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274251 wHiTe — ciTV CLERK COUIICII � c ^ PINK — FINANCE G I TY OF SA I NT PAU L �����'�, CANARV - DEPARTMENT File NO• BLUE - MA'VOR Co�ncil Resolution Presented By Referred To Committee: Date Out of Committee By Date An administrative Resolution approving the terms and conditions of a 1980-1981 Collective Bargaining Agreement between the City of St. Paul and the St. Paul Professional Employees Association, repre- senting the professional employees of the City of St. Paul. 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 Professional Employees Association, as exclusive representative for those classes of positions within the City of St. Paul certified by the Bureau of Mediation Services under Case No. 74-PR..209-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 Agreement between the City and the exclusive representatives hereinabove referenced; and WHEREAS, the City, through de signated repre sentative s, and the exclusive representatives have met in good faith and have negotiated the terms and conditions of employment for the calendar years of 1980 and 1981 for such personnel as are set forth in the Agreement between the City of St. Pa�.and the exclusive representatives; and WHEREAS, a 1980-1981 Agreement has been reached which includes an insuranc,e adjustment and wage adjustment; now, therefore, be it -1- COUIVCILI4EN Requested by Department of: Yeas Nays Butler In 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 Approved by Mavor: Date _ Approved by Mayor for Submission to Council BY - - — BY M/HITE - CITV CLERK COUf1C1I PINK - FINANCE GITY OF SAINT PAITL ������ CANARV - DEPARTMENT BLUE� - M1lVOR File NO. Co�ncil Resolution Presented By Referred To Committee: Date Out of Committee By Date -2- RESOLVED, that the Collective Bargaining Agreement, cited above, dated as of the effective date of this Resolution, between the City of St. Paul and the St. Paul Professional Employees Association on file in the office of the City Clerk, is hereby approved, and the authorized administrative officials of the City are hereby authorized and directed to execute said Agreement on behalf of the City. Approved: � airman �-" Civil Service mmi ion COUIVC[LMEN Requested by Department of: Yeas ,�!IcMAHON Nays � �� PERSO OFF E �a, In Favor Hunt � Levine __ Agairtst BY — Maddox Showalter �a �A� � 19 Form Ap roved Ci t ey Adopted b ounci . Date �, Cert ed Yas• by ncil SecrBtary BY < t� r d by A�layor. _ �A� �' � A r ed by Mayor for Su issi ` to C ncil By B PULLg���EG !A�`S 1 9 i?�'� , < - ,.\i °9 , Dp no# detach this memarandum from the r�so{ution so that this inforr�ation witl be � available to the City Council; . �4�1�� itY,i� ` EXPLANATION OF A�IIl�IISTRA�TIYE ORD�RS SOLUT�Oi�S . Q CSS � �` .., . ,;: ]Jates I?ea+�ml�r 14, 1g79 � ' ' �: #�� � B�CEe _V� p� ��i� ' TO: LIAYOR GEt�R�E I.�TIMEft . . • ` DEC � 9�� `; . .. . . .. � . ,� � �� � '_ r' i.. 4,: FR: Pers�naei 0£fice _ , ; � . � .. ' � � r ... �. . .:V RE: Reaolutian for suba�i�tsion to City Coun�il . - �a . . � � � . . . � - . . � ,M�, �: l�ION REQU�STED � . ` � �-�--�-=-�i , ;,� i�e r��om�ead yo�ar appro�val._ aad submission of �h�a B.eeolutioa, ta',the City Cou�tcll. � � 4: ` . � .. . . . � . , " . •�. �� . . . . .. . . . ,} .._.�- . '� �. . - . . . �. � . , .. . . .. ..-.: ,� �. .- � . . . . . . � ' ' .- " t.� PURPQ�$ i�13`.R�1TT41�IAL� FOR THIS ACTION: , �: � . �..»_.,.,.� � � This �es�alutio�:approves a tara year coat�ra�t bet��ea th�e C��y o£ St. Ps�l .: ` a�:d the P�ofe e�ioa�.1 Employee a As sQCiata�n (�.E.A,►�. � . . . � �� . . . .. . . �. . � . � � - ,n � Thita� cos�.tract c�lls f�r a 7%a salary i�Grease in' 1980 and a 7.5% salary . i���rea��� in� 1981. ' . . . .. . . . . . . .. �ti �. T�.�e e�rr�loyer will pay aii employees� he,�eith s�;d li�e itYSttraac;e ca��ts a�1 ail dege�demts� health inauranc� costs fo� 1q8.t1. 3`i�e otr�ployea �pay, ;. � � a�ey i:ac�eaae ia uisurance cost� for�1981, . ;�, �: The,sriileage article will b+� deleted�; and the vacation �xf���e w�111�e�co�ree�eret to. c�;e�rly limft the num�rer of days of si�k leave which �;}� � ct�t►erte� �o : :;,� , va.cation. � Excep�tiQa�s rega;�'+ding forme� Hausiag and Redev�lapm�r�t Aut�o��ty +�p�o�eea. peatai.ai�g to va�ation carrp•over aad geaeio�e are al�o ir�cluda�, : . ,. �;T . . . � . � . . � . � . ' . � . . . � . . . . ' -� . � . � �. � . . . ' . . . . 'ri� � . . .. .. . . .. . ... �.h , ��,w,,�,C�tTS: . I�esolutiom, copy for City Clerk and c�gy; of Agreement„ _f ,� , , � , ; . �. , : ! ' R � A . l�.i.�..� �yT` �?v„�� 6� r . . . Y�' � ��.�� .. .. �{ %�a�tii,`,Y 1980 - 1981 COLLECTIVE BARGAINING AGREEMENT BETi+TEEN THE CITY OF SAINT PAUL AND THE CITY OF SAINT PAUL PROFESSIONAL EMPLOYEES ASSOCIATION I � , ' INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Severance Pay 3 III Management Rights 4 IV Maintenance of Standards 5 V Check Off and Service Fee 6 VI Hours of Work, and Overtime 7 VII Seniority 8 VIII Working Out of Classification 9 IX Discipline 10 X Legal Services 11 XI Grievance Procedures 12 XII Wages 16 XIIT Saving Clause 17 XIV Insurance 18 XV Vacation 20 XVI Holidays 21 XVII Duration and Effective Date 22 Appendix A A1 � I - ii - . � . ' PREAMBLE This AGREEMENT entered into between the City of Saint Paul, hereinafter referred to as either the "FrIPLOYER" or the "CITY", and the City of Saint Paul Professional Employees Association, hereinafter referred to as the "ASSOGIATION", for the purpose of fostering and promoting harmonious relations between the CITY and the ASSOCIATION in orcler that a high level of public service can be provided to the citizens of the CITY. . This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the CITY and the ASSOCIATION of their respective rights and responsibilities. • The provisions of this AGREEMENT shall not aborgate the rights and/or duties of the F�I+�LOYER, the ASSOCIATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of I971, as amended. - iii - r "� , ARTICLE I - RECOGNITION 1.1 The CITY recognizes the ASSOCIATION as the exclusive representative for the Classified Professional Employees Group, as certified by the State of Minnesota Bureau of Mediation Services, dated December Z1, 1973, Case No. 74-PR-209-A. This unit above consists of the following: Accountant I Civil Engineer I Accountant I-Renewal Civil Engineer I-Renewal Accountant II Civil Engineer I-Water Dept. Accountant III Civil Engineer II Ad3udication Specialist Civil Engineer II-Renewal Admin. Asst.--City Planning Civil Engineer II--Water Dept. Admin. Asst.--Community Services Civil Engineer III� Arborist I Civil Engineer III--Water Dept. Arborist II Cammunity Dev_. Grant Asst. I Arborist III Community Dev. Grant Asst. II Arborist ZV Community Dev. Grant Asst. III Architect I Community Dev. Grant Asst. IV Architect I-Renewal Community Health Services Coordinator Architect II Community Relations Specialist-- . Architect II-Renewal Human Rights Department Architect III Complaint Office Analyst Architect III-Renewal Conservatory Education Officer Architectural Designer Conservatory Supervisor � Assistant Chief Surveyor Criminal Justice Planner I Asst. Grants-In-Aid Coordinator Criminal Justice Planner II Bacteriologist-Chemist I Criminalist I Bacteriologist-Chemist II Criminalist II Business Manager-TVI Data Base Coordinator Chemist I Dietician Chemist II Economic Development Specialist I Chief Public Bldgs. Technician Economic Development Specialist II Citizen Participation Coordinator Economic Development Specialist III City Planner I Economic Development Specialist IV City Planner I-Renewal Electrical Engineer I City Planner II Electrical Engineer II City Planner II-Renewal Electrical Engineer III City Planner III IDP Specialist--Library City Planner III-Renewal IDP Systems and Programming Supv. City Planner IV EEO Manager-CETA City Planning Research Analyst II Graphic Artist I - 1 - r . .' ARTICLE I - RECOGNITION (continued) Graphic Artist I-Renewal Procurement Coordinator � . Graphic Artist II Program Coordinator Graphic Artist III Program Coordinator-Police Health Educator I Pro�ect Assistant I Health Educator II Project Assistant I-Renewal Health Educator III Project Assistant II Health Statistician I Pro,�ect Assistant III Health Statistician II Project Director--Recreation Health Statistician III Project Manager I Housing Code Specialist Project Manager II Human Resources Develop. Specialist Project Manager III Human Resources Planner II Project Manager IV Human Rights Analyst--Researcher Project Social Worker I Information Specialist Pro�ect Social Worker II Landscape Architect I Public Health Nurse I Landscape Architect I-Renewal �'ublic Health Nurse TI Landscape Architect II Public Health Nutritionist Landscape Architect II-Renewal � Public Information Specialist Z Landscape Architect III Public Information Specialist II Legislative and Research Assistant Recreation Coordinator-Special Programs to the Council Librarian I Recreation Director I Librarian II Recreation Director II Librarian III Relocation Coardinator I Library Specialist I Research Analyst I Library Specialist II Research Analyst II Maintenance Coordinator Research Analyst III Manpower Coordinator I Research Analyst IV Manpower Coordinator II Research Coordinator I Manpower Coordinator III Research Coordinator I-Renewal Manpower Planner I Research Goordinator II Manpower Planner II Sanitarian I Ma.npower Planner III Sanitarian II Mechanical Engineer I Sanitarian III Mechanical Engineer II Structural Engineer I Mechanical Engineer III Structural Engineer II Medical Fxaminer (Aurist) Structural Engineer III Medical Examiner (General) Substitute Library Specialist Medical Examiner (Oculist) Supervisor of Relocation Medical Examiner (Orthopedist) Systems Analyst I Medical Examiner (Pediatrist) Systems Analyst II Medical Examiner (Psychiatrist) Systems Analyst III Medical Examiner (Roentgenologist) Systems Analyst IV Multi-Service Center Coordinator Traffic Engineer I Nutritionist I Traffic Engineer II Nutritionist II Traffic Engineer III Nutritionist III Urban Corps Coordinator Occupational Safety & Health Analyst Vendor Assistance Analyst Office Services Supervisar Water Chemist I Pharmacist Water Chemist II Planning Supervisor Zoning Specialist - 2 - ARTICLE II - SEVERANCE PAY 2.1 Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes sub�ect to the provision that the maximum amount allowed shall be $4,000. - 3 - ARTICLE III - MANAGEMENT RIGHTS 3.1 The ASSOCIATION recognizes the right of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable lacas and regulations of appropriate authorities. The rights and authority which the II�PLOYER has not officially abridged, delegated, or modified by this AGREEMENT are retained by the E�iPLOYER. 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the II�LOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. - 4 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of enployment relating to wages, hours or work, vacations, and all other general working conditions except as modified by this agreement shall be main- tained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul, (Resolution No. 3250) and Resolution No. 6446 at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREF�NIENT. - 5 - . � � ARTICLE V - CHECK OFF AND SERVICE FEE 5.1 The II�LOYER agrees to deduct the ASSOCIATION membership initiation f ee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a represent- ative of the ASSOCIATION and the aggregate deductions of alI employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the ASSOCIATION. Upon notification by the ASSOCIATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is alsa understood that in the event the CITY shall make an improper fair share deduction from the earnings of an employee, the ASSOCIATION shall be obligated to make the CITY whole to the extent that the CITY shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so lon� as specifically provided by Minnesota law, and as otherwise legaL 5.3 The ASSOCIATION agrees to idemnify and hold the EMPLOYER harmless against any and all claims, suits, order or 3udgments 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. 5.4 The ASSOCIATION agrees that a service fee of twenty-five cents ($0.25) per member, per month shall be deducted by the City of St. Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the ASSOCIATION. - 6 - , ! - - ARTICLE VI - HOURS OF WORK AND OVERTIME ¢� .: ,i� :; �`� 6.1 The normal hours of work for the employees shall be a minimum of seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7) day period. For employees on a shift basis this shall be con- strued to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. 6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any 24 hour period or more than thirty-eight and three-fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 6.4 below. 6.3 It is understood by the parties that Section 28H - OVERTIbiE COMPENSATION of Resolutioa No. 3250 shall not apply to this unit. 6.4 In unusual circtunstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty- four (24) hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on a straight time basis for the extra hours worked. . - 7 - ARTICLE VII - SENIORITY 7.1 Seniority, for the purpose of this AGREEMEPdT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be deter- mined by the employee's rank on the elip,ible list from which certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is dischargede 7.3 In the event it is determined by the EhiPLOYER 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 seniority as defined above. 7.4 In eases where there are promotional series, such as Engineer I, TI, III, etce , when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being Iaid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after one year of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously he1d. 7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is however, understood that vacation assignnent shall be subject to the ability of the employer to maintain operations. - 8 - ARTICLE VIII - WORKING OUT OF CLASSIFICATION 8.1 II�PLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved aut-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 9 - ' � ARTICLE IX - DISCIPLINE 9.1 Discharges will be preceded by a five (S) day preliminary suspension without pay. During said period the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the II�LOYER representative who initiated the suspension with intent to discharge. During the five (5) day period, the IIKPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. - 1Q - . , i ARTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, IIKPLOYER shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee�s duties. - 11 - . � . �"'r.,,l F � , . . H� a� .'4r��y .� . �W �:��.-� h . ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the interpret- ation or application of the specific terms and conditions of this AGREEMENT. 11.2 The EMPLOYER will recognize representatives designated by the ASSOCIATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ASSOCIATION shall notify the EMPLOYER in writing of the names of such Association Representa- tives and of their successors when designated. The EMPLOYER shaZl notify the ASSOCIATION in writing as to its designated representatives. 11.3 It is recognized and accepted by the ASSOCIATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during norma2 working hours when consistent with such employee duties and responsibilities. The aggrieved employee and as Association Representative shall be allowed a reasonable amount of time without Ioss of pay when a grievance is investigated and presented to the EMPLOYEP. during normal working hours provided that the employee and Association Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the II�IPLOXER. It is understood that the EMPLOYER shaZl not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Section 11.1, shall be resolved in conformance with the following procedure: - 12 - � ARTICLE XI - GRIEVANCE PROCEDURE (continued) Step 1. An employee claiming a violation concerning the interpretation or application of this AGREEMENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance to the employee's supervisor as designated by the EMPLOXER. The Employer- designated representative will discuss and give an answer to such Step Z 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 the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ASSOCIATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 . by the ASSOCIATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the Association Employer's Step 2 answer in writing 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 ASSOCIATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the Association and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the ASSOCIATION Employer�s answer in writing within ten (10) calendar days after receipt of ssch Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the E�ployer-designated representative's - 13 - ARTICLE XI - GRIEVANCE PROCEDURE (continued) final answer in Step 3. Any grievance not appealed in writing tQ Step 4 by the ASSOCIATION within ten (10) calendax days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ASSOCIATION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971, as amended. If a mutually acceptable arbitrator carniot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. Step 5. The arbitrator shall have no right to amend, modify, nullify, ignore the terms and conditions of this AGREEMENT. �he arbitrator shall consider and decide only the specific issue(s) subr.►itted in writing by the II�iPLOYER and the ASSOCIATION, 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 way the application of 1aws, rules, or regulations having the force and effect of law. The arbitrator�s decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Service within thirty (30) days following the close of the hearing ' or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the I EMPLOYER and the ASSOCIATION and shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEME2IT and to the facts of the grievance presented. - 14 - I ARTICLE XI - GRIEVANCE PROCEDURE (continued) 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the II�LOYER and the ASSOCIATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. 11.6 If a �rievance 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 F�PLOYER'S last answer. If the ENIPLOYER does not answer a grievance or an appeal thereof caithin the specified time limits, the ASSOCIATION may elect to treat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ASSOCIATION in each step. 11.7 It is understood by the ASSOCIATION and the EMFLOYER that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provision of the Civil Service Rules it shall not again be sub�itted for arbitration under this grievance procedure. - 15 - ARTICLE XII - WAGES 12.1 Effective December 29, 1979, all salary rates applicable to titles in this bargaining unit shall be increased Seven percent (7.0%) . 12.2 Effective January 3, 1981, all salary rates applicable to titles in this bargaining unit shall be increased seven and one-half percent (7.5�) . 12.3 The wage schedule is attached for purposes of reference only and is not a part of this contract. 12.4 Notwithstanding 12.1 and 12.2, salary rates shall be reduced in the amounts necessary to equalize payment to individual emplayees and City employees who receive different pension benefits. - 16 - � . ARTICLE XIII - SAVING CLAUSE 13.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent �urisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions sha11 continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this AGREIIvIENT shall continue in fu11 force and eff ect. - 17 - � ARTICLF. XIV - INSURANCE � 14.1 The II�LOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREII�IENT. 14.2 The II�LOYER will for the period of this AGREEME2dT provide for employees who retire after the time of execution of this AGREE�IEPIT and until such employees reach sixty-five (65) years of age such health insurance benefits and life insurance benefits as are provided.by the IIKPLOYER for such emgloyees. 14.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 14.31 Be receiving benefits from a public employee retiree act at the time of retirement. 14.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 14.4 For each eligible employee covered by this AGREEMENT who selects Blue Cross-Blue Shield insurance coverage, the City agrees to contribute the cost of such coverage or $36.85 per month, whichever is less. In addition, for each employee who selects Blue Cross-Blue Shield dependent's coverage, the City will contribute the cost of such dependent's coverage or $42.43 per month, whichever is less. 14.5 For each eligible employee covered by this AGREEMENT who selects Group Health insurance coverage, the City agrees to contribute the cost of such coverage or $36.85 per month, whichever is less. In addition, for each employee who selects Group Health dependent's coverage, the City will contribute the cost of such dependent's coverage or $35.93 per month, whichever is less. - 18 - ARTICLE XIV - INSURANCE (Continued) 14.6 For each eligible employee covered by this AGREIIKENT who selects Coordinated Care health insurance coverage, the City agrees to contribute the cost of such coverage or $36.85 per month, whichever is less. In addition, for each employee who selects Coordinated Care dependentfs coverage, the City will contribute the cost of such dependent's coverage or $35.29 per month, whichever is less. 14.7 The City agrees to contribue the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $3.d5 per month, whichever amount is less. 14.8 In addition to the $5,000 Life Insurance Coverage in 14.7, the CITY agrees to contribute the cost of additional Life Insurance Coverage or $.51 per thousand dollars of coverage per month, whichever aznount is less. The total amount of Life Insurance Coverage provided under this section and Section 14.7 for each employee shall be equal to the emp2oyee's annual salary rounded down to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. 14.9 Effective January 1, 1980, the figures in ArticZe 14.4, 24.5, 14.6, 14.7 and 14.8 above will be increased in dollars to reflect the total cost of the 1980 premium rates for the respective coverages. 14.10 The contributions indicated in 14.4, 14.5, 14.6, 14.7. and 14.8 shall be paid to the City's group health and welfare plan. Any increases in the cost of benefits received after December 31, 1980 shall be paid by the employee. - 19 - ARTICLE XV - VACATION 15.1 In each calendar year, each full-time employee sha11 be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days Af ter 15 years and thereafter 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 15.2 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 15.3 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, Subdivision H. 15.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. 15.5 Employees formerly with the HRA may be granted an exception to the 10-day carryover clause, for 1980 only. That is, employees can carry over a maximum of 21 days from 1979 to 1980, and 10 days from 1980 to 1981. - 20 - . � , �'rr�-:. . . .�" a:�"`y�, ,... �s. i�i°'p ���. � '� ' • ARTICLE XVI - HOLIDAYS � _ . � 16.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years Day Columbus Day Presidents� Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day Two floating holiday Eligible employees sha11 receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. . 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six workfng days of the nine working days preceding the holiday; or an emgloyee'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. - 21 - � . ARTICLE XVII - DURATIOId AND EFFECTIVE DATE 17.1 Except as herein provided this AGREII�IENT shall be effective as of the date it is executed by the parties and shall continue in full force and effect thru December 31, 1981, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 17.2 This constitutes a tentative agreement between the parties which will be recommended by the City Negotiator, but is sub�ect to the approval of the Administration of the City, the City Council and is also sub�ect to the ratification by the ASSOCIATION. WITNESSES: CITY OF SAINT PAUL CITY OF SAINT PAUL PROFESSIONAL EMPLOYEES ASSOCIATI N, IT N0. 1 � v. BY: ty i u iness Represez ative BY: BY: BY: BY: Civil Service Commission - 22 - � . EFFECTIVE DECEMBER 29, 1979 APPENDIX "A" - TITLES AND SALARIES Ad�udication Specialist Complaint Office Analyst Library Specialist I Office Services Supervisor Public Information Specialist I A B C D E F G IO-yr. 15-yr. 536.77 558.22 580.23 609.58 639.50 672.23 705.54 726.98 747.30 Arborist I City Planner I Community Development Grant Assistant I Conservatory Education Officer Dietician Economic Development Specialist I Graphic Artist I _ *Information Specialist Manpower Coordinator I Manpower Planner I Project Social Worker I *Recreation Director I Sanitarian I (Appointed after January 1, I976) Vendor Assistance Analyst A B C D E F G 10-yr. 15-yr. 570.07 592.65 615.23 647.39 679.00 712.87 747.87 770.44 792.45 Accountant I Accountant I-Renewal Criminal Justice Planner I **Graphic Artist I **Graphic Artist I-Renewal Health Educator I Health Statistician I Librarian I Library Specialist II Nutritionist I Pro�ect Assistant I Project Assistant I-Renewal Project Manager I Public Health Nurse I Public Information Specialist II Recreation Coordinator--Special Programs Relocation Coordinator I Research Analyst I Research Coordinator I Research Coordinator I-Renewal Systems Analyst I A B C D E F G 10-yr. 15-yr. 603.37 627.64 653.61 685. 77 720.77 756.90 794.14 817.85 841.56 - A1 - , , APPENDIX A (continued) EFFECTIVE DECEMBER 29, 1979 • , Arborist II Bacteriologist-Chemist I Chemist I City Planner II City Planner II-Renewal Community Development Grant Assistant II Community Nealth Services Coordinator Criminalist I Economic Development Specialist II EEO Ma.nager-CETA Graphic Artist II Landscape Architect I Manpower Coordinator II Manpower Planner II Nutritionist II Project Social Worker II Public Health Nurse II Public Health Nutritionist Sanitarian II (Appointed after January I, 1976) Water Chemist I A B C D E F G 10-yr. 25-yr. 640.06 666.59 693.11 727.55 764.24 802.62 842.69 866.96 892.36 **City Planning Research Analyst II Criminal Justice Planner II **Graphic Artist II Health Educator II Health Statistician II Housing Code Specialist **Human Resources Planner II Librarian II �rogram Coordinator--Police Project Assistant II Project Manager II Research Analyst II Research Coordinator II A B C D E F G 10-yr. 15-yr. 660.38 685.77 712.87 748.99 786.81 826.32 866.96 893.48 920.02 Accountant II Architect I Civil Engineer I Civil Engineer I--Renewal Civil Engineer I--Water Department Electrical Engineer I EDP Specialist-Library Landscape Architect I riechanical Engineer Y Project Director--Recreation Recreation Director II Structural Engineer I Systems Analyst II Traffic Engineer I A B C D E F G 10-yr. 15-yr. 679.57 707.23 735.44 772. 13 810.51 851.72 893.48 918.32 447.67 - A2 - � ' APPENDIX A (continued) • � EFFECTIVE DECEMBER 29,1979 � Arborist III � • Bacteriologist-Chemist II Chemist II � City Planner III City Planner III-Renewal Community Development Grant Assistant III Economic Development Specialist III Landscape Architect II Manpower Coordinator III Pianpower Planner III Nutritionist III Occupational Safety & Health Analyst Project Assistant III Sanitarian III Water Chemist II A B C D E F G IO-yr. 1S-yr. 721.34 749.56 780.04 819.55 859.06 902.51 948.8Q 976.46 1004.11 Administrative Assistant--City Planning Business Manager-TVI Citizen Participation Coordinator Community Relations Specialist--Human Rights Department Graphic Artist III Health Educator III Health Statistician III Human Resources Development Specialist Human Rights Analyst--Researcher Librarian III Multi-Service Center Coordinator Pharmacist Research Analyst III Systems Analyst III Urban Corps Coordinator Zoning Specialist A B C D E F G IO-yr. 15-yr. 742.79 772.13 803.17 843.26 886. 15 929.61 976.46 lOQ5.24 I035.16 Accountant III Architect II Architect II-Renewal Assistant Chief Surveyor Assistant Grants-in-Aid Coordinator Civil Engineer II Civil Engineer II-Renewal Civil Engineer II--Water Department Conservatory Supervisor Criminalist II Electrical Engineer II **Landscape Architect II **Landscape Architect II-Renewal Mechanical Engineer II Procurement Coordinator Structural Engineer II Traf£ic Engineer II A B C D E F G 10-yr. I5-yr. 765.36 796.40 827.45 868.09 912. 11 957.26 1005.24 1036.28 1066.77 - A3 - . APPENDIX A (continued) . EFFECTIVE DECEMBER 29, 1979 Administrative Assistant--Comm. Serv. Architectural Designer EDP Systems & Programming Supervisor Maintenance Coordinator Program Coordinator Pro�ect Manager III A B C D E F G 10-yr. 15-yr. 788.50 820. 11 852.29 895.18 939.77 986.61 1036.28 1066.77 1097.81 Landscape Architect III A B C D E F G 10-yr. 15-yr. 836.48 869.21 903.65 949.92 996.78 1047.57 1099.Sa 1132.80 1164.41 Arborist IV ' Architect III Architect III-Renewal Chief Public Buildings Technician City Planner IV Civil Engineer III Civil Engineer III--Water Department Community Development Grant Assistant IV Economic Development Specialist IV Electrical Engineer III **Landscape Architect III Mechanical Engineer III Medical Examiner (Aurist) Medical Examiner (General) Medical Examiner (Oculist) Medical Examiner (Orthopedist) Medical Examiner (Pediatrist) Medical Examiner (Psychiatrist) Medical Examiner (Roentgenologist) Research Analyst IV Structural Engineer III Supervisor of Relocation Systems Analyst IV Traffic Engineer III A B C D E F G 10-yr. 15-yr. 887.28 922.83 959.52 1007.50 1057.74 1110.79 1166.21 I200.53 1236. I0 - A4 - �• . ' ' . � • APPENDIX A (continued) EFFECTIVE DECEMBER 29, 1979 Planning Supervisor A B C D E F G 10-yr. 15-yr. 913.25 950.49 987.75 1037.42 1089.35 1146.66 1200.53 1236.65 1273.34 Data Base Coordinator Legislative & Research Assistant to the Council Pro3ect Manager IV .4 B C D E F G IO-yr. 15-yr. 940.89 978.15 1017.66 1068.46 1122.08 1177.95 1236.65 1.273.91 �.311.I6 Sanitarian I (App�i:�ted prior to January 1, 1976) A B C D � F 10-yr. 15-yr. 607.32 636.10 666.59 697.63 730.37 765.93 786.81 830.83 Sanitarian II (Appointed prior to January I, 1976) A B C D E F 10-yr. 15-yr. 680. 13 710.61 745.61 779.47 817.85 855.I0 880.50 905.34 Substitute Library Specialist $5.90 per hour - A5 - • EFFECTIVE .DECEMBER 27, 1980 � APPENDIX "A" - TITLES AND SALARIES Adjudication Specialist Complaint Office Analyst Library Specialist I Office Services Supervisor Public Information 5pecialist I A B C D E F G 10-yr. 15-yr. 577.03 600.09 623.75 655.30 687.46 722.65 758.46 781.50 803.35 Arborist I City Planner I Community Development Grant Assistant I Conservatory Education �fficer Dietician Economic Development Specialist I Graphic Artist I *Information Specialist Manpower Coordinator I Manpo�aer Planner I Project Social Worker I �Recreation Director I Sanitarian I (Appointed after January 1, 1976) Vendor Assistance Analyst A B C D E F G 10-yr. 15-yr. 612.83 637.10 661.37 695.94 729.93 766.34 803.96 828.22 851.88 Accountant I Accountant I-Renewal Criminal Justice Planner I **Graphic Artist I *�Graphic Artist I-Renewal Health Educator I Health Statistician I Librarian I Library Specialist II Nutritionist I Project Assistant I Project Assistant I-Renewal Pro�ect Manager I Public Health Nurse I Public Information Specialist II Recreation Coordinator--Special Programs Relocation Coordinator I Research Analyst I Research Coordinator I Research Coordinator I-Renewal Systems Analyst I A B C D E F G 10-yr. 15-yr. 648.62 674.71 702.63 737.20 774.83 813.67 853.70 879.19 904.68 - A6 - � EFFECTIVE DECEMBER 27, 1980 . APPENDIX A (continued) Arborist II ' Bacteriologist-Chemist I Chemist I City Planner II City Planner II-Renewal Community Development Grant Assistant II Community �Iealth Services Coordinator Criminalist I Economic Development Specialist II EEO Manager-CETA Graphic Artist II Landscape Architect I Manpower Coordinator II Manpower Planner II Nutritionist II � Project Social Worker II Public Health Nurse II Public Health Nutritionist Sanitarian II (Appointed after January 1, 1976) Water Chemist I A B C D E F G 10-yr. 15-yr. 688.06 716.58 745.09 782.12 821.56 862.82 905.89 931.98 959.29 �*City Planning Research Analyst II Criminal Justice Planner II **Graphic Artist II Health Educator II Health Statistician II Housing Code Specialist **Human Resources Planner II Librarian II Program Coordinatox--Police Pro�ect Assistant II Praject Manager II � Research Analyst II Research Coordinator II A B C D E F G 10-yr. 15-yr. 709.91 737.20 766.34 805.16 845.82 888.29 931.98 960.49 989.02 Accountant II Architect I Civil Engineer I Civil Engineer I--Renewal Civi1 Engineer I--Water Department Electrical Engineer I EDP Specialist-Library Landscape Architect I Mechanical Engineer I Project Director--Recreation Recreation Director II Structural Engineer I Systems Analyst II Traff ic Engineer I A B C D E F G 10-yr. 15-yr. 730.54 760.27 790.60 830.04 871.30 915.60 960.49 987.19 1018.75 - �,7 - ' � EFFECTIVE DECEMBER 27, 1980 . APPENDIX A (continued) . � Arborist III Bacteriologist-Chemist II Chemist II City Planner III City Planner III-Renewal Community Development Grant Assistant III Economic Development Specialist III Landscape Architect II Manpower Coordinator III Manpower Planner III Nutritionist III Occupational Safety & Health Analyst Project Assistant III Sanitarian III �later Chemist II A B C D E F G 10-yr. 15-yr. 775.44 805.78 838.54 881.02 923.49 970.20 1019.96 1049.69 1079.42 Administrative Assistant--City Planning Business Manager-TVI Citizen Participation Coordinator Community Relations Specialist--Human Rights Department Graphic Artist III Health Educator III Health Statistician III Human Resources Development Specialist Human Rights Analyst--Researcher Librarian III Multi-Service Center Coordinator Pharmacist Research Analyst III Systems Analyst III Urban Corps Coordinator Zoning Specialist A B C D E F G 10-yr. 15-5-r. 798.50 830.04 863.4! 906.50 952.61 999.33 1049.69 1080.63 1112.80 Accountant III Architect II Architect II-Renewal Assistant Chief Surveyor Assistant Grants-in-Aid Coordinator Civil Engineer II Civil Engineer II-Renewal Civi1 Engineer II--[aater Department Conservatory Supervisor Criminalist II Electrical Engineer II **Landscape Architect II **Landscape Architect II-Renewal Mechanical Engineer II Procurement Coordinator Structural Engineer II Traffic Engineer II A B � D E F G 10-yr. 15-yr. 822.76 856.13 889.51 933.20 980.52 1029.05 1080.63 1114.00 1I46.78 � A�i - . . EFFECTIVE DECEMBER 27 1980 ' APPENDIX A (continued� Administrative Assistant--Comm. Serv. Architectural Designer IDP Systems & Programming Supervisor Maintenance Coordinator Program Coordinator Pro3ect Manager III A B C D E F G 10-yr. 15-yr. 847.64 881.62 916.21 962.32 1010.25 1060.61 1114.00 1146.78 I18Q.I5 Landscape Architect III A B C D E F G 10-yr. 15-yr. 899.22 934.40 971.42 1021.16 1071.54 1126.14 1181.96 1217.76 1251.74 Arborist IV Architect III Architect III-Renewal Chief Public Buildings Technician City Planner IV Civil Engineer III Civil Engineer III--Water Department Community Development Grant Assistant TV Economic Development Specialist IV Electrical Engineer III **Landscape Architect III Mechanical Engineer III Medical Examiner (Aurist) Medical Examiner (General) Medical Examiner (Oculist) Medical Examiner (Orthopedist) � Medical Examiner (Pediatrist) Medical Examiner (Psychiatrist) Medical Examiner (Roentgenologist) Research Analyst IV Structural Engineer III Supervisor of Relocation Systems Analyst IV Traffic Engineer III A B C D E F G 10-yr. 15-yr. 953.83 992.04 1031.48 1083.06 1137.07 1194.10 1253.57 1290.57 1328.81 - A9 -- € . __ __ _ .v r . �, s 4�,r,.�.y EFFECTIVE DECEMBER 27, 1980 � � ,�,,r'C��M��-,� � APPENDIX A � '"`�,� g R' (continued) Planning 3upervisor A $ C D E F G 10-yr 15-yr. 981.74 1021.78 1061.83 1115.23 1171.05 1230.51 1290.57 1329.40 1368.84 Data Base Coordinator Legislative & Research Assistant to the Council Project Manager IV A B C D E F G 10-yr. 15.yr 1011.46 1051.51 1093.98 1148.59 1206.24 1266.30 1329.40 1369.45 1409.50 Sanitarian I (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. 652.87 683.81 716.58 749.95 785.15 823.37 845.82 893.14 Sanitarian II (Appointed prior to January 1, 1976) A B C D E F 10-yr. 15-yr. 731.14 763.91 801.53 837.93 879.19 919.23 946.54 973.24 , Substitute Library Specialist $6.34 per hour - A10 - .