272473 M�HITE - CITV CLERK . ��./_���
PINK - FINANCE 1 N 1 �
CANARV - DEPARTMENT � GITY OF SAINT PALTL COURCIl
9�UE• ��� MAVOR Flle NO•
Cou i e l tion
Presented By
Referred To Committee: Date
Out of Committee By Date
An Administrative Resolution approving the terms and.
conditions of a 1979 Agreement between the City of St.
Paul and the St. Paul Police Federation.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09 of
the St. Paul City Charter and the Public Employees Labor Relations Act of
1971, as amended, recognizes the St. Paul Police Federation, as exclusive
representative for those classes of positions within the City of St. Paul
certified by the Bureau of Mediation Services, for the purpose of ineeting and
negotiating the terms an d conditions of employment for all full-time personnel
in the classes of positions as set forth in the Agreement between the City and
the exclusive representatives hereinabove referenced; and
WHEREAS, the City, through designated representatives, and the exclu-
sive representatives have met in good faith and have negotiated the terms and
conditions of employment for the calendar year of 1979 for such personnel as
are set forth in the Agreement between the City of Saint Paul and exclusive
representatives; and
WHEREAS, a 1979 Agreement has been reaclied which includes the results
of an Arbitration Award which includes a wage adjustment retroactive to
January 1, 1979; now, therefore, be it
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COUNCILMEIV Requested by Department of:
Yeas Nays
Butler
Hozza In Favor
Hunt
Levine _ __ Against BY
Maddox
Showalter
Tedesco Form Approved by City Attorney
Adopted by Council: Date
Certified Passed by Council Secretary BY
gy,
�lpproved by IVlavor: Date _ Approved by Mayor for Submission to Council
BY - — BY
WHITE - CITV CLERK [1�����
PINK - FINANCE COURCII � '�
CANARV - DEPARTMENT GITY OF SAINT PAUL �
BLUFi - MAVOR ',r
File N 0.
Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Agreement, cited above, dated as of the effective
date of this Resolution, betwen the City of St. Paul and the St. Paul Police
Federation, on file in the office of the City Clerk, is hereby approved, and
the authorized administrative officials of the City are hereby authorized are
directed to execute said Agreement on behalf of the City.
Approved:
���
Chairman
Civil Service Com ission
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COUNCILMEN Requested by Department of:
Yeas Nays �
Butler PERSONNEL O ICE
.��,� In Favor
Hunt v
Levine __ Against BY
Maddox
Showalter
Tedesc Form rov by tto
Adopted b ouncil: Date ��_ �
Certif Pas by Coun . t�ary BY
B
n _ ♦
App v y Mavor: D te _�B a 19� App by Mayor for bm' sion to Council
�
BY � BY
� �$��sHED F E B 1 7 i979
�~l24'7�
1979 '
COLLECTIVE BARGAINING AGREEMENT
BETWEEiv'
TFiE CITY OF SAINT PAUL
AND
THE SAINT PAUL POLICE FEDERATION
INDEX
ARTICLE TZTLE PAGE
I Purpose 2
II Definitions 3
III Recognition 4
' IV Security 5
V Employer Authority 6
VI Employee and Federation Rights - Grievance Procedure 7
VII Savings Clause 11
VIII Hours of Work and Overtime 12
IX Court Time 13
X Call Back 14
XI Stand-By Time �5
XII Uniform Allowance 16
XIII Military Leave of Absence 17
XIV Legal Service - 19
XV Working Out of Classification 20
XVI Insurance 2�
XVII Safety 23
XVIII Special Allowances 24
XIX Shift Differential 25
XX Vacation 26
XXI Holidays 27
XXII Severance Pay 28
XXIII Wage Schedule 29
XXIV Liability for Injuries When Employed Off-Duty 30
XXV Sick Leave Suspension 31
XXVI Residence 32
XXVII Incapacitation 33
XXVIII Duration and Effective Date 34
Appendi� A - L'niform Allo�aance AI
Appendix E - Wage Schedule B1
-ii-
COLLECTIVE BARGAINIIIG AGREEM�NT
BETWEEN
THE CITY OF SAINT PAUL
AND
THE SAINT PAUL POLICE FEDERATION
This AGREEMENT is entered into on the lOth day of January, 1979, between the
City of Saint Pau1, hereinafter referred to as the EMF'LOYER, and the Saint Paul
Police Federation, hereinafter referred to as the FEDERATIO�. The EMPLOYER and the
FEDERATIQN concur that this AGREEMENT has as its basic objective the promotion of
the mutual interests of the City of Saint Paul and its employees to provide the
highest level of services by methods which will best serve the needs of the general
public.
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ARTICLE I - PURPOSE
The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREE-
MEIv'T is to:
1.1 Achieve orderly and peaceful relations, thereby establishing
a system of uninterrupted operations and the highest level of
performance that is consistent with the well-being of all
concerned.
1.2 Establish the full and complete understanding of the parties
concerning the terms and conditions of this AGREEMENT.
1.3 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of this
AGREEMENT.
T.4 Place in written form the parties� agreement upon terms and
conditions of employment for the duration of this AGREEMENT.
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ARTICLE II - DEFINITIONS
2.1 FEDERATION: Saint Paul Police Federation
2.2 EMPLOYER: The City of Saint Paul
2.3 FEDERATION MEMBER: A member of the Saint Paul Police Federation.
2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized
bargaining unit.
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ARTICLE III - RECOGNITION
3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the
purpose of ineeting and negotiating the terms and conditions of employtnent for
all full-time police department personnel; excluding supervisory employees,
confidential employees, .part-time employees, temporary or seasonal employees
and all other employees exclusively represented by other organizations.
3.2 Job c�lasses which are within the bargaining unit and covered by this AGREEMENT
are as follows:
Police Officer Sergeant
Detective Lieutenant
Police Sergeant Police Lieutenant
Policewoman Sergeant Captain
Radio Technician Superintendent of Police
Radio Division
**Radio Technician
3.3 In the event the EMPLOYER and the FEDERATION are unable to agree as to the in-
clusion or exclusion of a new or modified job position the issue shall be sub-
mitted to the Bureau of Mediation Services for determination.
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ARTICLE IV - SECURITY
4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a de-
duction, in writing, an amount necessary to cover monthly FEDERATION dues. Such
monies shall be remitted as directed by the FEDERATION.
4.2 The FEDERATION may designate employees from the bargaining unit to act as ste-
wards and shall inform the EMPLOYER in writing of such choice.
4.3 The EMPLOYER shall make space available on the employee bulletin board for post-
ing FEDERATION notice(s) and announcement(s) . Such notice(s) and announcement(s)
shall be submitted for the approval of, and posted by, the department head or
authorized representative in charge of the facility or work area where the
notice(s) or announcement(s) is to be posted.
4.4 The FEDERATION agree to indemnify and hold the EMPLOYER harmless against any and
all claims, suits, orders, or judgments brought or issued against the City as a
result of any action taken or not taken by the City under the provisions of this
article.
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ARTICLE V - II�IPLOYER AUTHORITY
5.1 The FEDEP.ATION recognizes the prerogatives of the EPIPLOYER to operate and manage
its affairs in all respects in accordance with applicable laws and regulations
of appropriate authorities. The prerogatives and authority which the II�LOYER
has not officially abridged, delegated or modified by this AGREEMENT are retained
by the EriPLOYER.
5.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy which include, but are not limited to such areas of discre-
tion or policy as the functions and programs of the EMPLOYER, its overall budget,
utilization of technology and organizational structure and selection and direc-
tion and number of personnel.
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ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE
6.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of the AGREEMENT. It is speci-
fically understood that any matters governed by Civil Service Rules or statutory
provisions shall not be considered grievances and subject to the grievance pro-
cedure hereinafter set forth. No discplinary action which may be appealed to a
civil service or merit system authority will be considered a grievance and sub-
ject to the grievance procedure herein.
6.2 FEDERATION REPRESENTATIVES
The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the
grievance representatives of the bargaining unit having the duties and responsi-
bilities established by this Article. The FEDERATION shall notify the II�PLOYER
in writing of the names of such FEDERATION REPRESENTATIVES and of their succes-
sors when so designated.
6.3 PROCESSZNG OF GRIEVANCE
It is recognized and accepted by the FEDERATION and the EMPLOYER that the pro-
cessing of grievances as hereinafter provided is limited by the job duties and
responsibilities of the EMPLOYEES and shall therefore be accomplished during
normal working hours only when consistent with such II+�LOYEE duties and respon-
sibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be
allowed a reasonable amount of time without loss in pay when a grievance is in-
vestigated and presented to the EMPLOYER during normal warking hours, provided
the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the
approval of the designated supervisor who has determined that such absence is
reasonable and would not be detrimental to the work programs of the EMPLOYER.
_�_
' 6.4 PROCEDURES ��2L���
Grievances, as defined by Section 6.1, shall be resolved in conformance with
the following procedure:
Step 1. An EMPLOYEE claiming a violation concerning the interpreta-
tion or application of the CONTRACT shall, within twenty-one (21) calen-
dar days after such alleged violation has occurred, present such grievances
to the EMPLOYEE'S supervisor as designated by the ErIPLOYER. The EMPLOYER-
designated representative will discu�s and give an answer to such Step 1
grievance within ten (10) calendar days after receipt. A grievance not
resolved in Step 1 and appealed to Step 2 shall be placed in writing
setting forth the nature of this grievance, the facts on which it is based,
the provision or provisions of the CONTRACT allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10) calendar days
after the EMPLOYER-designated representative's final answer in Step 1.
Any grievance not appealed in writing to Step 2 by the FEDERATION within
ten (10) calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the
FEDERATION to, and discussed with, the II�9.'LOYER-designated Step 2 repre-
sentative. The EMPLOYER-designated representative shall give the
FEDERATION the EMPLOYER'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 following the EMPLOYER-designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the FEDERATION
within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the
FEDERATION to, and discussed with the EMPLOYER-designated Step 3 repre-
sentative. The EMPLOYER-designated representative shall give the FEDERATION
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the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed by the FEDERATION to Step G within ten (10) calendar days following
the EMPLOYER-designated representative's final answer in Step 3. Any �rievance
not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar
aays shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be
submitted to arbitration subject to the provisions of the Public Employment
Labor� Relations Act of 1971. The selection of an arbitrator shall be made in
accordance with the "Rules Governing the Arbitration of Grievances" as esta-
blished by the Public Employment Relations Board.
6.5 ARBITRATOR'S AUTHORITY
A. The arbitrator shall have no right to amend, modify, nullify, ignore,
add to or subtract from the terms and conditions of the AGREEMENT. The arbi-
trator shall consider and decide only the specific issue(s) submitted in writing
by the �LOYER and the FEDERATION, and shall have no authority to make a
decision on any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary to or in-
consistent with or modifying or varying in any way the application of laws.,
rules or regulations having the force and effect of law. The arbitrator's de-
cision shall be submitted in �ariting within thirty (30) days following the close
of the hearing or the submission of briefs by the parties, whichever is later,
unless the parties agree to an extension. The decision shall be based solely
on the arbitrator's interpretation or application of the express terms of this
AGREEMENT and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings shall
b e borne equally by the EMPLOYER and the FEDERATION, provided that each party
shall be responsible for compensating its own representatives and witnesses.
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, If either party desires a verbatim record of the proceedings, it may cause such
a record to be made, providing it pays for the record. If both parties desire
a verbatim record of the proceedings, the cost shall be shared equally.
6.6 WAIVER
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 thereof, it shall be considered
settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not
answer a grievance or an appeal thereof within the specified time limits, the
FEDERATION may elect to treat the grievance as denied at that step and immedi-
ately appeal the grievance to the next step. The time limit in each step may
be extended by mutual written agreement of the EMF'LOYER and the FEDERATION in
each step.
6.7 RECORDS
Al1 documents, communications and records dealing with a grievance shall be
filed separately from the personnel files of the involved EMPLOYEE(S) .
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ARTICLE VII - SAVINGS CLAUSE
7.1 This AGREEMENT is subject to the laws of the United States, the State of Minne-
sota and the City of Saint Paul. In the event any provisions 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 pro-
vided, such provisions shall be voided. All other provisions shall continue
in full force and effect. The voided provision may be renegotiated at the
written request of either party.
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ARTICLE VIII - HOURS OF WORK AND OVERTIME
8.1 The normal work day shall be eight (8) consecutive hours per day except for
those employees assigned to tihe 4/40 shift where the normal work days shall be
ten (10) consecutive hours per day.
8.2 The normal work period shall be eighty {80) hours in a work period of fourteen
(14) days.
8.3 This section sha11 not be construed as and is not a guarantee of any hours of
work per normal work day or per normal work week.
8.4 All employees shall be at the location designated by their supervisor, ready
for work, at the established starting time and shall remain at an assigned work
location until the end of the established work day unless otherwise directed by
their supervisor.
8.5 Employees will be conpensated at the rate of one and one-half (1%) times the
Employee' s normal hourly rate in either compensatory time or in cash, subject
to the limitations of Section 8.2, for hours which exceed daily planned sche-
duling by the EMPLOYER.
8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compen-
satory time.
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ARTICLE IX - COURT TII�fE
9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be
compensated at the rate of one and one-half (1'�) times the II�LOYEE'S normal
hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S
normal hourly rate.
9.2 The minimum of four (4) hours shall not apply when such court time is an exten-
sion of or an early report to a scheduled shift.
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ARTICLE X - CALL BACK
10.1 E1�IPLOYEES called ta work during scheduled off-duty time will be compensated at
the rate of one and one-half (1�) times the EMPLOYEE'S normal hourly rate for
hours warked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly
rate.
10.2 The minimum of four (4) hours shall no.t apply when such call to work is an ex-
tension of or an early report to a scheduled shift.
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ARTICLE XI - STAND-BY-TIME
11.1 ENIPLOYEES required to stand-by for court appearance during scheduled off-duty
time will be compensated for a minimum of two (2) hours based on the EMPLOYEE'S
normal hourly rate for such day he is required to stand-by, but such compensa-
tion shall not apply where the EMPLOYEE is called to court for an appearance
on the case subject to the stand-by request or for any other case.
11.2 The two hour minimum compensation for stand-by shall not apply if notification
is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day.
11.3 Unless notified to the contrary, stand-by status shall continue for a maximum
of two consecutive days, at which time the EP�LOYEE shall be required to contact
the City or County trial lawyer or his secretary in charge of scheduling by
1600 hours the day following initiation of stand-by status, who will then con-
tinue or cancel stand-by status as required and maintain an appropriate record
of such notification.
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ARTICLE XII - UNIFORM ALLOWANCE
12.1 The 1972 base of one hundred eighty ($180.00) dollars as a clothing allowance
on a voucher s}•stem will be increased on January 1, 1974, and each year there-
after on the basis of a yearly study of the increased cost of the defined uni-
form. The 1972 base cost of the uniforms are defined in Appendix A.
� -16-
' ARTICLE XIII - MILITARY LEAVE OF ABSENCE
13.1 PAY ALLOWANCE
Any employee who shall be a member of the National Guard, the Naval Militia or
any other component of the militia of the state, now or hereafter organized or
constituted under state or federal law, or who shall be a member of the Officer's
Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps
Reserve or any other reserve component of the military or naval force of the
United States, now or hereafter organized or constituted under federal law, shall
be entitled to leave of absence from employment without loss of pay, seniority
status, efficiency rating, vacation, sick leave or other benefits for all the
time when such EMPLOYEE is engaged with such organization or component in train-
ing or active service ordered or authorized by proper authority pursuant to law,
whether for state or federal purposes, provided that such leave shall not exceed
a total of fifteen (15) days in any calendar year, and €urther provided that
such leave shall be allowed only in case the required military or naval service
is satisfactorily performed, which shall be presum�d unless the contrary is
established. Such leave shall not be allowed unless the EMPLOYEE (1) returns
to his position immediately upon being rel.ieved from such military or naval
service and not later than the expiration of time herein limited for such leave,
or (2) is prevented from so returning by physical or mental disability or other
cause not due to such II�il'LOYEE'S own fault, or (3) is required by proper author-
ity to continue in such military or naval service beyond the time herein limited
for such leave.
13.2 LEAVE WITHOUT PAY
Any EMPLOYEE who engages in active service in time of war or other emergency
declared by proper authority or any of the military or naval forces of the state
or of the United States for which leave is not otherwise allowed by law, shall be
entitled to leave of absence from employment without pay during such service with
right of reinstatement and subject to such conditions as are imposed by law.
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� 2'�24'��
13.3 Such leaves of absence as are granted under Article 13 sha11 conform to Minne-
sota Statutes, Section 192 as amended from time to time and shall confer no
additional benefits other than those granted by said statute.
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ARTICLE XIV - LEGAL SERVICE
14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty,
EMPLOYER 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 occurring in the performance and scope of ENIPLOYEE'S
duties.
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ARTICLE XV - WORKING OUT OF CLASSIFICATION
15.1 EMPLOYER shall avoid, 4�hen�ver possible, working an EMPLOYEE on an out-of-class
assignment for a prolonged period of time. Any II�PLOYEE 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 job classification duties and respon-
sibilities of an available funded position in one classification by an indivi-
dual in a position in another classification.
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ARTICLE XVI - INSURANCE
16.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for
EMPLOYEES such health and life insurance benefits as are provided by II�PLOYER
at the time of execution of this AGREET:ENT.
16.2 The EMPLOYER will for the period of this AGREEMENT provide for EMPLOYEES who
retire after the time of execution of this AGREEMENT, and until such EMPLQYEES
reach. sixty-five (65) years of age, such health insurance benefits as are pro-
vided by the EMPLOYER for such EMPLOYEES.
16.3 All early retirees covered in this Bargaining Unit shall receive the same Health
and Welfare Benefits regardless of the date of their early retirement. In order
to be eligible for the benefits under this early retiree provision, the Employee
must:
16.31 Be receiving benefits from a public employee retirement act.
16.32 Have severed his relationship with the City of Saint Paul under
one of the early retiree plans.
16.4 In the event of the death of an active employee or an early retiree, the depen-
dents of such employee or retiree shall have the option, within thirty (30) days,
to contiriue the current hospitalization and medical benefits, including such
improvements as may be made from time to time, which said dependents previously
had, at the premium applicable to dependents nf active employees. It is further
understood that coverage shall cease in the event of:
16.41 Subsequent remarriage of the surviving spouse of the deceased
employee or retiree.
16.42 The employment of the surviving spouse where hospitalization and
medical insurance coverage is obtained through a group program
provided by said II�;PLOYER. It is further understood, however,
that in said event, the surviving spouse shall have the right to
maintain City hospitalization and medical insurance coverage for
the first ninety (90) days of said employment.
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, .
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16.5 City-provided life insurance in existence at time of retirement shall continue
� to be provided by the City after an employee shall take early retirement, but
�
such coverage shall terminate at age 65.
16.6 The City agrees to contribute the cost of Hospitalization and Medical Coverage
or $39.40 per month, whichever amount is less, for each employee who is eligible
for such eoverage. In addition, for each eligible employee who selects Depen-
dent's Coverage, the City will contribute one half (2) of the cost of such
Dependent's Coverage or $45 .40 per month, whichever amount is less. These con-
tributions shall be paid to the City's Group Health and Welfare Plan.
16.7 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage
for each employee who is eligible for such coverage or $3.30 ner month, which-
ever amount is less. This contribution sha11 be paid to the City's Group Health
and Welfare Plan.
'��
6
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1
ARTICLE XVII - SAFETY
17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable
regulations for the enforcement vf job safety. If an EMPLOYEE feels that his
work duties or responsibilities require such EMPLOYEE to be in a situation
that violates federal or state safety standards, the matter shall be immediately
considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it
may become the subject of a grievance and will be processed in accordance with
the grievance procedure set forth herein.
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ARTICLE XVIII - SPECIAI. ALLOWANCES
18.1 In addition to other compensatian payable, Police Officers and Sergeants as-
signed to motorcycle duty may be granted an allowance not to exceed Nine and
20/100 ($9.20) Dollars bi-weekly as payment for additional uniforms and equip-
ment, provided that such allowance shall only be payable during times that snch
EMPLOYEE is performing actual service on motorcycle duty.
18.2 In addition to other compensation payable, Traffic Police Officers, Traffic
Sergeants and Traffic Lieutenants may be granted an allowance not to exceed
Four and 60/100 ($4.60) Dollars bi-weekly as payment for keeping uniforms and
equipment in condition, provided that such allowance shall only be payable
during times that such EMPLOYEE is performing actual service as a Traffic
Police Officer, Traffic Sergeant or Traffic Lieutenant.
18.3 SPECIAI. ALLOWANCE FOR "DOG HANDLER�r
To Police Officers in charge of police dogs and who are required to keep the
dogs in their homes, transport them in their pr�vate cars, etc. , a sum not to
exceed Fourteen and 72/100 ($14.72) Dollars bi-weekly. Such sum shall be con-
sidered payment, also, for the keeping in condition of uniforms and equipment and
sustenance of the animal. Such allowance shall he payable only during the time
the employee is performing duties as outlined above.
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ARTICLE XIX - SHIFT DIFFERENTIAL
19.1 Effective January 1, 1977, any EMPLOYEE who works on a regularly assigned shift
beginning earlier than 6:00 a.m, or ending later than 6:00 p.m. , and providing
that over four (4) hours of the shift are between 6:00 a.m. and 6:00 p.m. , shall
be paid a differential of $26.40 bi-weekly for those shifts actually worked by
the EMPLOYEE.
19.2 Effective January 7, 1978, any EMPLOYEE who works on a regularly assigned shift
beginning earlier than 6:00 a.m. or ending later than 6:00 p.m. , and provided
that over four (4) haurs of the shift are between 6:00 p.m. and 6:-00 a.m. , shall
be paid a differential of $31.20 bi-weekly for those shifts actually worked by
the EMPLOYEE.
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. � ARTICLE XX - VACATION
20.1 In each calendar year, each full-time employee shall be granted vacation ac-
cording to the following schedule:
Years of Service Vacation Granted
0 - 5 years 10 days
6 - 15 years � 15 days
16 - 25 years 21 days
25 or more years 22 days
Employees who work less than full-time shall be granted vacation on a pro rata
basis.
20.2 The head of the Department may permit an employee to earry over into the folloca-
ing year up to ten days vacation.
20.3 Employees with at least 180 days of accumulated unused sick leave shall be
allowed to convert two (2) days of unused sick leave to one (1) day of vacation
up to a maximum of five (5) days of vacation. This conversion provision may
be applied only to the extent that tfie balance of unused sick leave is not
reduced lower than 180 days.
20.4 The above provisions of vacation shall be sub�ect to Ordinance No. 6446, Section
I, sub. F.
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ARTICLE XXI - HOLIDAYS
21.1 Holidays recognized and observed. The following days shall be recognized and
observed as paid holidays:
New Yearst Day Columbus Day
Presidents' Day Veterans� Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
Labor Day Ttao Floating Holidays
Eligible EMPLOYEES shall receive pay for each of the. holidays listed above,
on which they perform no work. For employees normally assigned to a work
week of Monday through Friday, the following shall apply:
Whenever any of the holidays listed above shall fall on Saturday,
the preceding Friday shall be observed as the holiday.
Whenever any of the holidays listed above shall fall on Sunday, the
succeeding Monday shall be observed as the. holiday.
For those employees assigned to a work week other than Monday through Friday,
the holiday shall be observed on the calendar date of the holiday.
21.2 The floating holidays set forth in Section 21.1 above may be taken at any tis,e
during the contract year, subject to the approval of the Department head of
any employee.
21.3 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 �LOYEE'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.
-27-
ARTICLE XXII - SEVERANCE PAY
22.1 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
allowed shall be $4,000.
-28-
ARTICLE XXIII - WAGE SCHEDULE
23.1 The wage schedule for purposes of this contract shall be Appendix B attached
hereto.
-29-
ARTICLE XXIV - LIABILITY FOR INJL'RIES WHEN EMPLOYED OFF-DUTY
24.1 If an EMPLOYEE has been allowed to procure off-duty employment by the EME'LOYER
and the EMPLOYEE is injured during the course and scope of such off-duty e�-
ployment, the liability for benefits under the law shall not be the responsi-
bility of the EME'LOYER, and the EMPLOYEE agrees to pursue such rights as are
available to him against the off-duty emgloyer.
24.2 If the injury occurring to an ENfF'LOYEE working in an off-duty employment situ-
ation stems from an incident or occurrence that cannot reasonably be attributed
to the scope of services anticipated to be performed by the EMPLOYEE for his
off-duty employer, then the EMPLOYEE shall be deemed to be performing the work
of a peace officer for EI�II'LOYER and shall be accorded all such rights and bene-
fits as are presently available to him under this CONTRACT and applicable law.
-30-
ARTICLE XXV - SICK LEAVE SUSPETdSION
25.1 During any period in which an II��LOYE� is absent from work on sick leave, with
or without pay, he shall not be employed or engage in any occupation for com-
pensation outside of his regular City employment. Violation of the provisions
of this paragraph by any EMPLOYEE shall be grounds for suspension or discharge.
-31-
ARTICLE XXVY - RESIDENCE
26.1 Al1 ENII'LOYEES appointed after January 1, 1977, would be required to reside in
the City of Saint Paul within eighteen months of their original appointment,
and thereafter would be required to remain within the City limits as long
they were employed by the City of Saint Paul.
26.2 This residency requirement shall apply to unclassified employees as well as
classified employees.
26.3 Applicants for positions in the City of Saint Paul will not be required to be
residents of the City of Saint Paul.
26.4 EMPLOYEES failing to meet the residency requirement �vill be subject to termina-
tion and a hearing grocess shall be established to determine whether the resi-
dency requirement was met.
26.5 Any employee appointed prior to January 1, 1977, is not required to reside in
the City of Saint Paul and may change his residence without regard to the City
limits at any time.
-32-
ARTICLE XXVII - INCAPACITATION
27.I EMPLOYEES injured during the course of employment and thereby rendered incapable
of performing job duties and responsibilities shall receive full wages during
the period of incapacity, not to exceed the period equal to twelve (12) months
plus accumulated sick leave. It is understood that in such cases, the twelve
(12) month period shall first be utilized and only when same is exhausted shall
accumulated sick leave be applicable.
27.2 EMPLOYEES disabled through injury or sickness other than specified in Section
27.1 above shall receive full wages for a period equal to accumulated sick leave
plus six (6) months as provided herein. It is understood that in such cases,
accumulated sick leave shall first be utilized before the six (6) months, or
any part thereof, shall be applicable. It is further understood that the six
(6) month period shall be available only in those years where the last available
Annual Report of the City Civil Service Office shall show average sick leave
used per Police Department Employee (based on the 1972 Annual Report method of
calculating same) of eight (8) days or less.
27.3 EMPLOYEES injured or incapacitated by illness in the line of duty sha11 be
entitled to reinstatement at any time within five (5) years from the date of
in�ury or incapacity, provided they are physically capable of resuming their job.
27.4 Except as specifically provided in this Article, all illness and incapacity
rules and policies previously in effect shall continue.
-33-
ARTICLE XXVIII - DURATIOPl Air'D E�'FECTIVE DATE
�•
28.1 Except as herein provided this AGREEMENT shall be e£fective as of
January l, 1979, and shall continue in full force and effect until
December 31, 1979, and thereafter until modified or amended by mutual
agreement of the parties. Either party desiring to amend or r�odify
this AGREF.MENT shall notify the other party in writing by June 1Sth
of the year in which modifications are desired, so as to comply with
the provisions of the Public Employment Labor Relations Act of 1971.
28.2 The wage schedule attached hereto as Appendix "E" and the terms and
provisions of Article XVIII shall take force and ef€ect as of January
l, 1979.
�
�
CITY OF SAINT PAUL SAIIv'T,.�AUL POLICE FEDF.RATION
�-
.� `;� � • � ''
• ,
ab r Rel o 'rec � S nt au Po ice Federation P sident
• 2'�-�GYJ�c� a'
Civil Service Commission S " t Paul Polic ederation
f�..� i" / ,
' -��` _� --- � �_ ,�_ ��
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;
�
- 34 -
. �
* • � 1 ����
� AYPEI�IDIX A
Unit Price
Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$125.00
Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 39.95
Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . .$ 35.95
Jackets, sumser . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95
Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95
Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .$ 17.95
Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00
Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50
Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50
Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95
Trousers, winter. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3G.95
Trausers, intermediate. . . . . . . . . . . . . . . . . . . . . . . . . .$ 29.50
Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50
Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95
Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95
Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 8.95
Shirts, summer (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95
Shirts, summer (Ranking Officer) . . . . . . . . . . . . . . . . . . . .$ 7.95
Shirts, short sleeve (Radio Division) . . . . . . . . . . . . . . . . . .$ 6.50
Shirts, long sleeve (Radio Division) . . . . . . . . . . . . . . . . . . .$ 6.75
Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.25
Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00
Alternate Shoes. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00
Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00
Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00
Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95
Alternate Overshoes. . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95
Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95
Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50
Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . .$ 1.75
Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95
Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50
Uniform Caps, winter. . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75
Uniform Caps, summer. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75
Sam Browne Belts. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.95
Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . .$ 16.25
Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50
Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50
Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50
Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00
Handcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95
Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04
4�istle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95
-A1-
�
APPENDIX A (Continued)
Unit Price
Safety Helmett
Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25
Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50
Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95
Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .$ 9.95
Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90
Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 14.20
Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95
Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95
Holsters:
Federal PSan. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95
Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95
Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95
Don Hume 216 . . . . . . . . . . . . . . . . . ' . . . . . . . . . . .$ 15.50
The following items are included in the clothing allowance for employees assigned
to work as Detectives:
1. Saps
2. Handcuffs
3. Handcuff Holders
4. Overshoes
5. Rubbers
6. Holster
-A2-
.
Al'PENDIX B
EFFECTIVE JANUARY 1, 1979
�
POLICE CLASSES
GRADE 22
________._-
Police Trai.nee
A B C D E F 10-yr. 15-yr.
508.18 525.02 543.64 561.67 SS8.72 610.36 6G3.42 656.64
GRADE 3I
Police Officer
599.92 627.58 656.64 681.28 713.73 740.78 776.84 794.87
GRADE 35
� Detective
Police Sergeant
Police-Woman Sergeant
Sergeant
666.31 697.31 729.85 757.45 793.80 824.08 864.48 854.67
� GRADE 39
Lieutenant
Police Lieutenant
740.70 775.41 811.85 842.76 883.48 9I7.40 962.64 985.26
CRADE 43
Captain
824.01 862.89 903.70 938.31 983.91 1021.91 1072.56 1097.90
TECHNICIAN CLASSL:S
GRADE 33S
Radio Technician
A B � p E F 10-yr. 15-yr.
604.95 628.99 653.b3 679.48 704.72 732.36 750.39 768.42
GRADE 37S
� Superintendent of Radio Division
698.10 725. 15 753.40 782.85 819.52 852.57 891.64 913.27
-B1-
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:�
. �ts: January 5, 1979
. TOs MltYO�i G�'A�E LAT.�
F�E: Parsoiuw� mP�i�cs
$Et �sealution fo� subm�atip�t t� Cttp Council .
�('��' .
t� �D• ,
i.'T�ir'�i�wi W���r i �
'We x4C�m�nd ytwr approual aud subr�tsstoa mf this R�gcle�t�oa tc the Ci.ty :Coun�ii.
•B�� A�'&�1TIO�A�,E FOR TSI& ACTI(1�i: _
� �� �II M�pl�n rM�.■ ■�ii � �w�w i - . � . . . � .
This Resolut3on apprOves th'e 1979`A�reement between the CiLy of St. Paul and the
St. Paul Police Federatios. � ,
This settlerr�ent is the result of an Arbitration Hearing.. The Arbitration Award �rant�d
a total package increase of $105, t30 per month. ,
�At the option of the Bargainiag Unit the $105. 00 pe�r month is being diatributed far�wages.
(101,10 per month) and Health and Welfare (3. 90. per monthj. �
� 'T�ere are no ather change s in the Agreerneat. ' .
, . t ;r ,
AT,��o� . ' �
� Resol�tion,. Agreement and copy for City�C1erk,. '