271812 WHITE - CITV CLERK ��}Fa�� ^� ^
PINK - FINANCE COUIICIl % I\ �
CANARY - DEPARTMENT GITY OF SAINT PALTL File NO. ,•r �J ��
BLUE . - MAVOR
�� uncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of the 1978-1979 Labor Maintenance Agreements
between the City of St. Paul, Independent School District
No. 625, and the Sheet Metal Workers, Local No. 76.
WHEREAS, the Council, pursuant to the provisions of 5ection 12. 09
of the St. Paul City Charter and the Public Employees Labor Relations Act
of 1971, as amended, recognizes the Sheet Metal Workers, Local No. 76,
as exclusive representative for those classes of positions within the City of
St. Paul certified by the Bureau of Mediation Services Under Case �To.
73-PR-513-A for the purpose of ineeting and negotiating the terms and
conditions of employment for all full-time personnel in the classes of
positions as set forth in the Agreements between the City, Independent
School District No. 625, and the exclusive representatives hereinabove
referenced; and
WHEREAS, the City through designated representati�es, and the ex-
clusive representatives have met in good faith and negotiated the terms and
conditions of employment for the period May I, 1978, through April 30, 1980,
for such personnel as are set forth in the Agreements between the CiLy of
St. Paul, Independent 5chool District No. 625, and the exclusive representatives;
and
WHEREAS, 1978-1979 Agreements have been reached which include a
wage adjustment retroactive to May 1, 1978; now, therefore, be it
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COUNCILMEN Requested by Department of:
Yeas Nays
Butler
Hozza [n Favor .
Hunt
Levine __ Against BY --
Maddox
Showalter
TedesCO Form ppro ed by i pp orney
Adopted by Council: Date `�
Certified Yassed by Council Secretary BY
By
�.lpproved by Ntavor: Date _ Appro Mayor for Subm' sion �o�ouncil
BY - — BY
WHITE - CITV CLERK �� �f'+
PINK - FINANCE GITY OF SAINT PAITL Council ,c11�312
CANARV - DEPARTMENT
BLUE � - MAYOR � Flle NO.
� Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
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RESOLVED, that the Maintenance Labor Agreements, cited above,
dated as of the effective date of this Resolution, between the City of St.
Paul, Independent School District No. 625, and the Sheet Metal Workers,
Local No. 76, on file in the office of the City Clerk, are hereby approved,
and the authorized administrative officials of the City are hereby authorized
and directed to execute said Agreements on behalf of the City.
App roved:
�
Chairman
Civil Service Co 'ssion
COUNCILMEN Requested by Department of:
Yeas Nays
Butler � PERSONNEL OFFICE
Hozza In Favot
Hunt
Levine _ � __ Against BY —
Maddox
Showalter 19T8
Ted SEP 1 9 For Approv by Ci t r ey
Adopt y Council: Date
t
ertified Pas y Co n rP,tary B
B� '
--�2;5 �978 Approved by Mayor for Submission to Council
ta ro by iVlavor: te
By — BY
pt�Bt�sxE� SEP � � 1978
�
Do not detach this memor�ndum from the '
' resolutlon so that this Information Witl be � ��: ��,���5
availabie to the Clty Council. �v, a 9/.$/76
EXPS+t4N'�x!QN. QF ADM�t�� ' QR'��RS ;
R$Sp Oi�B AR19 0 C83
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;
p�►ta: August 16, 1978 �
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acoa �xo�: asm�c� r.��� SE;� 1 1978 �� '
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, � F&: P�r�a�a�� c�f�ice MAYOR S � �. �° t: ; �
' k ' � � yi i `
RE: R4s���stiAn' fox' SLt�imi8Ai0� t4 C�ty COUncil �, ' �� �
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, ,A..��..,Q�....�„�..,,U&S�s
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Ws �r�aa�m�ad ycw� aPPra�a��, �uud submi,seic�� o�� thia Resctl.u�� to the� City Cout�c��..
�L �
k ' FL�tE RA �� F4R S A I4N: v � �.� ;
� 'I'tri� R.esolution approves the 1978-1g79 Labor Maintenance A�reements between t.h ' �
�'� City of St. Paul, Independent School Distr�ct No. b25, and the Sh�et Meta1 Wotkers * �� ',
Local No. 76. .�,�,-:. ._.��
These Ag�eemeats ca11 for a total package increase of 80� per hour for 1978, wi�h 43�
� going on the wage rate an.d 37� �oing into fringe beaefits. . The 1979 total package � �
i.acr�ase wi11 be $0� per hour. The distribution of thie 80� betweer� wage8 and frin.ge
i beaefite will be determined in early 1979. .
3 ;
�'� These Agreemeats aJ.so ca11 for Board of Education employees to work on the minor `�
holidays for compeneatory time asid on a straight-time basis.
�� The City'M3leage Allowa.rice is i.ncreased l� per mile. �
E
�
,
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, ��.. ��. , ,T8
Reeoluti�a and copy for the City Clerk. Copy of each Labor Maintenance Agreern.ent.
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�'11812
1978-79
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and -
SHEET METAL WORKERS
INTERNATIONAL ASSOCIATION
LOCAL 76
I N D E X
ARTICLE TTTLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of the Agreement 5
VI Probationary Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work 8
IX Overtime 9
X Call Back 10
XI Work Location, Residency 11
XII Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Retirement 16
XVI Holidays 1�
XVII Disciplinary Procedures 18
XVIII Absenees From Work 19
XIX Seniority 20
XX Jurisdiction 21
_ _ -- _ _ _-
XXI Separation 22
XXII Tools 23
XXITI Grievance Procedure 24
XXIV Right of Subcontract 29
XXV Non-Discrimination 30
XXVI Severaba.lity 31
XXVII Waiver 32
XXVIII City Mileage Plan 33
XXIX Duration and Pledge 34
Appendix A AZ
Appendix B B1
Appendix C C1
Appendix D D1
- ii -
P R E A M B L E
This AGREEMENT is entered into on this /,�� day of /�us✓s�'", 1978,
between the City of Saint Paul, hereinafter referred ta as the EME'LOYER and
the Sheet Metal Workers International Association Local 76 hereinafter referred
to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of Saint Paul for
the benefi�t of the geaeral public through effective labor-management cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all Ievels of responsibility. Constructive attitudes of the CITY,
the UNION and the individual employees will best serve the needs of the
general public.
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ARTICLE I - PURPOSE
� 1.1 The EMPLOYER and the LiI3I0N agree that the purpose for entering into
this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby
establishing a system of uninterrupted ogerat3.ons
and the highest level of employee performance that
is consistent with the safety and well-being of aTl
concerned;
. 1.12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the EMPLOYER artd the UNION;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of
this AGREEMENT without loss of manpower productivity.
�
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If
any part of this AGREEMENT is in conflict with such legislation, the
latter shall prevail. The pgrtias, on written notice, agree to negotiate
that part in conflict so that it conforms to the statute as provided by
Article 26 (SEVERABILITY).
�
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' ARTICLE II - RECOGNITION
� 2.1 The EMPLOYER recognizes the UNION as the exclusive representative
for collective bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2
as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-513-A dated May 15, 1973.
2.2 The classes of positions recognized as being exclusively represented
by the UNION are as listed in Appendix A.
�
�
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� ARTICLE III - EMPLOYER RIGHTS
� 301 The EMPLOYER retains the right to operate and manage all manpower,
f acilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of technology;
to establish and modify the organizational structure; to select,
direct, and determine the number of personnel; and to perform any
inherent managerial function not specifically limited by this
AGREEMENT.
3,2 Any "term or condition of employment" not established by this
AGREEMENT shall remain with the EMPLOYER to eliminate, modify, or
establish following written notification to the UNION.
�
�,�
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ARTICLE IV - UNI�N RIGHTS
� 401 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues, Such monies deducted shall be remitted as directed by
the UNION.
4.11 The EMPLOYER shall not deduct dues from the wages
of employees covered by this AGREEMENT for any other
labor organization.
' 4012 The UNION shall indemnify and safe harmless the
EMPLOYER f rom any and a11 claims or charges made
against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 The UNION may designate ona (1) employee from the bargaining unit to
� act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibiTities - -- -- -
as designated in Article 23 (GRIEVANCE PROCEDURE).
4e3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
premitted to enter the facilities of the EMPLOYER where employees
covered by this AGREEM�NT are working,
�
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• ARTICLE V - SCOPE OF THE AGREEMENT
� Sol This AGREEMENT establishes the "terms and conditions of employment"
defined by M.S. 179.63, Subd. 18 for all employees exclusively
represented by the UNION. This AGREEMF:NT shall supercede such
"terms and conditions of employment" established by Civil Service
Rule, Council Ordinance, and Council Resolution.
�
�_
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� . ARTICLE VI - PROBATIONARY PERIODS ������
� 601 Al1 personnel, originally hired or rehired following separation, in
a regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary pariod an
employee may be terminated at the discretion of the
EMFLOYER without appeal to the provisions of Article 23
' (GRIEVANCE PROCEDURE) .
6.12 An employee terminated during the probationary period
shall receive a written notice of the reason(s) for
such termination, a copy of which shall be sent to Che
UN7[ON.
� 6.2 All personnel promoted to a higher class of positions shall serve a
six (6) months' promotional probationary period during which time
the employee's fitness and ability to perfarm the class of positions'
duties and responsibilities shall be evaluated.
6o2I At any time during th� promotional probationary period
an employea may be demoted to the employee's previously
held class of positions at the discretion of the EMPLOYER
without appeal to the provisions of Article 23 (GRIEVANCE
PROCEDURE).
' 6.23 An employee demoted during the protional probationary period
shall be returned to the employee's previously held class of
positions and shall receive a written notice of the reasons for
demotion, a copy of which shall be sent to the UNION.
�
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' ARTICLE VII - PHI�QSOPHY OF EMi LOYMENT AI1D COMPENSATION
� 7e1 The EMPLOYER and the UNION are in full agreement that the philosophy
of employment and compensat.ion shall be a "cash" hourly wage and
"industry" fringe benafit system>
7.2 The EMPLOYER shall compensate employees for all hours worked
at the basic hourly wage rate and hourly fringe benefit rate as
• found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS) .
' 7.3 No other compensation or fringe benefit shall be accumulated
or earned by an employee except as specifically provided for
in this AGREEMENT; except those employees who have individually
optioned to be "grandfathered" as provided by 12020
�,
�
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' ARTICLE VIII - HOURS OF WORK
� 801 The normal work day shall be eight (8) consecutive hours per day,
excluding a thirty (30) minute unp�id lunch period, between 7:00
aomo and 5:30 pom,
8.2 Tha normal work week shall be five (5) consecutive normal work
days Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the
' EMPLQYER'S 3udgment to establish second and third shifts or a
work week of other than Monday through Friday, the UNION agrees
to enter into nagotiatioas immediately to establish the conditions
of such shifts and/or work weeksm
8.4 This section shall not be construed as, and is not a guarantee of,
� ariy hours of work per nortnal work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain
at an assigned work location until the end of the established work
day unless otherwis� directed by their suparvisoro
8.6 All employees are subje�t to call-back by the EMPLOYER as provided
by Article 10 (CALL-BACR) o
807 Employees reporting for work at the established starting time and
for whom no work is available shall receive pay for two (2) hours,
� at the basic hourly rata, unless �otification has been given not
to �eport for work prior to leaving home, or during the previous
work day.
�.
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� ARTICLE IY - OVERTI*SE
� 901 All overtime compensated for lay the EMPLOYER must receive prior
authorization from a designated EMPLOYER supervisore No overtime
work claim will be honored for payment or credit unless approved in
advance, An overtime claim will not be honored, even though shown
on the time card, unless the required advance approval has been
obtained.
9e2 The overtime rate of one and one-half (1�) the basic hourly rate
shall be paid for work performed under the following circumstances:
9a21 Time worked in excess of eight (8) hours in any one
normal work day and
9022 Time worked on a sixth (6) day following a normal
work week.
� 903 The overtime rate of two (2) times the basic hourly rate shall be
paid for work performsd under the following circumstances: - - - - -
9.31 Time worked on a holiday as defined in Article l6
(HOLIDAYS) ;
9032 Time warked on a sevanth (7) day follow�ng a
normal work week; and
9�33 Time worked in exeess of twelve (12) consecutive hours
in a twenty-four (24) hour period, provided, that all
"emergency" work required by "Acts of God" shall be
compensated at the rate of one and one-half (1%) .
� 9m4 For the purposes of calculating overtime compensation overtime hours
worked shall not be "pyraanided", compounded, or paid twice for the
� sama hours worked.
9>5 Overticae hours worked as provided by this ARTICLE shall be paid in cash.
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� ARTICLE X - CALL BAGK
� 10>1 The EMPLOYER retains the right to call back employees before an
employee has started a normal work day or normal work week and
after an employee has completed a normal work day or normal work
week.
1002 Employees called back shall receive a minimum of four (4) hours
� pay at the basic hourly ratee
• 10e3 The hours worked based a a call-back shall be compensated in
accordance with Article 9 (OVERTIME) , when apglicable, and sub3ect
to the minimum established by 1002 abovea
10.4 Employees called b3ck four (4) hours or less prior to their normal
work day shall complete the normal work day and be compensated
� only for the overtime hours worked in accordance with Article 9
(OVERTIME)a
�.
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ARTICLE XI - WORK LOCATION, RESIDENCY
� 11.1 Employees shall report to work location as assigned by a designated
EMPLOYER supervisoro During the normal work day employees may be
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than their original assignment, and who are required to furnish
• their own transportation shall be compensated for mileage.
� 11.3 All new employees appointed after January 1, 1976, would be required
to reside in the City of Saint Paul within one year of their original
appointment, and thereafter would be required to remain within the
City limits as long as they were employed by the City of Saint Paul.
11.4 This residency requirement sha11 apply to unclassified employees as
�. well as classified employees.
11.5 Applicants for positions in the City of Saint Paul will not be requ�red .- - - - -
to be residents of the City of Saint Paul.
ll06 Emplayees failing to meet the residency requirement will be sub�ect
to termination and a hearing process shall be established to determine
whether the residency requirement was met.
�..
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ARTICLE XII - WAGES
12.1 The basic hourly wage rates as established by Appendix C sha11 be paid
for all hours worked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall continue
to be covered by such benefits. They shall be sub�ect to all other provisions
of the AGREEMENT, but shall not have hourly fringe benefit contributions
and/or deductions made on their behalf as provided for by Article 13
FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions inciuding life, hospital and health insurance
for early retirees who have retired since February 1, I975.
In order to be eligible for the health benefits under the
early retiree provision, the employee must:
12.21.1 Be receiving benefits from a public employee
retirement act at the time of retirement.
12.21.2 Have severed his relat3.onship with the City of
Saint::Paul under one of the early retiree plans.
12.21.3 Inform the Personnel Office of the City of
Saint Paul in writing within 60 days of employee's
early retirement date that he or she wishes ta be
eligible for early retiree insurance benefits.
12.22 Sick Leave as established by Resolution 3250, Section 35,
Subdivision E.
12.23 Vacation as established by Resolution No. 6446, Section 1,
Subdivision F.
12.24 Nine (9) legal holidays as established by Resolution No. 6446,
Section 1, Subdivision G.
12.25 Severance benefits as established by Ordinance No. 11490 with
a maxisaum payment of $4,000.
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� . �"11812
' ARTIGLE XII - WAGES � (continuasl)
�' �2,3 Regular employee� not couered by the fringe benefits listed in Article
12.2 shall be considered, for the purpose� of this AGREEMENT, participating
employees and shall be compensated in accordanee with Article 12.1 (WAGES)
and haye fringe benefit contributions and/or deductions made on their behalf
as provided for by Article 13 (FRINGE BENEFITS) .
1204 Provisional, temporary, and emergency employees shall be considered, for
the purposes of this AGREEMENT, participating employees and shall be com-
pensated in accordanee with Article 12,1 (WAGES) and have fringe benefit
contributions and/or deductions made in their behalf as provided for by
Article 13 (FRINGE BENEFITS)e
12>S All regular employees employed after February 15, 1974, shall be considered,
for the purpose of this AGREEMENT, participating employees and shall be
� compensated in accordance with Article 12e1 (WAGES) and have fringe benefit
contributions and�or deductions made on their behalf as provided for-by - - - --- -
Article 13 (FRINGE BENEFITS).
�.,.
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' ARTICLE XIII - FRINGE BENEFITS ���v��
� I.3o1 The EMPLOYER shall make contributions on behalf of and/or
make deductions from the wages of employees covered by this
AGREEMENT in accordance with Appendix D fvr all hours worked.
�
�4..
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� ARTICLE XIV - SELECTION OF FOREMAN AND GENERAL FOREMAN
�� 1401 The selection of personnel for the class of position Sheet
Metal Foreman shall remain solely witn the EMPLOYER.
14.2 The class of position Sheet Metal Foreman shall be filled
by employees of the bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" sha11 be made only at the direction
of a designated EMPLOYER supervisor.
14.4 Such "temporary assignments" shall be made only in cases where
the class of positions is vacant for more than one (1) normal
work day.
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' AATICLE XV - RETIRE�iENT
�. 15.1 Al1 employees shall retire from employment with the EMPLOYER
no later than the last calendar day of the month in which an
employee becomes sixty-five (65) years old.
�.
��.
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' ARTICLE XVI - HOLIDAYS
�' 1601 The following nine (9) days shall be designat�d as holidays:
New Year's Day, January 1
President's Day, Third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
• Veteran's Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
16.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated
holiday. When any of these three (3) ho�idays falls on a Saturday,
�.
the preceding Friday shall be considered the designated holiday.
16.3 The nine (9) holidays shall be considered non-work days.
16>4 If, in the �udgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or
"called back" in accordance with Article 10 (CALL BACK) .
1605 Employees working on a designated holiday shall be compensated at
the rate of two (2) times the basic hourly rate for all hours worked.
16.6 In the case of Board of Education employees, if President's Day, Columbus
Day, or Veterans� Day fall on a day when school is in session, the employees
shall work that day at straight time and another day shall be designated as
� the holiday. This designated holiday shall be a day on which school is not
in session and shall be determined by agreement between the employee and his
supervisor,
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' ARTICLE XVII - DISCIPLINARY PROCEDURES
� 17.1 The EMPLOYER shall have the right to impose disciplinary act�.ons on
emplayees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall include only the
following actions:
17.21 Oral reprimand
• 17.22 Written reprimand
17.23 Suspansion
17.24 Demotion
17e25 Discharge
17.3 Employees who are suspended, demoted, or discharged shall have the
right to request that such actions be reviewed by the Civi�. Service
Commission or a designated Board of Review. The Civi1 Service
� Commission, or a designated Board of Review, shall be the sole and
exclusive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be considered
a "grievance" for the purpose of processing through the provisions
of Article 23 (GRIEVANCE PROCEDURE).
��
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. ARTICLE XVIII - ABSENCES FROM WORK
�� 1801 Employees who are unable to report for their normal work day have
the responsibility to notify their supervisor of such absence as
soon as possible, but in no event later than the beginning of such
work day.
18.2 Failure to make such notification may be grounds for discipline
' as provided in Article 17 (DISCIPLINARY PROCEDURES) .
� 18.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
�
�
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' ARTICLE XIX - SENIORT.TY
�:' 19>1 Seniority, for the purposes of this AGREEMENT, shall be defined as
follows:
19011 "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from the
last date of employment in aay and all class titles
covered by this AGREEMENT.
19.12 "Class Seniority" - the length of continuous regular
� and probationary service with the EMPLOYER from the
date an employee was first appointed to a class title
covered by this. AGREEMENT.
19.2 Seniority shall not accumulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than thirty
(30) calendar days; is granted because of illness or injury; is
�
granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed
full-time position with the UNION.
1903 Seniority shall terminate when an employee retires, resigns, or is
discharged.
19e4 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
each Department based on inverse length of "Class Seniorityo" Employees
• laid off shall have the right to reinstatement in any lower-paid class
title, provided, employee has greater "Master Seniority" than the employee
being repTacedo
19aS The selection of vacation periods shall be ma.de by class title based on
� length of "Class Seniority", subject to the approval of the EriPLOYER.
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' ARTICLE XX - JURISDICTION
20.1 Disputes concerning work �urisdiction between and among unions is
� recognized as an appropriate sub�ect for determination by the various
unions representing employees of the EMPLOYER.
20.2 The EMPLOYER agrees to be guid�d in the assignment of work jurisdiction
by any mutual agreements between the unions involved.
• 20.3 In the event of a dispute concerning the performance or assignment of
work, the unions involved and the EMPLOYER shall meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
20.4 Any employee refusing to perform work assigned by the EMPLOYER and as
' � clarified by Sections 20.2 and 20.3 above shall be sub�ecr to disciplinary
action as provided in Article 17 (DISCIPLINARY PROCEDURES) . - --- -- -
20.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
�.
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' ARTICLE XXI - SEPARATIOH ,�,�����
21.1 Employees having a probationary or regular employment status shall
�
be considered separated from employment based on the following
actions:
21e11 Resignatian. Employees resigning fxom employment
shall give written notice fourteen (14) calendar
days prior to the e�fective date of the resignation.
21.12 Retirement. As provided in Article 150
_ 21.13 Discharge. As provided in Article 17.
21.14 Failure to Report for Duty. As provided in Art3.cle 18.
21e2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER be£ore the
completion of a normal work day.
, � �
�
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. ARTICLE XXII - TOOLS
�..
22e1 All employees shall personnally provide themselves with the tools
of the trade as listed in Appendix B.
�n.
�
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. ARTICLE XXIII - GRIEVANCE PROCEDURE
23.Z The EMPLOYER shall recognize Stewards selected in accordance with UNION
�
rules and regulations as the griev3nce representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
23�2 It is recognized and accepted by the EMPLOYER and the UNION that the
, processing of grievances as hereinafter provided is limited by the �ob
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such
employee duties and responsibilitieso The Steward involved and a
grieving employee shall suffer no loss in pay when a grievance is prd-
cessed during working hours, provided, the Steward and the employee have
notified and received the approval of thair supervisor to be absent to
process a grievance and that such absence would not be detrimental to
�_
the work programs of the EMPLOYER.
23.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, except tor tha appeal of disciplinary action as provided by
1703, for the processing of grievancea, which are defined as an alleged
violation of the terms ared conditions of this AGREEMENT.
2304 Grievances shall be resolved in conformance with the following procedure:
Step la Upon the occurence of an alleged violation of this
. AGREEMENT, the employee involved shall attempt to
resolve the matter on an 3nformal basis with the
employee's supervisor. If the matter is not resolved
�
- 24 -
• A.RTICLE XXIII - GRIEVA.NCE PROCEDURE (continued)
to the employee�s satisfaction by the informal discussion
� it may be reduced to writing and referred to Step 2 by
the UNION. The written grievance shall set fort.h the
nature of the grievance, the facts on which it is based,
the alleged section(s) of the AGREEMENT violatad, and the
relief requested. Any alleged violation of the AGREEMENT
• not reduced to writing by the UNION within seven (7)
calendar days of the first occurrence of the event giving
rise to the grievance or within the use of reasonable
diligence should have had knowledge of the first occurrence
of the event giving rise to the grievance, shall be considered
waived.
Step 2. Within seven (7) calendar days after receiving the written
� grievance a designated EMPLOYER supervisor shall meet with
the UNION Steward and attempC to resolve the grievance. If, _. ____ __ . _ _
as a result of this meeting, the grievance remains unresolved,
the EMPLOYER shall reply in writing to the UNION within three (3)
calendar days following this meetinge The UNION may refer the
grievaace in writing to Step 3 within seven (7) calendar days
following receipt of the EMPLOYER'S written answer. Any grievance
not referred in writing by the UNION within seven (7) calendar
days following receipt of the EMPLOYER'S answer shall be
considered waived.
�.
- 25 -
, ARTICLE XXIII - GRIEVEID'CE P�OC�DURE (continued)
Step 3e WiLhiZ seven (7) calendar days following receipt of a grievance
referred from Step 2 a designated EMPLOYER supervisor shall meet
with the UNION Busineas Manager or his designated representative
and attempt to resolve the grievanceo Within seven (7) calendar
days followiag this meeting the EMPLOYER shall reply in writing
to the UNION stating the EMPLOYER'S answer concerning the grievance.
If, as a result of the written response the grievance remains
• _ unresolved, the UNION may refer the grievance to Step 4. Any
grievance �ot referred to in writing by the UNION to Step 4 within
seven (7} calendar days following receipt of the EMPLOYER'S answer
sha11 be considered waived.
Step 4. If the grievance remains unresolved, the UNION may within seven (7)
calendar days after the response of the EMPLOYER in Step 3, by
�
written no�ice to the EMP�OYER, request arbitration of the grievance,
The arbitration proceedings shall be conducted by an arbitrator to
be selected by mutual agre�ment of the EMPLDYER and the UNION within
seven �7) calendar days afte� netice has been giveno If the parties
fail *_o mutually agree upon an axbitrator within the said seven (7)
day period, either party may request the Public Employment Relat�on
Board to submit a panel of five (5) arbitratorso Both the EMPLOYER
and tr�e LrtION shall have the right to strike two (2) names from the
' panel. The UivION shall strike the f3rst (lst) name; the EMPLOYER
shall then strike one (1) name, The process will be repeated 2nd
�he remaining pe�son shall be the arbitratoro
&�
- 26 -
. ARTICLE XXIII - GRIEVAI�TCE PROCEDURE (continued)
23.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
�
add to, or suhtract £rom the provisions of this AGREEMENT. The arbitrator
shall consider and decide only the specific issue submitted in writing by
the EMPLOYER and the UNION and shall have no authority to make a decision
on any other issue not so submitted. The arbitrator sha11 be without
power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules, or regulations having
� . _ - the force and effect of law. The arbitrator's decision shall be submitted
in writing within thirty (30) days following close of the hearing or the
submission of briefs by �he parties, whichever be later, unless the parties
agree to an extensiono The decision shall be based solely on the arbitrator's
interpretation or application of the express terms of this AGREEMENT and to
the facts of the grievance presented. The decision of the arbitrator shall
�,. be final and binding on the EMPLOYER, the UNION, and the employees.
�.
- 27 -
� ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
23.6 The fees and expenses for tha arbitrator's services and proceedings
�.
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsibla for compensating its own representative
and witn�sseso If either party desires a verbatim record of the
proceedings, it may cause such a record to be made providing it pays
for the recordo
23.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
�
�
- 28 - '
' ARTICLE XXIV - RIGHT OF SUBCONTRACT
� 2401 The EMPLOYER may, at any time during the duration of this
AGREEMENT, contract our work done by the employees covered
by this AGREEMENT. In the event that such contracting would
result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90)
calendar day notice of the intention to sub-contract.
24>2 The sub-contracting of work done by the employees covered
by this AGREEMENT shall in all cases be ma.de only to employers
who qualify in accordance with Ordinance No, 14013e
�
�
- 29 -
� � �`7181?
' ARTICLE XXV - NON-DISCRIMINATION
� 2501 The terms and conditians of this AGREEMENT w�ll be applied to
employees equally withaut regard to, or discrimination for or
against, any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the UNION.
25.2 Employees will perform their duties and responsibilities in
• a non-discriminatory manner as such duties and responsibilities
involve other employees and the general publica
�
�
- 30 -
. ARTICLE XX�'I - SEVERABILITY
26,1 In th� event that any provi�i�n(s) of this AGREEMENT is declared
�
to be contrary to law by proper legislative, administrative, or
judicial authority from whose finding, determination, or decree
no appeal is taken, such provision(s) shall be voided. Al1 other
provisions shall continue in full force and effecte
. 2602 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREEMENT in compliance with
the legislative, administrative, or �udicial determination.
�.
�.
- 31 -
• ARTICLE XXVII - WAIVER
� 2�01 The EMPLOYER and the UNION acknowledge that during the meeting
and negotiatin� which resulted in this AGREEMENT, each had the
right and opportunity to make proposals with respect to any
subject concerning the terms and conditions of employmenta The
agreements and understandings reached by the parties after the
exerciss of this right are fully and completely set forth in
this AGREII�IENTo
.
2702 Therefore, the EMPLOYER aad the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment
whether specificalZy covered or not specifically covered by this
AGREEMENT. The UNION and EMPLOYER may, however, mutually agree
to modify any provision of this AGREEMENT.
�
2703 Any and all prior ordinaaces, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and
conditions of employment, to the extent they are ineonsistent
with this AGREEMENT, are hereby supersededa
�.
- 32 -
,
• ARTICLE XXVIII - CITY MZLEAGE PLE1N
2801 Automobile Reimbursement Authorized: Pursuant to Chapter 92A of the
�
Sto Paul Legislative Code, as amended, pertaining to reimbursement of
City offi�ers and employees for tne use of their own automobiles in
the performan�e of their dutias, the following provisions are adopted.
2802 Method of Computation: To be eligible for such reimbursement all
. officers and employees must receive written authorization from the
Mayoro Reimbursement shall be m�de in accordan:.e with one of the
following plans:
Type lo For those offi�er� and employees who are
required to use their own autemobiles occasionally
for official City business, reimbursement at the
rate of 14 cents for each mile dr3veno
Type 2o For those offieers and employees who are
required to use their own automobiles on a regular
basis on City business, reimbursement at the rate
of $2050 for each day of work, and in additi�n
� thereto at the rate of 7.5 cen�s for each mile drivenv
_. - - .- _
28,3 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures fer autcmobile reimbursement, which regulations
and rules shall con�ain �re requ:t�ement tha!t recipients �hall file daily
reports indicating plate of origin an3 de��ination and applicable mileage
ratings thereat and indicating �otal mfl�s driven, �nd shall file manthly
affidavits statir.g the nu�b�rs of days warked and the number of miles driven,
and furth�r �equired that they maintain automobile liability insurance in
. amounts no+� less +�han $100,000�'300,000 fo� personal in�ury, and $25,000
fo� proper�y damagse The�s rules and regulations, together with any
amendmen�s tt�ere�o, sha�.l be �ai,ntained on f�le with the City Clerk.
�_
- 33 -
� ARTICLE XXIX-DURATION A,'�D PLEDGE
29e1 This AGKEII�iENT shall become effective as of the date of signing,
� except as specifically provided otherwise in Articles 12 and 13,
and shall remain in effect through the 30th day of April, 1980 �
and continue in effect from year to year thereafter unless
notice to change or to terminate is given in the manner provided
in 29.2.
29 ,2 If either party desires to terminate or modify this AGREEMENT,
� eff ective as of the date of expiration, the party wishing to
modify or terminate the AGREEMENT shall give written notice to
the other party, not more than ninety (90) or less than sixty (60)
calendar days prior to the expiration date, provided, that the
AGR�EM�NT may only be so terminated or modified effective as of
the expiration date.
�
29,.3 In consideration of the terms and conditions of employment estab-
lished by this AGREEMENT and the recognition that the GRIEVANCE
PROCEDURE herein established is the means by which grievances con-
cerning its application or interpretation may be peacefully resolved,
the parties hereby pledge that during the term of the AGREE�iENT:
29 .31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in
which employees fail to report for duty, will-
� fully absent themselves from work, stop work,
slow down their work, or absent themselves in
whole or part from the full, faithful perfor-
mance of their duties of employment.
�
- 34 -
.
� � � � �'718�.2
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The EMPLOYER will not engage in, instigate, or condone
any lock-out of employees.
29.33 This constitutes a tentative agreement between the
� parties which will be recommended by the City Negotiator,
but is subject to the approval of the Administration of the
City and is also subject to ratification by the ASSOCIATION.
AGREED to this 15thday of August, 1978. and attested ro as the full and
complete understanding of the parties for the period of time herein speci£ied.
by the signature of the following representative for the EMPLOYER and the
ASSOCIATION.
WITNESSES �
SHEET METAL WORKERS INTERNATIONAL
CITY OF SAII3T PAUL ASSOCIATION, LOCAL 76
� / ' 1 � `
� /�-t12�. W�• (�y '.. �L.�
La or Relations Direct Business Manager
Civil Service Commission
- 35 -
APPENDIX A
� The classes of positions recognized by the EMPLOYER is being exclusively
represented by the UNION are as follaws:
Sheet Meta1 Worker - Foreman,
Sheet Metal Worker,
Agprentice,
• Sheet Metal Inspector;
• and other classes of positions that may be established by the EMPLOYER
where the duties and responsibilities assigaed comes within the �urisdiction
of the UNION.
�. �
�.
- A1 -
APPENDIX B
� Tool Box
Whitney, Small
Cresent Wrench or set of Open End Wrenches
Center Purches
Hacksaw Frame
. Chisels
Small Hand Tongs
6' Folding Rule
Screw Driver
Scratch Awls
Pliers
Snips, Straight-aviation L and R
Hammers (Tinners)
�..
Dolly Bar
Combination Square
Prick Punch
10' Tape
Dividers
�.
- Bl -
• �~118��
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions and not receiving
the Fringe Benefits listed in Article I2.2 shall be:
Effective Effective
May l, 1978 May 1, 1979
Sheet Metal Worker. . . . . . . . $11.40 $12.17
Sheet Metal Worker-Foreman. . . . $12.13 $12.89
The basic hourly wage for temporary and emergency employees appointed to
the following classes of positions shall be:
Effective Effective
May 1, 1978 May 1, 1979
Sheet Metal Worker. . . . . . . . $11.86 $12.66
Sheet Metal Worker-Foreman. . . . $12.61 $13.41
Apprentice
0 - 6 months . . . . . . . . 50% of Sheet Metal Worker rate
7 - 12 months . . . . . . . . 55% of Sheet Metal Worker rate
13 - 18 months . . . . . . . . 60% of Sheet Metal Worker rate
19 - 24 months . . . . . . . . 65% of Sheet Metal Worker rate
25 - 30 months . . . . . . . . 70% of Sheet Metal Worker rate
31 - 36 months . . . . . . . . 75% of Sheet Metal Worker rate
37 - 42 months . . . . . . . . 80% of Sheet Metal Worker rate
43 - 48 months . . . . . . . . 90% of Sheet Metal Worker rate
The basic hourly wage rate for regular employees appointed to the following
classes of positions who are receiving the Fringe Benefits listed in Article I2.2
shall be:
- C1 -
APPENDIX C (continued)
Effective Effective
May 1, 1978 May 1, 1979
Sheet Metal Worker. . . . . . . . $10.50 *
Sheet rfetal Worker-Foreman. . . . $11.10 *
Sheet Metal Inspector . . . . . . $11.07 *
*The May 1, 1979 hourly wage rates in this contract will be the rates
as shown below less the cost of sick leave usage for 1978 and less the
cost of health and life insurance, holiday, pension and vacation for
1979 incurred by the employer for employees in this bargaining unit.
Sheet Metal Worker $14.41
Sheet Metal Worker Foreman $15.16
Sheet Metal Inspector $15.16
- C2 -
.
APPENDIX D
�' Effective May l, 1978 the EMPLOYER shall:
(1) contribute $ .79 per hour for all hours worked by
participating employees as defined in Articles 12.3,
12.4 and 12.5 of this AGREEMENT to a Welfare Fund.
(2) contribute $ .90 per hour for al.l hours worked by
�,
participating employees as defined in Articles 12.3,
12.4, and 12.5 of this AGREEMENT to a Pension Fund.
(3) deduct $1. 15 per hour for all hours worked from the
earnings of participating employees as defined in
Articles 12.3, 12.4 and 12.5 of this AGREEMENT, and
forward to a Vacation Fund.
(4) contribute $ .06 per hour for all hours worked by
participating employees as defined in Articles 12.3,
�" 12.4 and 12.5 of this AGREEMENT, to the Journeyman
and Apprenticeship Training Fund.
All contributions and deductions made in accordance with this Appendix
shall be forwarded to depositories as directed by the UNION.
The EMPLOXER shall establish Workman's Compensation and Unemployment
Compensation programs as required by Minnesota Statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions and/or
, deductions esCablished by this AGREEMENT. The actual level of benefits pro-
vided to employees shall be the responsibility of the Trustees of the various
funds to which the EMPLOYER has forwarded contributions and/or deductions.
�'
- D1 -
�- ; �c'118��
1978-79
MAINTENANCE LABOR AGREEMENT
- between -
THE INDEPEIdDENT SCHOOL DISTRICT N0. 625
- and -
SHEET METAL WORKERS
INTERNATIONAL ASSOCIATION
LOCAL 76
zNnEx
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of the Agreement S
VI Pr�bationary Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work 8
IX Overtime 9
X Call Back 10
XI Work Location, Residency 11
XTI Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Retiretnent 16
XVI HoZidays 17
XVII Disciplinary Procedures 18
XVIII Ab�ences From Work • 19
XIX Seniority 20
XX Jurisdiction 21
XXI Separation 22
XXII Tools 23
XXIII Grievance Procedure 24
XXIV Right of Subcontract 29
XXV Non-Discrimination 30
XXVI Severability 31
XXVII Waiver 32
XXVIII Mileage-Independent School District No. 625 33
XXIX Duration and Pledge 34
Appendix A A1
Appendix B BI
Appendix C C1
Appendix D � D1
- ii -
P R E A M B L E
This AGREEMENT is entered into on this ���day of 19�sdsf , 1978,
between the Independent School District No. 625, hereinafter referred to as
the EMF'LOYER and the Sheet Metal Workers International Association Local 76
hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilites of the City of Saint Pau1 for
the benefit of the general public through effective labor-management cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the EMPLOYER,
the UNION and the individual employees will best serve the needs of the general
public.
- iii -
ARTZCLE I - PURPOSE
�� l.l The E1�iPL0YEt� and the UNION agree that the purpose for entering into
this AGREEME1�iT is to:
1.11 Achieve orderly and peaceful relations, thereby
establishing a system of urcinterrupted operations
and the highest level of employee performaace that
is consistent w3.th the safety and well-being of a11
conc$rned;
. 1.12 Set forth rates of pay, hours of work, and other
conditions of employmeat as have been agreed upon
by the EMPLOYER and the Ui�T�ON;
1.T3 Establish procedures to orderZy and peacefully resolve
disputes as to the applicatioa or intergretation of
this AGREEMENT without loss of manpower productivity.
�.
1�,2 The EMPZOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If
aay part of this AGREEMENT is in conflict with such legislation, the
latter shall prevail. The parties, on written notice, agree to negatiate
that part in conflict so that it confozms to the statute as provided by
Article 26 (SEVERABILITY).
�_
- 1 -
� � ,. :. _. __.'-_._... . . .. . . . .... . . . . . . . _. ._-'._.. -,._.�__..._..,--- -- ..-...--�.-...
r..,.;,..�,,,..-.,.._. . ,-._..,_.. ._.._:«�'.'__...,. ...-.. . ......_ . . . .
_ � ��1����
ARTICLE II - RECOGNITIOv
��_ 2.1 The EMPLOYyR recognizes the UNION as the exclusive representative
for collec�ive bargaining purposes for all personnel having an
employment status of regular, probationary, provisional, temporary,
and emergency employed in the classes of positions defined in 2.2
as certified by the Bureau of Mediation Services in accordance
with Case Na. 73-PR-513-A dated May 1.5, 1973.
2.2 The classes of positions recognized as being exclusively represented
. by the UNION are as listed in Appendix A.
�
�.
�..
- 2 -
ARTICLE III - E�°LOYER RIGkTS
� 3.1 The Ei1PL0YER retains the righ� to operate and manage al� �anpower,
facilities, and equipBent; to establish functions and progra�s;
to set and amend budgzt$; to deterciine the utilizat�on of technology;
to establ�sh and modify the organizational structure; to sslect,
direct, and deternine the number o€ personnel; and to perform any
inherent managerial fun�tion not specifically limited by this
AGREII�NT.
3.2 Anq '�tern or condizion of empZoyaent" not established by this
AGREII�fENT shall remain caith the EMPLOYER to eliminate, modify, or
establish following written notification to the UNION.
�
�
- 3 -
ARTICLE IV - UNION RIGHTS
� 4�1 The EMPL�YER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
LNION dueso Such monies deducted shall be remitted as dizected by
the i1NI0N.
4.11 The EMPLOYER shall not deduct dues from the wages
of employees covered by this AGREEMENT for any other �
labor organization.
' 4.12 The UNEON shall indemaify and safe harmless the
EMPLOYER from any and al1 claims or charges made
against the EMPLOYER as a result of the imglementation
of this ARTICLE.
4.2 The IiNION may designate one (1) e�ployee from the bargaining unit to
�' act as a Steward and shall inform th�e IIKPLOYER in writing of such
designation. Such employee shall have the rights ana responsibilities
as desfgnated in Article 23 (GRIEVA�vCE PROCEDURE) .
4.3 Upon noti£ication to a designated �IPLOYER supervisor, the Business
Manager of tha UNION, or his designated representative shall be
premitted to enter the facilities of the EMPLOYER wher� employaes
covered by this AGREE�I�NT are working,
�
�,
- 4 -
� AR'�ICLE V - SCOPE QF T�E AGREE2-1ENT
�� 501 This AGREEMENT es*_abZishes the "teras ar.d conditions of employrsent"
defined by M.S. 179.63, Subd. 18 for all emplo�ees exclusively
represented by the ITNION. This AGRE�N-T sha13. sttperceds such
"terms and conditions of employment" established by Civil Servzce
Rule, Council Ordinance, and Council Resolution.
,�'F' ,
�. .
�..
- 5 -
_. �``118�2
' ARTICLE VI - PR03ATIO�V�,.R° PERIODS
� 601 All personnel, originally hir2d or rehired follawing separation, in
a regular employment status shaZl serve a six (6) month's probationary
period during which time the employse's fitness and ability to pe�form
the class of positions' duties and responsibilities shall be evaluated.
6.Z1 At any tine during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of Article 23
• (GRIEVANCE PROCEDURE) .
6.12 An employee termin�ted during the probationary period
shall receive a written notice of the reason(s) for
such termiaation, a copy of which shall be sent to the
UI3ION.
�" 6.2 Al1 personnel pzoaoted to a higher class of positions shal�. serve a
�
six (6) monthst promotional prabationary period during which time
the employee's fitnesa and ability to perform the class of positions'
duties and responsibilities shall be evaluated.
6021 At any time during th� promotional probationary period
an employee may be denoted to the employee's previously
held class of positions at the discretion of the E?�PLOYER
without appeaZ to ths provisions of Article 23 (GRIEVAIvCE
PROCEDURE).
' 6.23 An employee demoted during the protional probationary period
shall be returned to tYcz enployee's previously held. class oi
positions and shall receive a written notice of the reasons for
demotion, a �opy of which sha11 be sent to the UNION.
�_
- 6 -
_ _ __ _.. __ _
ARTICLE VII - PHII:CSOPHY OF Er�LCYMENT AI�� CO`4PENSATIO�i
� 7,1 The E�LOYER and the IINION are in full agrae�ent that the philosophy
of employ�ent and compensatian sh�ll be a "cash" hourly wage and
"industry" fringe b�nefit systetae
7.2 Th$ EMPLOYER shall. compensata employees for all hours worked
at the basiC hourly wags rate and hourly fringe benefit rate as
• found in Ar�icles 12 (.WAGES) and 13 (FRINGE BENEFITS) .
' 7>3 No other compansation o� fringe benefit shall be accumulatec3
or earned by an em�loyea except as specifically provided for
in this AGREEMENT; except those empl.oyees who have individually
optionad to b� "grandfa�hered" as provided by 12a2a
. �.:�
�
_ 7 _
ARTICLE VIT_I - HOURS OF jJORiC
� 8.1 The n�rnal work day shail be eight (�) consecutive hours per day,
excluding a thirty (30) ninute unn�id lunch period, between 7:00
a,mo and 5:30 pom�
8.2 The normal work week shall ba five (5) consecutive normal work
days rionday through Eriday.
8.3 If, during the tern of this AGREEMENT, it is necessary in the
' EMPLOYER'S �udgment to establish second and third shifts or a
work week of other than Monday th.ough Friday, the UNION agrees
to enter into nsgotiations immediately to establish the conditions
of such shifts and/or work weeks,
8.4 This section shall not ba construed as, and is not a guarantee of,
any hours of work per normal work day or par normal work week.
�
8.5 A7.1 employess shall be at the location designated bg their supervisdr, " -- �- � �
ready for work, at ths established starting time and sha1Z remain
at an assignad work location until the end of the es�tablished work
day unless o�therwis� directad by *_h�ir sups�-vis�re
8.6 All employees are subjeyt tss call-ba�k by the EMPLOYER as provided
by Article 10 (CALL-BACK)v
8,7 Employess reportirtg for work at the established starting time and
for whom no work is availab�.e shall receive pay for two (2) hours,
' at the basic hourly r�.ts, unless notification has been given not
to report for work prior to leaving home, or deriag the previous
wark day.
�
_ g _
ARTICLE IX - OVERTIME
� 9.1 A1.1 overtine comp�nsated for by �ha Ei�PLOYER must receiv� prior
authorization from a designated E�'LOYER supervisor, No overtime
work claim wi11 be honored for pay�en*_ or credit unZess approved in
advance. An overCime claim will no*_ be honored, even though shown
on the tise card, un3e�s the required advance agproval has been
obtained.
9e2 The overtime rata of one and one-half (1�) ths basic hourly rate
shall be paid for work parformed under the following circumstances:
9021 Time worked in excess of eight (8) hours in any one
normal work day and
9e22 Tiae worked en, a sixth (6) day following a normal
work week. �
°�- 9�3 The overtine rate of two (2) times the basic hourly rare shall be
-- _ ._ _ __ _ __
p3id for work performsd under the following circumstances:
9.31 Tim� worked on a hoZiday as defined in Article Z6
(HOLIDAYS) ;
9e32 Time warked on a seuenth (7) day following a
normal work wee?t; and
9a33 Time wor�ed in exeess of twelve (12) consecutive h�urs
ia a tw�n�y-four (24) hour p�eriod, provided, that all
"emergen.cy" work required by "Acts of God" shall be
co�pensa*_?d at the rate of one and one-half (12).
� 9.4 For the purposes of calculating avertime compensation overtit�e hours
worked shall not ba "pyramided", compounded, or paid twice for the
same hours worked.
�.
9>5 Overtime hours worked as provided by this ARTICLE sha1Z be paid in cash.
- 9 -
• ARTICLE X - CALL BACK '``~����?
� 10�1 Tne E�.'LOXER retains th� right to call back employees before an
eaployee has started a normal work day or normal work wee'� and
after an employee has completed a no�al work day or no�.al work
week.
10,2 Em�loyees called back sha11 receive a minimua of four (4) hours
• pay at the basic hourly rateo
• 10.3 The hours worked based a a call-back shall be compensated in
accordance with Art�cle 9 (OVERTIME), when applicable, and subject
to the minimum establish,d bq 1002 above.
10.4 Employees called hack four (4) hou:s or less prior to their normal
work day shall complete the norsal work day and be compensated
� only for the overtime hours worked in accordance with Article 9
(OVERTIME),
�
�:
- 10 -
_ � � �``1��3�?
ARTICLE XI - WORK LOCATIO:�, RESIDENCY
,� 11.1 Er�ployees sha11 report t� work lo�atio� as assigned by a designated
EMPLOYER suparvisor, Durir.g the noz�al work day employees m.ay be
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work lacations during the nornal work day,
other than thair original asaignmznt, and who are required to furnish
• their owm transportation shall be compensated for mileaga. '
' 1]..3 All new employees appoin�ed after January l, 1976, would b� required
to reside in the City of Saint Paul within one year of their original
appointment, and thareafter would be required to remain within the
City limits as lozg as they were employed by the City of Saint Paul.
Z1.4 This residency requirement sha11 apply to unclassified employees as
` �" well as classified employees.
�-
11.5 Applicants for positions in the City of Saint Paul wil.l not be required --- -" �"
to be residents of the City of Saint Paul.
lla6 Employees failing to meat the residency requiremsnt will be subject
to termination and a hearing process shall be established to determina
whPther the resid�ncy requirement was net.
�;.
'�:- .
- 11 -
ARTICLE XII - WAG�S
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 EmpLoyees who are covered by the fringe benefits listed below shall continue
to be covered by such benefits. They shall be subject to all other provisians
of the AGREEMENT, but shall not have hourly fringe benefit contributions
and/or deductions made on their behalf as provided for by Artic�e 13
FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions including life, hospital and health insurance
for early retirees who have retired since February l, 1975.
In order to be eligible for the health benefits under the
early retiree provision, the employee must:
12.21.1 Be receiving b�nefits from a public employee
retirement act at the time of retirement.
12.21.2 Have severed his relationship with the City of
Saint_Paul under bne of the early retiree plans.
12.21.3 Tnform the Personnel Office of the City of
Saint Paul in writing within 60 days of employee's
early retirement date tha.t he or she wishes to be
eligible for early retiree insurance benef its.
12.22 Sick Leave as established by Resolution 3250, Section 35,
Subdivision E.
12.23 Vacation as established by Resolution No. 6446, Sectiorc l,
Subdivision F.
12.24 Nine (9) legal holidays as established by Resolution No. 6446,
Section 1, Subdivision G.
12.25 Severance benefits as established by Ordinance No. 11490 with
a maximum payment o.f $4,000.
- 12 -
ARTICLE XII - W�G�S - �continued)
� i2,3 Regular emoloy�ea not covered by thz fringe benefits listed in Article
12.2 shall be cons�dered, for the purposes of this AGREEMENT, participating
employ�es. and shall be �omp�nsated in accordance with Article 12.1 (WAGES)
and haye fringe benefit contributions and/or daductions made on their behalf
as provid�d for hy ArticlQ 13 (FRINGE BENEFITS).
• 1204 Provisional, temporary, and emergsncy employees shall be considerad, for
the purposes of this AGREEMENT, participating employees and shall be com-
pensated in accordanc� with Article 12,1 (WAGES) and have fringe benefit
coatributions and/or deductions nade in their behalf as provided for by
Article 13 (FRINGE BE�EFITS).
12e5 All regular emploq�es employed after February 15, 1974, shail be cansidered,
for the purpose of this AGREEMEI3T, participating employees and shall be
� coffipensated in acco�dancz with Article I2e1 (WAGES) and have fringe benefit
_ � contributions and/or deductions made on their behalf as provided for-by '��-- ---- ` -
Article 13 (FRINGE BENEFITS).
�.
- 13 -
' ARTICLE hIII - FRINGE BEtiE�ITS �FI ��.J�?
� 13�1 The EI�LOYER shall naka conrributions on behalf of and/or
make deductions fron the wages of employees covered by this
AGRE�DiT in ac�ordance with Appendix D for all hours worked.
�
�
v,�
- 14 -
, ..�.�..�.�. :�.� : �.-�.�.��__..�.� ___ _. __ ____ _
ARTICLE XIV - SELEGTION OF FOREMAN Ai�TD GENERAL FORE�fii AN
� 1G,1 Tha selection of personr.�l for the class of position Sheet
Metal Foreaan shall remain solely with the EMPLOYER.
14.2 The class of position Shaet Metal Foreman shall be filled
by employees of the baroaining un.it on a "temporary assignment".
14.3 All "temporary assignments" shall be made only at the direction
of a desigaated EMPLOYER suparvisor.
. .14.4 Such "temgorary assign�ents" shaZl be made only in cases where
the class of positioas is vacant for more than one (1) normal
work day.
� �
�_
- 15 -
� . 2'7����
� ?,.T�TICLE XV - RETIRE:�IENT
� Z�.1 All employeas shall retire froia employnent with the EMPLOYER
no later than tha last calendar day of the month in which an
enployee becomes sixty-five (65) years old.
�
�;,
- 16 -
...�....,;_..�___:;�_�.. .:-- --:i..._._...._.._......_.. .. __. .., _ . . -. . __. . ...._. � __ .y _�,..__
ARTICLE YVI - HOLIDAYS
�` 1601 The following nine (9) days shall be designatect as holidays:
�.
New Year's Day, January l
President's Day, Third Monday in February
Memorial Day, last Monday in May �
Independencs Day, July 4
Labor Day, first Monday in September
Columbus Day, sacond Monday in October
• Veteran's Day, November 11
Thanksgiviag Day, fourth Thursday in November
Christmas Day, December 25
16.2 When New Year's Day, Independence Day or Christrsas Day falls on a
Sunday, the following Monday shall be considered the designated
� holiday. WEien any of these three (3) holidays falls on a Saturday,
the preceding Friday shall be cansidered the desionated holiday. _
16.3 The nine (9) holidays shall be considered non-work days.
16.4 If, in the �udgment of the EMPLOYER, personnel are necessary for
operaCing or emergency reasons, employees may be scheduled or
"callad back" in accordance with Article 10 (CALL BACK) .
1605 Employees workiag on a designated holiday shall he compensated at
the rate of two (2) tiaes the basic hourly rate for all hours worked.
16.6 In the case of Board of Education employees, if Presideat's Day, Columbus.
Day, or �'eteransT Day fall on a day when school is in session, the employees
shall work that day at straight time and another day shall be designated as
� the holiday. This designated holiday shall be a day on which school is not
in session and shall be determined by agreement between the enployee and his
supervisor.
_ 1� _
' � ARTICLE XVII - DISCIPLINARY PROCEDURES ���(J�r�.�
�\ 17.I The ErIPLOYER shall have the right to inpose disciplinary actians on
employees for just causa.
I7.2 Disciplinary actions by the EMPLOYER shall include only the
following actions:
I7.21 Oral reprimand
• 17.22 Written reprimand
17.23 Susgension
17.24 Demotion �
17.25 Discharge
17.3 Employees who are suspeaded, demoted, or discharged shall have the
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service
� Commissian, or a designated Board of Review, shall be the sole and
exclusive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be considered
a "grievance" for the purpose of processing through the provision�
of Article 23 (GRIEVANCE PROCEDL'RE) .
�t
- 18 -
ARTICLE XVIII - ABSENCES FROM WORI{
� 18.1 Employees who are uaabZe to report for their normal work day have .
the responsibility to no�ify their supervisor of such absence as
soon as possibZe, but in no event later than the beginning of such
work day.
18.2 Failure to make such notification nay be grounds for disciplina
' as provided in Article 17 (DISCIPLINARY PROCEDURES).
' 18.3 �ailure to report for work without notification for three (3)
consecutive norr�a.l work days ma.y be considered a "quit" by the
EMPLOYER on the part of the employee.
�
�
- 19 -
n�.,.....ti..:-. .... L._ ..<: .. __..:.�.,,. .. . r..,. ,::..._.. ..� ::. _ _ _.. . . . , .._,,. .,.�._... - .._..,...z_. .._....� �. ... ._
ARTICLE XIX - SENIORITY
� 19e1 Senioriry, for the purposes of this AGREEMENT, shall be defined as
follows:
19011 "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from the
last date of eaployment in any and all class titles
covered by this AGREEMENT.
. 19e12 "Class Seniority" - the length of continuous regular
. and probationary service with the EMPLOYER from the
date an employee was first a�pointed to- a class title
covered by this AGREEMENT.
19.2 Seniority shall not accumulat�e during an ungaid leave of absence,
except when such a leave is granted for a period of Iess than thirty
� � (30) calendar days; is granted because of iZlness or in�ury; is
granted to allow an emgloyee to accept an apgointment to the
uncl.assified sarvice of the EMPLOYER or to an elected or appointed
full-time position with the UNION.
19.3 Seniority shalY terminate when an employee retires, resigns, or is
discharged.
19.4 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
- each Department based csn inverse length of "Class Seniority." Employees
laid off shall have the right to reinstatement in any Zower-pai@ class _
title, provided, employee has gr�ater "Master Seniority" than the employee
being replacedo
19>5 The selection ot vacation periods shall be made by class title based on
� length of "Class Seniority", subject to the approval of the EMPLOYER.
- 20 -
,
• ARTICLE � - JURISDICTION ,�+r11(J�?
20.1 Disputes concerning work �urisdiction between and anong uni.ons is
�
�' recognized as an appropriare subject for determination by the various
unions representing e�ployees of the EMPLOYER.
20.2 The E`ZPLOYER agrees to be guided in tne assignment of work jurisdiction
by any mutual agreements between the unions involved.
• 20.3 In the event of a dispute coneerni.ng the performance or assignment o£
work, the unions involvad and the EMPLOYER shall meet as soon as mutually
possible to resolv� the dispute. Nothing in the foregoing shall restrict
the right of the Erff'LOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
20.4 Any employee refusing to perform work assigned by the EMPLOYER and as
+,�'
�- clarified by Sections 20.2 and 20.3 above shall .be subject to disciplinary
__ .,.__�_ .-__ _ ,_.
� action as provided in Article 17 (DISCIPLINARY PROCEDIJRES).
20.5 There shall be no work stoppage, slow dowri, or any disruption of work
resulting from a work asaignment.
�_
- 21 -
' A�ZTICLE XXI - SEPARATION
21.1 Employees having a probaCionary or regular emplayment status shall
�"
be considered separated from employment based on the following.
ac*_ions:
21.1I Resignation. Employees resigning from employment
shall give written notice fourteea (14) calendar
days prior to the effective date of the resignation.
� 21.12 Retirement. As provided in Article 150
21.13 Discharge. As provided in Article 17.
21.14 Failure to Report for Duty. As pravided in Article 18.
21e2 Employees having an emergency, temporary, or provisional employmsnt
status may be terminated at tha discretion of ths EMPLOYER before the
completion of a nor�al work day. �
�
�_
- 22 -
.... � , , , .<.� ,.�n. ,.�, .,. :._ ::... .. ._ _ .. . . , , .
ARTICLE X.YII - TOOLS
22e1 All empl.oyees sha11 persor.nally provid� themselves with the tools
�
of the trade as listed in Appendix B.
�
�.
- 23 -
.
,
.
. . _ � p
ARTICLE XXIII GRIEVAVC.. PROCEDUR�
'
� � o UNION
23,1 The E�IPLOYER shall re..00nize Stewards seleeted in accordance with
�
rules and regulations as thejgrievance representative of the bargaining
unit. The WiION shall noti€yt the EMPLOYER in writing of the names of
the Stewards and of their suQCessors when so named.
23,2 It is recoonized and accepte'd by the E`��IPLOYER and the iJI�iI0;1 that th
e
. processing of grievances as ;hereinafter provided is limited by the job
duties and responsibilities ;of the employees and shall therefore be
accomplished durino working�lhours only when consistent with such
employee duties and respons�ibilities. The Steward involved and a
grieving enployee shall sufjfer no loss itt pay when a grievance is pro-
cessed during working hour�, provided, the Steward and the employee have
notified and received the �.pproval of their supervisor to be absent to
process a grievance and th�at such absence would not be detrimental to
�
the work programs of the E�IPLOY�R.
23.3 The rocedure established �lb this ARTICLE shall be the sole and exclusive '
P � Y
procedure, except for thejappeal of disciplinary action as provided by
1703, for tha processing bf grievances, which are de=ined as an alleged
violation of the terms aryd conditior_s of this AGRE�MENT.
2304 Grievances shal7. be resolved in conformance with the following procedure:
Step Ia Upon the occure}�ce of an alle.ged violation of this
. AGREE_�IENT, the jemployee involv�d shall atterapt to
resolve the ma�'ter on an infor�al basis with the
employee's sup�rvisoro If the matter is not resolved
�
- 24 -
_ _ . � _ _
...�.. ...__..... .�.., .._ . .
' �'7181�
� ' • A.RTICLE XXI�I - GRIEVANCE P'�,ROCEDURE (cor.�imaed) ^''
-
to the employ�e's satisfaction by the informal discussioa
� it may be redi�ced to writing and referred to Step 2 by
the UDIION. Ttie written grievance shall set forth the
nature of the ��grievance, the facts on which it is based,
_ the aileged se�tion(s) of the AG�tEEMENT violated, and the
reZief raquest�d. Any allegzd vioZatian of the AGR��NT
• not reduced to '�,writing by the UNION within seven (7)
caZendar days o�,f the first occurrence of the event giving
rise to the gri�vance or within the use of reasonable
diligence shaulc� have had knowledge of the first occurrence
of the event gi�ing rise to *_he grievance, shall be considered
waived.
. Step 2. Within seven (7) �'�, calendar days after receiving the written
I � grievance a desi�nated �IPLOYER supervisor sha11 meet with
the IlNION Stewarc� and attempt to resolve the grievance. If;- --=°-
as a result of th'3s meeting, the grievance remains unresnlved,
the EMPLOYER shal�. repyy ir. writing to the UNION within three (3)
calendar days fol�.owing this meetiag, The UNION may refer the
grievance in writ�ng to Step 3 within seven (7) calendaz days
following rec�ipt ��pf the E.�LOYER�S written answer. Any grievance
not referred in wr�.t3ng by the tNION within seven (7) calendar
days following rec�ipt of the EMPLOYER'S answer shall be
co*�sidered waived. '�,
�__
- 25 -
�-
ARTICLE XXIII - GRIEVA.�CE PROCEBU:RE (c�a�inued)
Step 3o Wiyhin seven (7) calendar days following receipt of a grievanc�
�,
referred from Step 2 a designafed E�IPLOYER sup2rvisor shall meet
wi�th the Li�tlOV Businass Manager or his designated representative
and attempt to resolve the grievancee Within seven (7) calenda�
days following this nesting the EMPLOYER sha],I reply in writing
to the UNION stating *_he II�LOYER'S answer concerning the grievance.
If, as a result of rhe wri�ten response the grievance remains
' . unresolved, the tNION may refer tha grievance to Step 4. Any
grievance nct refsrred to in writing by the UNION to Step 4 within
seven (7) calendar days followir.g receipt of the EMPLQYER'S answer
shall be cansidered waived. :
Step 4. If the grievanc� remaias unresolved, the IJNION may within seven (7}
calendar days after the response of the �MPLOYER in Step 3, by
�,
- written notice to tha E�fPLOYER, request arbitration of the grievane�o--- -
The arbitration proce�dings shall be conducted by an arbitrator to
be selected by mutual agre�menfi of the EMPLOYER and the UNION within
seven (7) calendar day� 3fter netice has been given> If the parties
fail to mutually agree upon an a�bitrator withi:n the said seven (7)
day period, either party may request the Public Employmant Relation
Board to sub�nit a panel of five (5) arbitratorse Both the EMPLOYER
and the Wi ION shall. ha�te the right to strike two (2) names from the
' panel. The UNIO�t shall strike the first (lst) name; the EMPLOYER
shall then strilce ona (1) name, The pracess wi11 be repeated and
the remaining p�rson shall be the arbitratoro
�,._
- 26 -
/
, .....,�.._ _.__...�_ ... ,._,._ _._..__. ..,. _ ,.. .. _.. . . __..... .. __.._._._�.
_ ... __.
ARTICLE ��III - GRIEV��iCE PFcOCEDURE (continued)
23.5 The arbitrator shall have no rignt to amend, modify, nullify, ignore,
�
add to, or subtract from the pzovisions of this AGREEMEDIT. The arbitrator
shall consider and decide on3.y the sgacific issue submitted in writing by
the EMPLOYER and the WIO:T and shall have no authority to make a decision
on any othar issue not so s4bmitted. The arbitrator shall be without
power to nake decisions cantrary to or inconsistent with or modifyircg or
varying in any way the application of laws, rules, or regulations having
• ,_;.-^- the force and effect of law. The arbitrator's decision shall. be submitted
in writir.g withia thirty (30) days following close of the hearing or the
submission of brief5 by tha parties, whichever be later, unless the parties
agree to an extension> The decision sha11 be based solely on the arbitrator's
interpretation or application of the express terms of this AGREEMENT and to
the facts of Che grievance presented. The decision of the arbitrator sha7.1
� be final and bindino on the EMPLOYER, the UNION, and the enployees.
�
- 27 -
ARTICLE XXIII - GRIEVAivCE PR�CEDURE (con�inued)
23.6 The fees and expenses for Lha arbitrator's services and proceedings
�
shall be borne equally by the ELIPLOYER and the INIOV, provided that
each party sha11 be respoasible for compensating its own representative
and witnesseso If eithar p�rty desires a verbatia record of the
proceedings, it may cause such a record to be �ade providing it pays
for the record.
23.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNIONa
�' •
'�..-
�._
- 28 -
.. . %. . . . .. �.
...+...,.._....,.,.�.;..�-.�.,.. , ,_. _._ ...__ ._.._._ ... ..,..__ ,... _.."",.. _ _. ... . . . ...... .... . ... _.... . . ......_.... . _ . .... __......_.�.-......_.._....�-..._...........-.....�_.�..,>....�.....rw .
ARTICLE XXIC - RIGHT GF SUBCO:VTR�CT
� 24,1 The EMPLOYER �ay, at any time duriag the duration of this
AGREEi�NT_, contract our work done by the employees covered
by this AGREEMEDtT. In the avent thaL such contracting would
result in a reduction of the work force covered by this
AGRE�ir.NT, the �IPLOYER shall giva the UNIOV a ninety (90)
calendar day notice of the intention to sub-contract.
2402 The sub-contracting of work done by ths employees covered
by this AG��fENT shall in a17. case� be made only to employers
who qualify in accordance wi�h Ordinance Noo 14Q13a
�
�
- 24 -
..i...<.�,.a..a<�.;-._:..:.�,c<�..-._�......._..�:_.......-..�-.._.,.;__.,�..._ .�__._.,�... .. ...... _....._-........... ....... ..._...,.._�_._..,�.r..._.,.._ . �i.��.
�.,•..—._.._...0..�....-....... .... .
. . � ��la��s��
�
ARTICLE XXV - NON-DISCRII�IINATIOv
� 25.1 The tertas and conc�itioas of this AG���NT will. be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color,� creed, sex,
age, or because of n2mbership or non-membership in the INIO�i.
25.2 Employees will p�rform their duties aad responsibilities in
• a non-discriminatory mannar as such duties and responsibilities
involve other e�ploye�s and tha genaral publico
�.
�
�.
- 30 -
/ . � __ __. . ._. .... _. . _ _ _ _ _-
�
ARTICLE �VI - SEVERABILITY
26e1 In the ever.t that any provision(s) of this AGRr.F�iENT is declared
�
to be contrary to law by prop�r legislative, administrative, or
judicial authority from wnose finding, determination, or decree
no appeal is taken, such provision(s) shall be voided. AlI other
provisioas shall contir.ue in full forca and effecte
, 2602 The parties agree to, upon w?-itten notice, enter into negotiations
to place ths voided provisions of the AGREEMENT in conpliance with
the le�isla�ive, administrative, or 3udicial determination.
�
�.
- 31 -
A.RTICLE XXviI - WAIVER
� 2701 The E:�LOYER and th2 UNIC� ac�nowledge that during the �eeting
and negotiating which rasulted in th�s AGREE��iENT, each had the
right and opportunity to maka pr000sals with respect to any
subject concerning the terms and conditions of employment. The
agree�ents and ur_derstandzn�s reached by the parties a£ter [he
exercise of this right are fully and conpletely set forth in
this AGRE�iENTo
;.. ..
2702 Therefore, the EMPLOYER and the U:tIOV for the duration of this
AGREEMENT agree that rhe orher party shall not be obligated to
meeC and negotiata over any term or conditions of employment
whether specifically covered or not specificallp covered by this
AGREEMENT. The UNIOiV and �LOYEt� may, however, mutually agree
� to modify any provision of this AGREEriENT.
�
- 2?03 Any and all prior ordinances, agreements, resolutions, practices, � � -�- �-
policies, and rules or regulationa regarding the terms and
conditions of employment, to the extent they are inconsistent
with this AGREEMENT, are hereby supersededo
�_
- 32 -
' ARTICLE XXVZ�I MILEAGE-INDEPENDENT SCHOOL DISTRICT ��625
28.1 Employees of the School District under policy adopted by the
�`
Board of Education may be reimbursed for the use of their auto-
mobiTes for school businesso To be eligible for such reimbursemenz,
employees must receive authorization from the District Mileage Comsnittee
utilizing one of the following plans:
PLAN "A" is reimbursed at the rate of 15� per mile.
. In addition, a maximum amount which can be paid per
month is established by an estimate furnished by
the employee and the employee's supervisor.
Another consideration for establishing the maximum
amount can be the experience of another working in
the same or similar position.
Under this plan, it is necessary for the employee to
keep a record of each trip made.
PLAN "C" provides for reimbursemant based on a per
mon�'lump sum" amounte This amount is determined
by the employee`s driving experience under Plan "A"
� for a period of 3 to 6 months. Those employees
receiving an auto allowance under this plan must
report monthly the number of days the car was avail- _ _.._ ___. _
able during the month. A deduction must b� made
from the lump sum amount for each day the employee
is on vacation. A deduction need not be made for
an occasional day of illness or for holid�y.
�.
- 33 -
�
� ARTICLE XXIX-DURATI0:1 ADID PLEDGE
2901 This AGREEMENT shall become effective as of the date of signing,
�- except as specifically provided otherwise in Articles 12 and 13,
and shall remain in eff ect through the 30th day of April, 1980 �
and continue in effect from year to year thereafter unless
notice to change or to terminate is given in the manner provided
in 29.2.
29 .2 If either parey desires to terminate or modify this AGREEMENT,
� effective as of the date of expiration, the party wishing to
modify or terminate the AGREEMENT shall give written notice to
the other party, not more than ninety (90) or less than sixty (60)
calendar days prior to the expiration date, provided, that the
AGREEMENT may only be so terminated or modified effective as of
the expiration date.
� .T.
29..3 In consideration of the terms and conditions of employment estab-
lished by this AGREEMENT and the recognition that the GRIEVANCE
PROCEDURE herein established is the means by which grievances con-
cer�ing its application or interpretation may be peacefully resolved,
the parties hereby pledge that during the term of the AGREEMENT:
29 .31 The IJNI0:1 and the employees will not engage in,
instigate, or condone any concerted action in
which employees f ail to report for duty, will-
� fully absent themselves from work, stop work,
�low dawn their work, or absant themselves in
whole or part from the full, faithful perfor-
mance of their duties of employment.
�
- 34 -
�
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The EMPLOYER will not engage in, instigate, or
condone any lock-out of employees.
29.33 This constitutes a tentative agreement between the parties
which will be recommended by the School Board Negotiator,
but is sub�ect to the approval of the School Board, the
Administration of the City and is also subject to
ratification by the Association.
AGREED to this 15th day of August,1978, and attested to as the full
and complete understanding of the parties for the period of time herein
specified by the signature of the following representative for the EMPLOYER
and the ASSOCIATION.
WITNESSES:
SHEET METAL WORKERS INTERNATIONAL
INDEPENDENT SCHOOL DISTRICT N0. 625 ASSOCIATION, LOCAL 76
1' �
� , ,;
� �/��/�� v _`// /1`/
\/�/ /L��-'(�,/.!�� /�. �.�-�J_l�(��C I
School Board Negotia.tor Business Manager
Superintendent, Independent
School District No. 625
Civil Service Commission
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APPENDIX A
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�• The classes of positions recognized by the E:*4PLOYER is being exclusively
represented by the UNION are as follows:
Sheet Metal Worker - Foreman,
Sheet Metal Worker,
Appreatice,
� Sheet Metal Inspector;
• and other classes of positions that may be established by the EMPLOYER
wttere the duties and responsibilities assigned comes within the juri.sdiction •
of the IINIOV.
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APPENDI�i B
� Tool Box
Whitney, Sma11 -
Cresent W�ench or sst of Opan End Wxenches
Center Purchea
Hacksaw Frame
, Chisels -
Small Hand Tongs
6' Folding Rule
Screw Driv$r
Scratch Awls
Pliers
Snips, Straight-aviation L and R
� Harsmers (Tinners)
Do].ly Bar
Combination Square �
Prick Punch
10' Tape
Dividers
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APPENDIX C
The basic hourly wage rate for provisional, regular and probationary
employees appointed to the following classes of positions and not receiving
the Fringe Benefits listed in Article 12.2 shall be:
Effective Effective
May 1, 1978 May 1, 1979
Sheet Metal Worker. . . . . . . . $11.40 $12.17 -
Sheet Metal Worker-Foreman. . . . $12.13 $12.89
The basic hourly wage for temporary and emergency em.ployees appointed to
the following classes of positions shall be:
Effective Effective
Ma.y 1, 1978 Ma.y 1, 1979
Sheet Metal Worker. . . . . . . . $11.86 $12.66
Sheet Metal Worker-Foreman. . . . $12.61 $13.41
Apprentice
0 - 6 months . . . . . . . . 50% of Sheet Metal Worker rate
7 - 12 months . . . . . . . . 55% of Sheet Metal Worker rate
13 - 18 months . . . . . . . . 60% of Sheet Metal Worker rate
19 - 24 months . . . . . . . . 65% of Sheet rietal Worker rate
25 - 30 months . . . . . . . 70% of Sheet rSetal Worker rate
31 - 36 months . . . . . . . . 75% of Sheet Metal Worker rate
37 - 42 months . . . . . . . . 80% of Sheet Metal Worker rate
43 - 48 months . . . . . . . . 90% of Sheet Metal Worker rate
The basic hourly wage rate for regular employees appointed to the following
classes of positions who are receiving the Fringe Benefits listed in r�rticle I2.2
shall be:
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APPENDIX C (continued)
Effective Effective
May 1, 1978 rtay 1, 1979
Sheet Metal Worker. . . . . . . . $10.50 *
Sheet Metal Worker-Foreman. . . . $11.10 *
Sheet Metal Inspector . . . . . . $11.07 '�
*The riay 1, 1979 hourly wage rates in this contract will be the rates
as shown below less the cost of sick leave usage for 1978 and less the
cost of health and life insurance, holiday, pension and vacation for
1979 incurred by the employer for employees in this bargaining unit.
Sheet Metal Worker $14.41
Sheet Metal Worker Foreman $15.16
Sheet Metal Inspector $15.16
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APPENDIX D '�F/ ���,� ,
� Effective May 1, 1978 the EMPLOYER shall:
(1) contribute $ .79 per hour for all hours worked by
participating employees as defined in Articles 12.3,
12.4 and 12.5 of this AGREEMENT to a Welfare Fund.
(2) contribute $ .90 per hour for all hours worked by
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participating employees as defined in Articles 12.3,
12.4, and 12.5 of this AGREIIKENT to a Pension Fund.
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(3) deduct $1.15 per hour for all hours worked from the
earnings of participating employees as defined in
Articles 12.3, 12.4 and 12.5 of this AGREEMENT, and
forward to a Vacation Fund.
(4) conrribute $ .06 per hour for all hours worked by
participating employees as defined in Articles 12.3,
� 12.4 and 12.5 of this AGREEMENT, to the Journeyman
and Apprenticeship Training Fund.
All contribueions. and deductions inade ia accordance with this Appendix
shall be forwarded to depositories as directed by the UNION.
The EMPLOYER shall establish Workman's Compensation and Unemployment
Compensatian programs as required by Minnesota Statutes.
The EMPLOYER'S fringe benefit obligation to participati,ng employees as
� defined in Articles 12.3, 12.4 and 12.5 is limited to the contributions and/or
, deductions established by this AGREEMENT. The actual level of benefits pro-
vided to employees shall be the responsibility of the Trustees of the various
funds to which the EMPLOYER has forwarded contributions and/or deductions.
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