01-1271`��O.J� '; ;': ;
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Council File # O\ � 1 A��
Green Sheet # 106860
RESOLUTION
CITY OF SAINT PAUL, MfNNESOTA f�
Presented
Refened To
Committee Date
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2001 through December 31, 2002 Collective Bargaining Agreement between the City of Saint
3 Paul and the Saint Paul Supervisars Organization.
Requested by Departrnent of:
Form A oved �, A � ttorn � I
By: ����-�� '�� 1 t)30) n j
Adopted by Council: Date �,- . �� a_� o T Approved by Mayor f r Submission to Council
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Adoption Certified by Council Secretary By,:
By: \ \ ;� d- . � �
Approved by Mayor: Date �� Z� 2��
By: � �/����y�
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DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SIiEET No.• 106860
LABOR RELATIONS November 28, 2001 ' O 1-1 �.�
CONTACT PERSON & PAONE: � AuuATE ml'clni✓nATE
NLIE KRAUS 266-6513 ASSIGN I DEPARTMENT DI 4 CITY COUNCIL
NUMBER 2 CITY ATTORNEY CITY CLERK
M[7ST BE ON COUNCIL AGENDA BY (DATE) FOR BUDGET DIR. _�� �j FIN & MGT. SERVICE DIR.
ROUITNG 3 MAYOR (OR ASST.) d�1� 1
ORDER ��
TOTAL # OF SIGNATi7RE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNAI'fJRE)
ncriorr xEQvES�n: This resolution approves the attached January 1, 2001 through December 31, 2002 Collective
Bargaiviiig Agreement beriveen the City of Saint Paul and the Saint Paul Supervisors Organization.
RECOMMENDATIONS: Approve (A) or Re�ect (R) PERSONAI, SERVICE CON'PRACTS MUST ANSWER TI-IE FOLLOWING
QUESTIONS:
_PLANNiNG COMMISSION _CIV[L SERVICE COMMISSION 1. Has this pelson/film ever worked under a contract for this department?
_CIB COMMITTEE Yes No
—$T�F 2. Has this person/firm ever been a city empioyee�
DISTR[CT COURT Yes No
SUPPORTS WHICH COONCIL OBJECTIVE? 3. Does th�s persoNfirm possess a skill not normally possessed by any curzent city emptoyee?
Yes No
Explain all yes answers o� separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORI'UNTTY (Who, Whay When, Where, Why):
Negotiations of this contr�act were resolved by an arbitration award dated November 19, 2001.
ADVANTAGESIFAPPROVED:
Implementation of legally-binding arbitration awazd.
DISADVANTAGESIFAPPROVED:
None
DISADVANTAGES IF NOT APPROVED:
Rejection of legally-binding azbitration awazd. Labor unrest.
TOTAL AMOL3NT OF TRAI3SACtION: COST/REVENUE BUDGETED:
FUNDRVG SOURCE: ACl'IVITY NUMBER:
FINANCL4L INFORMATION: (EXPLAIN)
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ATTACHMENT TO THE GREEN SHEET
SAINT PAUL SUPERVISORS ORGANIZATION
Below is a siunmary of the changes in the labor agreement between the City of Saint Paul and the
Saint Paul Supervisors Organization.
Duration: January l, 2001 - December 31, 2002
Waees:
January 1, 2001 (closest pay period) 2.75%
January 1, 2002 (closest pay period) 3%
Health Insurance:
The insurance contribufion increases follow the same pattem as the agreements with other
bargaining units.
2001
Single: $211.62 + first $40.00 of single increase (which was $18.22) + 50% of any amount over
$40.00 = $229.84.
Family:$34838 + increase in single insurance up to $40.00 (which was $18.22) + 50% of any
amount over $40.00 = $366.60.
2002
Single: 2001 single contribution + any increase up to $40.00 ( which was $29.88) + 50% of any
amount over $40.00 = $259.72.
Family:2001 family contriburion + 60% of any family premium increase (which was $76.49) _
$412.49. If the increase exceeds $100 the City will pay 40% of the excess increase.
Holidavs:
Agreed to a change in the process for holiday eligibiliry determination. This change will make
the administration of holidays easier for Payroll staff. Agreed that employees at the Library will
swap the Day after Thanksgiving holiday for a Christmas Eve Day holiday to better serve the
public at the request of the Library Labor/Management Committee.
Retroacfivitv Pav:
Retroactive pay for those individuals on the payroll at the time the Union signs the contract. This
was agreed to prior to the azbitration process. Due to the unknown time frame in receiving the
award, the date of October 19�', 2001 was agreed upon as the date which will be used to
detennine eligibility for retroactive pay for this contract only. This is the date when briefs were
submitted to the azbitrator.
Crreen Sheet Attachment
Saint Paul Supervisors Organization
Pg 2
Voluntary Unpaid Leave of Absence:
Agreed to increase time available from 160 hours to 480 hours. This is consistent with other
bazgaining uniYs.
o�_�i��
Vacation Sellback:
Agreed to allow for vacation sellback with Employer discrefion and with the caveat that
employees are not being eligible for vacation sellback in the same year they convert sick leave to
vacation.
Other Language Changes:
Other language changes (grievance, vacation, flexible spending account fees) were of a
housekeeping nature for clarification and cleanup.
Vacation
Arbitration award provided one additional day of vacation for employees with 23 or more years
of service.
Deferred Compensation
Arbitration award provided for $75.00 per year for employees with 20 or more years of service.
Eligibility requirements are consistent with those negotiated in other contracts.
Cost:
Wages
Health Insurance
Deferred Comp
Vacation
2001
$ 245,428.78
$ 27,548.64
2002
$ 267,740.49
$ 57,282.12
$ 5,175.00
$ 15,740.18
Total $ 272,977.42 $ 345, 937.79
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INDEX
ARTICLE TITLE
PAGE
Preamble ..................................................1
1 Recognition ................................................2
2 Savings Clause ..............................................2
3 Management Rights ..........................................2
4 Check Off ..................................................3
5 Work Schedules .............................................3
6 Seniority .........................................:.........5
7 Non-Discrimination . . . . .. .. . .. . . . . . . . .. . . . . . .. . .. . .. . . . . . . . . . 6
8 Discipline ..................................................6
9 LegalServices ..............................................7
10 Grievance Procedure .........................................7
11 Wages ....................................................11
12 Leavesof Absence ..........................................11
� 13 Insurance .................................................11
14 Vacation ..................................................15
15 Holidays ..................................................17
16 Severance Pay .............................................17
17 Sick Leave ................................................18
18 Mileage ..................................................19
19 Safety Shoes ...............................................21
20 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
21 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Appendix A ............................................. A1
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PREAMBLE
This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either
the "Employer" or the "City," and the Saint Paul Supervisors' Organization, hereinafter referred
to as the "Organization," for the purpose of fostering and promoting hannonious relations
between the Employer and the Organization in order that a high 1eve1 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
understandin� on the part of both the Employer and the Organization of their respective rights
and responsibilities.
The provisions of this Agreement sha11 not abrogate the rights and/or duties of the Employer, the
Organization, or the employees as established under the provisions of the Public Employee Labor
` Relations Act of 198A, as amended.
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� ARTICLE 1 - RECOGNITION
l.l The Emplover recognizes the Saint Paul Supervisors' Organization as the exclusi�-e
representati��e 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, on December I 1, 1973, in BMS Case No. 74-PR-207A
and as re�ised by Unit Clazification proceedings in BMS Case Nos. 74-PR-414-A. and
78-PR-500-A dated April 16, 1977 and December 7, 1977, respectively.
1.2 ?�e« classifications urhich are within the scope and definition of the Organization s
certification as stated in Article 1.1 above shall be recognized as part of this bargaining
unit. Disputes which may azise between the Employer and the Organization bver the __
inclusion or eaclusion of any job classifications may be refened by either Part}� to fhe
Conunissioner. Bureau of Mediation Services, State of Minnesota, for determination in
accordance �ith appiicable statutory provisions. Determination bti the Commissioner
shall be subject to such review� and determination as is provided by statute and such rules
and regulations as are promulgated thereunder.
ARTICLE 2 - SAVINGS CLAUSE
• 2.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In
the e� ent an} pro�•ision of this Agreement shall be held to be contrar}� to law• by a court of
competent jurisdiction from whose final judgment or decree no appeal has been taken
tiithin the time pro�ided. 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 part��. All other provisions of this Agreement shall continue in full force
and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 Tl�e Oreanization reco�nizes the right of the Employer 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 aze retained by the Employer.
3.2 The empioyer is not required to meet and negotiate on matters of inherent managerial
policc. �hich include, but whieh aze not limited to, such areas of discretion or policy as
the functions and programs of the Employer, its overall budget, urilization of technolog} ,
and oraanizational structure and selection and direction and number of personnel.
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ARTICLE 4 - CHECK OFF
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4.1 The Employer shall deduct the Organization's membership initiation fee assessments and
monthl} dues from the pay of those employees who individually request in writing that
b}' a representative of the Organization and the aggregate deductions of all employees
shall be remitted together with an itemized statement to the representative b}� the first of
� the succeeding month after such deductions aze made or as soon thereafter as is possible.
4.2 _ An} present or future employee who is not an Organization member may be required to
_ contribute a fair share fee for services rendered by the Organization. Upon notification
b}° the Organization, the Employer shall deduct said fee from the earnings of the
employee and transmit the same to the Orgazvzation. In no instance shall the fair share
fee exceed eight�•-five percent (85%) of the Organization's regular membership dues. It
is also understood that in the event the Emplo}°er shall make an improper fair share
deduction from the earnings of the employee, the Organization shall be obligated to make
the Emplo}•er whole v��here the Employer has reimbursed such employee for any� amount
improperlti w�thheld.
4.3 The Emplo;•er shall notify the Organization's President, in w�riting, of the names and job
classifications of emplo}•ees coming within the established scope and definition of the
Organizatiori s baraaining unit through ne�� emplo}�ment or b}� promotion. •
4.4 The Organization shall indemnify and hold the Employer harmless against an�� and all
claims. suits, orders or judgments brought or issued against the Employer as a result of
an} action taken or not taken by the Employer under the provisions of this anicle.
ARTICLE 5 - WORK SCHEDULES
5.7 All bargainine unit employees are exempt from the overtime pa}� provisions of the federal
Fair Labor Standazds Act and similaz state legislation as executive or administrative
emp]oyees and are salaried employees ofthe City who are not compensated on an hourl}'
basis. The provisions of Section 28H (Overtime Compensation) of the Saint Paint Civil
Sen•ice Commission Rules shall not apply to employees in this bargaining unit.
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M ARTICLE 5- WORK SCHEDULES (Continued)
52 Ti�e normai work schedule for full-time employees covered bti this A�reement shall
consist of a minimum of eighty (80) hours within each biweekly payroll period. An
einplo} ee is generally expected to be working during the normal business hours
established by the Employer for the employee's work group, subject to the leave
prorisions of this Agreement, applicable Civil Service Rules and applicable state and
federa] statutes. Due to the nature of their work, however, the job duties of persons in
this bargaining unit may require the employees to work irregular hours, and work on
holida��s and weekends. Such work requirements are considered an integral part of the
job. Therefore, maintaining consistent starting and quitting times and scheduling specific
numbers of hours worked in any day or week may be impossible. Where their assigned
duties aiid responsibilities permit, however, and where their Department Head or
Super� isor appro� es, bargainin� unit employees may exercise reasonab]e and prudent
discretion in scheduling or varping the times at which their work is performed.
�3 Emplo} ees ���ho ��ork more than eight}� (80) hours in a two-week pa}�rol] period may be
�ranted compensator} time with the approval of their department head or his/her
desi�nee.
5.4 Compensator} time off shall be scheduled and approved in adrance. Employees and their
• super� isors shall diligently work to�ether to schedule compensatory time off so that
emplo} ees may° make maximum use oftheir accrued compensatory time �ithout
unreasonabl}• disruptins tbe business of the Employer. Alternatively, the Employer ma}�
pa� cash in lieu of time off for some or all of an employee�s accrued conapensaton time
at the sole discretion of the employee's Department Head subject to the Department's
budgetar} considerations and, ifnecessary, approval ofthe Cit}'s Budget Director. If
made. such pati�ment shall be based upon the pro rated portion of the employee's salarv in
effect at the time of such payment with regard to such hours liquidated b}' cash payment.
�.5 On occasion, the Employer may request that an employee temporarily assume
responsibilit} for a special project or other job duties that represent a substantial addition
to the duties and responsibilities generally associated with the employee's position. If the
emplo} ee accepts the assignment, he/she may receive such additional compensation as
ma} be determined bv the employee`s Department Head and the City's Budget Director
or work schedule adjustments (compensatory time) as may be approved by the
emplo}�ee�s Department Head both of which may be granted in the Employer s sole
discretion.
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ARTICLE 5 - WORK SCHEDULES (Continued)
5.6 For emplo��ees who wish to shaze a position, the Employer wiL1 attempt to provide
nntinns for imnlementin¢, a sharin� arraneement. Such an arranaement must be m
agreed upon b}' the Employer and the employees involved. Vacation, holiday and sick
lea�•e benefits for employees who share a position shall be pro-rated based upon the
percent of hours worked. Health insurance benefits shall be administered in accordance
u the provisions of Article 13 of this Agreement. In the event that one of the
emplo}°ees participating in the shazed position is terminated or terminates employment,
the Emplo}�er shall post the job shazing vacancy for a period of ten (10) days. If after ten
(10) da��s. such vacancy cannot be filled, the EmpIoyer shall have the option of increasin�
the remaining employee's work hours.
SJ Artide �.6 shall not be subject to the provisions of Article 10 (Grie��ance Procedure) of
this Aareement.
ART`ICLE 6 - SENIORITY
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6.1 Seniorit}. for the purposes ofthis Agreement, shatt be defuied as foilocc�s: The length of
continuous. rewlar and probationar}� service with the Employer from tbe date an
empio} ee ��'as first certified and appointed to a class title covered by this A�reement, it .
being further understood that seniorit}' is confined to the current class assignment held b}'
an ernplo}�ee. In cases where two or more emplo;�ees are appointed to the same class title
on tl�e same date, the seniorit�� shall be determined b� the employee's rank on the elieible
list from �;�hich the certification was made.
6? Seniorit� shall terminate when an employee retires, resigns, or is discharged.
63 In the e� ent it is determined by the Employ�er that it is necessary° to reduce the work force.
emplo� ees ��.�ill be laid off by class tit]e within each department based on im length
of seniority as defined above. The Office of Human Resources ��ill identif}' such least
senior employee in the title in which there is to be a lay-offin the department reducing
positions. and shall noufj� said employee of his/her reducrion from the department. If
there are any vacancies in that title in any other City department, the Office of Human
Resources sha11 place the affected employee in such vacancy. If two or more vacant
positions are available, the Office of Human Resources shall decide which vacant
position the affected employee shall fill. If no vacancy exists in such title, then the least
senior einplo}�ee in the City in such title shall be identified, and if the employee affected
by the original departmental reduction is more senior, he/she shall have the right to claim
that position and the least senior employee in the City, in that title, shall be laid of£ For
the purpose of this article, the Board of Education is not considered a Ciri• department nor
is a Board of Education employee considered a city employee. �
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ARTICLE 6 - SENIORITY (Continued)
� 6.4 If the emplo}'ee to be laid off as a result of Article 63 above is in a title in a promotionai
series and has held lower titles in the series in this or any other bargaining unit. such
employee will be offered a reduction to the highest of these titles within the department to
which classification senioriry as defined in Article 6.1 above would keep them from being
laid of£ This Article 6.4 shall not be effective until and unless the St. Paul Professional
E�nployees Association, AFSCME Clerical Local 2508, and AFSCME Technical Local
1842 collective bargaining agreements have corresponding langua�e. Until such
corresponding language is included in such bargaining agreements, the provisions of this
Article 6.4 shall be applicable only to the extent that such reductions may� be offered only
to pseciously held lower titles within the department in the series which are in this
bargaining unit.
6.5 Recali from la;�off shall be in inverse order of layoff, except that recall rights shall expire
after t�n-o years of layoff. It is understood that such employees will pick up their former
seniorit} date in any class of positions that they previously held.
6 6 To the eatent possib]e. vacation periods shall be assigned on the basis of seniority- It is,
ho« e� er. understood that vacation assignment shali be subject to the abilit} of the
Employer to maintain operations.
� ARTICLE 7 - NON-DISCRIMINATION
7.1 The pro��isions of this Agreement shall be applied equally by the Employer and the
Oreanization to all employees covered b}� this Agreement in accordance with applicable
cit�. state and federa] la��.
ARTICLE 8 - DISCIPLINE
8.1 The Employer will discipline emplo}�ees for just cause only. Discipline may be in any of
the forms listed below.
Oral reprimand;
Written reprimand;
Suspension
Reduction;
Dischazge;
82 All disciplinan actions, except oral reprimands, will be in written form.
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ARTICLE 8 - DISCIPLINE (Continaed)
8.3 Emplo}•ees and the Organization will receive copies of written reprimands and notices of
suspension, dischazge and reductions.
8.4 Emplo}�ees may examine all information in their Employer personnel files. Files may be
examined at reasonable times.
8S ,_ An employee to be questioned concerning an investigation of disciplinar�� action shall
ha��e the right to have an Organization representative be present during such interview.
ARTICLE 9 - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or willful or wanton neglect of dut} _ Emplover
shall defend. hold harmless and indemnify employee against any tort claim or demand.
��, hetl�er sroundless or otherwise, arising out of an alleged act or omission occurring in
- tl�e perforn�ance and scope of employee's duties.
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9.2 Not"ithstanding Artide 9.1, the Employer shal] not be responsible for pa}'ing an} le�al
ser��ice fee or for providin� any legal service azising from any legal action ��here the
emplo}'ee is the Plaintiff.
9.3 Each emplo} ee, after receiving notice of (i) a claim, demand, action. suit or proceeding �
aQainst I�im or her, or (2) a judgment, verdict, finding or determination, either of which
arises out of alleged or found acts or omissions occurring in the performance or scope of
the employee's duties, shall noUfy the City Attomey, in writing. of such notice as soon as
possible and practica] afrer receiving the notice but in no eveni later than three (3)
business da} s afrer receipt thereof.
ARTICLE 10 - GRIEVANCE PROCEDURE
10.1 A grie� ance is defined as a dispute or disagreement as to the interpretation or application
of the specific terms and conditions of this Agreement. The procedure established by this
Ar2icle shall be the sole and exclusive procedwe for the processing of grievances arising
from this Agreement or arising from terms and conditions of employment in the City of
St. Paul Ci� il Sen�ice Rules and Salary Plan and Rates of Compensation.
l OZ The Employer will recognize representatives designated by the Organization as the
grie��ance representatives of the bargaining unit having the duties and responsibilities
established by this Article. The Organization shall notify the Empioyer in writing of the
names of such Organization Representatives and of their successors when designated.
The Employer shall notify the Organization in writing as to its desi�nated representatives.
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� ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
I0.3 It is recognized and accepted b} the Organization and the Employer that the processing of
grie� ances as hereinafter provided is limited b}° the job duties and responsibilities of the,
emplo} ees and shall therefore be accomplished during normal working hours w�hen
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 pa} when a grievance is investigated and presented to the Employer during norma]
� orkina 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 Employer.
It is understood that the Employer shall not use the above limitation to hamper the
processing of grie��ances. �
10.4 Grie� ances, as defined by Paragraph 10.1, shall be resolved in confonnance with the
follo�� in� procedure:
Step l. An employee claiming a violation concerning the interpretation or
application of this Agreement shall, within twenty-one (21) calendar days
afrer such alleged violation has occurred, present such grievance to the
Emp]oyee's supervisor as designated by the Employer. 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
resoh-ed in Step 1 and appealed to Step 2 shall be placed in �-riting settin�
forth the nature of the grievance, the facts on which it is based, the
pro��ision or provisions of the Agreement allegedl} violated, the remed}•
requested, and shali 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 b}
the Or�anization within fifteen (15) calendaz 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 the
Employer's Step 2 answer in writing within ten (10) calendar days
following the Employer-designated representative's final Step 2 answer.
An} grievance not appealed in writing to Step 3 by the Organization
within ten (10) calendaz days shall be considered waived.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued) •
Step 3.
If appealed, the v.�ritten grievance shall be presented b� the Organization
and discussed with the Employer-designated Step 3 representative. The
Employer-designated representative shall give the Organization the
employer s answer in wnting within ten (TD) calendaz ays er receip o
such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed to Step 4 within ten (10) calendaz days following the
EmpIoyer-designated representative's finaI answer in Step 3. Any
grievance not appealed in writing to Step 4 by the Organization within ten
(10) calendar days shall be considered waived.
Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the
Organization or the Employer may, within ten (10) calendar da}°s, request
mediatioil. If the parties a�ree that the grievance is suitable for mediation, the
Parties sl�all submit a joint request to the Minnesota Bureau of Mediation Services
for the assi�nment of a mediator. Grievance mediation shall be completed within
thirt} (30) da} s of the assignment unless the parties mutuall} agree to lengthen the
time limit.
?. Grie� ance mediation is an optional and voluntan� part of the grie��ance resolution �
process. It is a supplement to, not a substitute for, grievance arbitration. When
�rievance mediation is invoked, the contractual time limit for mo��ins the
grie��ance to arbiTration shall be delayed for the period ofinediation.�
The grievance mediation process shall be informal. Rules of evidence shall not
apply, and no record shall be made of the proceeding. Botl� sides shall be
pro� ided ample opportunit}• to present the evidence and azgument to support their
case. The mediator may meet with the parties in joint session or in sepazate
caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
settlement. Either party may request that the mediator assess how an azbitrator
might rule in this case.
The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shaIl sign a statement agreeing to accept the
out-come. Uniess the parties agree otherwise, the outcome shall not be
precedential.
6. If the grievance is not resotved and is subsequentty moved to arbitration_ such
proceedin2 shall be de novo. Nothing said or done by the parties or the mediator
during grievance mediation with respect to their positions concerning resolution �
or offers of settlement may be used or referred to during arbitration.
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� ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
Step 4. If the grievance remains unresolved, the Organization ma}• within fourteen
(14) work days after the response of the Employer in Step 3. b} � ritten
notice to the Employer, request azbitration of the grievance. The parties
may mutually agree upon an azbitrator to heaz and decide the dispute. If,
however, tbe parties aze unable to so agree, either of them ma}' request the
Bureau of Mediation Services, State of Minnesota, to provide a list of nine
(9) qualified arbitrators from the roster maintained for such purposes by
the Bureau. The Employer and the Organization shall alternately strike
names from the list until only one name remains; that of the selected
Arbitrator. Unless the parties agree to the contrary, the part}' who strikes
the first name from the list shall be determined b; the flip of a coin.
I 0.� The fees and expenses for the arbitrator's services and proceedings shall be borne equally
b� the Emploti�er and the Organization provided that each party shall be responsible for
compensating its own representatives and witnesses.
10.6 If either party desires a verbatim record of the proceedings, it ma}' cause such a record to
be made. providing it pays for the record. If, prior to the hearing. both parties request a
verbatim record of the proceedings the cost shall be shared equall} .
• 10.7 If a grie� ance is not presented within the time limits set forth above, it shall be considered
"«ai� ed." If a grie��ance is not appealed to the next step within the specified time limit or
an� agreed extension thereof it shall be considered settled on the basis of the Employer's
last ans�er.
If the Employer does not answer a grievance or an appeal thereof within the specified
time limits. the Organization may elect to take the grievance to the next step. The time
limit iii each step ma}� be extended by mutual written agreement of the Employer and the
Oreanization.
l 0.8 A grie��ance may be initiated bp the Organization using either the grievance procedure of
this .Agreement or by the provisions of the Civil Service Rules of the City of Saint Paul
within limitations of 10.1 above.
10.9 If a grievance is initiated through this grievance procedure it shall not again be submitted
for determination under the Civil Service Rules. Tf an issue is submitted for
determination through the provisions of the Civil Service Rules it shall not a�ain be
submitted for azbitration under this grievance procedure.
.
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o �.�a2►
ARTICLE 11 - WAGES
1 l.l The ��.age schedule for the purposes of this Agreement is set forth in Appendix A. which
is made a part of this Agreement as if more fully set forth herein.
�
11.2 The salary rates shown in Appendix A reflect the following:
Effecti� e on the pa}� period closest to January l, 2001 2.75 % increase in all salarv rates
Effecti� e on the pa} period closest to January i, 2002 3.0 % increase in aII salary rates
1 l.3 = Increases in compensation shall be paid retroactively to the effective date for indi��iduals
= emplo} ed as of the date of signing of the agreement.
ARTICLE 12 - LEAVES OF ABSENCE
12.1 Emplo} ees may request paid or unpaid leaves of absence in accordance with the
applicable provisions of state and federal law or regulation and Saint Paul Civi] Service
Rules.
12.2 In addition to such leaves of absence as may be granted pursuant to law, re�ulation or
ci�•il ser��ice rule. employees ma}� be granted personal leaves of absence without pa� or
benefits ��here the Employer s operation will not be unreasonabl� disrupted as a result.
Personal leaves of absence shall not exceed twelve (12) months in duration and shall be
granted in the Employers sole discretion which shall not be subject to revie� under the
erie� anceJazbitration provisions of this Agreement.
12.3 A Full-Time emplo}'ee may be granted up to four hundred eighty (480) hours of
� oluntar} leave-of-absence without pay during the fiscal year. During such leave-of-
absence. the emplo��ee shall continue to eam and accrue vacation and sick leave, seniority
credits and maintain insurance eligibility as though he/she was on the payroll. An} leave-
of-absence �ranted under this provision is subject to the approval of the Department
Head.
ARTICLE 13 - INSURANCE
13.1 The insurance plans, premiums for coverages and benefits contained in the insurance
plans offered by the Employer shail be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer will attempt to prevent an}
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
pro� ider implements.
�
•
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01-1��1
ARTICLE 13 - INSURANCE (Continued)
� Acti��e Employee Insurance
13? Effecti��e for the January 2001 insurance premiums, for each eligible employee covered
by this Agreement who is employed full-time and who selects single employee health
insurance coverage provided by the Employer, the Employer agrees to contribute $211.62
per month plus any increase in the 2001 single health insurance premium up to $40.00
per month. If the 2001 single health insurance premium increase is over $40.00 per
month, the Employer will contribute 50% of the amount over $40.00.
For each eligibie full-time employee who selects family health insurance coverage, the
Emplo} er will contribute $34838 per month plus an amount equal to the 200] single
health insurance premium increase up to $40.00 per month. If the 2001 single health
insurance premium increase is over $40.00 per month, the Employer will contribute 50%
of the amount over $40.00.
Effecti� e for the January 2002 insurance premiums, for each eligible employee covered
b} this Agreement who is emploged full-time and who selects single employee health
insurance coverage provided by the Employer, the Employer agrees to contribute the
200 ] contribution plus an increase up to $40.00 per month. If the single health insurance
premium increase for 2001 exceeds $40.00 per month, the Employer will contribute 50%
� of the amount over $40.00 dollars. For each eligible full-time employee who selects
famil} l�ealth insurance coverage, the Employer will contribute the 2001 contribution
plus 60% of the family premium increase in 2002 up to $60.00 per month. If the 2002
famil}' premium increase exceeds $100 per month, the City will pay 40% of the excess
increase.
If in either year the number of plans increases, the increase will be based on the average
premium.
133 For each eligible employee who has elected health insurance coverage, the Employer
agrezs to provide life insurance in an amount equa] to the employee's annual salary, or
$�0,000. whichever is greater. Employees who waive participation in the health
insurance plan shall not be eligible for life insurance benefits nor shall they be eligible to
participate in any optional insurance coverages or flexible spending accounts.
Retiree Insurance
13.4 Emplo} ees who retire must meet the following conditions at the time of retirement in
order to be eligible for the Empioyer contributions, listed in Sections 13.5 through 13.8
belo«, towazd a health insurance plan offered by the Employer:
13.4(1) Be receiving benefits from a Public Employee Retirement Act at the time
� of retirement; and
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�
ARTICLE 13 - INSURANCE (Continued)
13.4(2)
Have severed his/her relationship �ith the Citp for reasons other than
misconduct; and
nt with Independent School District #62� wiil not be counted
Earl� Retirees
iowara tne service reqwrement tor empioyees mrea an
toward the yeazs of service for retiree health eligibility.
li.� This Section applies to employees who:
l 3.5( i) Retire on or after January 1, ] 996, and
l3S(2) Have completed 20 years Full-time with the City , and
13.5(3) Were appointed before January 1, 1990, and
] 3.�(-0) Have not attained age 65 at retirement, and
13.�(�) Meet the terms set for[h in Section 13.4 above. and
13.5(6) Select a health insurance plan offered by the Employer.
❑
Until such employees reach sixty-five (6�) yeazs of age, the Employer will contribute a
ma�imum of $350.00 per month toward the cost of single or family heaIth insurance �
co� eraee. Any unused portion shall not be paid to the retiree. In addition, the Employer
�'ill pro� ide �roup term life insurance coverage in the amount of $5,000.00 until the
retiree attains the age of 65.
V��hen such earl� retiree attains age 65, the provisions of Section 13J shall appl}°.
li.6 Tl�is Section shall apply to emplo}'ees who:
13.6(1)
13.6(2)
13.6(3)
13.6(4)
13.6(5)
Retire on or after Januarv I, 1996, and have completed 20 years
Full-time with the City, and
Were appointed on or afrer January l, 1990, and
Have not attained age 65 at retirement, and
Meet the conditions of Section 13.4 above, and
Select a health insurance plan offered by the Employer.
Lntil such employees reach sixty-five (65) years of age, the Employer will contribute a
m�imum of $300.00 per month towazd the cost of single or family heatth insurance
coeerage. Any unused portion shall not be paid to the retiree. In addition, the Employer
will provide group term life insurance in the amount of $5,000.00 until the retiree attains
the ase of 65.
When such earl}� retiree attains age 65, the proeisions of Section 13.8 shall apply
�
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�
u
•
ARTICLE 13 - INSURANCE (Continued)
Regular Retirees (Age 65 and over)
13.7 This Section shall apply to Full-time employees who:
13
13
l3
l .i
li
li
7(l)
7(2)
7t3)
7(4)
7(�)
7(6)
Retire on or after January 1, 1996, and
Were appointed prior to January i, 1990, and
Have completed 20 years Full-time with the City, and
Have attained age 65 at retirement, and
Meet the conditions of Section 13.4 above, and
Select a heaith insurance plan offered by the Employer.
The Emplo} er ��ill contribute up to a maximum of $550.00 per month toward the cost of
sin�le or faniilti� health insurance coverage. Any unused portion shall not be paid to the
retiree. No life insurance coverage will be provided.
13.8 This Section shall appl}� to Full-time employees who:
13.8(7)
] 3.8(')
li.8U)
13.8(-�)
13.8(�)
13.5(6)
Retire on or after January 1,1996, and
Were appointed on or afrer January 1, 1990, and
Have completed 20 years Full-time with the City. and
Have attained age 65 at retirement, and
Meet the conditions of Section 13.4 above, and
Select a health insurance plan offered b}° the Emploqer.
The Emplo}'er agrees to contribute up to a maximum of $300.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
Sun�i�'or Insurance
13.9 The survi��ing spouse of an employee carrying family coverage at the time of his/her
death due to a job connected injury or illness �-hich was determined to have arisen out of
and in the course of his/her employment under worker's compensation lavc shail continue
to be eligible for city contribution in the same proportions as is provided for retired
emplo}�ees.
In the event of the death of an eazly retiree or a regular retiree, the dependents of the
retiree shall have the option, w�thin thirty (30) days, to continue the current
hospitalization and medica] benefits which said dependents previously had, at the
premium and Emplover contribution accorded to the eligible deceased retiree.
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ARTICLE 13 - INSURANCE (Continued)
It is further understood that coverage shall cease in the event of:
�
t" 9[t 1 C� c , n rem , oft�_h,�tiirviv'n np.t�o� e decea�se��mpl�ee
or retiree.
139(2) The employment of the surviving spouse of dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain city health insurance for the first ninety (90)
days of said employment.
13.10 A retiree ma�� not carry his/her spouse as a dependent if such spouse is also a City retiree
or Cit} employee and eligible for and is enrolled in the City health insurance program.
1=.11 The contributions indicated in this Article shal] be paid to the Employer's third party
administrator.
13.12 Emplo} ees covered by this Agreement shall be eligible to participate in the Flexible
Spending Account as offered by the Employer. The service fee charged to participatin�
emplo} ees shall be paid by the Employer.
13.13 Emplo� ees covered bti this Agreement shall be eligible to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participatin2 employees shall be paid b}� the Emplo}'er.
ARTICLE 14 - VACATION
14.1 For the 2001 IRS payrol2 reporting year, each full-time employee shall be granted
eacation according to the following schedule:
Years of Service
Less than 8 years
After 8 years thru I S yeazs
Afrer 15 yeazs
Vacation Granted
IS days
20 days
25 days
Commencine in 2002 and continuing thereafter in each IRS payroll reporting yeaz, each full-time
emplo} ee shall be granted vacation according to the following schedule:
Years of Service
Less than 8 years
After 8 yeazs thru 1� years
Vacation Granted
15 days
20 da}'s
C�
•
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� ARTICLE 14 - VACATION (Continued)
Afrer 15 yeazs thru 23 years 25 days
After 23 years 26 days
Emplo}�ees who work less than full-time shall be granted vacation on a pro rata basis.
14.2 The Employee's Department Head may permit an employee to carry over into the
follo�n ing year up to fifteen days' vacation.
143 Tlie time of vacation shall be approved by the employee's Department Head. If an
emplo} ee 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 uneamed
vacation. If an employee is separated from the service by reason of resignation, he shall
be granted such vacation pay as he may 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 da} s prior to the date of his resignation. If an employee is sepazated from the
semice by reason of discharge, retirement or death, he shall be granted such vacation pay
as he ma} ha��e earned and not used up to the time of such separation. The provisions of
this Section shall not apply to temporary or emergency empioyees.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
` eiehty days, he may convert any part of such excess to vacation at the rate of one-half
da}'s vacation for each day of sick leave credit. No employee ma�� convert more than ten
(I 0) da}�s of sick leave in each IRS payroll reporting yeaz under this provision.
14.5 In addition to the provisions of the above Article 14.4 of this Agreement, an employee,
�n ith the approval of the employee's department head, may convert another ten (10) days
of accwnulated sick leave credit in excess of one hundred eighty (180) days to vacation at
a rate of one-half (1 /2) day of vacation for one (1) day of sick leave credit.
14.6 An employee may alsq at the discretion of the Depar[ment Head and additionally, limited
b� the availability of funds in the Aepartment's Budget, sell up to five days, or any
portion thereof, of accrued and unused vacation once per year. Such election must be
made in c�Titing on or before December 1 of each IRS payroll reporting yeaz. If the
emplo}�ee elects to sell vacation, the payment for such sold vacation shall be made in a
lump sum in the nearest full payroll period following the election date. The payment
shall be in an amount equal to the number of hours soid times the employee's regular rate
of pa5 in effect as of the date of such election.
14.6(1) Invoking the use of 14.4 or 14.5 above at any time within the IRS payroll
reporting year will prohibit the use of 14.6 above.
Ci
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��i��� �
ARTICLE 15 - HOLIDAYS
15.1 The follo��-in� days shall be recagnized and observed as paid holidays:
�
Martin Luther King Day Day Afrer Thanksgiving*
Presidents Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Christmas Da}�
: . - Two floating holidays
Elieible employees shall receive pay for each of the holidays listed above on which they
perforni no v�•ork. R�henever any of the holidays listed above shall fall on Saturday, the
precedin� Frida}• shall be observed as the holida}°. Whenever an}' of the holida}�s listed
abo� e shall fall on Sunday, the succeeding Monday shall be observed as the holida��.
Ho�ti°ever. for those empioyees assigned to a work week which includes a Saturday or
Sunda� _ the holida�� shall be obsen�ed on its calendar date.
*For all employees assigned to the Library, the Day After Thanks=iving shall be
considered a normal work day, and Christmas Eve shall be reco=nized and observed as a
paid minor holida��. This language regarding the Library shall not be effective until and
unlzss the other relevant collective bazgaining agreements ( PEA, AFSCME Clerical. •
AFSCIvIE Technical) negotiate corresponding language.
1�? The floatin; holida}�s set forth in Section 151 above may� be taken at am� time during the
contract year, subject to the approval of the employee's Department Head.
153 In order to be eligible for a holiday with pay, an employee must be employed as of the
date of the holiday and have paid hours on the payroll for that pay period. The amount of
holida} time eamed shall be based upon the number ofnon-holiday hours paid during
that pa� period. Paid hours shall include hows actually worked, vacation time,
compensatory time, paid leave and sick leave. It is further understood that neither
temporan� nor other empIoyees not heretofore eligible shall receive holiday pay.
ARTICLE 16 - SEVERANCE PAY
16.] The Employer shall provide a severance pay program as set forth in this Article.
16? To be eligible for the severance pay program, an employee must meet tt�e following
requirements:
•
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ARTICLE 16 - SEVERANCE PAY (Continued)
16.2(1) The employee must be voluntarily separated from City emplo�-ment or
have been subject to sepazation by lay-off or compulsor} retirement.
Those employees who are discharged for cause. misconduct, inefficiency,
incompetency, or any other disciplinary reason aze not eligible for the City
severance pay program.
] 6?(3 j The employee must have at least fifteen (I S) years of consecutive service
in the classified or unclassified Service of the City at the time of
separation. For purposes of this Article employment with tl�e Independent
School District #625 wiil not be counted toward the service requirement
for employees hired afrer October 1, 1997 toward the years of,sernice for
severance eligibility.
C J
�•
J
16?(3)
16.2(�)
The employee must file a waiver of re-employment with the Director of
Human Resources, which wili clearl}� indicate that by requestin� severance
pa}�. tl�e employ�ee waives all rights to claim reinstatement or
re-employment (of an}' type), with the City.
The einployee must have accumulated a minimum of eight}' (80) days of
sick leave credits at the time of his sepazation from service.
] 63 If an emplo} ee requests severance pa}' and if the employee meets the eligibility
requirements set forth abo��e, he or she will be granted severance pay in an amount equal
to one-half of the daily rate of pa}• for the position held by the employee on the date of
separation far each da}� of accrued sick leave.
16.4 Ti�e maximum amount of money that any employee may obtain through this severance
pa} program is $10,000.00.
] 6.> lipon the death of an emplovee who meets all of the requirements set forth above, at the
time of his/her death, payment of the severance pay allowed under these provisions shall
be made to the employee's estate or spouse.
16.6 Pa} mem of severance pay shall be made in accordance with the provisions of City
Ordinance No. 16303.
ARTICLE 17 - SICK LEAVE
17.1 Emplo}�ees shall accumulate sick leave credits at the rate of fifteen (15) days per year.
The use of sick lea� shall be governed by the applicable rules of the Saint Paul Civil
Ser� ice Commission which w'ere in effect at the time this Agreement was made and any
applicable state or federal statute in effect at the time the sick lea�e is used.
�
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ARTICLE 17 - SICK LEAVE (Continued)
` J'
17.2 In tl�e case of a serious illness ar disability of an employee's child, parent or household
meinber. the head of the department shall grant leave with pay in order for the emplo}�ee
to care for or make arrangements for the care of such sick or disabled persons. Such paid
--_ _ _.....
eave s a e rawn rom e emp oyee s accumu ate s�c eave cre its. se o suc
sick lea� e shall be without limitation where used for the purpose of attending to an
emplo} ee's sick child and otherwise subject to the Employer's proper administration of
the use of such benefits under the Federal Family and Medical Leave Act.
173 Department Heads or the Human Resources Director may require a physician's certificate
at an}� time during an employee's use of sick leave for the purposes stated in 17.2 above.
All such certificates shall be forwarded by the appointing officer to the Human Resources
Office. If an employee is absent for the reasons set forth in Article 17.2 above for three
or fe��er calendar days he/she shall submit to the Department Head a certificate signed by
the employee stating the nature of the child, parent, or household member's sickness.
If the sickness continues for more than three calendaz da}�s, no further sick leave shall be
granted unless or until a physician is corisulted. The sick leave may be continued from
and include the day of consultation. but only if a certificate signed by the physician
cenifi�ing to the nature and period of the person's sickness is submitted and approved b�
the Department Head and forwarded to the Human Resources Office. •
17.4 \o sick lea� e shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessit}' for the absence as soon as possible and practical
after the employee's expected time to report for work, unless he/she can show to the
satisfaction of the department head that the failure to report was for good cause.
17.� An emplo} ee shall be paid under the provisions of this pazagraph onl}� for the number of
da� s or hours for which he/she would normally have been paid if he/she had not been on
sick leace.
17.6 An}� employee who has accumulated sick leave credits, as provided in the Civil Service
Rules_ may be �ranted one day of such leave to attend the funeral of the employee's
grandparent or grandchild.
ARTICLE 18 - MILEAGE
18.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
emplo} ees for the use of their own automobiles in the performance of their duties, the
follo�in� provisions are adopted.
�
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ARTICLE 18 - MILEAGE (Continued)
� 18_' Method of Computation: To be eligible for such reimbursement, all officers and
emplo}�ees must recei��e written authorization from their Department Head.
Type 1. If an employee is required to use his/her own automobile OCCASION-
ALLY during employment, the employee shall be reimbursed at the rate of
$4.00 per day for each day the employee's vehicle is actuall} used in
performing the duties of the employee's position.
In addition, the employee shall be reimbursed $.20 per mile for each mile
actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
T� pe 2. If an employee is required to use his/her own automobile REGULARLY
during employ�ment, the employee shall be reimbursed at the rate of $4.00
� per dar for each da}• of �°ork. In addition, the emplor ee shall be
reimbursed $.20 per mile for each mile actually driven. If such employee
is required to drive an automobile during einployment and the department
head or designated representative determines that an employer vehicle is
available for the employee's use but the employee desires to use his/her
ow�n automobile, then the employee shall be reimbursed at the rate of $.20
per mile driven and shall not be eligible for any per diem.
I8.3 The Cit} �ill provide parking at the Ci��ic Center Pazking Ramp for City employees on
either of the above mentioned types of reimbursement plans who are required to haee
their personal car available for City business. Such pazking will be provided only far the
da}•s the employee is required to have his or her own personal caz available.
I 8.4 Tl�e Ma}°or shall adopt rules and regulations governing the procedures for automobile
reimbursement, which regulations and rules shall contain the requirement that recipients
shali file dail} reports indicating miles driven and shall file monthly° affida�°its stating the
number of days worked and the number of miles driven, and further require that they
maintain automobile liability insurance in amounts of not less than $100,0001$300,040
for personal injur�, and �25,000 for property damage. or liability insurance in amounts
not less than $300,000 single limit coverage, with the City of Saint Paul named as an
additional insured. Such rules and regulations, together with any amendments thereto.
shal] be maintained on file with the cit}� clerk.
�
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ARTICLE 19 - SAFETY SHOES
19.1 For those employees required, by the Employer, to weaz safety shoes or boots, the
Emplo��er agrees to contribute $50.00 per yeaz towazd the purchase of one pair of such
shoes or boots per calendar yeaz. Be¢innin� Januarv 1, 1999, the emplovee mav accrue
to � 1�0.00 for the purchase of safetv shoes or
ARTICLE 20 - DEFERRED COMPENSATION
20.1 BeQinnine January I, 2002, employees who have completed twentv (20) years of service
shall have a$75.00 defened contribution match paid by the Employer as indicated in the
eligibilin requirements below.
20? The Emplo}�er ��ill match contributions by the first paycheck closest to October 1 of the
plan � ear.
203 EliQibilit� Reguirements:
i
A. Employees must have been in the SPSO bazgaining unit effective 1/1 of the plan
vear.
B. Qualifying yeazs of sert�ice (determined by date of hire) must have been attained •
b} 1/1 of the plan yeaz.
C Employees cannot have been on lay off from City employment during the 12
month time period preceding July 1 of the plan yeaz.
D. Employees must have the ful] amount ($75.00) of their contribution made by
September 1 of the plan year (or by the employee's date of separation from this
bargaining unit, if such separation occurs before September 1) in order to receive
the Employer match.
E. Employees sepazated for cause from this bazgaining unit aze specifically excluded
from the Employer match program.
ARTICLE 21 - DURATION AND EFFECTIVE DATE
21.1 This Agreement is the complete Agreement between the Organization and the Employer.
During the negotiations which resulted in this Agreement, each had the unlimited right
and oppor[unity to make requests and proposals with respect to any subject or matter not
removed by law from the area of collective bazgaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right and •
opportunity are set forth in this Agreement. Therefore, the Employer and the
�3�
�l �f a� I
. 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 subjeci or matter referred to or covered in this Agreement.
21.2 This Agreement shall be effective on the date it is executed by the parties and shall
continue in full force and effect through December 31, 2002 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 1984, as aniended.
CITY OF SAINT PAUL
•
.
� �' � —
Terry a tiner
Labor Relations Manager
11 /a��n�
Dat�
SAINT PAUL SUPERVISORS'
ORGANIZATION
� ��—
Helga Kessler
President
r�-f1 P,�u�2� o �_�-� D (
Dat
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�
APPENDI� A
TITLES AND SALARIES
GRADE 006
103B PARK FACILITY SUPERVISOR
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/3Cj00 13"1'0.99 1426.75 1477.55 1544.97 1614.99 1687.06 1762.97 1817.22 1864.79
12/29/O1 1418.30 1469.55 1521.88 1591.32 1663.44 1737.69 1815.86 1871.74 1920.73
GRADE 008
212B IMPOLIND LOT NIGHT SUPERVISOR
12/30 135i.54 1504.72 1559.38 1629.10 1701.48 1780.66 1862.46 1919.34 1970.33
12/29j01 1495.G9 1549.86 1606.16 16'77.97 1752.52 1834.08 1918.33 19'76.92 2029.44
GRFSJE 009
436A EQUIPNENT SERVICES MANAGER
(Appointed on/a£ter 1/1/90)
•/30/CO 1485.53 1544.97 1600.77 1673.02 1749.91 1830.52 1914.51 1970.33 2023.90
12/29/01 1534.22 1551.32 1648.79 1723.21 1802.41 1885.44 1971.95 2029.44 2084.62
GRADE O10
371A BUILDING SUPERINTENDENT
606A ZMPOUND LOT SUPERVISOR
260A OFFICE MANAGER
316A STOREROOM MANAGER
12/30;OC 1532.08 1585.37 1642.13 1718.04 1797.31 1880.27 1965.43 2026.23 2081.98
12/29/C1 1576.04 1632.93 1691.39 1769.58 1851.23 1936.68 2024.39 2087.02 21&4.44
GRADE 011
396A GOLF PRO/MANAGER
568 SUPERVISING DENTAL HYGIENZST
149B SUPERVISOR OF AQUATICS
12/30/00 1572.26 1630.34 1689.42 1766.53 1846.94 1933.69 2021.18 2078.46 2139.93
12/29/Oi 1619.a3 1679.25 1740.10 1619.53 1902.35 1991.70 2081.82 2i40.83 2204.13
a�-� a� i
• -A1-
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b
APPfiNDIX A (CONTINIIED)
GRADE 012
205A ASSISTANT CITY CLERK
A B C D E F G 10-yr. 15-yr.
_ (1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 7.616.13 1674.19 1735.61 1613.87 1697.94 1985.58 2076,76 2142.42 2199.45
12/29/O1 166�.Ei 1724.42 1767.68 1868.29 1954.68 2045.15 2139.06 2206.69 2265.43
GRAD£ 013
307A BUSSNESS ASSISTANCE PROGRAM SUPERVISOR
12/3C/00 1659.90 1719.23 1783.11 1865.09 1948.90 20?0.14 2137.09 2200.62 2256.51
I2/29/O1 2705.70 i'770.81 1836.60 2921.04 2007.37 2101.34 2201.20 2266.64 2326.68
� GRP.DE 014
595A DUPLICATING SHOP MANAGER
672 LOANS SUPERVISOR
381 RECORDER OF COUNCIL PROCEEDING
r�
LJ
12/3D/00 17D-i.94 1766.53 1831.73 1915.74 2005.59 2096.86 2195.13 2261.30 2323.94 •
12/29/Ol li5E.09 i819.53 1886.68 19'73.21 2065.76 2159.79 2260.98 2329.14 2393.66
GRADS O15
259 *PUBLIC WORKS TECHNICIAN IV
622A ENGINEERING TECHNICIAN SUPERVISOR-WATER
428A ENGINEERZNG TECHNICIAN SUPERVISOR
12/3G/00 1752.30 1817.31 1882.67 1967.69 2060.13 2154.90 2255.67 2326.48 2390.61
12/2:/Ol 1804.87 i8�1.63 1939.15 2026.93 2121.93 2219.55 2323.34 2396.27 2462.33
GRADE 016
245A ADMSNISTRATSVE ASSISTANT
363A ADMINISTRATIVE ASSISTANT
674 ADMINISTRATIVE ASSISTANT
566 ARBORIST SUPERVISOR
662A BENEFITS SUPERVISOR
191 EQUIPMENT SERVICES MANAGER (Appointed prior to 1/1/90)
048A HOUSING INFORMATION COORDINATOR
438A SAFETY COORDINATOR (Appointed on/after 1/1/90)
120B VIDEO PRODUCTION SUPERVISOR
12/30/00 1800.81 1867.13 1934.65 2024.63 2118.18 2216.41 2320.69 2390.61 2455.88 •
12/25/Ol 1854.83 1923.14 1992.69 2085.37 2181.73 2282.90 2390.31 2462.33 2529.56
�
APPENDIX A (CONTINUED)
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GRADE 017
822 Ni3TRZTIONIST III
118B PARK AND RECREATION PROGRADI SUPERVISOR
554 PiJBLIC SERVICE MANAGER - WATER
364 SENIOR PUBLIC HEALTH NC7RSE
912 SUPERVISOR OF TRAFFIC MAINTENANCE
522 WATER QUALISY SPECIALIST III (new employees in BU 06)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) l6) (7) �8) l9)
12/30/00 1850.48 1918.00 1989.10 2079.16 2175.08 2278.06 2364.63 2459.40 2528.16
12/29/O1 1905.95 1975.54 2048.77 2141.53 2240.33 2346.40 2456.17 2533.18 2604.00
G^nADE O18
290A CONTRACT COMPLIANCE SUPERVISOR
256A ENVIRONMENTAL HEALTH PROGRAM SUPERVISOR
449A LIBRARIAN III
325A MEDICAL TECHNOLOGIST SUPERVISOR
196A SUPERVISOR OF INVESTZGATION-HL7MAN RIGHTS
12/30/00 L°C1.41 1970.15 2042.52 2139.45 2237.74 2344.35 2453.26 2529.47 2595.94
•j29/O1 1�58.45 2025.25 2iO3.8D 2203.63 2304.87 2414.68 2526.86 2605.35 2673.82
GRP.DE 019
640A Pi,PN REVIEW COORDINATOR
12/30j00 195�.71 2025.83 2099.32 2197.55 2300.62 2408.28 2523.17 2597.11 2670.75
12/29/O1 20�3.35 2086.60 2162.30 2263.48 2369.64 2480.53 2598.87 2675.02 2750.87
GRPSIE 020
601 ACCOUNTANT IV
031A BUILDING DESIGN CONTRACT ADMINISTRATOR
131A COMPUTER OPERATIONS SUPERVISOR
211A COMPUTER SERVICES MP.NAGER
588 CONSERVATORY MANAGER
617 FORESTRY MANAG'nR
448A LIBRARIAN III(Appointed on/before 7/7/88)
521A LICENSE MANAGER
059A SAFETY COORDINATOR (Appointed prior to 1/1/90)
757 ASSISTANT DIRECTOR OF HUMAN RIGHTS
12/30/CC
i'
2GG�.:8 2u82.62 2i59.60 2260.24 2365.58 2476_95 2592.98 2671.9a 27a6.83
2Co8.22 2145.10 2224.39 2328.05 2436.55 2551.26 2670.77 2752.10 2825.23
-A3-
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APPENDIX A (CONTINUED)
•
GRADE 021
569 ASSESSMENTS SUPERVISOR
096 CHIEF SURVEYOR
i'< <f.�`Ti`OT757.Y�7G"t0
335A RIGHT-OF-WAY ENG2NEER
674A WIC PROGRAM MANAGER
P $ C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2062.57 2140.63 2218.82 2323.06 2431.98 2547.87 2665.28 2747.69 2825.08
12/29/O1 2124.45 2204.85 2285.38 2392.75 2504.94 2624.31 2745.24 2830.33 2909.83
GRP.DE 022
434A DENTIST
877 PAi2KING ADMINISTRATOR
895 SUPERVISOR BUILDING DESIGN & PLP.N REVIEi4
621A WATER QUALITY SUPER'�'ISOR
12/30/00 2�2D.6� 2158.85 2281.6B 2386.18 2500.57 2617.61 2741.03 2826.28 2904.64
12/29/O1 2184.25 2254.62 2350.13 2459.83 2575.59 2696.34 2823.26 2911.07 2991.78
GRADE 023
496 ACCOUNTANT V
881 SUPERVISOR OF REHABILITATION
35�A 20NING MANAGER
222A ZOO DZRECTOR
12/30;OC 218'v.93 2261.48 2346.72 2455.59 2570.46 2693.64 2819.23 2908.23 2988.67
12/29!O1 224'c.35 2329.32 2417.12 2529.26 2647.57 2774.45 2903.61 2995.48 3C78.54
GRADE 024
219A *LIBRARIAN IV
215B DEPUTY LIEP DZRECTOR-ENVIRONMENTAL HEALTH
460A EDP TECHNICAL SERVZCES SUPERVISOR
228A EMPLOYMENT PROGRAMS MANAGER
954 AEALTH ADMINISTRATION MANAGER
960 INFORMATION SERVICE MANAGER-WATER UTILITY
125B LANDSCAPE ARCHITECT IV
180A Nt7TR2TIONIST IV
446 PUBLIC HEALTH NIIRSING SUPERVZSOR
433A CABLE COMMCJNZCATIONS OFFICER
•
12/30/00 2240.13 2324.22 2410.63 2525.49 2643.66 2768.?1 2900.98 2988.87 3070.68
12/29%Ol 2307.33 2393.95 2482.95 2601.25 2723.18 2851.46 2988.01 3078.54 3162.80 �
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APPENDIX A (CONTINUED)
•
GRADE 24T
713A IS SYSTEMS CONSi7LTANT IV
Start 6 mo 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2240.13 2324.22 2410.63 2468.06 2525.49 2584.68 2643.66 2706.14 2768.41
4.5 yr 5 yr 10 yr 15 yr
(10) (11) (12) (13)
2834.70 2900.98 2988.87 3070.68
Start 6 mo 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr ' 4 yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 2307.33 2393.95 2482.95 2542.10 2601.25 2662.22 2723.18 2787.32 2851.46
4.5 yr 5 yr 10 yr 15 yr
(10) (11) (12) (13)
2919.74 2988.01 3078.54 3162.60
GRADE 025
• 539 ACCOUNTING MANAGER
406 CIVZL ENGZNEER IV
411 CIVIL ENGINEER IV--WATER UTILITY
149 DENTIST
625A LIBRARY FACILITIES MANAGER
449 MUNICIPAL GAR.Z?GE SUPERVISOR
275A REAL ESTF.TE MANAGER
882 SJPERVISOR OF TECHNICAL SERVICES
A B C D E F G 10-yr. 15-yr.
(li (2) (3) (4) (5) (6) (7) (6) (9)
12/30/00 2302.95 2391.74 2480.51 2596.48 2717.44 2846.46 2981.44 3075.51 3159.77
12/29/O1 2372.08 2463.49 2554.93 2674.37 2798.96 2931.87 3070.88 3167.78 3254.56
GRADE 026
283 SUILDING AND HOUSING INSPECTION SUPERVISOR
287A PARKS & RECREATIOI3 N�ANAGER
575A POLICB RESEARCH & GRANTS MPNAGER
878 PRINCIPAL DESIGNER
100A PROGRAM ADMINISTRATOR
12/30/00 2369.21 2456.79 2551.47 2667.71 2796.63 2929.26 3067.84 3163.25 3249.99
12/29/O1 24�C.25 2530.49 2628.01 2747.74 2880.53 3017.14 3159.88 3258.15 3347.49
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APPENDIX A (CONTINUED)
I '
L J
GRADE 027
251A LIBRARY PUBLIC SERVSCES MANAGER
Appointe prior o
736 LICENSE AND PERMIT MATIAGER
- 936 BRINCIPAL PLANNER
922 SENIOR PRINCIPPS, PLANNER
176A TECHNZCAL & SUPPORT SERVZCES MANAGER
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
I2/30/OQ 2434.33 2520'.67 2621.41 2745.77 2874.64 3012.29 3155.36 3252.42 3343.78
12/29/Ol 2507.36 2602.47 2700.05 2828.14 2961.09 3102.56 3250.02 3349.99 3444.09
GRPTJE 026
464A ADMINISTRATIVE MANAGER-PUBLIC WORKS
-- 708C ATTORNEY V
300B DEPUTY DIRECTOR OF LIEP FOR LICENCES, PERMITS
� AND CUSTOMER SERVICE
12/30/00 Z505.15 2597.68 2696.03 2823.90 2956.87 3096.27 3244.29 3347.26 3439.90
12/29/O1 2575.27 2675.61 2776.91 2908.62 30a7.64 3189.16 3341.62 3447.68 3543.10 •
GRADE D29
773 LIBRARY SERVICES MANAGER
322A PURCHASING SYSTEMS MANAGER
914 1^REASURY MANAGER
12/3C/DO 2575.'_4 2671.18 2772.91 2903.36 3040.72 3167.37 3336.91 3442.18 3538.41
12/29/O1 2652.39 2751.32 2656.10 299D.46 3131.94 3282.99 3439.08 3545.45 3644.56
GRADE 030
143A ASSISTANT CITY ENGINEER
651A BUSINESS DIVISION MANAGER-WATER UTILITY
347A DIVISION MPNAGER-WATER UTILITY
803 MPNAGER OF DATA PROCESSING
638A CITY BUILDING OFFICIAL
439A VALUATION AND ASSESSMENTS ENGINEER
(Appointed on/after 1/1/90)
12/30/00 264i.48 2748.04 2652.26 2986.21 3127.06 3277.54 3433.65 3538.41 3641.58
12/25/Gl 2725.90 2830.48 2937.63 3075.60 3220.87 3375.87 3536.66 3644.56 3750.83
.
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APPEND2X A (CONTINUED)
GRADE 031
� 272A DEPUTY DIRECTOR-ECONOMIC DEVELOPMENT
096A DEPUTY DIRECTOR-NEIGABORHOOD & HOUSING
095A DEPUTY DIRECTOR-PLANNING & DESIGN
435A DIRECTOR OF MEDICAL SERVICES
(Appointed on/after 1/1/90)
12/30/00 2723.2a 2825.04 2932.81 3072.48 3218.24 3370.94 3532.03 3642.94 3744.99
12/29/�1 28�4.94 2909.79 302�.79 3164.65 3314.79 3472.07 3637.99 3752,23 3857.34
GAADE 032
221A BUILDING CODE OFFICER
12/30/00 2800.26 2904.53 3014.63 3160.10 3310.56 3469.24 3633.67 3748.71 3851.85
12/29/Ol 2884.27 2991.67 3105.07 3254.90 3409.88 3573.32 3742.89 3861.17 3967.41
GRADE 033
183A ASSISTANT GENERAL NiANAGER-WATER UT2LITY
145A ASSOCIATE CITY ENGINEER
085 CHIEF ACWUNTANT
� 30/0� 28'79.63 2975.24 31�0.93 3250.24 34�5.33 3569.72 3739.37 3856.54 3964.67
29/O1 2966.02 3064.50 3193.96 3347.75 3507.49 3676.81 3851.55 3972.24 4083.61
GRADE 034
232C ATTORNEY VIII
12/30/00 2961.30 3072.48 3189.80 3343.69 3503.55 3670.55 3846.92 3967.10 4080.88
12/29/O1 3050.14 3164.65 3285.49 3444.00 3608.66 3780.67 3962.33 4086.11 4203.31
GRADE 035
737 DEPUTY CITY ATTORNEY
12/30/00 3046.51 3161.29 3282.19 3440.81 3603.04 3775.98 3957.20 4083.25 4197.37
12/29f�1 3137.91 3256.13 3380.66 3544.Q3 3711-13 3889.26 4075.92 42�5.75 4323.29
GRADE 039
042 DIRECTOR OF MEDICAL SERVICES
(Appointed prior to 1/1/90)
12/30/00 3408.50 3539.11 3675.36 3851.69 4036.44 4233.02 4436.64 4575.65 4705.41
�29/Ol 3511.17 3645.28 3785.62 3967.24 4157.53 4360.01 4569.74 4712.92 4846.57
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