274305 WMITE - CITV CLERK ��T1F
PINK - FINANCE GITY OF SAINT PAUL ����`,`�
CANARV - DEPARTMENT COIlI1C11 ,.'� !�
BLUE - MAVOR File NO.
C �ncil Resolution
�'-�' `
Presented By
Referred To ' Committee: Date
Out of Committee By Date
An`administrative Resolution approving the terms and
conditions of a 1980-1g81-1982 Agreement between the
City of St. Paul and the St. Paul Fire Supervisory
As sociation.
WHEREAS, the City, through its designated representatives, has
met and negotiated tlze terms and conditions of employment for the
period 1980-1981-1982 for such personnel as are set forth in the
Agreement; and
WHEREAS, a 1980-1981-1982 Agreement has been reached which
includes a salary adjustment for each year as well as i.ncreased
Employer�s insurance contributions; now, therefore, be it
RESOLVED, that the Agreement cited above, dated as of the effective
date ,of this Resolution, 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 Agreern.ent o�. behalf of
the City.
App roved:
Chairman
Civil Service Co issio
COUNCILMEN
Yeas MCMAHON Nays � Requested by Department of:
—�or PER NEL F E
_�� [n Favor
Hunt � /
Levine __ Against BY --
Maddox
Showalter
Tede �AN 2 2 198� Form A roved City At rn
Adopte Council: Date
�
C iified Passe ncil Sec�etar BY
B�
tappro ;Navor: Date �2 4 1980 App by Mayor for u 'sslon to Gouncil
By _. — BY
' �'�€���SE �J .� .-.p..i 2i .r,�J
I� ..E..) `�`�
�
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� �+ �tJ �.''�
1980 - 1981 - 1982
AGREFMENT
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TIiE CITX OF SAINT PAUL
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TH� S�AINT PAUL FIRE SUPERYISORY ASSOCIATI4N
Y'
INDEX
ARTICLE TITLE PAGE
I Purpose 1
II Definitions 2
III Recognition 3
IV Security k
V Employer Authority 5
VI Grievance Procedure 6
VII Savings Clause lI
VIII UnifoYm Allowance 12
IX Legal Services 13
X Seniority 14
XI Call Back 15
XII Insurance 16
XIII Vacation 20
XIV Holidays . 21
XV Sick Leave and Ma.ternity Leave 22
XVI Severance Pay 23
XVII Wages 24
XVIII Residence 25
XIX Incapacitation 26
XX Duration and Effective Date 27
Appendix A A1
Appendix B B1
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ARTICLE I - PURPOSE
1.1 The Employer and the Saint Pau1 Fire Supervisory Association (SPFSA)
agree that the purpose of entering into this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby establishing
a system of uninterrupted operations and the highest Ievel
of performance that is consistent with the well being of all
concerned.
1.12 �Establish the full and complete understanding of the
parties concerning the terms and conditions of this
AGREIIKENT.
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application of interpretation of this
AGREEMENT.
1.14 Place in written fonn the parties' agreement upon terms
and conditions of employment for the duration of this
AGREEMENT.
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ARTICLE II - DEFINITIONS
2.1 ASSOCIATION: Saint Paul Fire Supervisory Association (SPFSA)
2.2 EMPLOYER: The City of Saint Paul
2.3 ASSOCIATION MEMBER: A member of Saint Paul Fire Supervisory Association
(SPFSA).
2.4 II�LOYEE: A member of the exclusively recognized bargaining unit as
certified by the State Bureau of Mediation Services in Case No.
78-PR-1056-A dated August 1, 1978.
2.5 VACANCY: As determined by the department head, a funded position
opening in a class specified in Article 3.2.
2.6 POSITION: Any specific office, employment or job in the Fire Department
in a class specified in Article 3.2.
2.7 TOUR OF DUTY:
A. For a fifty-six (56) hour work week employee:
The performance of job duties and acceptance of the responsi-
bilities of a position for a consecutive and uninterrupted
twenty-four (24) hour period from 8:00 a.m. on a calendar day
to 8:00 a.m. on the following calendar day.
B. For a forty (40) hour work week employee:
The performance of 3ob duties and acceptance of the responsi-
bilities of a position for a consecutive and uninterruted eight
(8) hour period within a calendar day.
2.8 DEPARTMENT: The fire department of the City of Saint Paul as established
and amended from time to time pursuant to Section 9.01 of the City Charter.
2.9 OVERTIME: Work performed by an II�IPLOYEE in excess o£ the II�LOYEETS tour
of duty by order of the EMPLOYER.
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ARTICLE III - RECOGNITION
3.1 The EMPLOYER recognizes the SPFSA as the exclusive representative
for the purpose of ineeting and negotiating the terms and conditions
of employment for supervisory Fire Department personnel.
3.2 Job classes which are within the bargaining unit and covered by this
AGREEMENT are as follows:
� Supervisor of Fire Communications
Assistant Fire Marshal
District Fire Chief
Fire Marshal
Fire Training Of£icer
3.3 In the event the II�LOYER and the ASSOCTA.TION are unable to agree as to
the inclusion or exclusion of a new or modified 3ob position, the issue
shall be submitted to the Bureau of Mediation Services for determination.
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ARTICLE N - SECURITY
4.1 The II�LOYER shall deduct from the wages of EMPLOYEES who authorize such
a deduction in writing an amount necessary to cover monthly ASSOCIATION
dues and assessments. Such monies shall be remitted as directed by the
ASSOCIATION.
4.2 The ASSOCIATION may designate II�IPLOYEES from the bargaining unit to act
as stewards and shall inform the EMPLOYER in writing of such choice.
4.3 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless
against any and all claims, suits, orders or judgments brought or issued
against the city as a result of any action taken or not taken by the city
under the provisions of this article.
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ARTICLE V - EMPLOYER AUTHORITY
5.1 The SPFSA recognizes the prerogatives of the II�LOYER to operate and
manage its affairs in all respects in accordance with applicable
laws and regulations of appropriate authorities. The prerogatives
and authority which the F.MPLOYER has not officially abridged,
delegated or modified by this AGREEMENT are retained by the EMPLOYER.
5.2 A public employer is not required to meet and negotiate on matters
of inherent managerial policy, which include but are not limited
to, such areas of discretion of policy as the functions and programs
of the employer, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of
personnel.
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ARTICLE VI - GRIEVANCE PROCEDURE
6.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the inter-
pretation or application of the specif.ic terms and conditions of the
AGREEMENT. It is specifically understood that any matters governed
by civil service rules or statutory provisions shall not be considered
grievances and sub�ect to the grievance procedure hereinafter set forth.
No disciplinary action which may be appealed to a civil service or merit
system authority will be considered a grievance and sub�ect to the
grievance procedure herein.
6.2 SPFSA REPRESENTATIVES
The II�IPLOYER will recognize representatives designated by the SPFSA as
the grievance representatives of the bargaining unit having the duties
and responsibilities established by this Article. The SPFSA shall
notify the F.MPLOYER in writing of the names of such SPFSA representatives
and of their successors when so designated.
6.3 PROCESSING OF GRIEVANCE
It is recognized and accepted by the SPFSA and the II�LOYER that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the II�IPLOXEE and shall therefore be
accomplished during normal working hours only when consistent with
such II�iPLOYEE duties and responsibilities. The aggrieved II�LOYEE
and the SPFSA shall be allowed a reasonable amount of time without
loss in pay when a grievance is investigated and presented to the
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ARTICLE VI - GRIEVANCE PROCEDURE (continued)
F.MPLOYER during normal working hours provided the ENIPLOYEE and the
SPFSA representatives have notified and received the approval of
the designated supervisor who has determined that such absence is
reasonable and would not be detrimental to the work program o£
the Et9�'LOYER.
6.4 PROCEDURE
Grievances, as defined by Section 5.1 shall be resolved in confor-
mance with the following procedure:
Step 1. An II�IPLOYEE claiming a violation concerning the
interpretation of application of the Contract 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 EMPLOYER. The II�LOYER-
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
in 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 Contract allegedly
violated, the remedy requested, and shall be appealed to
Step 2 within ten (10) calendar days after the II�LOYER-
designated representative's final answer in Step 1. Any
grievance not appealed in writing to Step 2 by the SPFSA
within ten (10) calendar days shall be considered waived.
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ARTICLE VI - GRIEVANCE PROCEDURE (continued)
Step 2. If appealed, the written grievance shall be presented by
the SPFSA, and discussed with the EMPLOYER-designated Step 2
representative. The EI�LOYER-designated representative shall give
the SPFSA the EMPLOYER'S Step 2 answer in writing within ten (10}
calendar days after receipt of such Step 2 grievance. A grievance
not resolved in Step 2 may be appealed to Step 3 within ten (10)
calendar days following the II�iPLOYER-designated representative's
Step 2 answer. Any grievance not appealed in writing to Step 3
by the SPFSA within ten (10) calendar days shall be considered
waived.
Step 3. If appealed, the written grievance shall be presented by
the SPFSA to, and discussed with the EMPLOYER-designated Step 3
representative. The ENNIPLOYER-designated representative shall give
the SPFSA the 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 by the SPFSA to Step 4 within
ten (10) calendar days following the E�iPLOYER-designated representa-
tive's final answer in Step 3. Any grievance not appealed in writing
to Step 4 by the SPFSA within ten (10) calendar days shall be
considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4
shall be submitted to arbitration sub�ect to the provisions of the
Public Employment Labor Relations Act of 1971. The selection of
an arbitrator shall be made in accordance with the "Rules Governing
the Arbitration of Grievances" as established by the Public
Employment Relations Board.
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ARTICLE VI - GRIEVANCE PROCIDURE (continued)
6.5 ARBITRATOR'S AUTHORITY
The arbitrator shall have to right to amend, modify, nullify, ignore,
add to, or subtract from the terms and conditions of the AGREEMENT.
The arbitrator shall consider and decide only the specific issue(s)
submitted in writing by the II�LOYER and the SPFSA, and shall have
no authority to make a decision on any other issue not so submitted.
6.6 The arbitrator shall be without power to make decisions contrary to
or inconsistent w�th or modifying or varying in any way the appli-
cation 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 the close of the hearing or the submission
of briefs by the parties, whichever is later, unless the parties agree
to an extension. The decision shall be based solely on the arbitrator's
interpretation or application of the express terms of this AGREEMENT
and to the facts of the grievance presented.
6.7 The fees and expenses for the arbitrators' services and praceedings
shall be borne equally by the Et�LOYER and the SPFSA, provided that
each party shall be responsible for compensating its own representatives
and witnesses. If either party desires a verbatim record of the pro-
ceedings, 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.
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ARTICLE VI - GRIEVANCE PROCEDURE (continued)
6.8 WAIVER
If a grievance is not presented within the time limits set forth
above, it shall be considered "waived". If a grievance is not
appealed to the next step within the specified time limit or any
agreed extension thereof, it shall be considered settled on the
basis of the FJMPLOYER'S last answer. If the II�PLOYER does not
answer a grievance or an appeal thereof within the specified time
limits, the SPFSA may elect to treat the grievance as denied at that
step and immediately appeal the grievance to the next step. The
time limit on each step may be extended by mutual written agreement
of the employer and the SPFSA in each step.
6.9 RECORDS
All documents, communications and records dealing with a grievance
shall be filed separately from the personnel files of the involved
employee(s).
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ARTICLE VII - SAVINGS CLAUSE
7.1 This AGREEMENT is sub�ect to the Iaws of the United States, the State
of Minnesota and the City of Saint Paul. In the event any provision
of this AGREEMENT shall be held to be contrary to law by a court of
competent �urisdiction from whose final �udgment 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 ma� be renegotiated at the written request of
either party.
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ARTICLE VIII - UNIFORM ALLOWANCE
8.1 The 1972 base of Qne Hundred �aenty Dollars ($120.00) as a clothing __
allowance on a voucher system will be increased January 1, 1974, and
each year thereafter on the basis of a yearly study of the increased
cost of the defined uniform. The 1972 base cost of the uniform is
stipulated and attached as Appendix A.
8.2 It is further understood that �ire Prevention Employees shall receive
a clothing allowance which is Thirty {$30.00) dollars greater than
that provided herein for other employees.
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ARTICLE IX - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the II�LOYER shall defend, save harmless and indemnify an
EMF'LOYEE, and/or his estate, against any claim or demand, whether
groundless or otherwise, arising out of an alleged act or omission
occuring in the performance and scope of the II�LOYEE'S duties.
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ARTICLE X - SENIORITY
10.1 Department Seniority
For the purposes of this AGREEMENT seniority shall be defined as the
length of continuous and uninterrupted employment in the fire department.
10.2 Loss of Department Seniority
An IIKPLOYEE will lose acquired department seniority in the following
instances:
10.31 Resignation
10.32 Discharge
10.33 Retirement
10.3 Work Force Reduction
In the event of a reduction in the department work force, such reduction
shall occur in accordance with Section 22 of the Civil Service Rules as
of the date of the signing of this AGREEMENT.
10.4 Reduction in Rank
Reductian in rank shall be in accordance with the Civil Service Rules as
of the date of the signing of this AGREEMENT. (F�ccept as indicated below}
10.41 Reduction in rank for periods up to but no more than 30
consecutive calendar days will be by platoon seniority.
10.42 Reduction in rank for more than 30 consecutive calendar
days shall be in accordance with the Civil Service Rules
as of the date of the signing of this AGREEMENT.
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ARTICLE XI - CALL BACK
11.1 EMPLOYEES required to report for work by the EMPLOYER during scheduled
off-duty time will be compensated the straight time rate. The minimum
payment under this Article will be four (4) times the II�LOYEE'S
hourly rate. An early report of two (2) hours or less or an extension
of a normally scheduled tour of duty shall not qualify an EMPLOYEE for
this minimum payment.
� �
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ARTICLE XII INSURANCE
12. 1 The EMPLOYER will continue for the period of this AGREEMENT to provide
for EMPLOYEES such health and life insurance benefits as are provided
by II�LOYER at the time of the execution of this AGREEMENT.
12.2 The EMPLOYER will for the period of this AGREEMENT provide for EMPLOYEES
who retire after the time of execution of this AGREIIKENT and until such
ENIPLOYEES reach sixty-five (65) years of age such health insurance benefits
as are provided by the IIKPLOYER.
12.3 In the event of the death of an active II�LOYEE or an early retiree, the
dependents of such F1�LOYEE or retiree shall have the option within thirty
(30) days to continue or begin the current hospitalization and medical
benefits, including such improvement as may be made from time to time, which
said dependents previously had, or be eligible for at the premium applicable
to dependents of active employees. It is further uaderstood that coverage
shall cease in the event of:
12.31 Subsequent remarriage of the surviving spouse of the
deceased employee or retiree.
12.32 The employment of the surviving spouse where hospitalization
and medical insurance coverage is obtained through a group pro-
gram by said employer. It is further understood, however, that
in said event, the surviving spouse shall have the right to
maintain City hospitalization and medical insurance coverage
for the first ninety (90) days of said employment.
, 12.4 City provided life insurance in existence at the time of retirement shall
continue to be provided by the City after an employee shall take earTy
retirement, but such coverage sha11 texininate at age 65.
�I
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ARTICLE XII - INSURANCE (continued)
12.5 All early retirees covered in this Bargaining Unit shall receive the
same Health and jJelfare benefits regardless of the date of their early
retirement. In order to be eligible for the benefits under this early
retiree provision, the employee must:
12.51 Be receiving benefits from a Public Employee Retirement Act.
12.52 Have severed his relationship with the City of Saint Paul under
one of the early retiree plans.
The City and above ASSOCIATION aZso agree that any employee who is eligible
for a deferred Fire Pension shall receive such Health and Welfare benefits
when he begins to receive his pension benefits.
12.6 For each eligible employee covered by this AGREEMENT selecting that health
insurance program supplied to the City by B1ue Cross-Blue Shield, the City
sha.11 pay the entire cost of such coverage, or $36.85 per month, whichever
is less. In addition, for each employee selecting dependentfs coverage
under the program offered to the City by Blue Cross-Blue Shield, the City
shall pay the entire cost of such dependent's coverage or $42.43 per month,
whichever is less. These premium payments shall be paid to the City's
group health and welfare plan.
12.7 For each eligible employee covered by this AGREEMEPtT selecting that health
insurance program supplied to the City by Group Health, the City sha11 pay
the entire cost of such coverage, or $36.85 per month, whichever is less.
In addition, for each employee selecting dependent's coverage under the
program offered to the City by Group Health, the City shall pay the entire
cost of such dependent's coverage or $35.93 per month, whichever is less.
These premium payments shall be paid to the City's group health and
welfare plan.
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ARTICLE XII - INSURANCE (continued) ,
12.8 For each eligible employee covered by this AGREEMENT selecting that health
insurance program supplied to the City by Coordinated Care, the City shall
pay the entire cost of such coverage, or $36.85 per month, whichever is
less. In addition, for each employee selecting dependent's coverage
under the program offered to the City by Coordinated Care, the City shall
pay the entire cost of such dependent's coverage or $35.29 per month,
whichever is less. These premium payments shall be paid to the City�s
group health and welfare plan.
12.9 The City agrees to contribute the cost of $5,000.00 of life insurance
coverage for each employee who is eligible for such coverage or $3.25
per month, whichever amount is less.
12.10 Effective January 1, 1980, the dollar caps, specified in Articles 12.6,
12.7, 12.8 and 12.9 shall be increased to equal the total premium cost
charged by each health care and life insurance provider for 1980. It is
understood that the City is to pay the entire premium cost for employee
health care coverage and life insurance and dependent's health care
coverage, for employees selecting dependent's coverage in each plan
during 1980.
12.11 Effective January 1, 1981, the dollar caps, specified in ArticZes 12.6,
12.7, 12.8 and 12.9 shall be increased to equal the total premium cost
charged by each health care and life insurance provider for 1981. It is
understood that the City is to pay the entire premium cost for employee
health care coverage and life insurance and dependent's health care
coverage, for employees selecting dependent's coverage in each plan
during 1981.
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ARTICLE XII - INSURANCE (continued)
12.12 Effective January 1, 1982, the dollar caps, specified in Articles 12.6,
12.7, 12.8 and 12.9 shall be increased to equal the total premium cost
charged by each health care and life insurance provider for 1982. It is
understood that the City is to pay the entire premium cost for employee
health care coverage and life insurance and dependent's health care
coverage, for employees selecting dependent's coverage in each plan
during 1982.
12.13 The contributions required of the City by 12.6, 12.7, 12.8 and 12.9
shaZl be paid to the City's group health and welfare plan. Any increase
in the premium costs after December 31, 1982 shall be paid by the employee.
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ARTICLE XIII - VACATION
13. 1 EMPLOYEES shall be granted in each calendar year vacation at the rate
of two (2) times the number of hours designated as the work week. After
five (5) years of continuous employment in EhII'LOYERtS fire department,
II�LOYEES shall be granted vacation at the rate of three (3) times the
number of hours designated as the work week. After fifteen (15) years
of continuous employment in II�LOYER'S fire department, EMPLOYEES shall
be granted vacation at the rate of four and two-tenths (4.2) times the
number of hours designated as the work week. After twenty-five (25)
years of continuous employment in II�LOYER'S fire department, IIKPLOYEES
shall be granted vacation at the rate of four and four-tenths (4.4)
times the number of hours designated as the work week.
13.2 The department head may permit EMPLOYEES to carry over into the follow-
ing calendar year vacation time equivalent to two work weeks. Vacation
schedules shall be fixed by the department head. An II�.'LOYEE not
working full-time shall be granted vacation on a pro-rata basis.
13.3 II�LOYEES separated from employment by reason of resignation sha11 be
granted such vacation pay as has been earned and remains unused at the
time of separation, provided notification of resignation has been sent
to the department head, in writing, at least fifteen (15) calendar
days prior to the date of resignation. Ef�LOYEES separated from
employment by reason of discharge, retirement or death shall be granted
such vacation pay as has been earned and remains unused at the time of
separation. EMPLOYEES granted more vacation time than earned at the
time of separation from employment shall pay the EMPLOYER for such
unearned vacation.
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ARTICLE XIV - HOLIDAYS ``"'" '�`' '
14.1 In addition to what is provided in Section 1 I of Saint Paul's Salary
Plan and Rates of Compensation Resolution, add one additional floating
holiday which is to be added to the vacation schedule by increasing
vacation by .2 (two-tenths) times the number of hours designated as
the work week.
14.2 For those employees assigned �to a work week other than Monday
through Friday, the holiday shall be observed on the calendar date
of the holiday.
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ARTICLE XV - SICI: LEAVE AND MATERNITY LEAVE
15.1 Sick leave shall be granted in accordance with the Civil Service
Rules.
15.2 Modify the sick leave conversion to vacation policy, to a11ow eligibility
for conversion when one hundred eighty (180) days have been accumulated.
15.3 I�Saternity Leave. Maternity is defined as the phys�cal 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.
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ARTICLE XVI - SEVERANCE �AY
16.-1 ENII'LOYEES shall be eligible for severance pay in accordance with
the Severance Pay Ordinance No. 11490. The amount of Severance
kay allowed shall be that amount permitted by State Statutes
sub�ect to the provision that the maximum amount allowed shall
be $4,000.00.
_ 23 _
ARTICLE XVII - WAGES
17.1 The wage schedule for the purpose of this AGREEMENT shall be Appendix B
attached hereto.
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ARTICLE XVIII - RESIDENCE
18.1 The Residency Resolution effective August 4, 1979, in Council File .
No. 273378 shall apply to alI employees covered by this AGREEMENT.
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ARTICLE XIX - INCAPACITATION
19.1 II�LOYEES injured during the course of ecuployment and thereby rendered
incapable of performing job duties and responsibilities shall receive
full wages during the period of incapacity, not be exceed the period
equal to twelve (12) months plus accumulated sick leave. It is under-
stood that in such cases, the twelve (12) month period shall first be
utilized and only when same is exhausted shall accumulated sick leave
be applicable.,
19.2 II�LOYEES disabled through in�ury car sickness other than specified in
Section 19.1 above shall receive full wages for a period equal to
accumulated sick leave, plus six (6) months as provided herein. It is
understood that in such cases, accumulated sick leave shall first be
utilized before the six (6) months, or any part thereof, shall be
applicable. It is further understood that the six (6) month period
shall be available to members in this unit only in those years
where the last available Annual Report of the City Civil Service
Office shall show average sick leave used per member of the
Saint Paul Fire Department (based on the 1972 Annual Report method
of calculating same), of eight (8) days or less.
19.3 EMPLOYEES injured on incapacitated by illness in the line of duty shall
be entitled to reinstatement at any time within five (5) years from the
date of in3ury or incapacity provided they are physically capable of
resuming their �ob.
19.4 Except as specifically provided in this Article, all illness and
incapacity rules and policies previously in effect shaZl continue.
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ARTICLE XX - DURATION AND EFFECTIVE DATE
20.1 Except as herein provided this AGREEMENT shall be effective as of
January 1, 1980, and shall continue in full force and effect thru the ,
31st day of December, 1982. Either party desiring to amend or modify
this AGREII�fENT shall notify the other in writing sa as to comply with
the provisions of the Public Employment Labor Relations Act of 1971.
20.2 This constitutes a tentative agreement between the parties which will
be recommended by the City Negotiator, but is sub3ect to the approval
of the Administration of the City, the City Council and is also subject
to ratification by the ASSOCIATION.
Signed this 26th day of December, 1979
CITY OF SAINT PAUL SAINT PAUL FIRE SUPERVISORY ASSOCIATION
. jl
G�,G� A
' " ��:� � C�����
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abor elation Di ctor President
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� 27 �
APPENDIX A
Regulation "West Point" long sleeve police shirt. . . . . . . . .
Regulation "West Point" short sleeve police shirt . . . . . . . . .
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C
Ranking Officer's white uniform shirt, short sleeve, �)est Point 7500C
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632. . . .
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . .
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . .
Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . .
Jacket - Light weight, wa3st style Fechheimer 32100 . . . . . . . .
Surcoat - Energy 100FD - Sizes 48 - 50 add 10% - longs add 10%. . .
Jacket - California thermal chief - Horace Small. . . . . . . . . .
Parka - Navy - Butwin 111SP
Regular sizes 34 - 46. . . . . . . . . . . . . . . . . . . . .
Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . .
50 . . . . . . . . . . . . . . . . . . . . . . . .
52 . . . . . . . . . . . . . . . . . . . . . . . .
Long . . . . . . . . . . . . . . . . . . . . . .
Liners for summer uniform fire fighter jacket - Fechheimer Bros.
32704 . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Sewing Costs: No cost when ordered with jacket, otherwise . .
Caps
Trooper Cap . . . . . . . . . . . . . . . . . . .. . . . . . .
Chiefs Navy-Stype Midwest-N.W. . . . . . . . . . . . . . . . .
8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . .
Belts - Ieather - black - 1� inch . . . . . . . . . . . . . . . . .
Shoes
Wedge style oxford - Red Wing shoe ��101 . . . . . . . . . . .
Slip on style oxford - FLOAT-AWAYS ��J5347. . . . . . . . . . .
Slip on style oxford - FLOAT-AWAYS �EJ5318. . . . . . . . . . .
Lace style oxford - FLOAT-AWAYS Z5096. . . . . . . . . . . . .
Slip on style oxford Weinbrenner 1635. . . . . . . . . . . . .
Slip on style oxford Weinbrenner 1435. . . . . . . . . . . . .
Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . .
Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . .
Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . .
Socks
Munsingerwear �40 . . . . . . . . . . . . . . . . . . . . . .
Munsingwear ��415 - stretch style . . . . . . . . . . . . . . .
Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . .
- A1 -
APPENDIX B
SI-WEEKLY RATES
SALARIES EFFECTIVE DECII�IBER 29, 1979
Supervisor of Fire Communications
A B C D E F 10-yr 15-yr
771.64 810.23 850.72 885.08 930.34 968.04 1018.34 1043.49
Assistant Fire Marshal
818.64 859.56 902.53 938.99 987.01 1027.01 1080.35 1107.02
District Fire Chief
Fire Marshal
Fire Training Officer
890. 18 934.69 981.40 1021.04 1073.24 1116.75 1174.73 1203.75
The above December 29, 1979 rates represent a seven percent (7.Oy) increase over
the January 1, 1979 rates.
SALARIES EFFECTIVE DECEMBER 27, 1980
Supervisor of Fire Communications
A B C D E F 10-yr 15-yr
825.65 866.95 910.27 947.04 995.46 1035.80 1089.62 1116.53
Assistant Fire Marshal
875.94 919.73 965.71 1004.72 1056. 10 1098.90 1155.97 1184.51
District Fire Chief
Fire Marshal
Fire Training Officer
952.49 1000. 12 1Q50. 10 1092.51 1148.37 1194.92 1256.96 1288.01
The above December 27, 1980 rates represent a seven percent (7.0%) increase over
the December 29, 1979 rates.
- B1 -
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�R,L��
APPEIrTDIX B (continued) ��;'f����.r��
BI-WEEKLY RATES
SALARIES EFFECTIVE DECF�IBER 26, 1981
Supervisor of Fire Communications
A B C D E F 10-yr 15-yr
887.57 931.97 978.54 1018.07 1070.12 1113.49 1171.34 I200.27
Assistant Fire Marshal
941.64 988.71 1038.14 1080.07 1135.31 118I.32 1242.67 1273.35
District Fire Chief
Fire Marshal
Fire Training Officer
1023.93 1075.13 1128.86 1174.45 1234.50 1284.54 , 1351.23 1384.61
The above December 26, . 1981 rates represent a seven and ane-half percent (7.5%)
increase over the December 27, 1980 rates.
- B2 -
�R _ � po. no# detach tl�i]��;rr�emar�tr►dum � !he
, resviuti�►n so that th�s inforr�ton Wtl1 'be
` avaitaWe to the Ci#y.;:�our�cil.
. EXPLANATIOI� �F AD�t3NIS�TItrE ORD$RS
RESOLUTI S AND,; C�S ��!!�j���
��`
Date: . Decernber 24, 1979 ' �� C � �i � � �
. ,�AN 2 �g�
��� � �
TO: MAYOR GEORGE L�lT�MBR
�
� FR: Pe�tsonnel Office
�E: Resolution'for submise3.on to Gity Cou�ticil
ACTIQN REQIIESTED
We recom�end 3rouz ap�roval and submission of this Reaolutioa �o the City �'x►unc�l.
� � � � � � � � " i
. ,
PURPOSE ANI� RATIf31+XALE F�R TI�iS ACTI(?N:
T�.is Agr�emeat for 1960-19$1-1982 betwce� the. �ity� o� St. Paul � t�e
5t. Faiil. Fire Supervisory AasociatipGa ca11s for a '�% s��•r1* iacr�a.�r-�ia
1980, a ?% increase in 1981, ancfi a ?._5°�o.iac�ease ia 1'q�$2. . . �-
The current coa�ract with this grotip �vvas far the period throu,� Dec. 31, •
1q80; however, tha new contra+ct e,xt�nds the con�ract period i�rough
Dfec. 31, 1982. It also g3;�es this Ba�gaiai�g Uait of D�i.etrict Fire Cl�i�fs
th,e.sama insurance p�'ieions as the �'ira Fighters. This�}��'rnti;�.es all �
iasuraace costs to bb �a�d by the �x�lo7�er thron.gh 198�.
�
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� �:;�
AT"��i��:
,
Resal�tior� and copy for ttxe City C1erk. A1so, cogy of#he A�recme�t.
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