274106 WMITE - CITV CLERK COIli1C11 :�����i��
PINK - FINANCE C I TY O F SA I NT PA U L
CANARV - DEPARTMENT
BL_UE - MAVOR File NO.
Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approvi.ng the terms
and conditions of 1980-1981-1982 Agreements between
the City of St. Paul, Independent School District No.
625, and the Minnesota Teamsters Public and Law
Enforcement Employees Union Local 320.
WHEREAS, the Council, pursuant to the provisions of 5ection 12. 09
of the St. Paul City Charter and the Public Employees Labor Relations Act
of 1971, as amended, recognizes the Minnesota Teamsters Public and Law
Enforcement Employees Union Local 320, as exclusive representative for
the classes of positions within the City of St. Paul certified by the Bureau
of Mediation Services under Case No. 74-PR-196-A, for the purpose of
meeting and negotiating the terms and coriditions of employment for all full-
time personnel in the class of positions as set forth in the Agreements be.�
tween the City of St. Paul, Independent School District No. 625, and the
�-- .-- exclusive representatives hereinabove referenced; and
WHEREAS, the City and I ndependent School District No. 625, through
designated representatives, and the exclusive representatives have met in good
faith and have negotiated the terms and conditions of e.mployment for the period
Jan. l, 1980, through Dec. 31, 1982, for such personnel as are set forth inthe
Agreements between the City of St. Paul, Independent School District No. 625,
and the exclusive representatives; now, therefore, be it
K RESOLVED, that the Agreements cited above, dated as of the effective
date of this Resolution, between the City of St. Paul, Independent School District
No. 625, and the Minnesota Teamsters Public and Law Enforcement Employees
Union Local 320, on file in the office of the City C lerk, are hereby authorized
and directed to execute said Agreements on behalf of the City.
Approved: � , �
, �
�
��� � . 1.�.�.�
Chairman, 1V11 SQ ice C, mmission
COUNCILMEN
Yeas McMAHON Nays Requested by Depactment of:
�r � [n Favor PERS �1 L OFF
-��sa�a
Hunt
Levine _ � __ Against BY
Maddox
Showalter
T o � 1979 Form proved City tto
Adop by Counci . Date — „ �
ertified Pas- cil Sa�creta By
�
By
DEC �. 3 1979 App ov by Mayor for u i si o Council
Appr d by Mavor: Da .
BY - — BY
9K1,�8�.iSfiED �}�� Z G 197•
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1980 — 1981 — 1982
� LABOR AGREII�ENT
BETWEEN
THE CITY OF SAINT PAUL, ,
AND
MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT
II+�'LOYEES UNION LOCAL N0. 320
INDEX
ARTICLE TITLE PAGE ,
I Purpose of Agreement 1
II � Recognition 2
III � Maintenance of Standards 4
IV ',Employer Security 5
V Employer Authority 6
VI Union Security 7
VII Employee Rights-Grievance Procedure 9
VIII Savings Clause 13
IX Seniority 14
X Discipline 16
XI Constitutional Protection 17
XII Overtime and Premium,s 18
XIII Uniforms 20
XIV Vacation 2I
XV Holidays ��
XVI Insurance 23
XVII Mileage 25
XVIII Severance Pay 2(
XIX Working Out of Classification 27
XX Wage Schedule 28
XXI Term of Agreement 34
- ii -
ARTICLE I - PURPOSE OF AGREEMENT
1.1 This AGREEMENT is entered into between the City of Saint Paul, hereinafter
called the II�Il'LOYER, and the Minnesota Teamsters Public and Law Enforce-
ment Employees Union Local I3o. 320, hereinafter called the UNION.
1.11 Assure sound and mutually beneficial working and
economic relationships between the parties hereto;
1.12 Establish procedures for the resolution of disputes
concerning this AGREEMENT'S interpretation and/or
application; and
1.13 Place in written form the parties' agreement upon
terms and conditions of employment for the duration
of this AGREEMENT.
1.2 The II�LOYER and the UNION through this AGREEMENT, shall continue their
dedication to the highest quality public service ta the residents of the
City of Saint Paul. Both parties recognize this AGREII�TT as a p�.edge
of this dedication.
- 1 -
f
ARTICLE II - RECOGNITION
2.1 The IIKP.LOYER recognizes the UNION as the exclusive representative, uctder .
the Public Employment Labor Relations Act of 1971 as amended, for all
personne� in the following bargaining unit:
All mamual maintenance supervisors in the cZassification of
Assistant Supervisor of Custodians, Bridge Foreman, Huilding
Maintenance Supervisor-Fire Department, Building Maintenance
Supervisor-Libraries, Building Maintenance Supervisor-Parks
and Recreation, Chief Meter Repairman, Civic Center Foreman,
Dispatcher I, District Foreman, Equipment Maintenance Fareman,
Field Supervisor, Fireman-Mechanic Foreman, Foreman-Water
Departmeat, Forestry Supervisor I, Forestorq Supervisor II,
Greenskeeper, Maintenance Foreman-Water Department,
Mechanic Foreman�iunicipal Garage, Mechanic Foreman-Water
Department, Park Foreman, Public Works Foremaa I, Public Works
Foreman II, Public Works Foreman III, SanitaCion Foreman, Sewer
Foreman I, Sewer Foreman II, Sewer Foreman III, Supervising
Gardener, Supervisor of Custodian, Supervisor of Garbage
Collection, Supervisor of Lime Recovery P].an.t, Supervisor of
Pumping, SLpervisor of School Ground Maintenance, Traffic
Maintenance Foreman Z, Traffic Maintenance Foreman II, Water
Serviceman Foreman, Water-Shed Foreman I, �+later-Shed Foreman
II, and Zoo Foreman who are employed for more than fourteen
(14) hours per week and more than one hundred (1Q0) work. days
per year by the City of St. Paul or who are under the eontrol
of the City of St. Paul in the setting of terms and conditions
of employment, excluding all other employees.
2.2 In the event the II�LOYER and the UNION are unable to agree as to the
inclusion or exclusion of a new or modified �ob elass, the issue shall t�e
subaitted to the Bureau of Mediation Services for determination. It is
understood that this provision shall refer to the Bureau of Mediation Services
only such issues as it has jurisdiction over by Iaw.
2.3 The II�'LOYER shall not enter into any agreements covering terms and
conditions of employment with the employees of the bargaining unit under
the jurisdiction of this AGREEMEPIT either individually or collectiuely
t�hich in any way conflicts with the terms and can�itions of this AGREF.�fENT,
except through the certified representative.
- 2 -
. ��� ; .w ,;°�,
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ARTICLE II - RECOGNITION � �1 � ��,d ��
(continued)
2.4 Neither the UNION nor the ENIPLOYER shall discriminate against any
employee because of UNION membership or nonmembership, or because of
his race,� color, sex, religion, national origin, or political opinion
or affiliations.
2.5 All existing Civil Service Rules shall apply except those superceded
by this AGRE�NT.
- 3 -
ARTICLE III - MAINTENANCE OF STANDARDS
3.1 The City agrees that all conditions of employment relating to wages, ,
hours of work, overtime differentials, vacations and general working
conditio�fs 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 AGREEMENT, and the conditions of employment
shall be improved wherever specif ic provisions for improvement are
made elsewhere in. this AGREEMENT.
_ 4 -
ARTICLE IV - EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this AGREEMENT it will not �
cause, encourage, participate in or support any strike, slow-down
�
or other 3.nterruption of or interference with th.e normal functions
of the II�LOYER.
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_ _ _
ARTICLE V - EMPLOYER AUTHORITY
5.1 The II�LOYER retains the sole right to operate and manage all manpower, ,
facilities and equipment in accordance with applicable laws and
regulatians of appropriate authorities.
,
5.2 Any terms and condition.s of employment not specifically established
or modified by this AGREEMENT sha11 remain solely within the discretion
of the EMPLOYER to modify, establish, or eliminate.
- 6 -
ARTICLE VI - UNION SECURITY
6.1 The EMPLOYER shall deduct from the wages of the employees who authorize
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies shall be remitted as directed by the UNION.
6.2 The UNIOIf' may designate employees from the bargaining unit to act as
stewards and alternates and shall inform the II�LOYER i.n writing of
such choices and of changes in the positions of stewards and/or
alternates. It is further understood that the number and locations
of stewards shall be limited and confined to nimmbers and locations as
are necessary and reasonable to administer the provisions of this
AGREEN�IT.
6.3 The II�LOYER shall make space available on the employee bulletin
board for the posting of UNION notice(s) and announcement(s).
6.4 The UNION agrees to indemnify an3 hold the II�LOYER harmless agai.nst
any and all claims, suits, orders, or judgments brought or issued
against the II�LOYER as a result of any action taken or not taken by
the EMPLOYER under the provisions of this Article.
6.5 The E1�LOYER agrees that on the II�LOYER'S premises and without loss of
pay the UNION stewards shall be allowed to post official UNION notices
of the designated representatives; transmit communications authorized by
the UNION or its officers under the terms of this contract; consult with
the Employer, his representative, UNION officers or the UNION representa-
tive concerning the enforcement of any provisions of this AGREEMENT, so
long as such action does not interfere with regular Employee duties and
is reasonable and necessary.
. - 7 -
� ARTICLE VI - UNION SECIIRITY (continued)
6.6 Stewards are authorized to perform and discharge the duties and
responsibilities which are assigned to them under the terms of this
AGREEMENT and any supplementary AGREII�IENTS. The II�IPLOYER agrees that
there shall be no restraint, interference, coercion or discrimination
.
against a steward because of the performance of such duties.
6.7 Any present or future employee who is not a UNION member shall be -
required to contribute a fair share fee for services rendered by the
UNION. Upon notification by the UNION, the EMPLOYER shall check off
said f ee from the earnings of the employee and transmit the same to
the UNION. 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. This provision shall remain operative only
so long as specifically provided by Minnesota law, and as otherwise
legal. It is also understood that the UNION agrees to indemnify and
hold the II�LOYER harmless against any and all claims, suits, orders or
�udgments brought or issued against the City as a result of any action
taken or not taken by the City under the provisions of this section.
- 8 -
ARTICLE VII - II�LOYEE RIGHTS - GRIEVANCE PROCEDURE
7.1 Definition of a Grievance - A grievance is defined as a dispute or ,
disagreement as to the interpretation or application of the specific
terms and conditions of this AGREEMENT.
7.2 Union Representatives - The EMPLOYER will recognize Representatives
designated by the UNION as the grievance representatives of the
bargaining uait having the duties and responsibilities established by
this Article. The UNION shall notify the E[�'LQYER fii writing of the
names of such UNION representatives and of their successors when so
designated as provided by 6.2 of this AGREEMENT.
7.3 Processing of a Grievance - It is recognized and accepted by the UIdION
and the EMPLQYER that the processing of grievances as hereinafter provided
is limited by the job duties and respansibilities of the Employess and
shall therefore be accomplished during normal working hours only when
consistent with such Employee duties and responsibilities. The aggrieved
Employee and a LTNION Representative shall be allowed a reasonable amount of
time without loss of pay when a grievance is investigated and presented to
the II�LOYER during normal working hours provided that the II�'LOYEE and
the UNION Representative have notified and received the approval of the
designated supervisor who has determined that such absence is reasonable
aad would not be detrimental to the work programs of the EhiPLOYER.
7.4 Procedure - Grievances, as defined by Section 7.1, shall be resolved
in conformance with the following procedure:
Step_ 1. An Employee claiming a violation concerning the inter-
pretation or application of this AGREIIKENT shall, within twenty-one
(21) calendar days after such alleged violatioa has occurred, present
such grievance to the Employeets supervisor as designated by the E1�LOYER.
_ 9 -
� ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued)
The II�LOYER-designated representative will discuss and give an
answer to such Step 1 grievance within ten (10) calendar days after
receipt. A grievance nat resolved in Step 1 and appealed to Step 2
.
shall be placed in writing setting forth the nature of the grievance,
the facts on which it is based, the provision or provisions of the
AGREEMENT allegedly violated, the remedy requested, and shall be
appealed to Step 2 within ten (10) calendar days after the II�LOYER-
designated representative's final answer in Step 1. Any grievance �
not appealed in writing to Step 2 by the UNION within ten (10)
calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the
UNION and discussed with the ENIPLOYEA-designated Step 2 representative.
The II�LOYER-designated representative shall give the UNION the
II�LOYER'S Step 2 answer in writing within ten (10) 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
follawing the II�LOYER-designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the UNION
within tea (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER-designated Step 3 representative.
The II�'LOYER-designated representative shall give the UNION the
ENIPLOYER'S 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
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ARTICLE VII - II�LOYEE RIGHTS - GRIEVANCE PROCEDURE (continued)
grievance not appealed in writing to Step 4 by the UNION within ten
(10) calendar days shall be considered waived.
StepL 4. A grievance unresolved in Step 3 and appealed to Step 4 by
the UNION shall be submitted to arbitration subject to the provisions
of the Public Employment Labor Relations Act of 1971 as amended. The
selection of an arbitrator shall be made in accordance with the "Rules
Governing the Arbitration of Grievances" as established by the Public
Employmeat Relations Board.
7.5 Arbitrator�s Authority -
A. The arbitrator shall have no right to amend, modify, nullify,
� igaore, add to, or subtract from the ternts and conditions of this
AGREEriENT. The ar'bitrator shall consider and decide only the
,
specif ic issue(s) submitted in writing by the ENIPLOYER and the
UNION, 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 inconsistent with, or modifying or varying in any way the
application of laws, rules, or regulations having the force and
effect of law. The arbitrator's decision shall be submitted in
writing within thirty (30) days following close of the hearing
or the submission of briefs by the parties, whichever be later,
unless the parties agree to an extension. The decision shall be
binding on both the EMPLOYER and the UNION and shall be based
solely on the arbitratorts interpretation or application of the ,
express tezms of this AGREEMENT and to the facts of the grievance
presented.
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ARTICLE VII - F.I�LOYEE RIGHTS - GRIEVANCE PROCEDURE (continued)
C. The fees and expenses for the arbitrator's services and proceed-
ings shall be borne equally by the II�LOYER and the UNION 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.
7.6 Waiver - If a grievance is not presented within the time limits set forth
above, it shall be considered "waived". If a grievance is not appealed to
the next step within the specified time limit or any agreed extension
. Ghereof, .it sha11 •be-considered, settled on the basis of the El�LOYER'S ;, ,:. .�:
last answer. If the II�LOYER does not answer a grievance or an appeal
thereof within the specified time limits, the LTNION 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 ma.y be extended by mutual
written agreement of the II�LOYER and the UNION in each step.
7.7 It is understoad by the UNION and the II�'LOYER that, if an issue is
determined by this grievance that issue shall not again be submitted for
arbitration under the provision of the Rules and Regulations of Civil
Service. It is further understood that if an issue is submitted and
determined by the grievance procedure under the Civil Service Rules and
Regulations, it shall not again be submitted for arbitration under the
procedures set forth in this Article.
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ARTICLE VIII - SAVINGS CLAUSE
8.1 This AGREEMENT is subject to the laws of the United States, 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 jurisdiction 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
writtea request of either party. All other provisions of this AGREEMENT
shall continue in full force and effect.
- 13 -
ARTICLE IX - SENIORITY
9.1 Seniority, for the purpose of this AGREEMENT, shall be defined as
follows: •
A. "City Seniority" - The length of continuous, regular and
prob`ationary service with the EMPLOYER from the last date of
employment in any and all class titles.
B. "Class Seniority" - 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 class seniority is
confined to the current class assignment held by an employee.
9.2 Seniority shall terminate when an employee retires, resigns, or is
discharged..
9.3 Seniority shall not accumulate during an unpaid leave of absence,
except when such leave is granted for a period of less than thirty (30)
calendar days; is granted because of illness or injury; is granted to
allow an employee to accept an appointment to the unclassified service
of the EMPLOYER; or is granted to take an elected or appointed full-time
position with the UNION.
. . 9.4 A. In the event it is determined by the employer that it is necessary
to reduce the work force, employees will be laid off by class title
within each division based on inverse length of "Class Seniority".
Recall from layoff shall be in inverse order of layoff, except that
recall rights shall expire after one year of Iayof£.
B. In cases where there are promotional series, such as Foreman I,
Foreman II, Foreman III, etc. , when the number of employees in these ,
higher titles is to be reduced, employees who have held lower titles
- 14 -
ARTICLE IX - SENIORITY (continued)
which are in this bargaining unit will be offered reductions
to the highest of these titles to which class seniority would
kee� them from being laid off, before layoffs are made by any
�
class title in any department.
C. It is further understood that a laid off employee shall have the
right to placement in any lower-paid class title, provided said
' �mployee has been previously certified and appointed in said
lower-paid class title. In such cases, the employer shall
first be placed on a reinstatement register and shall have
"Class Seniority" based on the date oaiginally certified and
appointed to said class. Employees may alsa apply for positions
in a lower class but may, nevertheless, return to original class
as provided in paragraph (A) above.
9.5 To the extent possible, vacation periods shall be assigned on the basis
of "City Seniority", within each class, by division. It is however,
understood that vacation assignments shall be sub3ect to the ability of
the employer to maintain operations.
9.6 Promotions shall be handled in accordance with current Civil Service
Rules and practices.
9.7 The II�LOYER shall post a seniority list at least once every six (6)
months.
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ARTICLE X - DISCIPLINE
10.1 The EMPLOYER will discipline employees for 3ust cause only. Discipline �
will be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
e) Discharge.
10.2 Suspensions, reductions and discharges will be in written form.
10.3 Employees and the UNION will receive copies of written reprimands and
notices of suspension and discharge.
10.4 Employees may examine all information in their II�LOYER personael
files that concerns work evaluations, commendations and/or disciplinary
actions. Files may be examined at reasonable times under the direct
supervision of the II�LOYER.
10.5 Discharges will be preceded by a five (5) day preliminary suspension
without pay. During said period, the employee and/or UNION may request,
and shall be entitled to a meeting with the E1�LOYER representative who
initiated the suspension with intent to discharge. During said five (5)
day period, the Et�LOYER may affirm the suspension and discharge in
accordance with Civil Service Rules or may modify, or withdraw same.
10.6 An employee to be questioned concerning an investigation of disciplinary
action shall have the right to request that a UNION representative be present.
10.7 Grievances relating to this Article shall be processed in accordance
with existing Civil Service procedures, except that oral and written
reprimands shall be taken up in Step 3 of the grievance procedure under
Article VII.
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ARTICLE XI - CONSTITUTIONAL PROTECTION
11.1 Employees shall have the rights granted to all citizens by the
United States and Minnesota State Constitutions.
�
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t
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` ARTICLE XII - OVERTIME AND PREMIUMS
12.1 Employees (with the exception of those covered in Section .l2.2 hereof)
shall be paid one and one-half (1�) times the regular rate of pay for
work performed in excess of the regular work day and/or the forty (40)
.
hour work �week.
12.2 Section 12.1 hereof shall not be applicable to employees holding the
following administrative positions: Building Maintenance Supervisor-
Libraries; Building Maintenance Supervisor-Parks aud Recreation; Field
Supervisor; Public Works Foreman III, Sewer Foreman III; Supervisor of
Custodians; Supervisor of Garbage Collection; Supervisor of Pumping;
Supervisor of Lime Recovery Plant. Employees in the above classificatioas
- shall be paid straight time for .work performed in excess of the regular . .
work day and/or the forty (40) hour work week.
12.3 An employee who is called back to work following the completion of his
regular work day shall be guaranteed four (4) hours pay at his regular
straight time rate.
12.4 Major holidays, for the purpose of this Section, shall include the
following; New Year's Day; Memorial Day; Independence Day; Labor Day;
Thanksgiving Day; Christmas Day. Minor holidays, for the purpose of
this Section, shall include the following: Washington's and Lincoln's
Birthday, Christopher Colimmbus Day, Veterans' Day. An employee working
a major holiday as defined herein shall receive time and one-half (1�) his
regular rate of pay for all work performed on such holiday, and an
employee working a minor holiday as defined herein shall receive straight
time for such holiday work, it being understood that all payments
for holiday work shall be in addition to regular holiday pay.
- 18 -
ARTICLE XII - OVERTIME AND PREMIUMS (continued)
12.5 An employee sha11 have the option of either taking compensatory time
off or overtime payment in cash. It is, however, further understood
that this Section shall not be applicable to those employees covered
�
by the ove;rtime provisions of the Fair Labor Standards Act.
I2.6 A night differential of five percent (5%) shall be provided to employees
who work night shifts as defined herein. A night shift will be
considered to be a regularly assigned shift beginning earlier than 6 a.m. ,
or ending later than 6 p.m., provided that at least five (5) hours of
said shift are worked between the hours of 6 p.m. and 6 a.m. It is
further understood that in case of regularly assigned shifts beginning
earlier tha.n 6 a.m. or ending later than 6 p.m. which involve less than -..
f ive (5) hours of work, an employee shall be eligible for the night
differential only for the hours actually worked during night shift
hours.
- 14 -
ARTICLE XIII - UNIFORMS
13.1 The EMPLOYER agrees that if any employee is required to wear .any ki.nd
of uniform or safety equipment as a condition of continued employment,
such uniform and/or equipment shall be furnished and maintained by the
�
EhiPLOYER. �It is however, further understood that the II�LOYER'S
obligation to provide unifo�s and/or safety equipment shall be confined
to present practices and/or requirements of law.
13.2 Any uniform or safety equipment provided pursuant to this Article,
damaged in the line of duty, shall be replaced by the II�LOYER, provided
that said damage is not attributable to the negligence or other improper
act of the employee.
13.3 The II�LOYER agrees to pay $10.00 toward the cost of each pair of
safety shoes purchased by an II�LOYEE that is a member of tfiis unit.
The II�LOYER shall contribute for the cost of two pair of shoes per year
and shall not be responsible for any additional cost for any additional
shoes thereafter. This reimbursement of $10.00 per pair of shoes shall
be made only after investigation and approval by the immediate supervisor
of that employee. This $10.00 per pair of shoes contribution to be made
by the Et�LOYER shall apply to those employees who must wear protective
shoes or boots for their employment.
- 20 -
ARTICLE XIV - VACATION
14.1 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 years thru 15 years 15 days
16 years thru 25 years 21 days
25 years or more 22 days
I4.2 Employees who work less than full-time shall be granted vacation on a
pro rata basis.
14.3 The head of the department may permit an employee to carry over into
the following year up to tea days' vacation.
14.4 The above provisions of vacation shall be subjeet to Resolution No. 6446,
Sectioa I, Sub. F.
- 21 -
ARTICLE XV - HOLIDAYS
15.1 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 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 shall be observed as the -holiday:- -�- � �
15.2 The floating holidays set forth in Section 15.1 above may be taken at any
time during the contract year, subject to the approval of the Department
Head of any employee.
15.3 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 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.
- 22 -
ARTICLE XVI - INSURANCE
16.1 The E1�LOYER will continue for the period of this AGREEMENT to provide
for employees such health and life insurance benefits as provided by
IIKPLOYER at the time of execution of this AGREEMENT.
16.2 The II�LOYER will for the period of this AGREEMENT provide for employees who
retire after the time of execution of this AGREEMENT and until such employees
reach sixty-five (65) years of age such health insurance benefits and life
insurance benef its as are provided by the II�LOYER for such employees.
16.3 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 50% of the cost of such
dependent's coverage or $42.43 per month, whichever is Iess.
16.4 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
addition, for each employee who selects Group Health dependent's
coverage, the City will contribute 50% of the cost of such dependent's
coverage or $35.93 per month, whichever is less.
16.5 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 Health dependent's coverage,
the City will contribute 50% of the cost of such dependent`s coverage or
$35.29 per month, whichever is less.
The contributions indicated in 16.3, 15.4, 16.5 and 16.6 shall be paid
to the City's group health and welfare plan. Any increases in these
costs shall be paid by the employee.
- 23 -
ARTICLE XVI - INSURANCE (continued)
16.6 The City agrees to contribute the cost for $5,000 of Life Insurance
Coverage for each employee who is eligibl.e for such coverage or $2.95 per
month, whichever amount is less. This contribution shall be paid to the
City's Group Health and Welfare Plan. Any increase in this cost shall be
paid by the employee.
16.7 Effective January 1, 1980, the figures in Articles 16.3, I6.4, 16.5 and 16.6
above will be increased in dollars to reflect the difference between the
1979 premium rates and the 1980 premium rates for the respective coverages.
16.8 On January 1, 1981 the figures as adjusted in accordance with I6.7 above
shall be increased in dollars to reflect the difference between the 1980
premium rates and the 1981 premium rates for the respective coverages.
16.9 On January 1, 1982, the figures as adjusted in accordance with 16.8 above
sha11 be increa.sed in dollars to reflect the difference between the 198I
premium rates and the 1982 premium rates for the respective coverages.
16.10 In addition to the $5,000 Life Insurance Coverage in 16.6 above, the City
agrees to contribute the cost of additional life insurance coverage or
$ .59 per thousand dollars of coverage per month, whichever amount is less.
The total amount of Iife insurance coverage provided under this section,
and section 16.4 above, for each employee shall be equal to the employee's
annual salary rounded down 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.
- 24 -
ARTICLE XVII - CITY MILEAGE
17.1 Automobiles Reimbursement Authorized: Pursuant to Chapter 92A of the
Saint Paul Legislative Code, as amended, pertaining to reimbursement of City
officers and employees for the use of their own automobiles in the
performance of their duties, the following provisions are adopted.
17.2 Method of Computation: To be eligible for such reimbursement, all officers
and employees must receive written authorization from the Department Head.
� If an employee is required to use his/her own autonobile during employment
and the department head or designated representative determines that no
employer vehicle is available for the employee's use, the employee shall
then be reimbursed at the rate of 19� per mile driven.
If an employee is required to use his/her own automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the
employee desires to use his own autamobile, then_the employee shall
be reimbursed at the rate of 14� per mile driven.
The City will provide parking at the Civic Center Parking Ramg for City
employees who are required to have their personal car available for City
business. Such parking will be provided only for the days the employee
is required to have his or her own personal car available.
° 17.3 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file
daily reports indicating place of origin and destination and applicable
mileage ratings thereat and indicating total miles driven, and shall
file monthly affidavits stating the number of days worked and the
nimmber of miles driven, and further required that they maintain
automobile liability insurance in amounts not less than $100,000/300,000
for personal injury, and $25,000 for property damage. These rules and
regulations, together� with any amendments thereto, shall be maintained
on file with the City Clerk.
- 25 -
ARTICLE XVIII - SEVERANCE PAY ��;�'���
18.1 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.
- 26 -
ARTICLE XIX - WORKING OUT OF CLASSIFICATION
19.1 Any employee working an out-of-class assignment for a period in excess ,
of fifteen (15) working days during any fiscal year of employer, shall
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 duties and respon-
sibi].ities of a classification by an individual in another classification.
For the purpose of this article, the rate of pay for an out-of-class
assignment shall be the same rate the employee would receive if he was
promoted to the higher classification.
- 27 -
ARTICLE XX - WAGE SCHEDULE
The wage schedule for purposes of this contract shall be as follows:
Effective December 29, 1979:
UNGRADID
� Assistant Supervisor of Custodians $10.02
.Dispatcher I (paid out of grade) $ 9.96
0-6 mos after b mos
Civic Center Foreman $ 8.35 $8.71
Custodian-Engineer (Public Safety Bldg) $ 9.79 $14.15
GRADED
Sanitation Foreman
lst 6 mos. after 6 mos.
$788.09 $810.24
Chief Meter Repairman
*District Foreman
- Forestry Supervisor I �
Greenskeeper
Park Foreman
Public Works Foreman I
Sewer Foreman I
Supervising Gardener
Traffic Maintenance Foreman I
Water Service Foreman
Water Shed Foreman I
Zoo Foreman
lst 6 mos. after 6 mos.
$835.56 $858.24
Bridge Foreman
Building Maintenance Supervisor--Libraries
Equigment Maintenance Foreman
Foreman-Water Department
Forestry Supervisor II
Mainteaance Foreman-Water Department
Public Works Foreman II
Sewer Forema.n II
Supervisor of Garbage Collection
Supervisor of School Ground Maintenance
Vehicle Mechanic Supervisor
Water Shed Foreman II
lst 6 mos. after 6 mos.
$881.98 $907.30
- 28 -
� ARTICLE XX - (continued)
Effective becember 29, 1979
GRADID
Supervisor of Lime Recovery
Traffic Maintenance Foreman II
lst 6 mos. after 6 mos.
$933.68 $962.16
Public Works Forema.n III
Sewer Foreman III
Supervisor of Custodians
Supervisor of Ptunping
lst 6 mos. after 6 mos.
$962.1b $989.59
Building Maintenance Supervisor--Fire
lst 6 mos. after 6 mos.
$1016.49 $1.046.Q3
Field Supervisor
lst 6 mos. after 6 mos.
$1047.62 $I078.74
Building Maintenance Supervisor--Parks and Rec.
lst 6 mos. after 6 mos.
$1079.27 $111I.44
Z`he above rates represent a five and one-half gercent (5.5%) increase over
the January 1, 1979 rates.
- 29 -
ARTICLE XX - (continued)
Effective January 3, 1981:
UNGRADED
Assistant Supervisor of Custodians $10.67
. Dispatcher I (paid out of grade) $10.61
�
� 0-6 mos. after 6 mos.
Civic Center Foreman $ 8.89 $ 9.28
Custodian-Engineer (Public Safety Bldg) $10.43 $10.81
GRADED
Sanitation Foreman
lst 6 mos. after 6 mos.
$839.32 $862.91
Chief Meter Repairman
*District Foreman
Forestry Supervisor I
Greenskeeper
Park Foreman
Public Works Foreman I
Sewer Foreman I
Supervising Gardener
Traffic Maintenance Foreman I
Water Service Foreman
Water Shed Foreman I
Zoo Foreman
lst 6 mos. after 6 mos.
$889.87 $914.03
Bridge Foreman
Building Maintenance Supervisor--Lbiraries
Equipmeat Maintenance Foreman
Foreman-Water Department
Forestry Supervisor II
Maintenance Foreman-Water Department
Public Works Foreman II
Sewer Foreman II
Supervisor of Garbage Collection
Supervisor of School Ground Maintenance
Vehicle Mechanic Supervisor
Water Shed Foreman II
lst 6 mos. after 6 mos.
$939.31 $966.27
- 30 -
ARTICLE XX - (continued)
Effective January 3, 1981
GRADED
Supervisor of Lime Recovery
Traffic Maintenance Foreman II
lst 6 mos. after 6 mos.
$994.37 $1024.7Q
Public Works Foreman III
Sewer Foreman III
Supervisor of Custodians
Supervisor of Pumping '
lst 6 mos. after 6 mos.
$1024.70 $1053.91
Building Maintenance Supervisor--Fire
lst 6 mos. after 6 mos.
$1082.56 $1114.02
Field Supervisor
lst 6 mos. after 6 mos.
$1115.72 $1148.86
Building Maintenance Sugervisor--Parks and Rec.
lst 6 mos. after 6 mos.
$1149.42 $1183.68
The above January 3, 1981 rates represent a six and one-half percent (6.5%)
increase over the December 29, 1979 rates.
- 31 -
� ARTICLE XX - (continued)
Effective January 2, 1982:
UNGRADID
Assistant Supervisor of Custodians $11.42
. Dispatcher I (paid out o£ grade) $11.35
` 0-6 mos. after 6 mos.
` Civic Center Foreman $ 9.51 $ 9.93
Custodian-Engineer (Public Safety Bldg) $11.16 $11.57
GRADID
Sanitation Foreman
lst 6 mos. after 6 mos.
$898.07 $923.31
Chief Meter Repairman
*District Foreman
Forestry Supervisar I
Greenskeeper
Park Foreman
Public Works Foreman I
Sewer Foreman I
Supervising Gardener
Traffic Maintenance Foreman I
Water Service Foreman
Water Shed Foreman I
Zoo Foreman
lst 6 mos. after 6 mos.
$952.16 $978.01
Bridge Foreman
Building Maintenance Supervisor--Lbiraries
Equipment Maintenance Foreman
Foreman-Water Department
Forestry Supervisor II
Ma.intenance Foreman-Water Department
Public Works Foreman II
Sewer Foreman II
Supervisor of Garbage Collection
Supervisor of School Ground Maintenance
Yehicle Mechanic Supervisor
Water Shed Foreman II
lst 6 mos. after 6 �rios.
$1005.06 $1033.91
- 32 -
� " ARTICLE XX - (continued)
Effective January 2, 1982
GRADED
Supervisor of Lime Recovery '
Traffic Maintenance Foreman II
lst 6 mos. after -6 mos.
$1063.98 $1096.43
Public Works Foreman III
Sewer Foreman III
Supervisor of Custodians
Supervisor of Pumping
lst 6 mos. after 6 mos.
$1096.43 $1127.68
Building Ma.intenance Supervisor--Fire
lst 6 mos. after 6 mos.
$1158.34 $1192.00
Field Supervisor
lst 6 mos. after 6 mos.
$1193.82 $1229.28
Building Maintenance Supervisor--Parks and Rec.
lst 6 mos. after 6 mos.
$1229.88 $1266.54
The above January 2, 1982 rates represent a seven percent (7.0�) increase
over the January 3, 1981 rates.
- 33 --
' � ARTICLE XXI - TERM OF AGREEI�IENT ������
21.1 This agreement shall be in full force and effect from January 1, 1980,
thru December 31, 1982, and shall automatically be renewed from year to
year thereafter unless either party shall notify the other in writing
by June 1, prior to the anniversary date that it desires to modi.fy or
terminate this agreement.
21.2 It is understood that this settlement shall be recommended by the City
Negotiator, but is sub3ect to approval by the City Council and Civil
Service� Commission.
IN WITNESS WHEREOF, the parties have caused this Agreement to be executed this
6th day of November, 1979. .
MINNESOTA TEAMSTERS PUBLIC AND LAW
CITY OF SAINT PAUL RC ENT EMPLOYEES UNION LOCAL N0. 320
or Relatio s D ecto B i ess Repres tat ve
- 34 -
� ; . _ ,
. � �� . ;
� � �. `Da �ro� det�ch tMis memorandum from t#�e �
:.��. w , ,_ (j
resolution so thr�� this information wiit t� . � �►: .
' � avallable to fihe City Council.: � =�:i��`��
��, ,
r.xPr�xaarzoK aF �tiN�s���vE or��ts
, RESO U'TIONS. AND ORD NANC&S
Dates November 14, 1979
�:�
. '.��"':�����,"`�
�o. ��oR G�RCE ��n�x . NOY �i 3 tg7g
FR: Persosnel O�fice ���'�`�� �
RE: R�solution for snb�iss�o� to Citq Cauacil
ACT I�i STED .:
i.. �+��i. .. . . . . � . . - . � . '.
„f , We r c�nnom�8nd your approval aud eubm3.saion of this: Reso],ution ta Che Cit�* Cota�cil. fe
i:
. . . , .. .. . � � � � � � .�
� . � .. . . � . ':��
. . . . , . . . �: � � .. . . .-�
i!
�SB II�D 'RATIONALE FOR THIS ACTI('3DT t , � n;
,`ti
..�,
'Tli.3. re�o��tion approves the 1980-1981-1982 Labor Agreemeirta �e.esa t�t�e City, �
�b25 and �.ocal 320. The Agreements call �ar a 5. 5� salary iacrease �� i 98t�, ���i =��-
_ .!�a"; Q$1 at�d 7. 4% in 1982. _ '
. . �
Th �greements also c$11 for revised clause� dealing with mileage aa�d res�.dex�cyr.
Ia dition-to the salary increase�, the;emplop�r�vvill �lsa ina��a�s'::�e'sr i��e���ce
co trib�ti.o�,e. The employer will pay al� of t�� increase°in singl�e cav�r�e�, �t�aiiqs��e�, � : 5
ea ye�.r aad one-half of the increase in depeade�t coverage �re�nf'r�ms e�eck ye,�r.
_ fi l'
.;�
�
. �
` r
;
�:
�::
ACHIdEA1�S:
t e:solution, Labor Agreen�ents, aad eopy for City C�lerk. ,
�' : .
; �.
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. ,
�. , . ..
, . .. , .. .;� ._