273062 WHITE - CITV CLERK
��NqRiti•oEP RTMENT GITY OF SAINT PAUL Council �"���A�'�
BLUE �� - MAVOR File NO•
ouncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An Administrative Resolution approving the terms and
conditions of the 1978-1980 Labor Agreements between
the City of St. Paul, Independent School District No. 625,
and the International Association of Machinists and
Aerospace Workers, District Lodge No. 77.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09 of
the St. Paul City Charter and the Public Employees Labor Relations Act of
1971, as amended, recognizes the International Association of Machinists and
Aerospace Workers, District Lodge No. 77, as exclusive representative for
those classes of positions within the City of St. Paul certified by the Bureau of
' Mediation Services under Case No. 74-PR-77-A for the Purpose of ineeting and
negotiating the terms and conditions of employment for all full�time personnel
in the classes of positions as set forth in the Agreements between the City of St.
Paul, Independent School District No. 625, and the exclusive representatives
hereinabove referenced; and
WHEREAS, the City of St. Paul and Independent School District No. 625,
through designated representatives, and the exclusive representatives have met
in good faith and negotiated the terms and conditions of employment for the period
July 1, 1978, through June 30, 1981, for such personnel as are set forth in the
Agreements between the City of 5t. Paul, Independent School District No. 625,
and the exclusive representatives; and
WHEREAS, 1978-1980 Agreements have been reached which include a
wage adjustm nt retroactive to July 1, 1978, in accordance with the Arbitration
Award; now, therefore, be it
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 International Association of Machinists and Aerospace Workers,
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COUNCILMEI�t Requested by Department of:
Yeas Nays
Butler In Favor
Hozza
Hunt
Levine __ Against BY
Maddox
Showalter
TedesCO For Approv d by Cit orney
Adopted by Council: Date
Certified Yassed by Council Secretary BY
By
�
/.lpproved by Ylavor. Date _ Appr d y Mayor for u m' sion to Council
BY - BY
WHITE — CITV CLERK (�/�
P,I�NK r FINANCE COUIICIl �a� ,�I/ �^`—�
:�.N�AR�!iDEPARTMENT GITY OF SAINT PALTL �....�! � • 1•�'-1
BLUE — MAVOR File NO.
Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
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District Lodge No. 77, on file in the office of the City Clerk, are hereby approved,
and the authorized administrative officials of the City are hereby authorized and
directed to execute said Agreements on behalf of the City.
Approved:
�
L �
airman /
Civi.l Service'�ommission
COUNCILMEN
Yeas Nays � Requested by Department of:
Butler -`1 PERSONNEL OFFI
Hozza �— �n Favor
Hunt
Levine _ � __ Against BY --
Maddox
Showalter
TedesCO MAY 3 1 1g7g Form pprov by City At orn
Adopted by Council: Date _
Certified P •s by o .'1 S ta BY � ,
B� _
l�1p by Mavor:
'���� �n.�.�T� App ved by Mayor for Sub 'ss'on�to Council
By . B
����p ,�UN 9 1979
� /
• ��
2 �`��F'?
1978 - 1979 - 1980
LABOR AGREEMENT
. BETWEEN
CITY OF SAINT PAUL,
AND
DISTRICT LODGE N0. 77
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS AFL-CIO
.
.' ,
INDEX
ARTICLE TITLE PAGE
I Recognition 1 '
II Definitions 2
III Maintenance of Standards 3
IV Check Off 4
V Union Rights 5
VI Management Rights 6
VII Discipline �
VIII Hours, Overtime Pay $
IX � Tool Insurance and Clothing 9
X Jury Duty �0
XI Legal Services 11
XII City Mileage 12
XIII Insurance 13
XIV Holidays 14
RV Vacation �5
XVI Grievance Procedures 16
XVII Savings Clause 20
XVIII Severance Pay 2�
RI% Residence 22
XX Wage Schedule 23
XXI Strikes, Lockouts, Work Interference 24
XRII Sick Leave , 25
XXIII Military Leave 26
XXIV Maternity Leave Z�
XXV Safety Shoes 28
XXVI Duration and Effective Date 29
Appendix A A1
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♦ •
THIS AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND DISTRICT LODGE 4�77,
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-CIO.
This agreement has been entered into between the City of Saint Paul, hereafter
referred to as the IIKPLOYER, and District Lodge �77, International Association of
Machinists and Aerospace Workers AFL-CIO, hereafter referred to as the UNION. This
AGREEMENT has as its purposes, the promotion of harmonious relations between the
II�LUYER and the UNION, the establishment of an equitable and peaceful procedure for
� the resolution of differences and the establishment of rates of pay, benefits,
hours of work, and other conditions of employment. The parties hereto pledge
that they shall pursue the above ob3ectives in full compliance with the
requirements of the Public Employment Labor Relations Act of the State of
� Minnesota of 1971, as amended.
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ARTICLE I - RECOGNITION
1.1 The II�PLOYER recognizes the UNION as the sole and exclusive bargaining
agent for the purposes of establishing wages, benefits, hours and other
conditions of employment for all of its employees as outlined in the
certification by the State of M�nnesota, Bureau of Mediation Services,
dated August 15, 1973, in case No. 74-PR-77-A, and as set forth below:
Al1 regular, probationary, and provisional vehicle and
equipment maintenance personnel who are employed by the
City of St. Paul or who have their "terms and conditions
of employment" established by the governing body of the
City of St. Paul in the classifications of Audio-Visual
Equipment Repairman, Auto Body Repairman, Auto Body
Repainnan Helper, Auto Washer, Equipment Repairman,
Fire Equipment Serviceman, Machinist, Mechanic-Welder,
Parking Meter Repairman, Tire Repairman, Traffic Signman,
Utilityman, Utilityman I, Vehicle Mechanic, Vehicle
Mechanic Leadworker, Vehicle Maintenance Worker (Heavy), "
Vehicle Maintenance Worker (Light) and .Welder-Blacksmith,
excluding supervisory, confidential, temporary, emergency
and employees exclusively represented by other labor or
employee organizations.
1.2 The parties agree that any new classificat3ons which are an expansion of
the above bargaining unit or which derive from the classifications set
forth in this agreement shall be recognized as a part of this bargaining
unit, and the parties shall take all steps required under the Public
Employment Relations Act to accomplish said objective.
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ARTICLE II - DEFINITIONS
2.1 Collective Bargaining. The EMF'LOYER will bargain collectively with
the U1�?ION with respect to rates of pay, hours and conditions pertaining
to employment for all of the employees in the unit hereinbefore set
forth.
2.2 Discrimination. The II�LOYER will not interfere with, restrain or coerce
the employees covered by this AGREEMENT because of inembership in or
activity on behalf of the UNION. The II�PLOYER will not discriminate in
respect to hire, tenure of employment or any term or condition of
employment against any employee covered by this AGREEMENT because of
membership in or activity on behalf of the UNION, nor will it discourage
or attempt to discourage membership in the UNION, or attempt to encourage
: membership in another Union.
2.3 This AGREEMENT shall designate and define benefits with the exception
of pension benefits that shall be granted to the employees by the
ENIl'LOYER. If subsequent to this AGREEMENT, any governing body passes
a provision which shall create a cost benefit for a employee in this
unit, the cost of such benefit shall be paid by the employee until
� such time as the responsibility of the cost is subsequently negotiated.
This provision shall not compel either party to reopen negotiations
. during the course of an existing contract.
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ARTICLE YII - MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to
wages, hours of work, overtime differentials, vacations, and all
other general working conditions shall be maintained at not less
than the highest minimum standard as set forth in the PersonneZ
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
specific provisions for improvement are made elsewhere in this
AGREEMENT.
_ 3 _
ARTICLE IV - CHECK OFF
4.1 Dues. The F1�IPLOYER agrees to deduct the UNION membership dues once
each month from the pay of those employees who individually request
in writing that such deductions be made. The amounts to be deducted
shall be certified to the ErIPLOYER by a representative of the UNION
and the aggregate .deductions of all employees shall be remitted
together with an itemized statement to the representative by the
first of the succeeding month after such deductions are made or as
soon thereafter as is possible.
4.2 Fairshare. 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 iNION, the II�LOYER
shall check off said .fee 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 .relation'ship 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.
. 4.3 The UNION will indemnify, defend and hold the II�PLOYER harmless
against any claims and all suits, order or judgments brought or
issued against the EhiPLOYER, its officers or employees, as a result
of any action taken or not taken by the EMPLOYER under the provisions
of this section.
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ARTICLE V - UNION RIGHTS
5. 1 The UNTON may designate employees within the bargaining unit
to serve as Union Stewards.
5.2 The UDTION shall furnish the EMPLOYER and appropriate department
heads with a list of Stewards and alternates, and shall, as soon
as possible, notify said appropriate City officials in writing of
any changes thereto. Only those who are Officers and Stewards shall
be recognized by the II�LOYER for the purpose of ineetings.
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ARTICLE VI - MANAGII�IENT RIGHTS
6.1 The UNION recognizes the right of the F.I�LOYER to operate and manage
its affairs in all respects in accordance with applicable laws and
regulations of appropriate authorities. The rights and authority
which the EMPLOYER has not officially abridged, delegated, or
modified by this AGREEMENT are retained by the E[�LOYER.
6.2 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 II�LOYER, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of �
personnel.
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ARTICLE VII - DISCIPLINE
7.1 The II�PLOYER will discipline employees for just cause only.
Discipline �ill be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
e) Discharge.
7.2 A notice in writing of Suspensions, Reductions and Dis.charges shall
be sent to the employee and the UNION within seventy-two (72) hours
after such action is taken.
7.3 Employees and the UNION will receive copies of written reprimands
and notices of suspension and discharge.
7.4 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 Employer Repre-
�
sentative who initiated the suspension with intent to discharge.
During said five (5) day period, the II�LOYER may affirm the suspension �
and discharge in accordance with Civil Service Rules or may modify,
or withdraw same.
7.5 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 the grievance procedure under Article XVI.
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� ARTICLE VIII - HOURS, OVERTIME PAY
8.1 Hours of Employment-- The normal work day and the normal work week
shall be S hours excluding � hour for lunch in any twenty-four hour
period and 40 hours in any seven-day period. (For employees on a
shift basis, this shall be construed to mean an average of forty
hours a week.) The normal work week shall consist of five consecutive
normal work days.
8.2 Call-in-Pay-- When an employee is called to work he shall receive
two hours' pay if not put to work. This provision, however, shall
not be effective when work is unable to proceed because of adverse
weather conditions.
8.3 Overtime-- Time on.the payroll in excess of the normal hours set
forth above shall be "overtime work" and shall .be done only by order
of the head of the department.
8.4 An employee shall be recompensed for work done in excess of the normal
hours by being granted compensatory time on a time-and-one-half basis
or by being paid on a time-and-one half basis for such overtime work.
The basis on which such overtime shall be paid shall be determined solely
by the EMPLOYER. The overtime rate of one-and-one-half shall be computed
on the basis of 1/80th of the bi-weekley rate.
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ARTICLE IX - TOOL INSURANCE AND CLOTHING
9. 1 The F.MPLOYER will provide three changes of coveralls per week in
accordance with existing practices.
9.2 The II�LOYER agrees to reimburse employee for tools damaged by fire
or vandalism or for tools as may be stolen; however, such liability
for reimbursement shall only apply in the event that the employee's
tools are stored on the EMPLOYER'S premises and in such places as
II�LOYER shall designate, and, further, only if the tools are
destroyed or stolen in their entirety as a result of a fire,
vandalism or proven theft from the EMPLOYER'S premises.
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ARTICLE X - JURY DUTY -
10. 1 Any employee who is required during his regular working hours to
appear in court as a juror or witness except as a witness in his
own behalf against the City, shall be paid his regular pay while
he is so engaged, provided however, that any fees that the employee
may receive from the court for such service shall be paid to the
City and be deposited with the City Finance Director. Any
employee who is scheduled to work a shift, other than the normal
daytime shift, shall be rescheduled to work the normal daytime
shift during such time as he is required to appear in court as a
�uror or witness.
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ARTICLE XI - LEGAL SERVICES
11.1 Except in cases of malfeasance in office or willful or wanton
neglect of duty, the EI�'LOYER shall defend, save harmless and
indemnify an employee, and/or his estate, against any claim
or demand, whether groundless or otherwise, arising out of
an alleged act or amission in the performance and scope of
the employee�s duties.
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. ARTICLE XII - CITY MILEAGE
12.1 Automobile Reimbursement Authorized - Pursuant to Chapter 92A of
the St. 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.
12.2 Method of Computation - To be eligible far such reimbursement, all
officers and employees must .receive written authorization from the
Mayor. Reimbursement shall be made in accordance with one of the
following plans:
Type 1. For those officers and employees who are
required to use their own automobiles occasionally
for official City business, reimbursement at the
rate of 14 cents for each mile driven.
Type 2. For those officers and employees who are
required to use their own automobiles on a .regular
basis on City business, reimbursement at the rate
of $2.50 for each day of work, and in addition
thereto at the rate of 7.5 cents for each mile
driven.
� 12.3 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 number 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.
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ARTICLE XIII - INSURANCE
13.1 The EriPLOYER will continue for the period of this AGREEMENT to provide
for employees such health and life insurance benefits as are provided
by F1�SPLOYER at the time of execution of this AGREEMENT.
13.2 The II�LOYER will for the period of this AGREEriENT 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 benefits as are provided by the II�IPLOYER for
such employees.
13.3 In order to be eligible for the benef its under this early retiree pro-
vision, the employee must:
13.31 Be receiving benefits from a public employee retirement
act at the time of .retirement.
13.32 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
13.33 Inform the Personnel Office of the City of Saint Paul in
writing within 6Q days of employee�s early retirement
date that he or she wishes to be el�gible for early
retiree insurance benefits.
13.4 The II�LOYER agrees to contribute the cost of Hospitalization and Medical
Coverage or $36.85 per month, whichever amount is less, for each employee
who is eligible for such coverage. For each eligible employee who selects
_Dependent's Coverage, the City will contribute one-half (�) of the cost of
such Dependent's Coverage or $42.43 per month, whichever amount is less.
These contributions shall be paid to the City's Group Health and Welfare
Plan. Any increase in these costs shall be paid by the employee.
13.5 The Er1PL0YER agrees to contribute the cost for $5,000 of Life Insurance
Coverage for each employee who is Eligible 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.
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ARTICLE XIV - HOLIDAYS
14. 1 Holidays recognized and observed. The fvllowing 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 floatin� holiday
Eligible employees shall receive pay for each of the holidays listed
above, on which they perform no work. Whenever any of the hol3days
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.
I4.2 The tloating holidays set forth in Section 14.1 above may be taken at
any time during the contract year, subject to the appro�al of �he
department head of any employee.
14.3 Eligibility Requirements. In order to .be eligible for a holiday with
pay, an employee's name must appear on the payroll on any six working
days of the nine working days preceding the holiday; or an employee's
name must appear on the payroll the last working day before the holiday
and on three other working days of the nine working days preceding the
holiday. In neither case shall the holiday be counted as a working day
for the purposes of this section. It is furtlier understood that neither
temporary, emergency nor other employees not heretofore eligible shall
receive holiday pay.
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. ARTICLE XV - VACATION
15. 1 In each calendar year, each fuTl-time employee shall be granted
vacation according to the following schedule:
' Years of Sezvice Vacation Granted
Less than 8 years 15 days
Af ter 8 years thru 15 years 20 days
After 15 years and thereafter 25 days
15.2 Employees who work less than full-time shall be granted vacation on a
pro rata basis.
15.3 The head of the department may permit an employee to carry over into
the following year up to ten days' vacation.
15.4 The above provisions of vacation shall be sub3ect to Resolution No.
6446, Section I, Sub. F,
15.5 If an employee has an accumulation of sick leave credits in excess of
. one hundred and eighty days, he may convert any part of such excess of
vacation at the rate of one-half day's vacation for each day of sick
leave credit.
15.6 The ma.ximum number of days' vacation allowed by the conversion of sick
leave credits shall be no more than five days in any one year so that
the maximum vacation time which may be taken in any one year shal� be
forty days including the regular vacation period.
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ARTICLE XVI - GRIEVANCE PROCEDURES
16.1 The ENIPLOYER shall recognize stewards selected in accordance with LTtION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the II�IPLOYER in writing of the names af
the Stewards and of their successors when so named.
16.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such employee
duties and responsibilities. The steward involved and a grieving emploqee
shall suffer no Ioss in pay when a grievance is processed during working
hours, provided, the steward and the employee have notified and zeceived
the approval of their supervisor to be absent to process a grievance
and that such absence would not .be detrimental to the work programs of
the Ef�LOYER.
16.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
� Article VII, for the processing of grievances, which are def ined as an
alleged violation of the terms and conditions of this AGREEI�IENT.
Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to resolve
the matter on an informal basis with the employee's supervisor.
If the matter is not resolved to the employee's satisfaction
by the informal discussion it may be reduced to writing and
referred to Step 2 hy the UNION. The written gri.evance shall
� - 16 -
� , ARTICLE XVI - GRIEVANCE PROCEDURES (continued)
set forth the nature of the grievance, the facts on which
it is based, the alleged section(s) of the AGREEMENT violated,
. and the relief requested. Any alleged violation of the
AGREEMENT not reduced to writing by the UNION within seven
(7) calendar days of the first occurrence of the event
giving rise to the grievance or within the use of reasonable
diligence should have had knowledge of the first occurrence
of the event giving rise to the grievance, shall be considered
waived.
Step 2. Within seven (7) calendar days after receiving the written
grievance a designated Employer Supervisor shall meet with the
Union Steward and attempt to resolve the grievance. If, as a
result of this meeting, the grievance remains unresolved, the
E�'LOYER shall reply in writing to the UNION within three (3)
calendar days following this meeting. The UNION may refer the
grievance in writing to Step 3 with3n seven (7) calendar days
.
following receipt of the EMPLOYER'S written answer. Any
grievance not referred in writing by the UNION within seven (7)
calendar days following receipt of the II�LOYER'S answer shall
be considered waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated Employer Supervisor
shall meet with the Union Business Manager or his designated
representative and attempt to resolve the grievance. Within
seven (7) calendar days following this meeting the EMPLOYER shall
reply in writing to the UNION stating the Il�iPLOYER'S answer
- 17 -
ARTICLE XVI - GRIEVANCE PROCEDURES (continued)
concerning the grievance. If, as a result of the written
response the gr3.evance remains unresolved, the UNION may
refer the grievance to Step 4. Any grievance not referred
to in writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the E1�LOXER'S answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the UNION ma.y
within seven (7) calendar days after the response of the EMPLOYER
in Step 3, by written notice to the II�LOYER, request arbitration
of the grievance. The arbitration proeeedings shall be conducted
by an arbitratar to be .selected by mutual agreement of the ENff'LOYER
and the UNION within seven (7) calendar days after notice has been
given. If the parties fail to mutally agree upon an arbitrator
within Che said seven (7) day period, either party may request the
Public Employment .Relation Board to submit a panel of five (5)
arbitrators. Both the EMPLOYER and the UNION shall have the right
to strike two (2) names from the panel. The UNION shall atrike
the first (lst) name; the II�LOYER shall then strike one (1) name.
The process will be repeated and the remaining person shall be the
arbitrator.
16.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add
to, or subtract from the provisions of this AGREEMENT. The arbitrator
shall consider and decide only the specif ic issue submitted in writing by
the EMPLOYER and the UNION and shall have no authority to make a decision
on any other issue not so submitted. The arbitrator shall be without
gower to make .decisions contrary to or inconsistent with or modifying or
- 18 -
_ ARTICLE XVI - GRIEVANCE PROCEDURES (continued)
varying in any way the application laws, rules, or regulations having
the force and effect of law. The arbitrator`s decision shall be
submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever be
later, unless the parties agree to an extension. The decision shall
be based solely on the arbitrator' interpretation or application of
the express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
ori the ENlPLOYER, the UNION, and the employees.
_ 16.5 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by t�e 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 pro-
ceedings, it may cause such a record to be made, providing 3t pays for
the record.
\
16.6 The time limits in each step of this procedure may be extended by
: mutual agreement of the II�PLOYER and the UNION.
� - 19 -
� ARTICLE XVII - SAVINGS CLAUSE
17. 1 This AGREEMENT is subject to the laws of the United States, the
State of Minnesota, and the City of St. Paul. In the event any
provision of this AGREEMENT shall hold to be contrary to law by
a court of competent 3urisdiction from who final judgment or
decree no app�al has been taken within the time provided, such
provision shall be voided. Al1 other provisions sha11 continue
in full force and effect.
.
- 2Q -
;.
,I
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
sub3ect to the provision that the maximum amount allowed shall
be $4,000.
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ARTICLE XIX - RESIDENCE
19.1 AI1 employees appointed after January 1, 1976, would be required to
reside in the Ci.ty of Saint Paul within one year of their appointment,
and thereafter would be required to remain within the City limits as
long as they were employed by the City of Saint Paul.
19.2 This residency requirement shall apply to unclassified employees
as well as classified employees.
19.3 Applicants for positions in the City of Saint Paul will not be
required to be residents of the City of Saint Paul.
19.4 Employees failing to meet the residency requirement will be subject
to termination and a hearing process shall be established to deter-
mine whether the residency requirement was met.
19.5 The EMPLOYER will indemnify, defend and hold the UNION harmless against
any claims and all suits, order or judgments brought or issued against
the UNION, its officer or employees, as a result of any action taken or
not taken pursuant to the residency requirement set forth in this
Article. This provision shall apply specifically and solely to
actions brought pursuant to the establishment of the residency
requirement. This indemnification shall not apply to actions brought
by Machinists Lodge Local ��77.
- 22 -
- ARTICLE XX - WAGE SCHEDULE
� 24. 1 The wage schedule for purposes of this contract shall be
Appendix A, attached hereto.
20.2 The Vehicle Mechanic Leadworker rate will be 25� per hour higher
than the .Vehicle Mechanic rate.
_ �
_ - 23 -
ARTICLE XXI - STRIKES, LOCKOUTS, WORK INTERFERENCE
21.1 The UNION and the �iPLOYFR agree that there shall be no strikes, work
stoppages, slow-downs, sitdown, stay-in, or other concerted interference
with the EMPLOYER'S business or affairs by any of the said UNION and/or
the members thereof, and there shall be no bannering during the existence
of this AGREEEMENT without first using all possible means of peaceful
settlement or any controversy which may arise. Employees engaging in
same shall be liable for disciplinary action.
- 24 -
ARTICLE XXII - SICK LEAVE
22.1 Sick Leave With Pay. During any period in which an empioyee is absent
f rom work on sick Ieave with pay, the employee shall not be employed
or engaged in any occupation for compensation outside of his regular
city employment. Violation of the provision of this paragraph by
any employee shall be grounds for suspension or discharge.
\
- 25 -
ARTICLE XXTII - MILITARY LEAVE
23.1 All monies received from the military organizations for participation
in such paid militiary leave, shall be deposited in full with the
City Treasurer. This money will be given to the city in return for
the full salary required to be paid during this leave.
_ �
. - 26 -
ARTICLE XXIV - MATERNITY LEAVE
24. 1 Maternity Leave. Maternity is defined as the physical state of
pregnancy of an employee, commencing eight (8) months before the
estimated date ot childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the
event of an employee's pregnancy, the employee may apply for
leave without pay at any time during the period stated above
and the II�LOYER may approve such leave at irs option, and
such leave may be no longer than one (1) year.
�
r
- 27 -
ARTICLE XXV - SAFETY SHOES
25. 1 The EMPLOYER agrees to pay $10.00 toward the cost of each pair of
safety shoes purchased by an employee that is a member of this
unit. The EMPLOYER shall contribute toward 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 ma.de 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 II�IPLOYER
shall apply only to those employees who must wear protective
shoes or boots for their employment.
- 28 -
. ARTICLE XXVI - DURATION AND EFFECTIVE DATE
26.1 Except as herein provided this AGREEMENT shall be effective as of the
date it is executed by the parties and shall continue in full force
and effect thru June 30, 1981, 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.
26.2 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.
WITNESSES:
CITY OF SAINT PAUL DISTR.ICT LODGE N0. 77, INTERNATIONAL
� . ASSOCIATION OF MACHINISTS AND
AEROSPACE WORKERS AFL-CIO
.
B • � Y. � �.-._-� L.�.� t �/. ��
Labor Relations ect Business Manager ��
BY: BY:
Civil Service Commission
- 29 -
� APPENDIX A
The wage rates and salary ranges for classifications in this unit are
. shown below:
EFFECTIVE EFFECTIVE EFFECTIVE
TITLE JULY 1, 1978 JULY 1�1979 JULY 1, 1980
Auto Body Repairman $ 9.43 $10.02 $10.65
Machinist 9.43 10.02 10.65
Mechanic-Welder 9.43 10.02 10.65
Tire Repairman 9.05 9.62 10.23
Vehicle Mechanic 9.43 i0.02 10.65
Vehicle Mechanic Leadworker 9.68 10.27 10.90
Welder-Blacksmith 9.43 10.02 10.65
Auto Body Repairman Helper:
Starting 60% of Auto Body Repairman Rate
after 6 nonths 65% of Auto Body Repairman Rate
after 1 year 70% of Auto Body Repairman Rate
after 2 years 75y of Auto Body Repairman Rate
after 3 years and thereafter 80% of Auto Bady Repairman :Zate
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 1, 1978 JULY 1, 1979 JULY 1, 1980
START 6 MOS �TART 6 MOS START 6 MOS
Audio Visual Equipment
Repairman $7.93 $8.42 $8.43 $8.95 $8.96 $9.51
� Auto Washer 6.14 6.47 � 6.53 6.88 6.94 7.3I
Equipment Repairman 7.62 8.08 8.I0 8.59 8.61 9. 13
Fire Buildings Repairer 7.62 8.08 8.10 8.59 8.61 9. 13
Fire Equipment Serviceman 7.62 8.08 8.10 8.59 8.61 9. I3
Parking Meter Repairman 7.62 8.08 8.10 8.59 8.61 9.13
Traf£ic Signman 7.62 8.08 8.10 8.59 8.61 9. 13
*Utilityman 7.62 8.08 8.10 8.59 8.61 9. 13
Utilityman I 7.02 7.42 7.46 7.89 7.93 8.39
Vehicle Mechanic Worker (Heavy)7.62 8.08 8.10 8.59 8.61 9. 13
Vehicle .Mechanic Worker (Light)7.02 7.42 7.46 7.89 7.93 8.39
- A1 -
• } �
t
APPENDIX A (continued)
EFFECTIVE EFFECTIVE EFFECTIVE
JULY 1, 1978 JiJLY 1, 1979 JULY 1, 19$0
START 6 MOS 1 YR START 6 MOS 1 YR START 6 MOS 1 YR
Parts Runner $4.25 $4.78 $5.32 $4.52 $5.08 $5.66 $4.80 $5.40 $6.02
Vehicle Mechanic Trainee
First 2,000 hours 60% of the Vehicle Mechanic base rate
Third 1,000 hours 65% of the Vehicle Mechanic base rate
Fourth 1,000 hours 70% of the Vehicle Mechanic base rate
Fifth � 1,000 hours 75Y of the Vehicle Mechanic base rate
Sixth 1,000 hours 80% of the Vehicle Mechanic base rate
Seventh 1,000 hours 85� of the Vehicle Mechanic base rate
Eighth 1,000 hours 90% of the Vehicle Mechanic base rate
- A2 -
�
.-. . �'����'�
1978 - 1979 - 1980
LABOR AGREEMENT
BETWEEN
INDEPENDENT SCAOOL DISTRICT N0. 625
AND
DISTRICT LODGE N0. 77
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS AFL-CIO
INAEX
ARTICLE TITLE PAGE
I Recognition 1
II Definitions 2
�II Maintenance of Standards 3
IV Check Off 4
V Union Rights 5
VI Management Rights 6
VII Discipline ?
VIII Hours, Overtime Pay 8 �
IX Tool Insurance and Clothing 9
X Jurq Duty 10
. XI Legal Services � 11
%II Independent School District No. 625 Mileage 12
RIII InsurancP 13
%IV Holidays . 14
R9 Vacatioa 15
XVI Grievance Procedures 16
XVII Savings Clause . 24 �
BVIZI Severance Pay . 21
%IB Wage Schedule 22
1�:: Strikes, Lockouts, Work Interference 23
lIXI��: S3ck Leave 24
J�II . . - Military :Leave �� 25
�III Maternitp Leave 26
XXIV Safety Shoes 27
�V Duration and Effective Date 28
APPendix A AI
- ii -
THIS AGREEMENT BET�dEEN THE INDEPENDENT SCHOOL DISTRICT N0. 625 AND DISTRICT
LODGE ��77, INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-CIO.
This agreement has been entered into between the Independent School District
No. 625, hereafter referred to as the II�LOYER, and District Lodge ��77, International
Association of Machinists and Aerospace Workers AFL-CIO, hereafter referred to as
the UNION. This agreement has as its purposes, the promotion of harmonious relations
between the II�LOYER and the UNION, the establishment of an equitable and peaceful
procedure far the resolution of differences and the establishment of rates of pay,
benefits, hours of work, and other conditions of employment. The parties hereto
pledge that they shall pursue the above objectives in full compliance with the
requirements of the Public Employment Labor Relations Act of the State of
Minnesota of 1971, as amended.
- iii -
ARTICLE I - RECOGNITION
1.1 The EMPLOYER recognizes the UNION as the sole and exclusive bargaining
agent for the purposes of establishing wages, benefits, hours and other
conditions of employment for all of its employees as outlined in the
certification by the State of Minnesota, Bureau of Mediation Services,
dated August 15, 1973, in case No. 74-PR-77-A, and as set forth below:
All regular, probationary, and provisional .vehicle and
equipment maintenance personnel who are employed by the
� City of St. Paul or who have. their "terms and conditions
of employment" established by the governing body of the
City of St. Paul in the classifications of Audio-Visual
Equipment �tepairman, Auto Body Repairman, Auto Body
Repairman flelper, Auto Washer, Equipment Repairman,
Fire Equipment Serviceman, Machinist, Mechanic-Welder,
Parking Meter Repairman, Tire Repairman, Traffic Signman,
Utilityman, Utilityman I, Vehicle Mechanic, Vehicle
. Mechanic Leadworker, Vehicle Maintenance Worker (Heavy),
� 9ehicle Maintenance Worker (Light) and .Welder-Blacksmith,
eaccluding supervisory, confidential, temporary, emergency
aad employees exclusively represented by other labor or
� emplopee orgaaizations.
.�:
�� 1.2 The parties agree that any new classif icat3ons which are an expansion of
�
� the above bargaining unit or which .derive from the classifications set
�:.
4 forth in this agreement shall be .recognized as a part of this bargaining
,-
�. uait, and the parties shall take all steps required under the Public
�
� Employment .Relations Act to accomplish said objective.
I
, -
�
_ 1 _
�
tl�
f! �
�t
�
i
ARTICLE ZI - DEFINZTIONS
2.1 Collective Bargaining. The II��LOYER will bargain collectively with
the ITAIION with respect to rates of pay, hours and conditions pertaining
to employment for all of the employees in the unit hereinbefore set
forth.
2.2 Discrimination. The EMPLOYER will not interfere with, restrain or coerce
the employees covered by this AGREEMENT because of inembership in or
activity on behalf of the UNION. The F.MPLOYER will not discriminate in
respect to hire, tenure of employment or any term or condition of
emplopment against any employee covered by this AGREEMENT because of
. membership in or activity on behalf of the UNION, nor will it discourage
or atte�pt to discourage membership in the UNION, or attempt to encourage
membership in another Union.
2.3 This AGREEM�iT shall designate and define benefits with the exception
of pension benefits that shall be granted to the employees by the
, F�MPLOYER. If subsequent to this AGREEMENT, any governing body passes
a provision which shall create a cost benefit for a employee in this
unit, the cost of such benefit shall be paid by the employee until
. such time as the responsibility of the cost is subsequently negotiated.
This provision shall not compel either party to reopen negotiations
during the course of an existing contract.
- 2 -
ARTICLE III - MAINTENANCE OF STANDARDS
3. 1 The parties agree that all conditions of employment relating to
wages, hours of work, overtime differentials, vacations, and all
other general working conditions shall be maintained at not less
than the highest minimum standard as set forth in the Personnel
Rules of the City of Saint Paul, (Resolution No. 3250) and
Resolution No. 6446 at the time of the signing of this AGREEI��NT,
and the conditions of employment shaZl be improved wherever
specific provisions for improvement are made elsewhere in this
�I.
AGREE.*�IENT.
..
- 3 -
ARTICLE IV - CHECK OFF
4. 1 Dues. The E^i1PL0YER agrees to deduct the UNION �embership dues once
each month from the pay of those employees who individually request
in writing that such deductions be made. The amounts to be deducted
shall be certified to the E�SPLOYER by a representative of the UNION
and the aggregate deductions of all employees shall be remitted
together with an itemiaed statement to the representative by the
f irst of the succeeding month af ter such .deductions are made or as
soon thereafter as is possible.
4.2 Fairshare. Any present or future employee who is not a UI3ION
member shall be _required to contribute a fair share fee for services
. rendered by the UNION. Upon notification by the UNION, the II�LOXER
shall check off said .fee from the earnings of the employee and transmit
the same to the Ulr'ION. In no instance shall the required contribution
' exceed a pro rata share of the specific expenses incuxred for services
rendered by the .representative in .relation'ship to negotiations and
adainistration of grievance procedures. This provision shall remain
operative only so long as specifically provided by Minnesota law
and as otherwise .legal.
4.3 The UNION will inde�nify, .defend and hold the EMPLOYER harmless
against any claims and all suits, order or judgments brought or �
issued against the EriPLOYER, its officers or employees, as a result
of any action taken or not taken by the EMPLOYER under the provisions
of this section.
� - 4 -
ARTICLE V - UNION RIGHTS
5.1 The UNION may designate employees within the bargaining unit
to serve as Union Stewards.
5.2 The UDIION shall furnish the II�iPLOYER and appropriate department
heads with a list of Stewards and alternates, and shall, as soon
as possible, notify said appropriate City officials in writing of
any changes thereto. Only those who are Officers and Stewards shall
be recognized by the ENIl'LOYER for the purpose of ineetings.
`
�
- 5 -
ARTICLE VI - MANAGII�IENT RIGHTS
6.1 The UNION recognizes the right of the II�LOYER to operate and manage
its affairs in all respects in accordance with applicable lacas and
regulations of appropriate authorities. The rights and authority
which the II�fPLOYER has not officially abridged, delegated, or
modif ied by this AGREEMENT are retained by the II�IPLOYER.
6.2 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 II�LOYER, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of
personnel.
��
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- 6 -
� ARTICLE VTI - DISCIPLINE
7.1 The EMPLOYER will discipline employees for just cause only.
Discipline will be in the form of:
a) Oral reprimand;
b) Written reprimand;
c) Suspension;
d) Reduction;
e) Discharge.
7.2 A notice in writing of Suspensions, Reductions and Discharges shall
be sent to the employee and the UNION wi.thin seventy-two (72) hours
after such action is taken.
7.3 Employees and the UNION will receive copies of written reprimands
and notices of suspension and discharge.
7.4 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 Employer Repre�
\
sentative who initiated the suspension with intent to discharge.
�
During said five (5) day period, the EMPLOYER may affirm the suspension
and discharge in accordance with Civil Service Rules ar may modify,
or withdraw same.
� 7.5 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 the grievance procedure under Article XVI.
- 7 -
ARTICLE VIII - HOURS, OVERTIME PAY
8. 1 Hours of Employ�ent-- The normal work day and the normal work week
� shall be 8 hours excluding � hour for lunch in any twenty-four hour
period and 40 hours in any seven-day period. (For employees on a
shift basis, this shall be construed to mean an average of forty
hours a week.) The normal work week shall consist of five consecutive
normal work days.
8.2 Call-in-Pay-- When an employee is called to work he shall receive
two hours' pay if not put to work. This provision, however, shall
not be effective when work is unable to proceed because of adverse
t�eather conditions.
8.3 Overtime-- Time on the payroll in excess of the normal hours set
forth above shall be "overtime work" and shall .be done only by order
. of the head of the department.
_ ,
8.4 An enployee shall be recompensed for work done in excess of the normal
�
hours by being granted compensatory t3me on a time-and-one-half basis
. or by being paid on a time-a�d-one half basis for such overtime work.
The basis on which such overtime shall be paid shall be determined solely
by the EriPLOYER. The overtime rate of one-and-one-half shall be computed
on the basis of 1/80th of the bi-weekley rate.
- 8 -
ARTICLE ZX - TOQL INSiJRE1NCE AND CLOTHIh'G
9. 1 The II�fPLOYER will provide three changes of coveralls per week in
accordance with existing practices.
9.2 The E1+�LOYER agrees to reimburse employee for tools damaged by fire
or vandalism or for tools as may be stolen; however, such liability
for reimbursement shall only appZy in the event that the employee's
tools are stored on the II�LOYER'S premises and in such places as
ES�LOYER shall designate, and, further, only if the tools are
.destroyed or stolen in their entirety as a result of a fire,
vandalism or proven theft from the EMPLOYER'S premises.
�.
�
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' ARTICLE X - JURY DliTY
10.1 Any employee who is required during his regular working hours to
appear in court as a juror or witness except as a witness in his
own behalf against the City, shall be paid his regular pay while
he is so engaged, provided however, that any fees that the employee.
may .receive from the court for such service shall be paid to the
City and .be deposited with the City Finance Director. Any
employee who is scheduled to work a shift, other than the normal
daytime shift, shall be rescheduled to work the normal daytime
shift during such time as he is required to appear in court as a
� �uror or witness.
- 10 -
ARTICLE XI - LEGAL SERVICES
11.1 Except in cases of malfeasance in office or willful or wanton
neglect of duty, the F�NII'LOYER shall defend, save harmless and
indemnify an employee, and/or his estate, against any claim
or .demand, whether groundless or otherwise, arising out of
an alleged act or omission in the .performance and scope of
the employee�s duties.
.
f
- 11 -
� ARTICLE XII- MILEAGE - INDEPENDENT SCHOOL DISTRICT ��625
12. 1 Employees of the School District under policy adopted by the Board of
Education may be reimbursed for the use of their automobiles for school
business. To be eligible for such reimbursement, employees must receive
authorization from the District Mileage Committee utilizing one of the
following plans:
PLAN "A" is reimbursed at the rate of 15C per mile. In
addition, a maximum amount which can.be paid per month is
established by an estimate furnished by the employee and
the employee�s supervisor.
Another cons3deration for establishing the maximum amount
can .be the experience of another employee working in the
same or similar position.
Under this plan, it is necessary for the employee to keep
a record of each trip made.
PLAN "C" provides for reimbursement based on a per month
"Iump sum" amount. This amount is determined by the
, employee's driving experience under Plan "A" for a period
of 3 to 6 nonths. Those employees receiving an auto
allowance under this plan must report monthly the number
of days the car was available during the month. A
deduction must .be made from the lump sum amount for each
day the employee is on vacation. A.deduction need not
. be made for an occasional day of .illness or for holidays.
- 12 -
ARTTCLE XIII - INSURANCE •
13.1 The F�IPLOYER will continue for the period of this AGREE�fENT to provide
for employees such health and life insurance benefits as are provided
by EMPLOYER at the time of execution of this AGREErfE�T.
13.2 The F�IPLOYER will for the period of this AGREEI�SENT 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
benefi�s and life insurance benefits as are provided by the EriPLOYER for
such employees.
13.3 In order to be eligible for the benef its under this early retir�e pro-
vision, the employee must:
13.31 Be receiving .benef its from a public employee retirement
act at the time of .retirement.
13.32 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
13.33 Inform the Personnel office of the City of Saint Paul in
writing within 60 days of employee's early retirement
date that .he or she wishes to be el�gible for early
retiree insurance .benefits.
13.4 The ��LOYER agrees ,to contribute the cost of Hospitalization and riedical
Coverage or $36.$S per month, whichever amount is less, for each employee
who is eligible for such coverage. For each eligible employee who selects
.Dependent's Coverage, the City will contribute one-half (�) of the cost of
such Dependent's Coverage or $42.43 per month, whichever amount is less.
These contributions shall be paid to the City's Group Health and Welfare
Plan. Any increase in these costs shall be paid by the employee.
13.5 The EMPLOYER agrees to contribute the cost for $5,000 of Life Insurance
Coverage for each employee who is Eligible 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.
- 13 -
ARTICLE XIV - HOLIDAYS
. 14. 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 T�ao floating holiday
Eligible emplAyees 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.
14.2 The floating holidays set forth in Section 14.1 above may be taken at
any time during the contract year, sub3ect to the approval of the
department head of any employee.
14.3 Eligibility Requirements. In order to be eligible for a holiday with
pay, an employee's na.me must appear on the payroll on any six working
days of the nine working days preceding the holiday; or an employee's
name must appear on the payroll the last working day before the holiday
and on three other working days of the nine working days preceding the
holiday. In neither case shall the holiday be counted as a working day
for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall
receive holiday pay.
14.4 In the case of Board of Education employees, if President's Day, Columbus
Day, or Veterans' Day fall on a day when school is in session, the employees
shall work that day at straight time and another day shall be designated as
the holiday. This designated holiday shall be a day on which school is
not in session and shall be determined by agreement between the employee
and his supervisor.
- 14 -
ARTICLE XV - VACATION
15.1 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
Af ter 8 years thru 15 years 20 days
. Af ter 15 years and thereafter 25 days
15.2 Employees who work less than full-time shall be granted vacation on a
pro rata basis.
15.3 The head of the department may permit an employee to carry over into
the following year up to ten days' vacation.
15.4 The above provisions of vacation shall be subject to Resolution No.
6446, Section I, Sub. F.
�.
' 15.5 If an employee has gn accumulation of sick leave credits in excess of
;
one hundred and eighty days, he may convert any part of such excess of
vacation at the rate of one-half day's vacation for each day of sick
j leave credit.
�
�' 15.6 The ma.ximum number of days� vacation allowed by the conversion of sick
leave credits shall be no more than five days in any one year so that
the maximum vacation time which may be taken in any one year shall be
forty days including the regular vacation period.
; �
: - 15 -
�
ARTICLE XVI - GRIEVANCE PROCEDURES
16. 1 The II•iPLOYER shall recognize stewards selected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UIvION shall notify the II�SPLOYER in writing of the names of
the Stewards and of their successors when so named.
16.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such employee
duties and .responsibilities. The steward involved and a grieving employee
shall suffer no loss in pay when a grievance is processed during work�ng
hours, provided, the steward and the employee have notified and received
the approval of their supervisor to be absent to process a grievance
and that such absence would not .be detrimental to the work programs of
the ��LPLOYER.
16.3 TIZe procedure established by this Article �shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
Article VII, for the processing of gr�evances, which are defined as an
alleged violation of the terms and conditions of this AGREEMENT.
. Grievances shall be resolved in �onformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to resolve
the matter on an informal basis with the employee�s supervisor.
If the matter is not resolved to the employee's satisfaction
by the inforrial discussion it may be reduced to writing and
referred to Step 2 by the UNION. The written grievance shall
- - 16 -
� ARTICLE XVI — GRIEVANCE PROCEDURES (continued)
set forth the nature of the grievance, the facts on which
it is based, the alleged section(s) of the AGREEMENT violated,
and the relief requested. Any alleged violation of the
AGREEMENT not reduced to writing by the iNION within seven
(7) calendar days of the f irst occurrence of the event
giving rise to the grievance or within the use of reasonable
diligence should have had knowledge of the first occurrence
of the event giving rise to the grievance, shall be considered
waived.
Step Z. Within seven (7) calendar days after receiving the written
grievance a designated Employer Supervisor shall meet with the
Union Steward and attempt to resolve the grievance. If, as a
result of this meeting, the grievance remains unresolved, the
� II�LOYER shall reply in writing to the UNION within three (3)
calendar days following this meeting. The UNION may refer the
grievance in writing to Step 3 within seven (7) calendar days
�
following receipt af the II�LOYER'S written answer. Any
'�
grievance notfreferred in writing by the UNION within seven (7) �
'� calendar daps fol,lowing receipt of the II�I,OYER'S answer shall
i
�.
' be considered waived.
Step 3. Within seven (7) calendar days following xeceipt of a
grievance referred from Step 2 a designated Employer Supervisor
shall meet with the Unian Business Manager or his designated
representative and attempt to resolve the grievance. Within
seven (7) calendar days follow3ng this meeting the EMPLOYER shall
reply in writing to the UNION statinp the E1�iPL0YER'S ansEaer
- 17 -
1� � �
�
ARTICLE XVI - GRIEVAI`CE PROCEDURES (continued)
. concerning the grievance. Zf, as a result of the written
response the grievance remains unresolved, the UNION may
refer the grievance to Step 4. Any grievance not referred
to in writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the F�'IPLOYER'S answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the UNION may
within seven (7) calendar days after the response of the II�'LOYER
in Step 3, by written notice to the II�LOYER, request arbitration
of the grievance. The arbitration proceedings shall be conducted
by an arbitrator to be .selected by mutual agreement of the E�IPLOYER
and the iJ1�II0N within seven (7) calendar days after notice has been
i
� given. If the parties fail to mutally agree upon an arbitrator
�p within the said seven (7) day period, either party may request the
i.
� Yublic Enployment Relation Board to submit a panel of five (5)
� arbitrators. Both the EMPLOYER and �the UNION shall have the right
�
fi to strike two (2) names from the panel. The UNION shall strike
;
y the first (lst) name; the II�LOYER shall then strike one (1) name.
�
r The process will be repeated and the remaining person shall be the
��
I� arbitrator.
t�
� - 16.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add
to, or subtract from the provisions of this AGREF1�iENT. The arbitrator
shall consider and decide only the specific issue submitted in writing by
the F.�iPLOYER and the UNION and shall have no authority to make a decision
on any other issue not so submitted. The arbitrator shall be without
Epower to make decisions contrary to or inconsistent with or modifying or
- 18 -
t
ARTICLE XVI - GRIEVANCE PROCEDURES (continued)
varying in any way the application lacvs, rules, or regulations having
the force and effect of la�a. The arbitrator's decision shall be
submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever be
later, unless the parties agree to an extension. The decision shall
be based solely on the arbitrator' interpretation or applicatian of
the express terms of this AGREEMENT and to the facts of the grievance
presented. The decision. of the arbitrator shall be final and binding
on the ENff'LOYER, the UNION, and the employees.
16.5 The fees and expenses for the arbitrator's services and proceedings
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 pro-
ceedings, it may cause such a record to be made, providing it pays for
the record.
`
16.6 The time limits in each step of this procedure may be extended by
r
mutual agreement of the II�LOYER and the UNION.
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ARTICLE XVII - SAVINGS CLAUSE
17.1 This AGREII�SENT is subject to the laws of the United States, the
State of Minnesota, and the City of St. Paul. In the event any
provision of this AGREEMENT shall hold to be contrary to law by
a court of competent �urisdiction from who final judgment or
decree no appeal has been taken within the time provided, such
provision shall .be voided. All other provisions shall continue
in full force and effect.
:�
;
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ARTICLE XVIII - SEVERANCE PAY
18.1 Employees shall be eligible for severance pay in accordance with
the Severance Pay Ordinance No. I1490. The amount of Severance
Pay allowed shall be that amount permitted by State Statutes
sub�ect to the provision that the maximum amount allowed shall
be $4,000.
\\
�
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� ARTICLE XIX - WAGE SCHEDULE
_ I9.1 The wage schedule for purposes of this contract shall be
Appendix A, attached hereto.
19.2 The Vehicle Mechanic Leadworker rate will be 25G per hour higher
than the Vehicle Mechanic rate.
�
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ARTICLE XX - STRIKES, LOCKOUTS, WORK INTERFERENCE .
20.1 The UNION and the EMPLOYER agree that there shall be no strikes, work
stoppages, slow-downs, sitdown, stay-in, or other concerted interference
with the II�LOYER'S business or affairs by any of the said UNION and/or
the members thereof, and there shall be no bannering during the existence
of this AGREEEMENT without first using all possible means of peaceful
settlement or any controversy which may arise. Employees engaging in
same shall .be liable for disciplinary action.
r
- 23 -
- ARTICLE XXI - SICK LEAVE
� 21• 1 Sick Leave With Pay. During any period in which an employee is absent
from work on sick leave with pay, the employee shall not be employed
or engaged in any occupation for compensation outside of his regular
city employment. Violation of the provision of this paragraph by
any employee shall .be grounds for suspension or discharge.
- 24 -
ARTICLE XXII - MILITARY LEAVE
22.1 All monies received from the military organizations for participation
in such paid military leave, shall be deposited in full with the
City Treasurer. This money will be given to the city in return for
the full salary .required to be paid during this leave.
- 25 -
ARTICLE XXIII - MATERNITY LEAVE
23.1 Maternity Leave. rfaternity is defined as the physical state of
pregnancy of an employee, cammencing eight (8) months before the
estimated date of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the
event of an employee's pregnancy, the employee may apply for
leave without pay at any time during the period stated above
and the II�.PLOYER may approve such leave at its option, and
such leave may be no longer than one (1) year.
- 26 -
ARTICLE XXIV - SAFETY SHOES
24.1 The II�'LOYER agrees to pay $10.00 toward the cost of each pair of
safety shoes purchased by an employee that is a member of this
unit. The II�LOYER shall contribute toward 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 Ei�LOYER
shall apply only to those employees who must wear protective
shoes or boots for their employment.
- 27 -
� ARTICLE XXV - DURATION AND EFFECTIVE DATE
25.1 Except as herein provided this AGREEMENT shall be effective as of the
date it is executed by the parties and shall continue in full force
and effect thru June 30, 1981, 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 EmpZoyment
Labor Relations Act of 1971.
25.2 This constitutes a tentative agreement between the parties which will
be recommended by the School Board Negotiator, but is subject to the
approval of the Administration of the City, Independent School District
No. 625 and is also subject to ratification by the Association.
WITNESSES:
INDEPENDENT SCHOOL DISTRICT N0. 625 DISTRICT LODGE N0. 77, INTERNATIONAL
�_.____ _ � � ASSOCIATION OF MACHINISTS AND
AEROSPACE WORKERS AFL-CI0
_ � ;� ��
` %/ �/r,,�-� � � �
B ���-�i' "'��-C�-`'' � �� �i(.-- _ _ BY`: \�-t`� � �--�.� � ,:��_
�
School Board Negotiator ;% Business Manager
�
BY: BY:
Superintendent, Independent
School District No. 625
- 28 -
. :
'� ' APYENDIX A
` The wage rates and salary ranges for classifications in this unit are
shown below:
EFFECTIVE EFFECTIVE EFFECTIVE
TITLE JULY 1, 1978 NLY 1,1979 JULY 1, 1980
Auto Body Repairman $ 9.43 $10.02 $10.65 •
Machinist 9.43 10.02 10.65
Mechanic Welder 9.43 10.02 10.65
Tire Repairman 9.05 9.62 I0.23
Vehicle .Mec�anic 9.43 10.02 I0.65
Vehicle Mechanic .Leadworker 9.68 10.27 10.90
Welder-Blacksmith 9.43 10.02 10.65
Auto Bodq Repairmari Aelper:
� . Starting 60Y of Auto Body Repairman Rate
after 6 months 657 of Auto Body Repairman Rate
after 1 qear 70� of Auto Body Repairman Rate
after 2 years 75y of Auto Body Repairman Rate
after 3 years and thereafter . 80% of Auto Body Repairman Rate
EFFECTIVE EFFECTIVE EFFECTIVE
JULY ls 1978 JULY 1� 1979 JUI�Y 1� 1980
START 6 MOS START 6 MOS START 6 MOS
Audio Visual Equipmeat
Repairman $7.93 $8.42 $8.43 $8.95 $8.96 $9.51
Auto Washer 6.14 6.47 � 6.53 6.88 6.94 7.3I
Equipment Repairman 7.62 8.08 8.10 8.59 8.61 9.I3
� Fire Buildings Repairer 7.62 8.08 8.10 8.59 8.b1 9. 13
Fire Equipment Serviceman 7.62 8.08 8.10 8.59 8.62 9. 13
Parking .Meter Repairman 7.62 8.08 8.10 8.59 8.61 9.13
Traffic Signman 7.62 8.08 8.10 8.59 8.61 9.13
*Util:ityman 7.62 8.08 8.10 8.59 8.61 9. 13
Utilityman I 7.02 7.42 7.46 7.89 7.93 8.39
Vehicle Mechanic Worker (Heavy)7.62 8.08 8. 10 8.59 8.61 9. 13
Vehicle Mechanic Worker (Light)7.02 7.42 7.46 7.89 7,93 8.39
- A1 -
� .
:j
APPENDIX A (continued)
EFFECTIVE EFFECTIVE EFFECTIVE
JUI.Y 1, 1978 JULY 1, 1979 JULY 1, 1980
� START 6 MOS 1 YR START 6 MOS 1 YR START 6 *10S 1 I'R
Parts P.unner $4.25 $4.78 $5.32 $4.52 $5.08 $5.66 $4.80 $5.40 $6.02
Vehicle riechanic Trainee
First 2,000 hours 60% of the Vehicle riechanic base rate
Third 1,000 hours 65% of the Vehicle Mechanic base rate
Fourth 1,000 hours 70% of the Vehicle Mechanic base rate
Fifth 1,000 hours 75% of the Vehicle Mechanic base rate
Sixth 1,000 hours 80% of the Vehicle Mechani.c base rate
Seventh 1,000 hours 85% of the Vehicle riechanic base rate
Eighth 1,000 hours 907 of the .Vehicle Mechanic base rate
' A2 _
_ ,... _ . , . , _ „..,. . _
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� ,^ Do not detacFr thfs me�um #�fr1`�
"� , resotution so that thts �n#oCr�t�on w�.:tt� ,
" evaf�abte� to �he Clty Counci�. •
: ' ��x� o� �udzs�xiv� o��ts _ ,
SOLtJ'�IQ S :0 G8S �
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; �at�: May 4, 19?9
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; . 141r1�f�t'S:Q►�!: :�
�'R: Pe�soaae2. Of€iee : .
� � � ,�� �
R8: �teeolution for subm�.�s�.c�: tz� Gitg Couacil :
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��__ AG'��010 8�8� , , , .�
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; W� reco�pa�eud your �pproval aad subm3ssian of '�his Itesol�t.ioa tr�.tt� Ci�g Cbua�i.�. •:: �"--'--
. PURi'OS$:� '�IONALE FOR TB�S_ACTION:
�, �.,.�.. ._ -
Tlsi� �t.�s;o�at�ion aPProves the. co�rtracts betw�en the C�;ty af S�� �avl, _
Iau��pe�d�a��chool Di�atrict No. 625,, and tt�e In.te�tior�at A�i��+o�ia�i��
a��ad�i�i�ie�e and Aeroapace Workere, Di�t�ct �Lodge �d. 7�: `.
Z'�e co�t�acits a.re for.�hree years - Jr�Yy, 19?8, ��ough J�.+�r ]�982. �"
�;e wage eettle�+ent ca11s for a 6. 3% increase eac� year: �e 'wage
se#]:ement ie the resttt� of aa Arb3tra.tion Award.
x
,' C3ther change s i:n the ca�:trac�s i�cl�a.de la�n,guage dealing witb.:'
,:
(a) Action bp a �overniag body crea�iang: a �as'���.efit fc�r '��ce gro�rtg. .
: (bj Reimbur�ement for loss of tools. �
° ' . , (c)' Lega1 eervices. : : ,
. (dj Mileage allo�vance. � :
(e) Is�,surance benefits.
;(f) Strikes aud lockouts. . `
(�) S�ck leave.
' (h) 1Viil�tary leave. _
_ (i) Maternity leave.
- �J� Safety 5�oes. :
. ATTACSM�TS:
;
... - � . . � . ., � .. . � . . , - . ' �'�k
� ` Resolut�on a� copy fox the City Clerk.
,
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