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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 .�1- 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 -2- 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. -1- 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. -2- 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. - 3 - ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of 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. -4- 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. -5- 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. -6- 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 -g_ 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. -9- , 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) . -10- 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. -11- ARTICLE VIII - HOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to 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. -12- � ���2��'� 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. -13- 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. -14- 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. -15- 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. -17- � 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. -18- 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. -19- 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. - 20 - 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. -21- , . - `������ 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 � -^�' 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. -23- 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. -24- 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. -25- . � 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. -26- 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" / , ' -��` _� --- � �_ ,�_ �� � ,,- f ��:__<- � ; � - 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- . �1 ��r� �� , , � 81a 2�7�i9�`�5 .. - . _� � � _ - �v.: �I$��6 , ��: � �s�� o�s. . . .. . 'w��i ' irl n ��.�� -i .. - . . . . , �BS�I; �.D1?A�FS.,<��,����-� .� :� . �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,. '