274050 WHITE - C�TV CIERK �
PINK - FINANCE G I TY OF SA I NT PALT L Council . �����
CANARV - DEPARTMENT
BLUE - MAVOR File NO.
�
Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An Administrative Resolution approving the terms and
conditions of a 1980-1981 -1982 Agreement between the
City of Saint Paul and the Saint Paul Police Supervisory
Group.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09
of the St. Paul City Charter and the Public Employee s Labor Relations Act
of 1971, as amended, recognizes the Saint Paul Police Supervisory Group
as exclusive representative for the class of Deputy Chief of Police within
the City of Saint Paul, certified by the Bureau of Mediation Services under
Case No. 74-PR-556-A, for the purpose of ineeting and negotiating the
terms and conditions of employment for all full-time personnel in the class
of positions as set forth in the Agreement between the City and the exclusive
representatives hereinabove referenced; and
WHEREAS, the City, through de signated repre sentatives, and the exclu-
sive representatives have met in good faith and have negotiated the terms
and conditions of employment for the period Jan. 1, 1980, through Dec. 31,
1982, for such personnel as are set forth in the Agreement between the City
of St. Paul and the exclusive representatives; now, therefore, be it
RESOLVED, that the Agreement cited above, dated as of the effective
1 date of this Resolution, between the City of St. Paul and the Saint Paul Police
Supervisory Group, 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:
�
Chairman
Civil Service Commission
COUNCILMEN
Yeas M�MpHON Nays Requested by Department of:
—g��� � PERSONNEL (jF'FICE
�, [n Favor
Hunt (�/ �
Levine _ `� __ Against BY —
Maddox �
Showalter NOV 2 rl 1979
Form A rov by ity t rne
Adopte � Council: Date — �.
rtified t'ass y C nci ecretar By
t� o ed by Mavor: t N�v Approved by Mayor for Submission to Council
�
B — BY
� �.�S�E� pEC 8 i979 � _ -
I N D E X
ARTICLE TITLE PAGE
I Purpose 1
II ` Definitions 2
II7 Recognition 3
IV Employer Authority 4
V Grievance Procedure g
VI Savings Clause ],�
VII Uniform Allowaace I�
VIII Legal Services IZ
IX Safety �3
X Insurauce I!�
XI Vaca�ion 27
XII Hnlidays lg
XIII Sick Leave �,g
XIV Severance Pay zp
XV Wages � g�,
XVI Residency g2
XVII Incapacitation 23
XVIII Auration and Effective Date 2[�
Appendix A A1
Appendix B BI
- ii -
ARTICLE I - PURPOSE
1.1 The Employer and the Saint Paul Police Supervisory Group (SPPS} agree '
that the purpose of entering into this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby establish�
a system of uninterrupted operations and the highest level
of performance that is consistent with the well i�eing of a2Y
con.cerned.
1.12 Establish the full and complate understanding of the
portions cancerning the texms and conditions of this
AGREEMENT.
1.13 Establish procedures to orderly and peacefully resolve
dispu�es as to the applicatioa of interpretatiog of this
AGREEMENT.
1.14 Place in written form the parties' agreement ugon terms
and conditions of employment for the duration of this
AGREF�iENT.
- 1 -
ARTICLE II - DEFINITIONS
2.1 Saint Paul Police Supervisory Group (SPPS) .
2.2 ENIPLOYER: The City of Saint Paul
�
,
2.3 SPPS - Saint Paul Deputy Chiefs of Police
2.4 Employee: A member of the SPPS Bargaining Unit.
- 2 -
ARTICLE III - RECOGNITION
3.1 The II�LOYER recognizes the SPPS as the exclusive representative for •
the purpose of ineeting and negotiating the terms and conditions of
employment for supervisory Police Department personneZ.
3.2 In the event the IIKPLOYER and the SPPS are unab�e to agree as to the
inclusion or exclusion of a aew or modified job pasition, the issue
shall .be submitted t� the Bureau of Mediation Services for detexmination.
- 3 -
ARTICLE IV - EMPLOYER AUTHORITY
4.1 The SPPS recognizes the prerogatives of the F�IPLOYER to operate and -
manage its affairs in a11 respects in accordance with applicable
laws and `regulations of appropriate authorities. The prerogatives
and authority which the II�LOYER has not officially abridged, delegated
or modi�ied by this AGREEMENT are retained by the FL�LOYER.
4.2 A public employer is not required to meet and negotiate on matters of
inhereat managerial. policy, which include but are not limited to, such
areas of discretion af policy as the functions and grograms af the
employer, its overall budget, utiliaation of technology, and organi-
zational structure and selection and direction and number of personne�.
- 4 -
ARTICLE V - GRIEVANCE PROCIDURE
5.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the inter-
pretation or application of the specific terms and conditions of the
AGREII�SENT. It is specifically understood that any matters governed
by civil service rules or statutory provisions shall not be considered
grievance and subject to the grievance procedure hereinafter set forth.
No disciplinary action which may be appealed to a civil service ar mer�t
system authority will be considered a grievance and subject to the
grievance procedure herein.
5.2 SPPS REPRESENTATIVES
The II�LOYER will recognize representatives designated by the SPP5 as
the gzievance representatives of the bargaining unit having the duties
and responsibilities established by this Article. The SPPS shall notify
the II�SPLOYER in writing of the names of such SPPS representatives and
of their successors when so designated.
5.3 PROCESSING OF GRIEVA2dCE
It is recognized and accepted by the SPPS and the F�SPLOYER that the
processing of grievances as hereinafter provided is Iimited by the
3ob duties and responsibilities of the F�IPLOYEE and shall therefore be
accomplished during normal working hours only when consistent with
such ENIPLOYEE duties and responsibilities. The aggrieved II+�LOYEE
and the SPPS shall be allowed a reasonable amount of time without
loss in pay when a grievance is investigated and presented to the
- 5 -
ARTICLE V - GRIEVANCE PROCIDURE (continued)
EMPLOYER during normal working hours provided the EMPLOYEE and the
SPPS representative have notified and received the approval of the
designated supervisor who has determined that such absence is
reasonable and would not be detrimen.tal to the work grograms of
the II�LOYER.
5.4 PROCEDURE
Grievances, as defined by Section 5.1 shall be resolved in confor-
mance with the following procedure:
Step 1. An II�LOYEE claiming a violation cancerniag the inter-
pretation of application of the Contract shall within twenty-one
(21) calendar days after such alieged violation has occurred present
such grievaace to the EhlPLOYEE'S supei'visor as desigaated by the
II�LOYER. The EMPLOYER-DESIGNATID representative will d�scuss and
give an answer to such Step 1 grievance within ten (IO) calendar
days after receipt. A grievance not resolved in Step I and appesled
in Step 2 sha11. be placed in writing setting forth the nature of the
grievance, the facts oa wich it is based, the pravision or provisions
of the Contract allegedly violated, the remedp requested, and shall
be appealed to Step 2 within ten (10) calendar days after�the
II�LOYER-DESIGI3ATID representative's final answer in Step I. Any
grievance not appealed in writing to Step 2 by the SPPS within ten
(10) calendar days shall be considered waived.
- 6 -
ARTICLE V - GRIEVANCE PROCEDURE (continued)
Step 2. If appealed, the written grievance shall be presented by
the SPPS, and discussed with the II�PLOYER-DESIGNATED Step 2
represeatative. The EMPLOYER-DESIGNATED representative shall give
the SPPS the EI�LOYER'S Step 2 answer in writing within ten (IO)
calendar days after receipt of such Step 2 grievance. A grievance
not resolved in Step 2 may be appealed to Step 3 within ten (10)
calendar days following the EhIPLOYER-DESIGNATID representativees
final Step 2 answer. Any grievance not appealed f� writing to
Step 3 by �he SPPS within ten (10) calendar days shall he eonsidered
waived.
Step 3. If appealed, the written grievance sha11 be presented by
the SPPS to, and discussed with the ENII'LOYER-DE3fGNATED Step 3
representative. The F.MPLOYER-DESIGNATED representative shalT give
the SPPS the II�LOYER'S answer in writing within ten (3.0) calendar
days after receipt of such Step 3 grievance. A grievance not
resolved in Step 3 may be appealed by the SPPS to Steg 4 withia ten '
�10) calendar days following the EMPZOYER-DESIGNATED repressntative's
final answer in Step 3. Any grievance not appealed in writing to
Step 4 by the SPPS within ten (10) calendar days shall be cansidered
waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4
shall be submitted to arbitration subject to the provisions af the
Public Employment Labor Relations Act of 1971. The seZection of an
arbitrator sha11 be made in accordance with the "Rules Governing fihe
Arbitration of Grievances" as established by the Public Employment
Relations Board.
- 7 - .
ARTICLE V - GRIEVANCE PROCEDURE (continued)
5.5 ARBITRATOR'S AUTHORITY •
The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the terms and canditions of the AGREEMENT.
The arbitrator shall consider and decide only the sgecific issue(s)
submitted in writiag by the EMPLOYER and the SPPS, and steall have no
authority to ma.ke a decision on any other issue not sa submitted.
5.6 The arbitrator shall be without power to make decisions contrary to
or inconsistent with or modifying or varying in any way the appZi-
cation 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 the close of the hearing or the submission
of briefs by the parties, whichever is later, unless the parties
agree to an extension. The decision shall be based solely on the
arbitrator's interpretaticm or application of the express terms of
this AGREIIKENT and to the facts of the grievance presented.
5.7 The fees and expenses for the arbitrators' services and proceedings
shall be borne equally by the II�LOYER and the SPPS, provided that
each party shall be responsible for compensating its own representatives
and witnesses. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made, providing it
pays for the record. If both parties desire a verbatim record of
the proceedings, the cost shall be shared equally.
- 8 -
ARTICLE V - GRIEVANCE PROCIDURE (continued)
5.8 WAIVER '
If a grievance is not presented within the time limits set forth
above, it shall be considered "waived". If a grieva-�ce is not
appealed to the next step within the specified time Iimit or any .
agreed extension thereof, it shall be considered settled on the
basis of the EMPLOYER'S last answer. If the F.MPLOYER does not
answer a grievance or an appeal thereof within the specified time
limits, the SPPS may elect to treat the grievance as denied at that
step and immediately appeal the grievance to the next step. Ttie
time limit on each step may be extended by mutual writtea agreement
of the employer and the SPPS in each step.
5.9 RECORDS
Al1 documents, communications a,nd records dealing with a grievance
shall be filed separately from the personnel files of the involved
employee(s).
- 9 -
ARTICLE VI - SAVINGS CLAUSE
6. 1 This AGREEMENT is subject to the laws of the United States, the .
State of Minnesota and the City of Saint Paul. In the event any
provisiori of this AGREEMENT shall be held to be contrary to law
by a court of competent jurisdiction fram 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 partye
�
- 10 -
ARTICLE VII - UNIFORM ALLOWANCE
7.1 The 1972-base of one hundred eighty ($180.00) 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.
7.2 The Saint Pau1 Police Uniform will not be worn by any employee -
in the service of any employer other than the City of Saint Paul.
- 11 -
ARTICLE VIII - LEGAL SERVICES
8.1 Except in cases of malfeasance in office or willful or wanton �
neglect of duty, the EhIPLOYER shall defend, save harmless and
indemnify an EMPLOYEE, and/ar his estate, against any claim or
demand, whether groundless or otherwise, arisiag out of an al.leged
act or omission occuring in the performance and scope of the
Eh�LOYEE�S duties.
- 12 -
ARTICLE IX - SAFETY
9.1 F.MPLOYER and employee shall cooperate in the enforcement of all '
applicable regulations for the enforcement of job safety. If an
employee *£eels 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 considerea by
the EEMPLOYER. If such matter is aot satisfactorily adjusted, it
may become the subject of a grievance and will be processed in
accordance with the grievance procedure set forth herei.n.
- 13 -
ARTICLE X - INSURANCE
10. 1 The II�'LOYER will continue for the period of this AGREEMENT to provide
for employees such health and life insurance benefits as are provided by
II�LOYER at the time of execufiion of this AGREII�NT.
I0.2 The II�LOYER will for the period of this AGREEME�TT provide for employees
who retire after th� time of execution of this AGREEMENT and until such
employees reach sixty-f ive (65) years of age such health insurance benefits
as are provided by the EMPLO�'ER for the employees of this unit.
10.3 In order to be eligi�ale for the benefits under the early retiree provision,
the emploqee must:
10.31 Be receiving benefits from a public employee retirement act.
10.32 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
10.4 In the event of the dealth of an active employee or an early 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 ma.de from time to time, which said
dependents previously had, at the premium applicable, to dependents of
active employees. It is further uaderstood that coverage shall cease in
the event of:
10.41 Subsequent remarriage of the surviving spouse of the deceased
employee or retiree.
10.42 The employment of the surviving spouse where hospitalizatior,
and medical insurance coverage is obtained through a group
program provided by said employer. It is further understood,
however, that in said event, the suxviving spouse shall have
the right to maintain City hospitalization and medical insurance
coverage for the first ninety (90) days of said employu�ent.
10.43 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 s.uch coverage shall terminate
at age 65.
- 14 -
' • ARTICLE X - INSURANCE (continued)
10.5 For each eligible employee covered by this AGREEMENT who select Blue
Cross-Blue Shield insurance coverage, the City agrees to contribute
the cost of such coverage or $36.85 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
dependentts coverage or $90.8q per month, whichever is less.
10.6 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 $36.85 per month, whichever is less. In additian, for each
employee who selects Group Health dependent's coverage, the City will
contribute the cost of such dependent's coverage or $71.86 per month,
whichever is less.
10.7 For each eligible employee covered by this AGREEMENT who selects Coordinated
Care health insurance coverage, the City agrees to contribute the cost of
. such coverage or $36.85 per month, whichever is less. In addition, for
each employee who selects Coordinated Care dependent's coverage, the City
will contribute the cost of sttch dependent's coverage or $70.59 per manth,
whichever is less.
The contributions indicated in i0.5, 10.6 and 10.7 shall be paid to the
City's group health and welfare plan. Any increases in these costs shall
be paid by the employee.
10.8 Effective January 1, 1980, the figures in Article 10.5, 10.6 and 10.7 above
will be increased in dollars to reflect the cost of the 1980 premium rates
for the respective coverages.
The increased cost to the employer caused by this adjustment shall
be converted io zn average cost per employee in the bargaining unit.
Notwithstanding any provision of this contract to the contrary, said
average cost shall be deducted from the wage inczease applicable to
each and every empZoyee in the bargaining unit for 1980.
- 15 -
ARTICLE X - INSURANCE (continued)
10.9 On January 1, 1981, the figures as adjusted in accordance with 10.8
above shall be increased in dollars to reflect the cost of the 1981
premium rates for the respective coverages.
The increased cost to the II�LOYER caused by this adjustment shall be
converted to an average cost per employee in the bargaining unit.
Notwithstanding any provision of this contract to the contrary, said
average cost shall be deducted from the wage increase applicable to
each and every employe� in the bargaining unit for 198I.
10.10 On January 1, I982, the figures as adjusted in accordance with 10.9 above
shall be increased in dollars to reflect the cost of the I982 premium
rates for the respective coverages.
The increased cost to the employer caused by this ad3ustment shall be
converted to an average cost per employee in the bargaining unit.
Notwithstanding any provision of this contract to the contrary, said
average cost shall be deducted from the wage increase applicable to
each and every employee in the bargaining unit for 1982.
10.11 The City 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. This contribution shall be paid to the City's
Group Health and Welfare Plan.
10.12 In addition to the $5,000 Life Insurance Coverage in IO.II, the City 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 10.11 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.
- 16 -
ARTICLE XI - VACATION
12.1 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 yrs thru 15 yrs 20 days
After 15 yrs and thereafter 25 days
11.2 The head of the department may permit an employee to carry over into the.
follow3.ng year up ta eighty hours. Any employee who does not wark full time
shall be granted vacation on a pro rata basis. The time of vacation shall be
fixed by the head of the department 3n which the employee is e�mployed. If
an employee has been granted more vacation than he has earned up to the
time of his separation from the Gity service, the employee shall reimburse
the City 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
separated from the service by reason of discharge, retirement or death,
he shall be granted such vacation pay as he ma.y have earned and not used
up to the time of such separation. The provisions of this Article XI
shall not apply to temporary or emergency employees.
11.3 If an employee has an accululation of sick leave credits in excess of
ane hundred and eighty days, he may convert any part of such excess to
vacation at the rate of one-half day's vacation for each day of sick leave
credit. No employee may convert more than ten (10) days of sick leave in
each calendar year under this provision.
- 17 -
ARTICLE XII - AOLIDAYS
12.1 Holidays recognized and observed. The following holidays shall be •
recognized and observed as paid holidays:
� New Years Day Columbus Day
Presidents Day Veterans Day ,
Memorial Day Thanicsgiving 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 to
a work week of Monday through Friday, the following shall apply.
Wheaever 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 the calendar date of the holiday.
12.2 The floating holidays set forth in Section 12.1 above may be taken at any
time during tha contract year, sub3ect to the approval of the department
head of any employee.
12.3 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 purpose
of this section. It is further understood that neither temporary, emergency
nor other employees not heretofore eligible shall receive holiday pay.
- 18 -
ARTICLE XIII - SICK LEAVE
13.1 Employees shall accumulate sick leave credits at the rate of .0576
of a working hour for each full hour on the payroll, excluding
overtime. Sick leave shall be granted in accordance with the
Civil Service Rules (Resolution 3250).
- 19 -
ARTICLE XIV - SEVERANCE PAY
14.1 EMPLOYEES 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 amount allowed shall be $4,000.00.
- 20 -
ARTICLE XV - WAGES
15.1 The bi-weekly salary as established in Appendix "B" shall be paid to �
employees holding the title of Deputy Chief of Police.
- 21 -
ARTICLE XVI - RESIDENCY
16.1 The Residency Resolution effective August 4, 1979, in Council Fi1e �
No. 273378 shall apply to all employees covered by this agreeme�nt.
- 22 -
ARTICLE XVII - INCAPACITATZON
17.1 EMPLOYEES injured during the course of employme.�et and thereby rendered
incapable of performing job duties and responsibilities shall receive
full wages during the period of incapaeity, 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.
17.2 E1�ZOYEES disabled through in3ury or sickness other than specified in
Section 17.1 above shall receive full wages for a period equal to
accumulated sick leave, plus six (6) months as provided herein. It is
understood that in such cases, acc�ulated sick Ieave shall first be
utilized before the six (6) months, or any part thereof, shall be appli-
cable. It is further understood that the six (6) month period shall be
available only in those years where the last available Annual Report of
the City Ciil 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.
17.3 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.
17.4 Except as specifically provided in this Article, all illness and
incapacity rules and policies previously in effect shall continue.
- 23 -
ARTICLE XVIII - DURATION AND EFFECTIVE DATE
18.1 Except as herein provided this AGREEMENT shall be effective as of
January 1, 1980, and shall continue in full force and effect thru
the 31st day of December, 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 in writing
so as to comply with the provisions of the Public Employment Labor
Relations Act of 1971.
18.2 This constitutes a tentative agreement between the parties which
will be recommended by the City Negotiator, but is subject to the
approval of the Administration of the City, the City Council and
is also subject to ratification by the Association.
Signed this 22nd day of October , 1979.
CITY OF SAINT PAUL SAINT PAUL POLICE SUPERVISORY GROUP
' �; � I -` �7 �` j
,.��.�. �-i. �=� l/"--l�:%F+�.�
La�or Relati „ Di x Business Repre� ntative / -
.�
- 24 -
� APPENDIX A
Unit Frice
Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $125.00
Jackets, Winter . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 39.95
Jackets, Intermediate . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95
Jackets, Summer . . . . . . . . . . . . . . . . . . . . . . . . . . $ 27.95
Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 49.95
Rain Suits (Motorcycle Officers). . � . . . . . . . . . . . . . . . . $ 17.95
Ve.gl.s' • • • • • s a • e • • • • • • e • s e • • • • • e • • • • • • • y4 ��5�
Alternate Vest. . . . . o . . . . . . . . . . . . . . . . . $ 5.95
Trousers, Winter.. . . o . . o . . . . . . . . . . . . . . . . . . . . $ 34.95
Trousers, Interntediate. . . . . e . . . . . . . . . . . . . . . . . . $ 29.5Q
Trousers, Sumnner. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 25.5Q
Pants (Radio Division). . . . o e . e . . o . . . e . . . . . . . . $ b.95
Shirts, Winter (Colored). . . . . . . . . e � . . . . . . . . . . . . . $ 7.95
Shirts, Winter (Ra.nking Officer). . . . . . . . . . . . . . . . . . . $ 8.95
Shirts, Summer (Colored). . . . . . . . . . . . . . . . . . . . .. . . $ 6.95
Shirts, Summer (Ranking Officer). . . . . . . . . . . . . . . . . . . $ 7.95
Shirts, Short Sleeve (Radio Divi.sian) . . . . . . . . . . . . . . . . $ 6.50
Shirts, Long Sleeve (Radio Division). . . . . . . . . . . . . . . . . $ 6.75
Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.25
Shoes . . . . . . . . . . . e . . . . . . . . . . . . . . . . . . . . $ I9.00
Alternate Shoes . . . . . . . . . . . . . . . . . . . . . . $ 22.00
Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 19.00
Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . $ 22.Q0
Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 12.95
Alternate Overshoes . . . . . . . . . . . . . . . . . . . . $ 6.95
Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.95
Socks (Black or Navy Biue). . . . . . . . . . . . . . . . . . . . . . $ 1.50
Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . $ 1.75
- A1 -
� APPENDIX A (continued)
Unit Price
Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.50
Uniform Caps, Winter. . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 ,
Uniform Caps; Summer. . . . e . . . . . . . . . . . . . . . , . . $ 8.75
Sam Browne Belts . . . . e . . . e . . � . . . . . . . . . . . . . . $ 8.95
Alternate Sam Browne Belts. . . . . . . . . . . . . . . . . $ 16.25
Raincoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 32.00
Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50
Garrison Belt . . . . . . . . . o . . . . . . . . . . . . . . . . . . $ 2.50
Cartridge Holder. . . . . . . . . o . . . . . . . . . . . . . . . . $ 3.50
Flashlite Holder. . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.50
Federal Streamer Holder . . . o o . . . . . . . . . . . . . . . . . . $ 2.00
8andcuf fs . e . . . . e . o . . � . . . . . . . . . . . . . . . . . . $ 13.95
Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.04
Whistle Chains. . . . . o . . . . . . . . . . . . . . . . . . . . . . $ 1.95
Safety Selmet
Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.25
Chin Cup . . . . . > . . s . . . e . . . . . . . . . . . . . . . $ 1.50
Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .95
Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . $ 9.95
Head Suspension. . . . . . . . . . . . . . . . . . . . . . . $ 4.90
Outer Shell. . . . . . . . . . o . . . . . . . . . . . . . . . . $ 14.20
Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45
Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.95
Holsters
Federal Man. . . . . . e . . . . . . . . . . . . . . . . . . . . $ 5.95
Sarariland 11A . . . . . . . . . . . . . . . . : . . . . . . . $ 18.95
Sarariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . $ 12.95
Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . $ 15.50
Saps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $
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APPENDIX B
Salaries Effective December 30, 1978
A B C D E F 10-yr 15-yr
994.00 1041.00 1091.00 1144.50 1198.50 1257.00 1293.00 1331.50
Effective December 29, 1979, the above rates shall be increased seven (7) percent.
However, this increase shall be reduced in accordance with Article 10.8.
Effective January 3, 1981, the rates which became eff ective on December 29, 1979,
shall be increased seven (7) percent. However, this increase shall be reduced
in accordance with Article 10.9.
Effective January 2, 1982, the rates which became effective January 3, I981,
shall be increased seven (7) percent. Aowever, this increase shall be reduced
in accordance with Article 10.10.
- B1 -
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Da
� 4 resolution so that this information wi#i be A� �i: 12ji9�5 _
avai(abte.to the C'ity Council.
Hs�r.• 4�8!?6 �:
I�. � .� BEPLA1�IQf�L QF !1Dl�I�ST,�ATIV&'08p1E�S, -
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I x1330I�'tI0�i8 Al� t�I�E� _
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��s: '�October 24, 1979
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�:s �►YO� �� � Nov e �� �
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8�: ��r�o� mg���. � � ,
�]�s ���ution. for subm�e�oII ta C3tg Counci� . .
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- . A�''.�.17��� �'�'�s • .
:Ws ��►C�ud Your agpro�al aAd aubtniest+a� oE� this .Rssal��#c�a- tc3 �hs C3,ty Cow�aii. Y
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��x �.� ��.�TIaN�E FOR T�I& ACTION: "�
, ~ . .■ ■YI I n I� i i iri.4 I i�i i � . . ., . . . . . .
T'�tis ra�ol. tion agproves a three year (1980-82)�agree�nent betweea the City of 9t,,: Fautl ,
aad`the St. Pa.u2 Police S�pervisory Bargaining Unit. ; k
,
This agree� ent ca.11s far a tota.l package increaee of 7%a.each year. Thd. eity will i�screage ;�
its contrib�ona for insuraace. :
f . . ='t
'7'he .co�t o�i thie iacreased contribution will be deducted fram the 7°/q total pa.ckage,inerease
aad the c�f renc� will be applied to wagee. I�n 1980 the increased inst�aace co�ts will be fi�
appra�rlma.'t ly 2°�o a,nd therefore the wage increase will be appraximately g'�ar.
T�re same p�brocedure will be applied for .1981 and 1982. �
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