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273603 WHITE - C�TV CLERK PINK - FINANCE G I TY OF SA I NT PAITL Council (((_{�� BL'q6RV ��tAVORTMENT File NO.��/�o� Co-uncil Resolution Presented By Referred To Committee: Date Out of Committee By Date An Administrative Resolution approving the terms and conditions of the 1979-1980-1981 Maintenance Labor Agreements between the City of St. Paul, Independent School District No. 625, and the Oper.. ative Plasterers and Cement Masons International Association, Local 20. 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 Operative Plasterers and Cement Masons International Association, Local 20, as exclusive representative for those classes of positions within the City of St. Paul, certified by the Bureau of Mediation Services under Case No. 73-PR-476-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, Independent School District No. 625, and the exclusive representative hereinabove referenced; and WHEREAS, the City and Independent School District No. 625, through designated representatives, and the exclusive representative have met in good faith and have negs>tiated the terms and conditions of employmen� for the period. June 1, 1979, through May 31, 1981, for such personnel as are set forth in the Agreements between the City of St. Paul, Independent School District No. 625, and the exclusive representatives; and WHEREAS, 1978 Agreements have been reached which include a wage adjustment retroactive to June 1, ],979; now, therefore, be it �1.. COUNCILMEN Requested by Department of: Yeas Nays Butler [n Favor Hozza Hunt Levine _ __ Against BY Maddox Showalter Tedesco Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary BY By, l.lpproved by ;Vlavor: Date _ Approved by Mayor for Submission to Council BY - BY WHITE - CITV CLERK �3�03 PINK - FINANCE G I TY OF SA I NT PAU L Council CANARV - DEPARTMENT � BL� -.,MAVOR File NO. - R Council Resolution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Maintenance Labor 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 Operative Plasterers, and Cement Masons International Association, Local 20, on file in the office of the City Clerk, are hereby approved, and the authorized admin- istrative officials of the City are hereby authorized and directed to execute said Agreements on behalf of the City. Approved: � hairman Civil Service C issio COUNCILMEN Requested by Department of: Yeas N ays �L PERS �.VNEL OFFICE � In Favor � Hunt � Levine __ Against BY �� ' � Showalte .. Te co AUG 2 8 1979 For A�prove by Cit Atto Adopt y Council: Date � g I ied Pa. ed by Co , cr�tary , BY By G2�� tap by lNavor: Da e �G 2 9 1979 Approve ayor for Submissi to Council " ��C �-^'v1 � � /, �`��.� By _ By G��—�✓ �`-�c" " ��tS�m SEP $ 197 . � � • . � ��3s�� . 1979 - 1980 - 1981 MAINTENANCE LABOR AGREEMENT - between - INDEPENDENT SCHOOL DISTRICT N0. 625 - and - OPERATIVE PLASTERERS AND CEMENT MASONS INTERNATIONAL ASSOCIATION LOCAL 20 I N D E X ARTICLE TITLE PAGE Preamble iii I Purpose 1 II Recognition 2 III Employer Rights 3 IV Union Rights 4 V Scope of the Agreement 5 VI Probationary Periods 6 VII Philosophy of Employment and Compensation 7 VIII � Hours of Work g IX Overtime 9 X Call Back 10 XI Work Location 11 XIi Wages 12 XIII Fringe Benefits 14 XIV Selection of Foreman and General Foreman I5 XV Retirement 16 XVI Holidays 17 XVII Disciplinary Procedures ig XVIII Absences From Work 19 XIX Seniority 20 XX Jurisdiction 21 XXI Separation 22 XXII Tools � 23 XXIII Grievane Procedure 24 XXN Right of Subcontract Zg XXV Non-Discrimination 29 XXVI Severability 30 %XVII Waiver 31 XXVIII Mileage-Independent Sahool District No. 625 32 XXIX Duration and Pledge 33 Appendix A A1 Appendix B B1 Appendix C C1 Appendix D D1 Appendix E E1 - ii - P R E A M $ L E This AGREEMENT is entered into between the Independent School District No. 625, hereinafter referred to as the IIKPLOYER and the Operative Plasterers and Cement Masons Intemational Association Local 20 hereinafter referred to as the UNION. The EMPLOYER and the UNION concur that this AGREEMENT has as its objective the promotion of the responsibility of the Independent School District No. 625 for the benef it of the general public through effective labor-management cooperation. The II�LOYER and the UNION both realize that this goal depends not only on the words in the AGREEMENT but rather primarily on attitudes between people at all levels of responsibility. Constructive attitudes of the II�LOYER, the UNION, and the individual employees will best serve the needs of the general public. - iii - ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose for entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby estab- lishing a system of uninterrupted operations and the highest level of employee perfoxmance that is consistent with the safety and well-being of all concerned; 1.12 Set forth rates of pay, hours of work, and other conditions of employment as have been agreed upon by the II�LOYER and the UNION; 1.13 Establlsh procedures to orderly and peacefully resolve disputes as to the application or interpretation of � this AGREEMENT without loss of manpower producti�vity. 1.2 The II�LOYER and the UNION agree that this AGREEMENT serves as a supplement to legislation that creates and directs the EMPLOYER. If any part of this AGREEMENT is in conflict with such Iegislation, the latter shall prevail. The parties, on writtere notice, agree to negotiate that part in conflict so that it conforms to the statute as provided by Article 26 (SEVERABILITY) . - 1 - ARTICLE II - RECOGNITION 2.1 The ENNIPLOYER recognizes the UNION as the exclusive representative for collective bargaining purposes for all personnel having an employment status of regular, probationary, provisional, temporary, and emergency employed in the classes of positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance with Case No. 73-PR-476-A dated April 13, 1973. 2.2 The classes of positions recognized as being exclusively represented by the UNION are as listed in Appendix A. - 2 - ARTICLE III - IIKPLOYER RIGHTS 3.1 The �LOYER retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the ozganizational structure; to select, direct and determine the num6er of personnel; and to perform any inherent managerial function not specifically limited by this AGREEMENT. 3.2 Any "term or condition of employment" not established by this AGREEMENT shall remain w�th the II�'LOYER to eliminate, modify, or establish following written notification to the UNION. - 3 - ARTICLE IV - UNION RIGHTS " _. 4. I The EMPLOYER shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to cover monthly UNION dues. Such monies deducted shall be remitted as directed by the UNION. 4.11 The II�LOYER shall not deduct dues from the wages of employees covered by this AGREEMENT for any other labor organization. 4.12 The UNION shall indemnify and save harmless the II�LOYER from any and all claims or charges made against the EMPLOYER as a result of the implementation of this ARTICLE. 4.2 The UNION may designate one (1) employee from the bargaining unit to act as a Steward and shall inform the II�IPLOYER in writing of such designation. Such employee shall have the rights and responsibilities as designa.ted in Article 23 (GRIEVANCE PROCIDURE). 4.3 Upon notification to a designated II�LOYER supervisor, the Business Manager of the UNION, or his designated representative shall be permitted to enter the facilities of the F,ND.'LOYER where employees covered by this AGREEMFNT are working. - 4 - ARTICLE V - SCOPE OF THE AGREII�4ENT 5.1 This AGREEMENT establishes the "terms and conditions of employment" defined by M.S. 179.63, Subdivision 18 for all employees exclusively represented by the UNION. This AGREEMENT shall supercede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance, and Council Resolution. - 5 - �- ARTICLE VI - PROBATIONARY PERIODS 6.1 All personnel, originally hired or rehired following separation, in a regular employment status shall serve a six (6) month's probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsibilities shall be evaluated. 6.11 At any time during the probationary period an employee may be terminated at the discretion of the II�IPLOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCIDURE) . 6.12 An employee terminated during the probationary period shall receive a written notice of the reasons(s) for such termination, a copy of which shall be sent to the UNION. 6.2 All personnel promoted to a higher class of positions shall serve a six (6) months' promotional probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsi- bilities shall be evaluated. 6.21 At any time during the promotional probationary period an employee may be demoted to the employee's previously held class of positions at the discretion of the ENIPLOYER without apgeal to the provisions of Article 23 (GRIEVANCE PROCEDURE} . 6.22 An employee demoted during the promotional probationary period shall be returned to the employee's previously held class of positions and shall receive a written notice of the reasons for demotion, a copy of which shall be sent to the UNION. - 6 - ARTICLE VII - PHILOSOPHY OF �LOYMENT AND COMPENSATION 7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of employment and compensation shall be a "cash" hourly wage and "industry" fringe benefit system. 7.2 The F.NIPLOYER shall compensate employees for all hours worked at the basic hourly wage rate and hourly fringe benefit rate as found in Article 12 (WAGES) and 13 (FRINGE BENEFITS) . 7.3 No other compensation or fringe benefit shall be accumulated or earned by an employee except as specifically provided for in this AGREEMENT; except those. employees who have individually optioned to be "grandfathered" as provided by 12.2. - 7 - ARTICLE VIII - HOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m. and 5:30 p.m. 8.2 The normal work week shall be five (5) consecutive normal work days Monday through Friday. 8.3 If, during the term of this AGREII�IENT, it is necessary in the II�LOYER'S judgment to establish second and third shifts or a work week of other than Monday through Friday, the UNION agrees to enter into negotiations immedi- ately to establish the conditions of such shifts and/or work weeks. 8.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 8.5 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. 8.6 All employees are sub�ect to call-back by the II�LOYER as provided by ARTICLE 10 (CALL BACK) . 8.7 Employees reporting for work at the established starting time and for whom no work is available shall receive pay for two (2) hours, at the basic hourly rate, unless notification has been given not to report for work prior to leaving home, or during the previous work daS�. - 8 - ARTICLE IX - OVERTIME 9. 1 All overtime compensated for by the IIKPLOYER must receive prior authori- zation from a designated F.MPLOYER supervisor. No overtime work claim will be honored for payment or credit unless approved in advance. An overtime claim will not be honored, even though shown on the time card, unless the required advance agproval has been obtained. 9.2 The overtime rate of one and one-half (1�) the basic hourly rate shall be paid for work performed under the following circumstances: 9.21 Time worked in excess of eight (8) hours in any one normal work day and, 9.22 Time worked on a sixth (6th) day following a normal work week. 9.3 The overtime rate of two (2) times the basic hourly rate shall be paid for work performed under the following circumstances: 9.31 Time worked on a holiday as defined in Article 16 (HOLIDAYS); 9.32 Time worked on a seventh (7th) day following a normal work week; and 9.33 Time worked in excess of twelve (12) consecutive hours in a twenty-four (24) hour period, provided, that all "emergency" work required by "Acts of God" shall be compensated at the rate of one and - one-half (1'�) . 9.4 For the purposes of calculating overtime compensation overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked. 9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash. - 9 - ARTICLE X - CALL BACK 10.1 The E1�LOYER retains the right to call back employees before an employee has started a normal work day or normal work week and after an employee has completed a normal work day or normal work week. 10.2 Employees called back shall receive a minimum of four (4) hours pay at the basic hourly rate. 10.3 The hours worked based on a call-back shall be compensated in accordance with Article 9 (OVERTIME), when applicable, and sub3ect to the minimum established by 10.2 above. 10.4 Employees called back four (4) hours or less prior to thetr normal �•work day shall complete the normal 4�ork day and be compensated only for the overtime hours worked in accordance with Article 9 (OVERTIME). - 10 - ARTICLE XI - WORK LOCATION 11.1 Employees shall report to work location as assigned by a designated II�LOYER supervisor. During the normal work day employees may be assigned to other work locations at the discretion of the II�LOYER. 11.2 Employees assigned to work locations during the normal work day, other than their original assignment, and who are required to furnish their own transportation shall be compensated for mileage. - 11 - ARTICLE XII - WAGES 12.1 The basic hourly wage rates as established by Appendix C shall be paid for all hours worked by an employee. 12.2 Employees who are covered by the fringe benefits listed below shall continue to be covered by such benefits. They shall be subject to all other provisions of the AGREII�ENT, but shall not have hourly fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.21 Insurance benefits as established by City of Saint Paul Resolutions including life, hospital and health insurance for early retirees who have retired since June 1, 1978. In order to be eligible for the health benefits under the early retiree provision, the employee must: 12.21.1 Be receiving benefits from a public employee retirement act at the time of retirement. 12.21.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 12.21.3 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 eligible for early retiree insurance benefits. 12.22 Sick Leave as established by Resolution No. 3250; Section 35, Subdivision E. 12.23 Vacation as established by Resolution No. 6446, Section 1, Subdivision F. 12.24 Nine (9) legal holidays as established by Resolution No. 6446, Section 1, Subdivision G. 12.25 Severance benefits as established by Ordinance No. 11490 with a maximum payment of $4,000. - 12 - ARTICLE XII - WAGES (continued) 12.3 Regular employees not covered by the fringe benefits listed in Article 12.2 shall be considered, for the purpose of this AGREEMENT, partici- pating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS). 12.4 Provisional, temporary, and emergency employees shall be considered, for the purposes of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made in their behalf as provided for by Article 13 (FRINGE BENEFITS). 12.5 All regular employees employed after February 15, 1974, shall be considered, for the purpose of this AGREII�NT, partieipat��g employees and sha11 be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS). - 13 - . 2'��3 ARTICLE XIII - FRINGE BENEFITS 13.1 The II�LOYER shall make contributions on behalf of and/or make deductions from the wages of employees covered by this AGREEMENT in accordance with Appendix D for all hours worked. - 14 - ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN 14.1 The section of personnel for the class of position of Foreman shall remain solely with the EMPLOYER. 14.2 The class of position of Foreman shall be filled by employees of the bargai.ning unit on a ��temporary assignment". 14.3 All "temporary assignments" shall be made only at the direction of a designated EMPLOYER supervisor. 14.4 Such "temporary assignments" shall be made only in cases where the class of positions is vacant for more than one (1) nonnal work day. - 15 - ARTICLE XV - RETIREMENT 15.1 All employees shall retire from employment with the EMPLOYER no later than the last calendar day of the month in which an employee becomes sixty-five (65) years old. - 16 - ARTICLE XVI - HOLIDAYS 16. 1 The following nine (9) days shall be designated as holidays: New Year's Day, January 1 Presidents' Day, Third Monday in February Memorial Day, last Monday in May Independence Day, July 4 Labor Day, first Monday in September Columbus Day, second Monday in October Veterans' Day, November 11 Thanksgiving Day, fourth Thursday in November Christmas Day, December 25 16.2 When New Year's Day, Independence Day, or Christmas Day falls on a Sunday, the following Monday shall be considered the designated holiday. When any of these three (3) holidays falls on a Saturday, the preceding Friday shall be considered the designated holiday. 16.3 The nine (9) holidays shall be considered non-work days. 16.4 If, in the 3udgment of the E1�'LOYER, personnel are necessary for operating or emergency reasons, employees may be scheduled or "called back" in accordance with Article R (CALL BACK) . 16.5 Employees working on a designated holiday shall. be compensated at the rate of two (2) times the basic hourly rate for all hours worked. 16.6 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. - 17 - ARTICLE XVII - DISCIPLINARY PROCEDURES 17.1 The II�LOYER shall have the right to impose disciplinary actions on employees for just cause. 17.2 Disciplinary actions by the EMPLOYER shall include only the following actions: � 17.21 Oral reprimand. 17.22 Written reprimand 17.23 Suspension 17.24 Demotion 17.25 Discharge 17.3 Employees who are suspended, demoted, or discharged shall have the right to request that such actions be reviewed by the Civil Service Commission or a designated Board of Rev�ew. The Civil Service Commission, or a designated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or discharge. No appeal of a suspension, demotion, or discharge shall be considered a "grievance" for the purpose of p�ocessing through the provisions of Article 23 (GRIEVANCE PROCEDURES). - 18 - ARTZCLE XVIII - ABSENCES FROM WORK 18.1 Employees who are unable to report for their normal work day have the responsibility to notify their supervisor of such absence as soon as possible, but in no event later than the beginning of such work day. 18.2 Failure to make such notification may be grounds for discipline as provided in Article 17 (DISCIPLINARY PROCEDURES) . 18.3 Failure to report for work without notification for three (3) consecutive normal work days may be considered a "quit" by the EMPLOYER on the part of the employee. - 19 - ARTICLE XIX - SENIORITY 19.1 Seniority, for the purposes of th�s AGREEMENT, shall be defined as follows: 19.11 "Master Seniority" - the length of continuous regular and probationary service with the II�PLOYER from the last date of employment in any and all class titles covered by th�s AGREEMENT. 19.1� "Class Seniority" - the length of continuous regular and probationary service with the II�LOYER from the � - date an employee was first appointed to a class title covered by this AGREEMENT. 19.2 Seniority shll not accinnulate during an unpaid leave of absence, except when such a leave is gr-anted for a period of less than thirty (30) calendar days; is granted because of illness or injury; is granted to allow an employee to accept an appointment to the unclassified service of the II�LOYER or to an elected or appointed full-time position with the UNION. 19.3 Seniority shall terminate when an employee retires, resigns, or is discharged. 19.4 In the event it is determined by the II�PLOYER that it is necessary to reduce the work force employees will be laid off by class title within each department based on inverse length of "Class Seniority". Employees laid off shall have the right to reinstatement in any lower-paid class title, provided, employee has greater "Master Seniority" than the employee being replaced. 19.5 The selection of vacation periods shall be made by class title based on length of "Class Seniority", subject to the approval of the EMPLOYER. - 20 - ARTICLE XX - JURISDICTION 20.1 Disputes concerning work jurisdiction between and among unions is recognized as an appropriate subject for determination by the various unions representing employees of the II�ZPLOYER. 20.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction by any mutual agreements between the unions involved. 20.3 In the event of a dispute concerning the performance o"r assignment of work, the unions involved and the EMPLOYER shall meet as soon as mutually possible to resolve the dispute.. Nothing in the foregoing shall restrict the right of the Et�'II'LOYER to accomplish the work as originally assfg�ed pending resolution of the dispute or to restrict the II�LOYER'S basic - right to assign work. , 20.4 Any employee re�using to perform work assigned by the II�LOYER and as clarified by Sections 20.2 and 20.3 above shall be subject to disciplinary action as provided in Article 17 (DISCIPLINARY PROCEDURES). 20.5 There shall be no work stoppage, slow down, or any disruption of work resulting from a work assignment. - 21 - ARTICLE XXI - SEPAR.ATION 21.1 Employees having a probationary or regular employment status shall be considered separated from employment based on the following actions: 21.11 Resi�nation. Employees resigning from employment shall give written notice fourteen (14) calendar days prior to the effective date of the resignation. 21.12 Retirement. As provided in Article 15. 21.13 Discharge. As provided in Article 17. 21.14 Failure to Report for Duty. As provided in Article 18. 21.2 Emp�.oyees having an emergency, temporary, or provisional employment status may be terminated at the discretion of the ENIPLOYER before the completion of a normal work day. - 22 - ARTICLE XXII - TOOLS 22.1 All employees shall personally provide themselves with the tools of the trade as listed in Appendix B. - 23 - ARTICLE XXIII - GRIEVANCE PROCEDURE 23.1 The F.MPLOYER shall recognize Stewards selected in accordance with UNION rules and regulations as the grievance representative of the bargaining unit. The UNION shall notify the II�LOYER in writing of the names of the Stewards and of their successors when so named. 23.2 It is recognized and accepted �y the II�LOYER 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 working 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 II�LOYER. 23.3 The procedure established by this ARTICLE shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by 17.3, for the processing of grievances, which are defined as an alleged niolation of the terms and conditions of this AGREEMII�TT. 23.4 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 - 24 - ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) to writing and referred to Step 2 by the UNION. The written grievance shall 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 EMPLOYER shall reply in writing to the UNION within three (3) caleadar days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7)_calendar days following receipt of the II�LOYER'S written answer. Any grievance not referred in writing by the UNION within seven (7) calendar days following receipt of the EMPLOYER'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 - 25 - ARTICLE XXIII - GRIEVANCE PROCEDURE (continuea) 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 IIKPLOYER'S answer concerning the grievance. If, 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 EMPLOYER'S answer shall be considered waived. Ste� 4. If the grievance remains unresolved, the UNION may within seven (7) calendar days after the response of the EMPLOYER in Step 3, by written notice to the ENIPLOY$R, re- quest•arbitration of the grievance. The arbitration pro- ceedings shall be conducted by an arbitrator to be selected by mutual agreement of the EhiPLOYER and the UNION within seven (7� calendar days a€ter notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to submit a panel of five (5� arbit�ators. Both the El�.'LOYER and the iINION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) name; the ENIPLOYER shall then strike one (1) name. The •process will be repeated and the remaining person shall be the arbitrator. - 26 - ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) 23.5 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 specific issue submitted in writing by the II�LOYER and the UNION and shall have no authority to make a decision on any other issue not so submitted. The arbitrator sha1T be without power to make decisions contrary to or inconsistent with or modifying or varying in any the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within .thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's 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 on the II�LOYER, the UNION and the employees. 23.6 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 representative and witnesses. If either party cancels an arbitration hearing or asks for a last-minute postponement that leads to the arbitrators making a change, the canceling party or the party asking for the postponement shall pay this charge. If either party desires a verbatim record of the proceedings, it may cause such a record to be made providing it pays for the reeord. 23.7 The time limits in each step of this procedure may be extended by mutual agreement of the F1�IPLOYER and the UNION. - 27 - ARTICLE XXIV - RIGHT OF SUBCONTRACT 24.1 The EMPLOYER may, at any time during the duration of this AGREEMENT, contract out work done by the employees covered by this AGREEMENT. In the event that such contracting would result in a reduction of the work force covered by this AGREEMENT, the IIKPLOYER shall give the UNION a ninety (90) calendar day notice of the intention to subcontract. 24.2 The subcontracting of work done by the employees covered by this AGREETiENT shall in all cases be made only to employers who qualify in accordance with Ordinance No. 14013. ARTICLE XXV - NON-DISCRIMINATION 25.1 The terms and conditions of this AGREEMENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, or because of inembership or non-membership in the UNION. 25.2 �nployees will perform their duties and responsibilities in a non-discriminatroy manner as such duties and responsibilities involve other employees and the general public. - 29 - ARTICLE XXVI - SEVERABILITY 26.1 In the event that any provision(s) of this AGREEMENT is declared to be contrary to law by proper legislative, administrative, or judicial authority from whose finding, determination, or decree no appeal is taken, such provision(s) shall be voided. All other provisions shall continue in full force and effect. 26.2 The parties agree to, upon wirtten notice, enter into negotiations to place the voided provisions of the AGREEMENT in compliance with the legislative, administrative, or judicial determination. - 30 - ARTICLE XXVII - WAIVER 27.1 The II�LOYER and the UNION acknowledge that during the meeting and negotiating which resulted in this AGREEMENT, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment.. The agreements and under- standings reached by the parties after the exercise of this right are fully and campletely set forth in this AGREEMENT. 27.2 Therefore, the F,MPLOYIIt and the UNION for the duration of this AGREEMENT agree that the other party shall not be obligated to meet and negotiate over any term or conditions of employment whether specifically covered or not specifically covered by this AGREEMENT. The UNION and II�LOYER may, however, mutually agree to modify any provision of this AGREII�NT. 27.3 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or regulations regarding the terms and conditions of employment, to the extent they are inconsistent with this AGREEr1ENT, are hereby superceded. - 31 - ARTICLE XXVIII - MILEAGE 28.1 Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their autamobiles 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 15� 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 consideration for establishing the maa�imum amount can be the experience of another 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�'lump sum" amount. This amount is determine by the employee's driving experience under Plan "A" for a period of 3 to 6 months. Those employees receiving an auto allowance under this plan must report monthly the number of days the car was avail- able 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 a holiday. - 32 - ARTICLE XXIX - DURATION AND PLEDGE 29.1 This AGREEMENT shall become effective as of the date of signing, except as specifically provided otherwise in Articles 12 and 13, and shall remain in effect through the 31st day of May, 1982, and continue in effect from year to year thereafter unless notice to change or to terminate is given in the manner provided in 29.2. 29.2 If either party desires to terminate or modify this AGREEMENT, effective as of the date of expiration, the part� wishing to modify or terminate the AGREEMENT shall give written notice to the other party, not moxe than ninety (90) or less than sixty (60) calendar days prior to the expiration date, provided, that the AGREEMENT may only be so terminated _, _ . � or modified effective. as of the expiration date. 29.3 In consideration of the terms and conditions of employment established by this AGREII�4ENT and the recognition that the GRIEVANCE PROCEDURE herein established is the means by which grievances concerning its application or interpretation maq be peacefully resolved, the parties hereby pledge that during the term of the AGREIIKENT: 29.31 TIze UNION and the employees will not engage in, instigate, or condone any concerted action in which employees fail to report �or duty, willfully absent themselves from work, stop work, slow down their work, or absent themselves in whole or part fram the full, faithful performance of their duties of employment. 24.32 The II�LOYER will not engage in, instigate, or condone any lock-out of employees. _ - 33 - ARTICLE XXIX - DURATION AND PLEDGE (continued) 29.33 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 School Board and is also subject to ratification by the UNION. AGREED to this 25-. day of July , 1979 and attested to as the full and complete understanding of the parties for the period of time herein specified by the signature of the following representative for the II�LOYER and the UNION. - WITNESSES: - -- - OPERATIVE PLASTERERS AND CEMENT MASONS � INDEPENDENT SCHOOL DISTRICT 625 INTERNATIONAL ASSOCIATION LOCAL 20 �- � � , ,,.y/� . School Board Negotiator Business Repre tative Superintendent, ISD 625 - 34 - APPENDIX A The classes of positions recognized by the EMPLOYER as being exclusivel}* represented by the UNION are as follows: Plasterer Plasterer Inspector and other classes of positions that may be established by the II�LOYER where the duties and responsibilities assigned comes with the �urisdiction of the UNION. - A1 - APPENDIX C The basic hourly wage rate for provisional, regular and probationary employees . appointed to the following classes of positions and not receiving the Fringe Benefits listed in Article 12.2 shall be: Effective Effective Effective June 1,1979 May 1, 1980 May 1, 1981 Plasterer . . . . . . . . . . . . $10.67 $11.49 *** Plasterer Inspector . . . . . . . $11.15 $11.97 *** The basic hourly wage rate for temporary a�nd emergency employees appointed to the following classes of positions shall be: Effective Effective Effective June I,1R79 May 1, 1980 May I, 1981 - Plasterer . . . . . . . . . . , . $11.10 $11.95 *** Plasterer Inspector . . . . . . . $11.60 $12.45 *** The basic hourly wage rate for regular employees appointed fio the following classes of positions who are receiving the Fringe Benefits listed in Article 12.2 sha11 be: Effective Effective Effective June 1,1979 May 1, 1980 May lt 1981 Plasterer . . . . . . . . . . . . $10.80 * ** Plasterer Inspector . . . . . . . $12.08 * *� *The May 1, 1980 hourly wage rates in this contract will be the rates as shown below less the cost of sick leave usage for 1979 and less the cost of health and life i.nsurance and vacation for 1980 incurred by the empZoyer for employees in this bargaining unit. Plasterer $14.06 Plasterex Inspector Average of the 1980 total package rates used by the City for Carpenter Foreman, Electrician Foreman, Sheet Metal Worker Foreman, Plumber Foreman and Plasterer Foreman. _ ct _ APPENDIX C (continued) **The May 1, 1981 hourly wage rates in this contract will be the rates as shown below less the cost of sick leave usage for 1980 and less the cost of heaZth and life insurance and vacation for 1981 incurred by the employer for employees in this bargaining unit. Plasterer The 1980 Plasterer`s total package plus the average 1981 increase received by the Iron Workers, Tapers and Carpenters. Plasterer Inspector Average of the 1981 total package rates used by the Gity for Carpenter Foreman, Electrician Foreman, Sheet Metal Worker Foreman, Plumber Fareman and Plasterer Foreman. ***The 1981 base rate for temporary and emergency Plasterer and Plasterer Inspector shall be the rate for Plasterer and Plasterer Foreman (six men) respectively as set forth by the current Agreement between the Master Plasterer's Association and Plasterer's Local No. 20. The base rates for provisional, regular and probationary Plasterer and Plasterer Inspector shall be the same as the respective Temporary and Emergency rate less four percent (4�). - C2 - APPENDIX D Effective June 1, 1979, the II�LOYER shall: (1) contribute $ .90 per hour from which payroll deductions have been made for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AG`�tEEMENT for a UNION designated Vacation Fund. (2) contribute $ .70 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREE- �MENT to a Welfare Fund. (3) contribute $ .50 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREE- MENT to the Pension Fund. (4� contribute $ .01 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREE- MENT to the Journeymari and Apprenticeship Trainin� Fund. All contriUutions and deductions made in accordance with this Appendix shall be forwarded to depositories as directed by the UNION. Tiie EMPLOYER shall establish Worlanan's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. The II�LOYER'S fringe benefit obligation to participating employees as defined in Articles 1 2.3, 1 2.4 and 12.5 is limited to the contributions and/or deductions establis�ed bp this AGREII�IENT. The actual level of benefits provided the EMPLOYEES shall l�e the responsibility of the Trustees of the various funds to which the EMPLOYER F�as forwarded contributions and/or deductions. Tiie above contributions may be changed as agreed to by both parties, however � tize total package (base rate plus fringe benefit contributions) cannot exceed the total package rate listed in Appendix "C". - D1 - .� - 2'�� APPENDIX E WORKING CONDITIONS FOR PLASTERER INSPECTOR As a result of the 1974 settlement, the Parties have established craft-determined rates for Plasterer Inspectors, with the specific under- standing that such agreement is restricted to establishing rates of pay for such classifications. It is, consequently, agreed that the Employer in applying Article III - II�LOYER RIGHTS of the MAINTENANCE LABOR AGREII�NT, shall have the right to operate the Department in the same manner as heretofore, with management rights unaffected, and that the establistunent of separate rates for these classifications as well as for Inspector classifications in other Bargaining Units, may not result in disputes over assignments or over rates of pay for work performed, nor will any jurisdictional claims or restrictions be asserted by the UNION because members of various Inspector classifications are assigned to work which is also performed by other Inspector classifications. - E1 - L� f ��i�� 1979 - 1980 - 1981 MAINTENANCE LABOR AGREEMENT - between - TtiE CITY OF SAINT PAUL - and - OPERATIVE PLASTERERS AND CEMENT MASONS INTERNATIONAL ASSOCIATION LOCAL 20 I N D E X ARTICLE TITLE PAGE Preamble iii I Purpose 1 II Recognition 2 III Employer Rights 3 IV Union Rights 4 V Scope of the Agreement 5 VI Probationary Periods 6 VII Philosophy of Employment and Compensation 7 VIII Hours of Work 8 IX Overtime 9 X Call Back 10 XI Work Location 11 XII Wages 12 XIII Fringe Benefits 14 XIV Selection of Foreman and General Foreman 15 XV Retirement 16 XVI Holidays 17 RVII Disciplinary Procedurea 18 XVIII Absences From Work 19 XIX Seniority 20 XX Jurisdiction 21 XXI Separation 22 XXII Tools 23 XXIII Grievane Procedure � 24 XXIV Right of Subcontract 28 7�CV Non-Discrimination 29 XXYI Severability 30 XXVII Waiver 31 � XXVIII Mileage 32 XXIX Duration and Pledge 33 Appendix A . A1 Appendix B gl Append� C C1 Appendix D D1 Appendix E E1 - ii - P R E A M B L E This AGREEMENT is entered into between the City of Saint Paul, hereinafter referred to as the II�LOYER and the Operative Plasterers and Cement Masons International Association Local 20 hereinafter referred to as the UNION. The II�LOYER and the UNION concur that this AGREII�NT has as its ob3ective the promotion of the responsibility of the City of Saint Paul for the benefit of the general public through effective labor-management cooperation. The II�LOYER and the UNION both realize that this goal depends not only on the words in the AGREEMENT but rather primarily on attitudes between people at all levels of responsibility. Constructive attitudes of the EMPLOYER, the UPIION, and the individual employees will best serve the needs of the general public. - iii - ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose for entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby estab- lishing a system of uninterrupted operations and the highest level of employee performance that is consistent with the safety and well-being of all concerned; 1.12 Set forth rates of pay, hours of work, and other conditions of employment as have been agreed upon by the II�LOYER and the UNION; 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT without loss of manpower productivity. � 1.2 The II�LOYER and the UNION agree that this AGREEMENT serves as a supplement to legislation that creates and directs the II�LOYER. If any part of this AGREIIKENT is in conflict with such legislation, the latter shall prevail. The parties, on written notice, agree to negotiate that part in conflict so that it conforms to the statute as provided by Article 26 (SEVERABILITY) . � - 1 - ARTICLE II - RECOGNITION 2.1 The EMPLOYER recognizes the UNION as the exclusive representative for collective bargaining purposes for all personnel having an employment status of regular, probationary, provisional, temporary, and emergency employed in the classes of positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance with Case No. 73 PR-476-A dated April 13, 1973. 2.2 The classes of positions recognized as being exclusively represented by the UNION are as listed in Appendix A. - 2 - ARTICLE III - E1�LOYER RIGHTS 3.1 The ENg'LOYER retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the oxganizational structure; to select, direct and determine the number of personnel; and to perform any inherent managerial function not specifically limited by this AGREII�NT. 3.2 Any "term or condition of employment" not established by this AGREEMENT shall remain wfth the II�LOYER to eliminate, modify, or establish following written notification to the UNION. � . - 3 - ARTICLE IV - UNION RIGHTS 4. 1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to cover monthly UNION dues. Such monies deducted shall be remitted as directed by the UNION. 4.11 The EhiPLOYER shall not deduct dues from the wages of employees covered by this AGREEMEPdT for any other labor organization. 4.12 The UNION shall indemnify and save harmless the F.rII'LOYER from any and all claims or charges made against the II�LOYER as a �result of the implementation of this ARTICLE. 4.2 The UNION may designate one (1) employee from the bargaining unit to act as a Steward and shall inform the IIrIPLOYER in writing of such designation. Such employee shall have the rights and responsibilities as designated in Article 23 (GRIEVANCE PROCIDURE) . 4.3 Upon notification to a designated ENI�'LOYER supervisor, the Business Manager of the UNION, or his designated representative shall be permitted to enter the facilities of the F.MPLOYER where employees covered by this AGREEMENT are working. - 4 - ARTICLE V - SCOPE OF THE AGREII�IENT 5.1 This AGREEMENT establishes the "terms and conditions of employment" defined by M.S. 179.63, Subdivision 18 for all employees exclusively represented by the UNION. This AGREEMENT shall supercede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance, and Council Resolution. � - 5 - ARTICLE VI - PROBATIONARY PERIODS 6.1 All personnel, originally hired or rehired following separation, in a regular employment status shall serve a six (6) month's probatianary period during which time the employee's fitness and ability to perform the class of positions' duties and responsibilities shall be evaluated. 6.11 At any time during the probationary period an employee may be terminated at the discretion of the EhIl'LOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCEDURE) . 6.12 An employee terminated during the probationary period shall receive a written notice of the reasons(s) for such termination, a copy of which shall be sent to the UNION. 6.2 All personnel promoted to a higher class of positions shall serve a six (6) months� promotional probationary period during which time the employee's fitness and ability to perform the class of positions' duties and responsi- bilities shall be evaluated. 6.21 At any time during the promotional probationary period an employee may be demoted to the employee's previously held class of positions at the discretion of the EMPLOYER without appeal to the provisions of Article 23 (GRIEVANCE PROCEDURE) . 6.22 An employee demoted during the promotional probationary period shall be returned to the employee's previously held class of positions and shall receive a written notice of the reasons for demotion, a copy of which shall be sent to the UNION. - 6 - ARTICLE VII - PHILOSOPHY OF EN�LOYMENT AND COMPENSATION 7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of employment and compensation shall be a "cash" hourly wage and "industry" fringe benefit system. 7.2 The II�LOYER shall compensate employees for all hours worked at the basic hourly wage rate and hourly fringe benefit rate as found in Article 12 (WAGES) and 13 (FRINGE BENEFITS) . 7.3 No other compensation or fringe benefit shall be accumulated or earned by an employee except as specifically provided for in this AGREEMENT; except those employees who have individually optioned to be "grandfathered" as provided by 12.2. - 7 - ARTICLE VIII - HOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, excluding a thirty (30) minute unpaid lunch period, between 7:00 a.m. and 5:30 p.m. 8.2 The normal work week shall be five (5) consecutive normal work days Monday through Friday. 8.3 If, during the term of this AGREEMENT, it is necessary in the F1�LOYER'S judgment to establish second and third shifts or a work week of other than Monday through Friday, the UNION agrees to enter into negotiations immedi- ately to establish the conditions of such shifts and/or work weeks. 8.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 8.5 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. 8.6 All employees are subject to call-back by the II�fPLOYER as provided by ARTICLE 10 (CALL BACK). 8.7 Employees reporting for work at the established starting time and for whom no work is available shall receive pay for two (2) hours, at the basic hourly rate, unless notification has been given not to report for work prior to leaving home, or during the previous work day. - 8 - ARTICLE IX - OVERTIME 9. 1 All overtime compensated for by the IIKPLOYER must receive prior authori- zation from a designated EMPLOYER supervisor. No overtime work claim will be honored for payment or credit unless approved in advance. An overtime claim will not be honored, even though shown on the time card, unless the required advance approval has been obtained. 9.2 The overtime rate of one and one-half (1�) the basic hourly rate shall be paid for work performed under the following circumstances: 9.21 Time worked in excess of eight (8) haurs in any one norn�al work day and, 9.22 Time worked on a sixth (6th) day following a normal work week. 9.3 The overtime rate of two (2) times the basic hourly rate shall be paid for work performed under the following circumstances: 9.31 Time worked on a holiday as defined in Article 16 (HOLIDAYS); 9.32 Time worked on a seventh (7th) day following a normal work week; and 9.33 Time worked in excess of twelve (12) consecutive hours in a twenty-four (24) hour period, provided, -- that all "emergency" work required by "Acts of God" shall be compensated at the rate of one and one-half (1'�). 9.4 For the purposes of calculating overtime compensation overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked. 9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash. - 9 - ARTICLE X - CALL BACK 10.1 The II�LOYER retains the right to call back employees before an employee has started a normal work day or normal work week and after an employee has completed a normal work day or normal work week. 10.2 Employees called back shall receive a minimum of four (4) hours pay at the basic hourly rate. 10.3 The hours worked based on a call-back shall be compensated in accordance with Article 9 (OVERTIME), when applicable, and sub3ect to the minimum established by 10.2 above. 10.4 Employees called back four (4) hours or less priox to their normal ti:work day shall complete the normal work day and be compensated only � for the overtime hours worked in accordance with Article 9 (OVERTIME) . - 10 - ARTICLE XI - WORK LOCATION �� 11.1 Employees shall report to work location as assigned by a des�.gnated EMPLOYER supervisor. During the normal work day employees may be assigned to other work locations at the discretion of the EMPLOYER. 11.2 Employees assigned to work locations during the normal woric day, other than their original assignment, and who are required to furnish their own transportation shall be compensated for mileage. 11.3 All employees appointed after January 1, 1976, would be required to . reside in the City 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. 11.4 This residency requirement shall apply to unclassified employees as well as classified employees. 11.5 Applicants for positions in the City of Saint Paul will not be required to be residents of the City of Saint Paul. � 11.6 Employees failing to meet the residency requirement will be sub3ect to termination and a hearing process shall be established to determine whether the residency requirement was met. - 11 - ARTICLE XII - WAGES 12.1 The basic hourly wage rates as established by Appendix C shall be paid for all hours worked by an employee. 12.2 Employees who are covered by the fringe benefits listed below shall continue to be covered by such benefits. They shall be subject to all other provisions of the AGREEMENT, but shall not have hourly fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.21 Insurance benefits as established by City of Saint Paul , Resolutions including life, hospital and health insurance for early retirees who have retired since June 1, 1978. In order to be eligible for the health benefits under the early retiree provision, the employee must: 12.21.1 Be receiving benefits from a public employee , retirement act at the time of retirement. . 12.21.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 12.21.3 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 eligible for early retiree insurance benefits. 12.22 Sick Leave as established by Resolution No. 3250, Section 35, Subdivision E. 12.23 Vacation as established by Resolution No. 6446, Section 1, Subdivision F. 12.24 Nine (9) legal holidays as established by Resolution No. 6446, Section 1, Subdivision G. 12.25 Severance benefits as established by Ordinance No. 11490 with a maximum payment of $4,000. - 12 - ARTICLE XII - WAGES (conti�ued) 12.3 Regular employees not covered by the fringe benef�ts listed in Article 12.2 shall be considered, for the purpose of this AGREEMENT, partici- pating employees and shall be compensated in accordance with Article 12:1 (WAGES) and have fringe benefit• contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.4 Provisional, temporary, and emergency employees shall be considered, for the purposes .of this AGREEMENT, participating employees and shall be compensated in accordance with Article 12.1 {WAGES) and have fringe benefit contributions and/or deductions made in their behalf as provided for by Article 13 (FRINGE BENEFITS) . 12.5 All regular employees employed after February I5, 1974, shall be considered, for the purpose of this AGREEMENT, partieipa�ing employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions ma.de on their behalf as provided for by Article 13 (FRINGE BENEFITS). - 13 - ARTICLE XIII - FRINGE BENEFITS 13.I The ENIPLOYER shall make contributions on behalf of and/or make deductions from the wages of employees covered by this AGREEMENT in accordance with Appendix D for all hours worked. - 14 - ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN 14.1 The section of personnel for the class of position of Foreman shall remain solely with the II�LOYER. 14.2 The class of position of Foreman shall be filled by employees of the bargaining unit on a "temporary assignment". 14.3 All "temporary assignments" shall be made only at the direction of a designated ENIPLOYER supervisor. � 14.4 Such "temporary assignments" shall be made only in cases where the class of positions is vacant for more than one (1) normal work day. r� - 15 - ARTICLE XV - RETIREMENT 15.1 Al1 employees shall retire from employment with the II�LOYER no later than the last calendar day of the month in which an employee becomes sixty-five (65) years old. - 16 - ARTICLE XVI - HOLIDAYS 16.1 The following nine (9) days shall be designated as holidays: New Year`s Day, January 1 Presidents' Day, Third Monday in February Memorial Day, last Monday ir, May Independence Day, July 4 Labor Day, first Monday in September Columbus Day, second� Monday in October Veterans' Day, November 11 Thanksgiving Day, fourth Thursday in November Christmas Day, December 25 16.2 When New Year's Day, Independence Day, or Christmas Day falls on a Sunday, the following Monday shall be considered the designated holiday. When any of these three (3) holidays falls on a Saturday, the preceding Friday shall be considered the designated holiday. 16.3 The nine (9) holidays shall be considered non-work days. 16.4 If, in the judgment of the EMPLOYER, personnel are necessary for operating or emergency reasons, employees may be scheduled or "called back" in accordance with Article X (CALL BACK). � 16.5 Employees working on a designated holiday shall be compensated at the rate of two (2) times the basic hourly rate for all hours worked. - 17 - ARTICLE XVII - DISCIPLINARY PROCEDURES 17.1 The EMPLOYER shall have the right to impose disciplinary actions on employees for just cause. 17.2 Disciplinary actions by the EMPLOYER shall include only the following actions: • 17.21 Oral reprimand. 17.22 Written reprimand 17.23 Suspension 17.24 Demotion 17.25 Discharge 17.3 Employees who are suspended, demoted, or dischaxged shall have the right to request that such actions be reviewed by the Civil Service Co�ission or a designated Board of Reir�ew. The Civil Service Commission, or a designated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or discharge. No appeal of a suspension, demotion, or discharge shall be considezed a �'grievance" for the purpose of processing through the provisions of Article 23 (GRIEVANCE PROCEDURES). - 18 - ARTICLE XVIII - ABSENCES FROM WORK 18.1 Employees who are unable to report for their normal work day have the responsibility to notify their supervisor of such absence as soon as possible, but in no event later than the beginning of such work day. 18.2 Failure to make such notification may be grounds for discipline as provided in Article 17 (DISCIPLINARY PROCEDURES). 18.3 Failure to report for �work without notification for three (3) consecutive normal work days may be considered a "quit" by the II�LOYER on the part of the employee. - 19 - , ARTICLE XIX - SENIORITY 19.1 Seniority, for the purposes of th�.s AGREEMENT, sha11 be defined as follows: 19.I1 "Master Seniority" - the length of continuous regular and probationary service with the II�LOYER from the last date of employment in any and all class titles covered by th�s AGREEMENT. 19.1� "Class Seniority" - the length of continuous regular and probationary service with the ENIPLOYER from the . date an employee was first appointed to a class title covered by this AGREII�NT. 19.2 Seniority shll not accumulate during an unpaid leave of absence, except when such a leave is gr-anted for a period of less than thirty (30) calendar days; is granted because of illness or injury; is granted to allow an employee to accept an appointment to the unclassified service of the II�LOYER or ta an elected or appointed full-time position with the UNION. 19.3 Seniority shall terminate when an employee retires, resigns, or is discharged. 19.4 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force employees will be laid off by class title within each department based on inverse length of "Class Seniority". Employees laid off shall have the right to reinstatement in any lower-paid class title, provided, employee has greater "Master Seniority" than the employee being replaced. 19.5 The selection of vacation periods shall be made by class title based on length of "Class Seniority", subject to the approval of the EMPLOYER. - 20 - ARTICLE XX - JURISDICTION 20.1 Disputes concerning work jurisdiction between and among unions is recognized as an appropriate subject for determination by the various unions representing employees of the II�LOYER. 2U.2 The II�LOYER agrees to be guided in the assignment of work jurisdiction by any mutual agreements between the unions involved. 20.3 In the event of a dispute concerning the performance or assignment of work, the unions involved and the EMPLOYER sha1Z meet as soon as mutually possible to resolve the dispute. Nothing in the foregoing shall restrict the right of the II�LOYER to accomplish the work as originally assfgned pending resolution of the dispute or to restrict the II�LOYER'S basic right to assign work. 20.4 any employee re�using to perform work assigned by the IIKPLOYER and as clarified by Sections 20.2 and 20.3 above shall be subject to disciplinary action as provided in Article 17 (DISCIPLINARY PROCEDURES) . 20.5 There shall be no work stoppage, slow down, or any disruption of work resulting from a work assignment. - 21 - ARTICLE XXI - SEPARATION 21.1 Employees having a probationary or regular employment status shall be considered separated from employment based on the following actions: 21.11 Resignation. Employees resigning from employment shall give written notice fourteen (14) calendar days prior to the effective date of the resignation. 21.12 Retirement. As provided in Article 15. 21.13 Discharge. As provided in Article 17. 21.14 Failure to Report for Duty. As provided in Article 18. 21.2 E�p�oyees having an emergency, temporary, or provisional employment status may be terminated at the discretion of the EhIPLOYER before the completion of a normal work day. - 22 - ARTICLE XXII - TOOLS 22.1 All employees shall personally provide themselves with the tools of the trade as listed in Appendix B. - 23 - F. ..... � .. . . . . . . . .. ' . . ARTICLE XXIII - GRIEVANCE PROCEDURE 23.2 The F�IPLOYER shall recognize Stewards selected in accordance with UNION rules and regulations as the grievance representative of the bargaining unit. The UNION shall notify the II�LOYER in writing of the names of the Stewards and of their successors when so named. 23.2 It is recognized and accepted by the II�LOYER and the UNION that the processing of grievances as hereinafter provided is limited by the 3ob duties and responsibilities of the employees and shall therefore be acconplished during working hours only when consistent with such employee duties and responsibilities. The Steward i.nvolved and a grieving employee shall suffer no loss in pay when a grievance is processed during working 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 II�LOYER. 23.3 The procedure established by this ARTICLE shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by 17.3, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREIIKII�TT. 23.4 Grievances shall be resolved in conformance with the following procedure: Step ,l. 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 bq the informal discussion it may be reduced - 24 - __ _ _ ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) to writing and referred to Step 2 by the UNION. The written grievance shall 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 EN�LOYER 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 follow�ng receipt of the II�LOYER'S written answer. Any grievance nofi 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 Eh1i'LOYER supervisor shall meet with the UNION Business Manager or - 25 - � . �� ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) his designated representative and attempt to resolve the grievance. Within seven (7) calendar days following this meeting the IIKPLOYER shall reply in writing to the UNION stating the II�LOYER'S answer concerning the grievance. If, 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 II�LOYER'S answer shall be considered waived. Step 4. If the grievance remains unresolved, the UNION may within seven (7) calendar aays after the response of the EMPLOYER in Step 3, by written notice_ to the F:MPLOYSR, re- quest•arbitration of the grievance. The arbitration pra- ceedings shall be conducted by an arbitrator to be selected by mutual agreement of the EhiPLOYER and the UNION within seven (7) calendar days after notice has been given. If � the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to submit a panel of five (5) arbit�ators. Both the EMF'LOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) name; the EMPLOYER shall then strike one (1) name. The •process will be repeated and the remaining person shall be the arbitrator. - 26 - ARTICLE XXIII - GRIEVANCE PROCEDURE (continued) 23.5 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 specific 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 power to make decisions contrary to or inconsistent with or modifying or varying in any the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's 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 on the EI�Il'LOYER, the UNION and the employees. 23.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the ENIPLOYER and the UNION, provided that each party shall be responsible for comgensating its own representative and witnesses. If either party cancels an arbitration hearing or asks for a last-minute postponement that leads to the arbitrators making a change, the canceling party or the party asking for the postponement shall pay this charge. 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. 23.7 The time limits in each step of this procedure may be extended by mutual agreement of the II�LOYER and the UNION. - 27 - ARTICLE XXIV - RIGHT OF SUBCONTRACT 24.1 The II�LOYER may, at any time during the duration of this AGREEMENT, contract out work done by the employees covered by this AGREEMENT. In the event that such contracting would result in a reduction of the work force covered by this AGREEMENT, the II�LOYER shall give the UNION a ninety (90) calendar day notice of the intention to subcontract. 24.2 The subcontracting of work done by the employees covered by this AGREII�IENT shall in all cases be made only to employers who qualify in accordance with Ordinance No. 14013. ARTICLE XXV - NON-DISCRIMINATION 25.1 The terms and conditions of this AGREEMENT will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, or because of inembership or non-+membership in the UNION. 25.2 Employees will perform their duties and responsibilities in a non-discriminatroy manner as such duties and responsibilities involve other employees and the general public. - 29 - ARTICLE XXVI - SEVERABILITY 26.1 In the event that any provision(s) of this AGREEMENT is declared to be contrary to law by proper legislative, administrative, or judicial authority from whose finding, determination, or decree no appeal is taken, such provision(s) shall be voided. All other provisions shall continue in full force and effect. 26.2 The parties agree to, upon wirtten notice, enter into negotiations to place the voided provisions of the AGREII�IENT in compliance with the legislative, administrative, or judicial determination. - 30 - ; ARTICLE XXVII - WAIVER 27.1 The EMPLOYER and the UNION acknowledge that during the meeting and negotiating which resulted in this AGREIIKENT, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment. The agreements and under- standings reached by the parties after the exercise of this right are fully and completely set forth in this AGREEMENT. 27.2 Therefore, the F.MPLOYIIt and the UNION for the duration of this AGREEMENT agree that the other party shall not be obligated to meet and negotiate over any term or conditions of employment whether specifically covered or not specifically covered by this AGREEMENT. The UNION and II�LOYER may, however, mutually agree to modify any provision of this AGREEMENT. 27.3 Any and all prior ordinances, agreements, resnlutions, practices, policies, and rules or regulations regarding the terms and conditions of employment, to the extent they are inconsistent with this AGREII�NT, are hereby superceded. - 31 - ARTICLE XXVIII - MILEAGE 28.1 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 performa.nce of their duties, the following provisions are adopted. 28.2 Method of Computation: To be eligible for 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. - - T�pe 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. 28.3 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 €ile 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 liabilitiy 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. - 32 - ARTICLE XXIX - DUR.ATION AND PLEDGE 29.1 This AGREEMENT shall become effective as of the date of signing, except as specifically provided otherwise in Articles 12 and 13, and shall remain in effect through the 31st day of May, 1982, and continue in effect from year to year thereafter unless notice to change or to terminate is given i.n the manner provided in 29.2. 29.2 If either party desires to terminate or modify this AGREEMENT, effective as of the date of expiration, the party wishing to modify or terminate the AGREEMENT shall giye written notice to the other party, not more than ninety (90) or less than sixty (60) calendar days prior to the expiration date, provided, that the AGREIIKENT may only be so terminated � or modified effective as of the expiration date. 29.3 In consideration of the terms and conditions of employment established by .this AGREII+'IENT and the recognition that the GRIEVANCE PROCEDURE herein established is the means by which grievances concerning its application or interpretation may be peacefully resolved, the parties hereby pledge that during the term of the AGREII�iENT: 29,31 The UNION and the employees will not engage in, instigate, or condone any concerted action in which employees fail to report for duty, willfully absent themselves from work, stop work, slow down their work, or absent themselves in wliole or part from the full, faithful performa.nce of their duties of employment. 29.32 Tlie II�LOYER will not engage in, instigate, or condone any lock-out of employees. __ - 33 - ARTICLE XXIX - DURATION AND PLEDGE (continued) 29.33 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 UNION. ' AGREID to this 25th day of July , 1979, and attested to as the full and complete understanding of the parties for the period of time herein specified by the signature of the following representative for the Ei�LOYER and the UNION. WITNESSES OPERATNE PLASTERERS AND CEMENT MASONS CITY OF SAINT PAUL INTERNATIONAL ASSOCIATION LOCAL 20 �� / �� abor Relat rector Business Repre ative Civil Service Co�ission - 34 - APPENDIX A . The classes of positions recognized by the II�LOYER as being exclusively represented by the UNION are as follows: Plasterer Plasterer Inspector and other. classes of positions that may be established by the II�LOYER where the duties and responsibilities assigned comes with the �urisdiction of the UNION. - A1 - APPENDIX C The basic hourly wage rate for provisional, regular and probationary employees appointed to the following classes of positions and not receiving the Fringe Benefits listed in Article 12.2 shall be: Effective Effective Effective June 1,1979 May 1, 1980 May 1, 1981 Plasterer . . . . . . . . . . . . $10.67 $11.49 *** Plasterer Inspector . . . . . . . $11.15 $11.97 *** The basic hourly wage rate for temporary and emergency employees appointeci to the following classes of positions shall be: Effective Effective Effective June 1,1979 May 1, 1980 May 1, 1981 Plasterer . . . . . . . . . . . . $ll.10 $11.95 *** Plasterer Inspector . . . . . . . $1I.60 $12.45 *** The basic hourly wage rate for regular employees appointed to the following classes of positions who are receiving the Fringe Benefits listed in Article 12.2 shall be: Effective Effective Effective June 1,1979 May 1, 1980 May 1, 1981 Plasterer . . . . . . . . . . . . $10.80 * ��r Plasterer Inspector . . . . . . . $12.08 * �* *The May 1, 1980 hourly wage rates in this contract will be the rates as shown below less the cost of sick leave usage for 1979 and less the cost of health and life insurance and vacation for 1980 incurred by the employer for employees in this hargaining unit. Plasterer $14.06 Plasterer Inspector Average of the 1980 total package rates used by the City for Carpenter Foreman, Electrician Foreman, Sheet Metal Worker Foreman, Plumber Foreman and Plasterer Foreman. _ rt _ APPENDIX C (continued) **The May 1, 1981 hourly wage rates in this contract will be the rates as shown below less the cost of sick leave usage for 1980 and less the cost of health and life insurance and vacation for 1981 incurred by the employer for employees in this bargaining unit. Plasterer The 1980 Plasterer's toCal package plus the average 1981 increase received by the Iron Workers, Tapers and Carpenters. Plasterer Inspector Average of the 1981 total package rates used by the City for Carpenter Foreman, Electrician Foreman, Sheet Metal Worker Foreman, Plumber Foreman and Plasterer Foreman. ***The 1981 base rate for temporary and emergency Plasterer and Plasterer Inspector shall be the rate for Plasterer and Plasterer Foreman (six men) . respectively as set forth by the current Agreement between the Master Plasterer's Association and Plasterer's Local No. 20. The base rates for provisional, regular and probationary Plasterer and Plasterer Inspector shall be the same as the respective Temporary and F�nergency rate less four percent (4%). - C2 - APPENDIX D Effective June 1, 1979, the IIKPLOYER shall: (1) contribute $ .90 per hour from which payroll deductions have been made for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREEMENT for a UNION designated Vacation Fund. (2) contribute $ .70 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREE- 'MENT to a Welfare Fund. (3) contribute $ .50 per hour for all hours worked by particigating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREE- MENT to the Pension Fund. (4� contribute $ .O1 per hour for all hours worked by participating employees as defined in Articles 12.3, 12.4 and 12.5 of this AGREE- MENT to the Journeyman and Apprenticeship Training Fund. All contributions and deductions made in accordance with this Appendix shall be £orwarded to depasitories as directed by the UNION. The II�LOYER shall establish Worl�an's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. The II�LOYER'S fringe benefit obligation to participating employees as defined in Articlea 12.3, .12.4 and 12.5 is limited to the contributions and/or deductions established by this AGREEMENT. The actual level of benefits provided the EME�LOYEES slzall lae the responsibiZity of the Trustees of the various funds to which the EMPLOYER has forwarded contributions and/or deductions. Tfie above contributions may be changed as agreed to by both parties, however the total package (base rate plus fringe benefit contributions) cannot exceed the total package rate listed in Appendix "C". - D1 - r' • ` �I V�� APPENDIX E WORKING CONDITIONS FOR PLASTERER INSPECTOR As a result of the 1974 settlement, the Parties have established craft-determined rates for Pl.asterer Inspectors, with the specific under- standing that such agreement is restricted to establishing rates of pay for such classifications. It is, consequently, agreed that the Employer in applying Article III - II�LOYER RIGHTS of the MAINTENANCE LABOR AGREII�NT, shall have the right to operate the Department in the same manner as heretofore, with management rights unaffected, and that the establishment of separate rates for these classifications as well as for Inspector classifications in other Bargaining Units, may not result in disputes over assignments or over rates of pay for work performed, nor will any jurisdictional claims or restrictions be asserted by the UNION because members of various Inspector classifications are assigned to work which is also performed by other Inspector classifications. - E1 - - � � � .. . . . ' . . . � . , . . . . '.;.{ 4, . . . . .. . . . ' . . . .. �� f..: .. � � � 1. . .. . . . . ��ii ii�:.Vir�..�,a �#: - ..sc�;:' .S .. . , . - . � .... . , . , . . �. . . . .�� . � ,-, . � . � � - .., . ,� . � . � .. . .� � . � � �� . . � . .�. .. . -. . t �. , , . ' .. � � . ' � . . ' . - . . . . �� . , �� •� . - . . � � � �-. . � . . , • . . . , �. T .�-� N+�tei � . .. . . . . � . . � . . � �R► ��.�',Y��.�.`'� �-D �� `� $�.a s�'ul.q 2fi,. �9?9 , , �`�`: , .a�� 2 �� ,��.� ° TOs MAYOR G�ARGE T�fl'TIMER . ` ` n,{ � �+R: Parst�am3 �ff ice . ` . .°,; .. . . . . . - . . . . . . . . � � . . . j�•� � � � . . . .. . .. . . . .. . , .. . . . . .. . �'.;j� �: ! %i��:`i1t�b11 �QY 8ti�lE�d8�,0i'4 td �i�t� Ci�C�.� _ �. " '�;. > � �,c�r�ox. a�au�� , ,...�.� W�a xec�ead you� -a��aval aud su�mi.ssic� of thie Beso�.uti.on tcr �tu G�t�r ��i � > ; ..� . �� .... . . . . ..� .. . . . . . . .�: . :� . _:r . . , . . _ . _ . . . . .. . .- . - . . . .. . . '� PU�.'O��.AN1} :�kTI4Nl�&�� P?(l�t. T��S ACTTQNz ,� > .`-r� -- .. � , .r..swi rF i r+ ..�.�..r.i� , . --?'�" ..� .. . .. ' , .. �':� � . .:. . ��`,.�'. - - �; 1-,_:� . . . . . ' ` ' s �'� '4 �htii�a Aeaol�t��n'a�proves the �979 Mai�n,tcaanee°Labor Agreement b�v►�en tb.e C��t �•y�; a.Md �e Elev��r�r Coastruct��r s, Lo ca1 No. 9. , . .-, ,. � � . ; . - � �� k T�tiz�:Agre�e�nt psovides for a total packatge i.r�.creas_e c�f:$.95 per�how.�.. r�e �b�� decrea.se it� sic�C.�a.v� ia.sage, the co.st of fria�es�wsre reduced $.(18'ari►i kicatt^�. ��e�e�.« , for t�e wage ��.c're�.�e 3s $1. O�:pgr ho�r. � �' � � .. � . . -. Y � � � _` � .. . , - . � . � . '. � .. � . .. � .. . t k�� r��`—��.i . . . . , . : � . . . � � . . . . . " . . . _ . . _. �".� � . . . . - . � � . . . . . ' . , . . . �� }` •�, 4. � � ' . , .� . . . .. .^ �. . . . . . . �-�......r .sz:l�;7Y ! . � . . . . . .. � � 7i R.. . . .. � . . . � . . . . .. . �� .. . . . ., � � . . . . � � � �Y�:.. . . . . . . . . � . . . .... . � . - . � F."Y � . . . . �. . . . . . , � . . . . ' '��.: . . . . . . .. ' . - . . � . . - . i�.:�. ,. � � � � .. . . ' . . . . ' . . � .. :. . . . _'�.. ,.+� � � . . . . . � . . . . �. . . . �.S . . .. .. . , . . - � . � . . . . � � . � � . . .. . ' - � ��4� . . . . . . .. . , ,7Y .. .. . � . . .. .. . _ - . , _ � . . . . . , �� 4 AT�,'t�kG�NTS: �`� � .:i Re saiutioa, copy for City Clerk and Mainten.aace Labor Agreeme4� � " , - � _ : , � ri� � ,� �