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274304 MHITE - C�TV CLERK COUIICIl ���J�g� PINK - - FINA:�E GITY OF SAINT PALTL � GANARY - DEPARTMEN7 � BLUE s+ MAVOR File .NO�.�� '� '] Co ncil Resolution Presented By ��{.��G Referred To ' Committee: Date Out of Committee By Date An administrative Resolution approving the terms and conditions of the 1980-1981 Collective Bargaining Agreement between the City of St. Paul and the Management and Professional Supervisory Employees Organization, representing the "White Collar" Super- visory employees of the City of 5t. Paul. WHEREA5, the Council, pursuant to the p�vti.sions of 5ection 12. 09 V _ � of the St. Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recognizes the Management and Professional Super- visory Employees Organization as exclusive representative for those classes of positions within the City of St. Paul certified by the Bureau of Mediation � Services under Case No. 78-PR-500-A for the purpose of ineeting and negotiating the terms and conditions of employment for all full-tirne personnel i.n the classes of positions as set forth in the Agreement between the City and the exclusive representative h�reinabove referenced; and WHEREAS, the City through de signated repre sentative s, and the exclusive representative 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 fortlz in the Agreement betw�en the City of St. Paul and the exclusive representative; now, therefore, be it _ 1 _ ' COUNCILMEN Yeas Nays Requested by Department of: Butler [n Favor Hozza Hunt L.evine _ __ Against BY — Maddox Showalter Tedesco Form Approved by City Attorney Adopted by Council: Date Certified Vassed by Council Secretary BY gy, t�lpproved by lVlavor. Date Approved by Mayor for Submission to Couqcil By - - By WMITE - CITV CLERK PINK - FINANCE GITY OF SAINT PAUL Council CANARV - DEP/rRTMENT File NO.���� BLUE - MAVOR Council 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 Management and Professional Supervisory Employees Organization, on file in the office of t,he 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. App roved: ;� airman Civil 5ervice Commi ' n COUNCILMEN Requested by Department of: Yeas McMAHON Nays �••�., PE NNEL OFF CE ,��� [n Favor Hunt Levine � __ Against BY Maddox Sho esCO __�AN 2 2 ig8� Form pprove by ' y t r Ado d by Counc� : Date � � ertified P� • ed by C u cr �ry BY . � ^ - �n"' "�. 1980 � • , Ap ov by Mayor for si n to Council l�pprove y � or: Date ___ By _ — BY ,�u���s���� ��.� 2 ;��� . ' � f . � . � �;;�'r ��r �,;, � � �^ b �.i.!'. �, 1980 - 1981 COLLECTIVE BARGAINING AGREIl�1EPdT � - between - THE CITY OF SAINT PAUL - and - MANAGEMENT AND PROFESSIONAL SUPERVISORY EMPLOYEES ORGANIZATIOTd , ` INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Saving Clause 3 III Management Rights 4 IV Maintenance of Standards 5 V Check Off and Administrative 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 Procedure 12 XII Wages 16 XIII Maternity Leave 17 XIV Insurance 18 XV Vacation 21 XVI Holidays 22 XVII Severance Pay 23 XVIII Residency 24 XIX Duration and Effective Date 25 Appendix A A1 - ii - P R E A M B L E This AGREEMENT, entered into between the City of Saint Paul, hereinafter referred to as either the "EMPLOYER" or the "CITY", and the Management and Professional Supervisory Employees Organization, hereinafter referred to as the "ORGANIZATION", for the purpose of fostering and promoting harmonious relations between the IIKPLOYER and the ORGANIZATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREII�IENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the F,MPLOYER and the ORGANIZATION of their respective rights and responsibilities. The provisions of this AGREEMETdT shall not abrogate the rights and/or duties of the II�IPLOYER, the ORGANIZATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of 1971, as amended. - iii - • ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the Managenent and Professional Supervisory Employees Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Clarification Hearing of Bargaining Unit, April 16, 1974, Case No. 74-PR-414-A. and as revised by Certifi- cation of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-3. This above unit as amended consists of the following: Accountant IV Director of Medical Services--Pladel Cities Accountant V Director of the Zoo Accounting Manager E.D.P. Supervisor Assistant City Engineer--Design Fireman-Mechanic General Foreman Assistant City Engineer-Operations Health Administrator Assistant Director & City Engineer Library Administrator Assistant Director of Sch. Cafe. License Inspector � Assistant General Manager--Water rianager of Data Processing Assistant Purchasing Agent Municipal Garage Supervisor Assistant Supt. of Parks Office Engineer Assistant to the Dir. (Sch.Cafe.) Operations Director--Civic Genter Asst. Valuation & Assess. Engr. Principal Planner Bacteriologist-Chemist III Project Director (Model Cities Health) Bridge Engineer Property Manager Bldg. & Housing Insp. Supervisor Public Health Nurse III Chief Accountant Public Health Nursing Supervisor Chief Cashier--Finance Public Health Services Manager Chief of Central Library Public jdorks Construction Engineer Chief of Extension Services Public Works Design Engineer Chief of Public Systems Planning Pub. Wks. Maintenance Services Engr. and Development Chief Surveyor Public Works Technician IV City Traffic Engineer Purchasing Agent Civil Engineer IV Recorder of Council Proceedings Civil Engineer IV-�dater Dept. Recreation Director III Criminal Justice Coordinator Senior Principal Planner Dentist Sewer Engineer Deputy Health Officer Supt. of Lighting and Elect. Engr. Director of Admin. (Health) Supt. of Parks and Recreation Director of Environmental Hygiene Superintendent of Programming Director of Medical Services Superintendent of Water Distribution _ 1 _ ARTICLE I - RECOGNITIOId (CONTI?NED) Supervisor of Assessments Supervisor of School Maintenance Supervisor of Customer Services Supervisor of Sidewalk Construction Supervisor of Code Enforcement Supervisor of Traffic Maintenance Supervisor of Housing Inspection Valuation and Assessment Engineer Water Chemist III Water Production Engineer Water Revenue Superintendent UNCLASSIFIED Administrator of Economic Devlp. Director of Human Rights Administrator of Planning Director of Criminal Justice and Administrator of Renewal Advisory Commission Admin. of Cammunity Development Manpower Director Assistant Director of Human Rights Occupational Safety Coordinator City Information and Complaint Officer 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public �ployment Relations Act to accomplish said objective. - 2 - ARTICLE II - SAVINGS CLAUSF. 2.1 This AGREEMENT is sub�ect to the laws of the United States and the State of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of compentent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this AGREEMEPIT shall continue in full force and effect. - 3 - ARTICLE III - MAIvAGS1�IENT RIGHTS 3.1 The ORGANIZATION recognizes the right of the II�IPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the EMPLOYER has not officially abridged, delegated, or modified by this AGREEMENT are retained by the F1�iPL0YER. 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 EMPLOYER, its overall budget, utilization of technology, and organiza- tional structure and selection and direction and number of personnel. - 4 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of erzployment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this agreem�nt shall be maintained at not less than the highest minimum standard as set forth in the Personnel Rules of the City of Saint Paul, (Resolution No. 3250) and Resolution No. 6446 at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. _ 5 ' � ARTICLE V - CHECK OFF AND ADMINISTRATIVE SERVICE FEE . 5.1 The II�PLOYER agrees to deduct the ORGANIZATION membership initiation fee 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 representative of the ORGANIZATION and the aggregate deductions of all employees sha11 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 ORGANIZATION member shall be required to contribute a fair share fee for services rendered by the ORGANI- ZATION. Upon notification by the ORGANIZATION, the E.1�'LOYER shall check off said fee from the earnings of the employee and transmit the same to the ORGANIZATION. 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 also understood that in the event the II�PLOYER shall make an improper fair share deduction from the earnings of the employee, � the ORGANIZATION shall be obligated to make the EMPLOYER whole to the extent that the EMPLOYER shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 Administrative Service Fee. The ORGANIZATION agrees that an administrative fee of twenty-five cents ($ .25) per member, per month shall be deducted by the Er�LOYER from the amount withheld for dues or fairshare prior to remittance or dues or fairshare to the ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the F�IPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the II�Il'LOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this article. - 6 - ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the employees sha11 be seven and three- fourths (7 3/4) hours in any 24 hour period and 38 3/4 hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any 7 day period shall not receive pay for such additional work. 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION- of Resolution No. 3250 shall not apply to this unit. 6.4 In unusual circumstances employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval of their department head. - 7 - ARTICLE VII - SENIORITY 7.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the II�LOYER 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 eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or it discharged. 7.3 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 seniority as defined above. 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc. , when the number of employees in the higher titles is to be reduced, e�ployees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid 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 held. 7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It is, however, undrestood that vacation assignment shall be sub�ect to the ability of the EMPLOYER to maintain operations. - 8 - ARTICLE VIII - WORKING OUT OF CLASSIFICATION 8.1 E[�LOYER 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 fu11 time basis, all of the significant duties and responsibilities of either a) a position previously held b� another employee and different from the employee's regular position, b) held by an employee on extended leave, or c) or a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assign- ment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 9 - ARTICLE IX - DISCIPLIPIE 9.1 Discharges will be preceded by a five (5) day preliminary suspension _ without pay. During said period the employee and/or ORGANIZATION 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 II�IPLOYER may affirm the suspension and discharge in accordance with the Personnel Rules or may modify, or withdraw same. -10- � ' !Dp 9���"T� ;�iM .`A � . . t�4 �x �..���',4.���... .� ARTICLE X - LEGAL SERVICES � 10.I E�ccept in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall define, 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 - � _ ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of this AGREEMENT. 11.2 The EMZ'LOYER will recognize representatives designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify the II�LOYER in writing of the names of such Organization Represen- tatives and of their successors when designated. The EMPLOYER shall notify the ORGANIZATION in writing as to its designated representatives. 11.3 It is recognized and accepted by the ORGANIZATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities o£ the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ORGANIZATION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the ORGANIZATION 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 program of the ENg.'LOYER. It is understood that the F,MPLOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance with the following procedures - 12 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) Step 1. An employee claiming a violation concerning the interpretation or application of this AGREEMENT shaZl, withfn t��enty-one (21) calendar days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the ENIPLOYER. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of 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 ORGANIZATION 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 ORGANIZATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the . ORGANIZATION and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the ORGANIZATION 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 ORGANIZATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the ORGANIZATION and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the ORGANIZATION employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ORGANIZATIOPZ within ten (10) calendar days shall be considered waived. - 13 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ORGANIZATION 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 cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Goveming the Arbitration of Grievances" as established by the Public Employment Relations Board. St_ ep 5. The arbitrator sha11 have no right to amend, modify, nullify, ignore the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the ORGANIZATION, and shall have no authority to make a desision 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 laws, rules, or regulations having the force and effect of law. The arbitrator's decision sha11 be submitted in writing, copies to both parties and the Bureau of Mediation Service 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 shal.l be binding on both the EMPLOYER and the ORGANIZATION and shall be based solely on the arbitrator's interpretation or application of the express terms flf this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbitrator's servic s and nroceedings shall be borne equally by the EMPLOYER and the ORGANIZATION 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. - 14 - ARTICLE XI - GRIEVANCE PROCEDURE (CONTINUED) 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not anscaer a grievance or an appeal thereof within the svecified time limits, the ORGANIZATION 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 ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the II�LOYER that a griev�nce may be initiated by the ORGANIZATION using either the grievance procedure of this contract or by the provisions of the Personnel 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 Personnel Rules. If an issue is determined by the provisions of the Personnel Rules it sha11 not again be submitted for arbitration under this grievance procedure. - 15 - ARTICLE XII - WAGES 12.1 The wage schedule for the purpose of this contract shall be Appendix A. - 16 - ARTICLE XIII - MATERNITY LEAVE 13. 1 Maternity Leave: Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 17 - ARTICLE XN - INSURANCE 14.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 14.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits as are provided by the F,MPLOYER for such employees and such Iife insurance benefits as provided in this article. 14.3 In order to be eligible for the beriefits under the early retiree provision, the employee must: 14.31 Be receiving benefits from a public employee retirement 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. 14.33 Inform the Personnel Office of the City of Saint Paul in writing within 60 days of employee's early retire- ment date that he or she wishes to be eligible for early retiree insurance benefits. 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 $39.40 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 $45.40 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 $37.24 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 - AR.TICLE XIV - INSURANCE (CONTINUED) 14.6 For each eligible employee covered by this AGREEMENT who selects Coordinated Care health insurance coverage, the City agrees to contribute the cost of such coverage or $39.40 per month, whichever is less. In addition, for each employee who selects Coordinated Care dependent's 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 contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $3.30 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 $ .97 per thousand dollars of coverage per month, whichever amount is 1ess. The total amount of Life Tnsurance Covexage provided under this section and Section 14.7 for each employee shall be equal to the employee's annual salary 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 Article 14.4, 14.5, 14.6, 14.? and 14.8 above will be adjusted 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 increase in the cost of benefits received after December 31, 1980 shall be paid by the employee. - 19 - ARTICLE XIV - INSURANCE (continued) 14.11 The EMPLOYER agrees to pay the amount of $21.75 per month for each employee eligible for such coverage to the Dental Insurance Fund established by the ORGANIZATION. The amount of $7.35 per month, which represents the 1980 Dental Insurance Premium increase, shall be deducted from the seven percent (7.0%) wage increase for 1980 applicable to each and every employee in the bargaining unit for 1980. 14.12 It is clearly understood by all parties that the ORGANIZATION'S Dental Insurance Fund shall continued to be administered solely and entirely by the ORGANIZATZON. It is further understood that any Dental Insurance Prograzn obtained through monies submitted to this Fund shall be administered solely and entirely by the ORGANIZATION. - 20 - . ARTICLE XV - VACATION 15.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 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 time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he ffiay have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is separated from the service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 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. - 21 - • ARTICLE XVI - AOLIDAYS 16.1 Holidays recognized and observed. 7'he 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 Ttao floating holidays Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shaZl be observed as the holiday. 16.2 The floating holidays set forth in Section 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 working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither. temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - ZZ - ARTICLE XVII - SEVERANCE PAY 17.1 Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. The amount of Severance Pay allowed shall be that amount permitted by State Statutes sub3ect to the provision that the maximum amount allowed shall be $4,000. - 23 - ARTICLE XVIII - RESIDENCY 18.1 Al1 new employees appointed after January 1, 1976, would be required to reside in the City of Saint Paul within one year of their original appointment, and thereafter would be required to remain within the City limits as long as they were employed by the City of Saint Paul. 18.2 This residency requirement shall apply to unclassified employees as well as classified employees. 18.3 Applicants for positions in the City of Saint Paul will not be required to be residents of the City of Saint Paul. 18.4 Employees failing to meet the residency requirement will be subject to termination and a hearing process shall be established to determine whether the residency requirement was met. - 24 - ARTICLE XIX - DURATION AND EFFECTIVE DATE 19.1 Complete Agreement with Waiver of Bargainin�. This AGREEMENT shall re- present the complete AGREEMENT between the ORGANIZATION and the II�LOYER. The parties acknowledge that during the negotiations which resulted in - this AGREII�iENT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete under- standings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the II�LOYER and the ORGANIZATION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter re£erred to or covered in this AGREEMENT. 19.2 Except as herein provided this AGREEMENT shall be effective as of the date it is executed by the parties and shall continue in full force and effect until 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. 19.3 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, and is also subject to ratification by the ORGANIZATION. WITNESSES: CITY OF SAINT PAUL MANAGEMENT AND PROFESSIONAL SUPERVISORY II�LOYEES ORGANIZ_ ATION � . /_'�,> � ` ✓ L. �-'\ Labor Relatio Dir r Negotiator Civil Service Conrmission Negotiator DATED: January 2, 1980 C%��"� C�� ��•- President - 25 - APPENDIX A � TITLES AND SALARIES EFFECTIVE DECEMBER 29, 1979 Assistant to the Director (School Cafeterias) A B C D E F G 10-yr. 15-yr. 523.12 544.13 565.70 595.33 624.78 657.04 689.49 710.49 730.00 Supervisor of Custom.er Services--Water Dept. 555.95 578.08 600.96 631.90 663.04 696.42 730.56 753.06 775.01 City Information and Complaint Officer 625.35 650.66 677.48 711.06 746.88 784.76 823.96 847.78 $73.47 Supervisor of Assessments Supervisor of Elections 663.60 690.80 7I8.18 754.76 792.26 832.97 874.22 898.61 926.36 Public Health Nurse III 704.49 733.00 762.63 800.89 840.27 883.22 927.86 955.06 983.00 *Chief Cashier--Finance Recorder of Council Proceedings Water Revenue Superintendent 7.25.87 754.76 785.70 824.53 866.16 909.48 955.06 984.13 I012.07 � Assistant Director of H�an Rights Director of the Zoo Public Works Technician IV Supervisor of Sidewalk Construction Water Department Technician IV 748.00 778.19 809.52 849.28 892.04 936.67 984.13 1013.95 1043.96 Fireman-Mechanic General Foreman 770,69 801.46 833.52 875.53 919.24 965.18 1013.95 1043.96 1074.53 Bacteriologist-Chemist III Municipal Garage Supervisor Operations Director--Civic Center Recreation Director III Supervisor of Traffic Maintenance Water Chemist III 793.57 825.27 858.66 901.05 946.25 994.07 1043.96 1075.85 1107.73 - A1 - ��{� 6 "'�1 '� ..P 1:fr�ro� ' ;a- ! ' � j",.J a�+ �:�.,�' `��.. �..a, APPENDIX A (continued) EFFECTIVE DECEMBER 29, 1979 Librarian IV (Children and Youth) Librarian IV (Circulation) Librarian IV (Extension) Librarian IV (Fine Arts & Audio Visual) Librarian IV (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Public Health Nursing Supervisor Treasury Manager A B C D E F G 10-yr. 15-yr. 817.40 $50.03 884.35 928.99 974.94 1025.20 1075.85 II08.67 1I39.80 Assistant Purchasing Agent 842.34 876.10 910.61 956.56 1004.76 1054.84 1108.67 1140.36 2174.87 Accountant IV *Assistant Director of School Cafeterias Criminal Justice Coordinator Director of Administration (Health) Electronic Data Processing Supervisor Extension Services Supervisor License Inspector Occupational Safety Coordinator Property Manager Real Estate Supervisor Solid Waste and Equipment Engineex Supervisor of Housing Inspection 867.29 902.36 938.55 985.63 1034.58 1087.10 1141.11 1175.43 I210.51 Chief Surveyor Supervisor of School Maintenance 893.17 929.55 966.31 1015.07 1066.09 1119.73 1175.43 1211.06 1246.89 Parking Administrator Principal Designer Supervisor of Building Design and Plan Review 920.73 957.50 996.13 1045.65 1097.97 1152.92 1211.06 1247.45 1284.21 Accountant V Building & Housing Inspection Supervisor Director of Human Rights . Library Services Manager Manpower Director . _. Principal Planner Superintendent of Maintenance--Parks & Rec. Supervisor of Pro�ect Services Supervisor of Rehabilitation 948.68 986.20 1026.33 1076.97 1130.79 1188.56 1247.G5 1285.90 1323.41 - A2 - APPENDIX A (continued) EFFECTIVE DECEMBER 29, 1979 Health Administration Manager Pro3ect Director (Model Cities Health Program) A B C D E F G 10-yr. 15-yr. 976.07 1015.64 1055.96 1109. 79 1164.93 1224.01 1285.90 1323.41 1361.11 Accounting Manager Civil Engineer IV Civil Engineer IV-Water Department Dentist Office Engineer Purchasing Agent Supervisor of Technical Services 1005.89 1047.34 1088.78 1142.80 1200.19 1260.40 1323.41 1363.73 1402.93 Deputy Health Officer Director of Environmental Hygiene . Senior Principal Planner Superintendent of Programming 1036.64 1077.53 1121.79 1176.93 1236.39 1298.65 1363.73 I404.24 1444.94 Assistant Valuation and Assessment Engineer Bridge Engineer City Traffic Engineer Public Works Construction Engineer Public Works Design Engineer Public Works Maintenance Services Engineer Sewer Engineer Superintendent of Lighting & Electrical Engineer Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer 1099.66 1143.36 1189.68 1249.33 1312.72 1377.24 1446.07 1489.96 1533.47 Director of Projects 1132.67 1178.24 1225.51 1287.02 1351.54 1419.44 1489.96 I534.22 1579.79 Chief of Public Systems Planning & Development Manager of Data Processing 1166.99 1213.69 1262.46 1325.66 1391.49 1462.20 1534.59 I579.79 1628.00 - A3 - , APPENDIX A (continued) EFFECTNE DECEMBER 29, 1979 Administrator of Economic Development Administrator of Planning Administrator of Renewal Administrator of Community Development Assistant City Engineer--Design Assistant City Engineer--Operations Assistant General Manager-Water Department Library Administrator Public Health Services Manager Supervisor of Code Enforcement Superintendent of Parks and Recreation A B C D E F G 10-yr. I5-yr. 1202.25 1249.89 1300.34 1365.60 1434.07 1505.52 1580.92 1628.56 1676. 19 Chief Accountant Valuation and Assessment Engineer 1275.77 1324.16 1379.11 1449.25 1521.47 1597.80 1678.2b 1727.96 1778.79 Director of Medical Services Dixector of Medical Services--Model Cities 1313.85 1365.60 1420.57 1492.58 1567.41 1645.62 1727.96 1779.92 1832.80 Assistant Director and City Engineer 1353.61 1407.Ob 1464.07 1537.97 1614.30 1694.96 1779.92 1833.92 1887.57 - A4 - . APPENDIX A TITLES AND SALARIES (continued) EFFECTIVE DECEMBER 27, 1980 Assistant to the Director (School Cafeterias) A B C D E F G 10-yr. 15-yr. 564.17 586.98 610.39 642.10 674.Q0 708.92 744.23 767.02 788.40 Supervisor of Customer Services--Water Dept. 599.71 623.72 648.16 682.03 715.75 751.87 789.01 813.23 836.86 City Information and Complaint Officer 674.61 702.42 731.10 767.64 806.58 847.55 890.12 915.95 943.42 Supervisor of Assessments Supervisor of Elections 716.35 745.83 775.b7 815.06 855.80 899.82 944.42 970.87 100I.�+9 Public Health Nurse III 750.76 791.26 823.53 865.29 907.68 954.10 1002.92 1032.39 1062.28 *Chief Cashier--Finance Recorder of Council Proceedings Water Revenue Superintendent 783.77 815.06 848.37 890.74 936.11 982.75 1032.39 I063.50 1094.52 . Assistant Director of Human Rights Director of the Zoo Public Works Technician IV Supervisor of Sidewalk Construction Water Department Technician IV 807.78 840.65 874.20 917.39 963.97 1012.21 1063.50 1096.17 1I28.66 Fireman-Mechanic General Foreman 832.39 865.90 900.41 946.01 993.45 1043.28 1096.I7 1128.66 116I.76 Bacteriologist-Chemist III Municipal Garage Supervisor Operations Director--Civic Center • Recreation Director III � Supervisor of Traffic Maintenance Water Chemist III 857.40 891.72 927.86 973.68 1�22.53 1074.58 1128.66 1163.37 1198.07 - AS - APPENDIX A (continued) • EFFECTIVE DECEMBER 27, 1980 Librarian IV (Children and Youth) Librarian N (Circulation} Librarian IV (Extension) Librarian IV (Fine Arts & Audio Visual) Librarian IV (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Public Health Nursing Supervisor Treasury Manager A B C D E F G 10-yr. 15-yr. 883.25 918.37 955.33 1004.13 1053.98 1108.28 1I63.37 1198.89 I232.60 Assistant Purchasing Agent 910.29 946.63 983.98 1033.81 1086.09 1140.56 1198.89 1233.19 1270.54 Accountant IV *Assistant Director of School Cafeterias Criminal Justice Coordinator Director of Administration (Health) Electronic Data Processing Supervisor Extension Services Supervisor License Inspector Occupational Safety Coordinator Property Manager Real Estate Supervisor Solid Waste and Equipment Engineer Supervisor of Housing Inspection 937.34 975.28 1014.42 1065.49 1118.75 1175.48 1234.19 1271.14 1309. 10 Chief Surveyor Supervisor of School Ma.intenance 965.20 1004.74 1044.50 1097.37 1152.68 1211.17 1271.14 1309.68 1348.64 Parking Administrator Principal Designer Supervisor of Building Design and Plan Review 994.86 1034.64 1076.60 1130.48 1187.37 1246.90 1309.68 1349.24 1389.00 Accountant V Building & Aousing Inspection Supervisor Director of Human Rights Library Services Manager � Manpower Director Principal Planner - Superintendent of Maintenance--Parks & Rec. SupeYVisor of Project Services Supervisor of Rehabilitation 1025.33 1066.11 1.109.49 1164.57 1222.89 1285.46 1349.24 1390.82 143I.58 - A6 - � APPENDIX A (continued) EFFECTIVE DECEMBER 27, 1980 Aealth Administration Manager Project Director (Model Cities Health Program) A B C D E F G 10-yr. 15-yr. 1055.20 1097.98 1141.77 1200.09 1260.02 1323.b3 1390.82 1431.58 1472.73 Accounting Manager Civil Engineer IV Civil Engineer IV--Water Department Dentist Office Engineer Purchasing Agent Supervisor of Technical Services 1087.30 1132.30 1177.29 1236.01 1297.79 1363.18 1431.58 1475.36 1517.94 Deputy Health Officer Director of Environmental Hygiene Senior Principal Planner Superintendent of Programming 1120.78 1165.17 1213.20 1272.57 1337.52 1404.92 1475.36 I519.54 1563.54 Assistant Valuation and Assessment Engineer Bridge Engineer City Traffic Engineer Public Works Construction Engineer Public Works Design Engineer Public Works Maintenance Services Engineer Sewer Engineer Superintendent of Lighting & Electrical Engineer Superintendent of Water Distribution Superintendent of Water Supply Water Production Engineer 1189.I8 1236.61 1286.67 1351.45 1420.06 1489.90 I564.77 1612.58 1659.61 Director of Pro�ects 1225.10 1274.16 1325.61 1392.03 1461.87 I535.90 1612.58 1660.60 1709.65 Chief of Public Systems Planning & Development Manager of Data Processing 1262.05 13I2.89 1365.77 1434.00 1505.43 1581.94 1660.80 I709.65 1761.84 - A7 - ` - 'a - APPENDIX A (continued) �� � 4��.a '��� ;"`';��1 EFFECTIVE DECEMBER 27, 1980 n y�.� , ,<; Administrator of Economic Development Administrator of Planning Administrator of Renewal Administrator of Co�nunity Development Assistant City Engineer--Design Assistant City Engineer--Operations Assistant General Manager-Water Department Library Administrator Public Health Services Ma.nager Supervisor of Code Enforcement Superintendent of Parks and Recreation A . B C D E F G ].0-yr. I5-yr. 1300.39 1352.05 1406.74 1477.56 1551.66 1629.13 1710.88 1762.54 1814.29 Chief Accountant Valuation and Assessment Engineer 1379.91 1430.32 1492. 10 1567.99 1646.50 1729.61 1816.24 1870.49 1925.40 Director of Medical Services Director of Medical Services--Model Cities 1421.29 1477.56 1537.12 1615.20 1696.33 1781.09 1870.49 1926.62 1984. 11 Assistant Director and City Engineer 1464.47 1522.57 1584.14 1664.45 1746.99 1834.59 1926.62 1985.31 2043.27 - A8 - Do not detacfi this memorandum frOm the resolution so that this information will be ' availabie to the City Councii. EXPLANATION OF ADMINISTRATIVE ORDERS, �`'�J�{�,�� RESOLUTIONS, AND ORDINANCES �T -� k'--;'�. Date: December 21, 1979 RE � � ; �' E � �� T0: MAYOR GEORGE LATIMER ' J�"� � �`�� � �►►YO�"5 °�� , ' ; FR: Personnel 0£fice RE: Resolution for submission to City Council ACTI4N REQUESTED We recommend your approval and submission of this Resolution to the City Council. i PURPUSE AND RATIONALE FOR THIS ACTION: This Resolution approves th.e 1980-1981 Collective Bargaining Agreement between the City of St. Paul and the Management and Professional Supervisory Employees Organization. This Agreement ca11s for a 1980 salary increase of 7.-0% and a 1981 salary increase of 7. 5%. It also i.ncludes an adjustment in employer contributions toward i.nsurance. There is also an adjustment being made whieh equalizes the total package compensation for comparabl� grades in P.E.A. I and this Bargaining Unit. The Mileage Clause has also been delet�d from tlie contract. A maternity leave clause has been added to the contract. ATTACHI�IENTS: Resolution and copy for tlie City Clerk. Also copy of Agreement.