FEDERATION shall notify the EMI'LOYER in writing of the names of such FEDERATION REPRESENTA- TIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the II�LOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved II�fPLOYEE and the FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time witfiout loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, proyided the �LOYEE and the FEDERATION REPRESENTATIV� have notified and received the approval of the designated supervisor who has determined that such absence is reasonable ana would not be detrimental to the. work programs of the IIKPLOYER. . -7- ARTICLE VI - EI�'LOYEE AND FIDERATION RTGHTS - GRIEVANCE PROCIDURE (continued) 6.4 PROCIDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1. An EMPLOYEE claiming a violation concerning the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the II�LOYER. The II�2PLOYER- designated representative will discuss and give an answer ta such Step I grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days �fter the EMPLOYER-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FIDERATION within ten (10) calendar days shall be considered waived. �Step 2. If appealed, the written grievance shall be presented by the FIDERATION to, and discussed with, the II�IPLOYER-designated Step 2 repre- � sentative. The F�NIPLOYER-designated representative shall give the FIDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not xesolved in Step 2 may be appeaZed to Step 3 within ten (10) calendar days following the IIrIPLOYER-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FIDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the �'IDERATION to, and discussed with the IIKPLOYER-designated Step 3 repre- sentative. The EMPLOYER-designated representative shall give the FIDERATION -8- ' ARTICLE VI - ENIPLOYEE AND FIDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) the EMPLOYER'S Step 2 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 by the FEDERATION to Step 4 within ten (10) calendar days foZlowing the EMPLOYER-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration sub�ect to the provisions of the Public Employment - Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as esta- blished by the Public Employment Relations Board.� 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREIIrIENT. The arbi- . trator shall consider and decide only the specific issue(s) submitted in writing by the ENIPLOYER and the FIDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to or in- consistent 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 de- cision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is Iater, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express ternts of this AGRE�IENT and to the facts of the grievance presented. C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EPIPLOYER and the FIDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. -9- ARTICLE VI - EMPLOYEE AND FIDERATION RIGHTS - GRIEVANCE PROCIDURE (continued) If either party desires a verbatim record of the 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. 6.6 WAIVER I� a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the F�LOYER'S last answer. If the F�IPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FIDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement af the EMPLOYER and the FIDERATION in each step. 6.7 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved II�IPLQYEE(S)« -10- ARTICLE VII - SAVINGS CLAUSE 7.1 This AGREEMENT is sub�ect to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREEMII3T shall be held to be contrary to law by a court of competent �urisdiction from whose final 3udgment 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. -11- ARTICLE VIII - HOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. 8.3 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. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (l�) times the Employee's normal hourly rate in either compensatory time or in cash, sub3ect to the limitations o£ Section 8.2, for hours which exceed daily planned scheduling by the E[�LOYER. � 8.6 Employees may accumulate up to a maximum of one hundred (I00) hours of compensatory time. -12- ARTICLE IX - COURT TIl�1E 9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (l�) times the II�LOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the F.MPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. -13- • �/ ��:a�'� ARTICLE X - CALL BACK 10.1 F,MPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1'�) times the FMPLOYEE�S normal hourly rate for hours worked with a minimum of four (4) hours at the II�LOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extex�sion of or an early report to a scheduled shift. , -14- ARTICLE XI - STAND-BY-TIME 11.1 ENiPLOYEES required to stand-by for court appearance during scheduZed off-duty time will be compensated for a minimum of two (2) hours based on the F.MPLOYEE'S normal hourly rate for such day he is required to stand-by, but such compensation shall not apply where the II�IPLOYEE is called to court for an appearance on the case subject to the stand-by request or for any other case. 11.2 The two hour minimum compensation for stand-by shall not apply if notification is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the II�'LOYEE shall be required to contact the City or County trial lawyer or his secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. -15- ARTICLE XII - UNIFORM ALLOWANCE 12.1 The 1972 base of one hundred eighty ($180.OQ) dollars as a clothing allowance on a voucher system will be increased on January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. � -16- ARTICLE XIII - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter orga- nized or constituted under state or federal law, or who shall be a member of the Officerts Reserve Corps, the Enlisted Reserve Corps, the Naval. Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the iTnited States, now or hereafter organized or constituted under federal law, shall be entitled to ].eave of absence from em.ployment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such II�LOYEE is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exeeed a total of fifteen (15) days in any calendar year, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unl.ess the EMPLOYEE (1) returns to his position immediately upon being relfeved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from sa returning by physical or mental disability or other cause not due to such EL�LOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHOUT PAY Any �LOYEE who engages in active service in time of war or other emer- gency declared by proper authority or any of the military or naval forces - 17 - ARTICLE XIII - MILITARY LEAVE OF ABSENCE of the state or of the United States for which leave is not otherwise allowed by law, shall be entitled to leave of absence from employcnent without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- , ` ARTICLE XIV - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EriPLOYER shall defend, save harmless and indemnify an II�SPLOYEE and/or h3s estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EriPLOYEE'S duties. _ -19- ARTICLE XV - WORKING OUT OF CLASSIFICATION 15.1 II�LOYER 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) working days during any fiscal year of II�PLOYER shaZl receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this article, an out-of-class assignment is defined as the full-time performance of all of the significant 3ob classification duties and responsibilities of an available funded position in one classification by an individual in a position in another classification. - 20 - ARTICLE XVI - INSURANCE 16.1 The ENIPIAYER will continue for the period of this AGREEMENT to provide for II+�LOYEES such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 16.2 The II�LOYER will for the period of this AGREII�IENT provide for EMPLOYEES who retire after the time of execution of this AGREEMENT, and until such II�LOYEES reach sixty-five (65) years of age, such health insurance benefits as are provided by the IIKPLOYER for such F1�IPLOYEES. 16.3 All early retirees covered in this Bargaining Unit shall receive the same . Health and Welfare Benefits regardless of the date of their early retire- ment. In order to be eligible for the benefits under this early retiree provision, the Employee must: 16.31 Be receiving benefits from a public employee retirement act. 16.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 16.4 In the event of the death of an active employee or an earlp retiree, the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premium applicable to depen- dents of active employees. It is further understood that coverage shall cease in the event of: 16.41 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.42 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtained through a group program provided by said EMPLOYER. It is further understood, however, that in said event, the surviving spouse sha11 have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. -21- �� ARTICLE XVI - INSURANCE (continued) 16.5 City-provided life insurance in existence at time of retirement shall continue to be provided by the City after an employee shall take early retirement, but such coverage shall terminate at age 65. 16.6 For each eligible employee covered by this AGREEMENT who selects Blue Cross-Blue Shield insurance coverage, the CITY agrees to contribute the cost of such coverage or $39. 14 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the City will contribute the cost of such dependent's coverage or $90.66 per month, whichever is less. 16.7 For each eligible employee covered by this AGREEMENT who selects Group Health insurance coverage, the City agrees to contribute the cost of such coverage or $36.42 per month, whichever is less. In addition, for each employee who selects Group Health dependent's coverage, the City will contribute the cost of such dependent's coverage or $69.73 per month, whichever is less. 16.8 For each eligible employee covered by this AGREEMENT who selects Coo�dinated Care health insurance coverage, the City agrees to contribute the cost of such coverage or $42.25 per month, whichever is less. In addition, for � each employee who selects Coordinated Care dependent's coverage, the City will contribute the cost of such dependent's coverage or $77.25 per month, whichever is less. 16.9 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.34 per month, whichever amount is less. This contribution shall be paid to the City's Group Health and Welfare Plan. - 22 - ARTICLE XVI - INSURANCE (continued) 16.10 Effective January 1, 1981, the figures in Article 16.6, 16.7, 16.8 and 16.9 above will be increased in dollars to reflect the cost of the 1981 premiu� rates for the respective coverages. 16..11 On January 1, 1982, the figures as adjusted in accordance with 16.10 above shall be increased in dollars to reflect the cost of the 1982 premium rates for the respective coverages. 16.12 The contributions required of the City by 16.6, 16.7, 16.8 and 16.9 shall be paid to the City`s group health and welfare plan. Any increase in the premium costs after December 31, 1982 shall be paid by the employee. - 23 - ARTICLE XVII - SAFETY 17.1 EMPLOYER and II�LOYEE shall cooperate in the enforcement of all appli- cable regulations for the enforcement of job safety. If an ENIPLOYEE feels that his work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standards, the matter shall be immediately considered by the F.MPLOYER. If such matter is not satisfactorily ad3usted, it may become the subject of a grievance and will he processed in accordance with the grievance procedure set forth herein. - 24 - ARTICLE YVIII - SPECIAL ALLOWANCES 18.1 In addition to other compensation payable, Police Officers and Sergeants assigned to motorcycle duty may be granted an allowance not to exceed Nine and 20/100 ($9.20) Dollars bi-weekly as payment for additional uniforms and equipment, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service on motorcycle duty. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not ta exceed Four and 60/100 ($4.60) Dollars bi-weekly as paym�nt for keeping uniforms and equipment in condition, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police Officers in charge of police dogs and wha are requirefl to keep the dogs in their homes, transport them in their private cars, etc. , a sum not to exceed Twenty-Five and 00/100 ($25.00} Dollars bi weeklp. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be payable only during the time the employee is performing duties as outlined above. - 25 - ARTICLE XIX - SHIFT DIFFERENTIAL 19.1 Effective December 29, 1979, any EMPLOYEE who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., and providing that over four (4) hours of the shift are between 6:00 a.m. and 6:00 p.m. , shall be paid a differential of $39.20 bi-weekly for those shifts actually worked by the II�iPLOYEE. - 26 - ARTICLE XX - VACATION 20.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 - 5 years 10 days 6 - 15 years 15 days 16 - 25 years 21 days 25 or more years 22 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an enployee to carry over intu the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (I) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. - 27 - ARTICLE XXI - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years' Day Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day Ttao Floating Holidays Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned ta a work week of Monday through Friday, the following shall apply: 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 shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on tfie calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract year, subject to the approval of the Departnent head of any employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, , . an II�LOYEE'S name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYE'E'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. - 28 - ARTICLE XXII - SEVERANCE PAY 22.1 II�LOYEES shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. The amount of Severance Pay allowed shall be that amount permitted by State Statutes, subject to the provision that the maximum allowed shall be $4,000. � -29- � � ARTICLE XXIII - WAGE SCHEDULE 23. 1 Salary ranges applicable to titles covered by this AGREEMENT shall be the salary range shown in the standard range below which has the same number as the grade under which the title appears in Section 3.I of the Civil Service Rules. STANDARD RANGE 22 Effective A B C D E F 10-yr. 15-yr. 12-29-79 528.58 547.86 569.18 589.82 620.79 645.56 683.41 698.55 12-27-80 565.58 586.21 609.02 631.11 664.25 690.75 731.25 ?47.45 12-26-81 6Q8.00 630.18 654.70 678.44 714.07 742.56 786.09 803.51 STANDARD RANGE 31 12-29-79 633.61 665.28 698.55 726.75 763.92 794.88 836.I6 856.81 12-27-80 677.96 711.85 747.45 777.62 817.39 850.52 894.69 916.79 12-26-81 728.81 765.24 803.51 835.94 878.69 914.31 961.79 985.55 STANDARD RANGE 35 12-29-79 715.98 751.77 789.36 821.23 863.23 898.21 944.86 968.20 12-27-80 779.65 818.63 859.57 894.26 940.OQ 978.10 1028.89 I054.31 12-26-81 838.12 880.03 924.04 961.33 1010.50 1d51.46 1106�06 II33.38 STANDARD RANGE 39 12-29-79 801.90 841.98 884.08 919.78 966.82 1006.00 1058.24 I084.38 12-27-80 873.21 916.87 962.72 i001.57 1052.80 Z095.47 1I52.36 I180.83 12-26-81 938.69 985.63 1034.92 1076.69 1131.76 1177.64 I238.79 I269.39 STANDARD RANGE 43 12-29-79 898.13 943.02 990. 17 1030.15 1082.84 1126.72 1I85.23 I214.51 12-27-80 978.00 1026.89 1078.25 1121.76 1179.14 1226.93 1290.64 1322.53 12-26-81 1051.33 1103.91 1159.11 1205.89 1267.57 1318.96 1387.44 I421.72 STANDARD RANGE 33S 12-29-79 639.37 666.89 698.10 724.70 753.60 785.24 805.88 826.53 12-27-80 684.13 713.57 743.76 775.43 806.35 840.21 862.29 884.39 12-26-81 735.44 767.09 799.54 833.59 866.83 903.23 926.96 950.72 STANDARD RANGE 37S 12-29-79 746.02 776.99 809.33 843.05 885.03 922.87 967.60 992.36 12-27-80 798.24 831.38 865.98 902.06 946.98 987.47 1035.33 1061.83 12-26-81 858. 11 893.73 930.93 969.71 1018.00 1061.53 1112.98 1141.47 - 30 - ARTICLE XXIV - LIABILITY FOR INJURIES WHEN EMPLOYED OFF-DUTY 24.1 If an EMPLOYEE has been allowed to procure off-duty employment by the II�LOYER and the II�LOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the EMPLOYER, and the II�fPLOYEE agrees to pursue such rights as are available to him against the off-duty employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence tha.t cannot reasonably be attributed to the scope of services anticipated to be performed by the EME'LOYEE for his off-duty employer, then the II�LOYEE sha11 be deemed to be performing the work of a peace officer for II+�LOYER and shall be accorded all such rights and benefits as are presently available to him under this CONTRACT and applicable law. - 31 - , r ARTICLE XXV - SICK LEAVE SUSPENSION 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his regular City employment. Violation of the provisions of this paragraph by any II�PLOYEE shall be grounds for suspension or discharge. - 32 - ARTICLE XXVI - RESIDENCE 26.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to ali employees covered by this agreement. - 33 - ARTICLE XXVII - INCAPACITATION 27.1 EMPLOYEES in�ured during the course of employment and thereby rendered incapable of perforniing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (.12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 27.2 II�LOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick lea.ve plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is £urther understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. � ' 27.3 II�LOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of in�ury or incapacity, provided they are physically capable of resuming their job. 27.4 F�ccept as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continne. - 34 - ARTICLE XXVIII - DURATION AND EFFECTIVE DATE 28.1 Except as herein provided this AGREEMENT shall be effective as of January 1, 1980, and shall continue in full force and effect until December 31, 1982, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other party in writing by June 15th of the year in which modifications are desired, so as to comply wfth the provisions of the Public Emplopment Labor R�lations Act of 1971. CITY OF SAINT PAUL SAINT PAUL POLICE FEDERATION � ., � ^ ' Labor Relat ons or Sai Pavl Police Federat on Pr dent . � Civil Service Commission int Paul Police Fed ratio ,r C � Saint Paul Po i e ed atio � ' ��.�v....�.._,/'� �.� � DATED: February 6, 1980 f � ` . , ; - 35 - APPENDIX A Unit Price Overcoats . . . . . . . . , . . . . . . . . . . . . . . . . . . . . . . .$125.00 Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . .$ 35.95 Jackets, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers). . . . . . . . . . . . . . . . . . . . .$ 17.95 Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Vests . . . . . . . . . . . . . . . e . . . . . . . . . . . . . . . . . .$ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Trousers, winter. . . . e . . . . . e . . . . . . . . . . . . . . . . . .$ 34.95 Trousers, intermediate. . . . . . . . . . . . . . . . . . . . . . . . . .$ 29.50 Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pants (Radio Division) . . � . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, winter (Ranking Officer). . . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, summer (Colored) . . . o . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, summer (Ranking Officer). . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, short sleeve (Radio Division) . . . . . . . . . . . . . . . . . .$ 6.50 Shirts, long sleeve (Radio Division) . . e , . . . . . . . e e . . . . . .$ 6.75 Ties. . e . e e . . . . . o . . . . . > e . . . . . e . . . . . . . . . .$ 1.25 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Alternate Shoes. . o . . . e e . . . . . . . . . . . . . . . . . . .$ 22.OQ Chukka Boots. . . . . . . . . a . . . . . . . . . . . . . . . . . . . . .$ 19.00 Ranch Wellington Boots. a . . . . a . . . . e . . . . . . . . . . . . . .$ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Alternate Overshoes. . . . . . . . . . . s . . . . . . . . . . . .$ 6.95 Rubbers . . . o . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95 Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . � . . . .$ 1.75 Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps, winter. . . . . . . . . . . . . . . . . . . . . . e . . . .$ 8.75 Uniform Caps, summer. . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Sam Browne Bel.ts. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . .$ 16.25 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.SO Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 Handcuf f s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuf£ Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 -Al- , �� APPENDIX A (Continued) Unit Price Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95 Heavy Duty Face Shield . . e . . . . . . . . . . . . . . . . . . . .$ 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 14.20 Duty Guard . . . . . . . . . . . . . . e . . . . . . . . . . . . .$ 2.95 Y-D Harness. . . . . . . . . . . . . . . . . . . . e . . . . . . . .$ 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95 Safariland 29. . . . . . . . . . . . a . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: � 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster -A2-