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271204 `NH17E - CITY CLERK COUIICIl � 7 ��Q� PINK - FINANCE: G I TY O F SA I NT PA LT L � CANARY - DEPARTNENT • BLUE - MAVOR File NO• Council Resolution Presented By_ Referrf�d To � Committee: Date Out of Committee By Date An administrative Resolution approving the terms and . conditions of the 1,978-1979 Agreements between the City of St. Pau1, Independentt School. District No. 625, and tlze • American Federation of State, County and Municipa]. Em- ployees, Council 91, Loea.]. 1842, representing Technical Employee s of the City of 5t. Paul and I. S.D. �ia! 6 25. WHEREAS, the Council, pursuant to the provisior�s of Seetion 12. 09 of tlie St. Yaul City Charter and the Public Employees Labo� Relations Act of 1971, as amended, recognizes Local 1842, Counci], 91 of the Ameriean Federation of State, County and Municipal Employees, as exclusive representative for the classes of positions within the City of St. Paul certified by the B�.rea�. of Mediation Services u�der Case No. 74.-PR-7-A for the purpose of ineeting and r�egotiating the terms . and conditions of employment for personnel in the classes of positions as set forth in the Agreements between the City of St. Paul, I.S.D. No. 625, and the exclusive representative hereinabove referenced; and WHEREAS, the City and Independent School Distrie� �io. 625, through designated representatives, and the exclusive represex�ica�kive have met in good faith and have negotiated the terms and conditions of employmE�t fer the period Jan. 1, 1978, through Dec. 31, 1979, f�r such personne]: as are set forth. i�. the Agreements between the City of 5t. Paul, I. S.D. No. 625, and the exclusive representative; now, therefore, be it RESOLVED, that the Agreements cited above, dated as of the effeetive date of t,his Resolution, between the City of St. Paul, Independent School District 1Vo. 625, and Loca1 1842, District Council 91 of the American Federation of State, County and Municipal Employees, 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. Approved: airman Civil Service Commissio COU[VCILMEN Yeas `�� Nays r Requested by Department of: Hozza 7o PE ONN OFFICE Hu11t In Favor , r�iaaaoX � __ Against BY � L� Showalter Tedesco �� g Form pprov d by t Attorney Adopted by Council� Date — � Certified Pas• y Coun il Se etar� BY �1, - �" Appro �e y Nlayor: ' A ed by Mayor r `bmission to Council By _ s P�IBUSt+ED �UN 1. ? 1978 I�d t10't dlteCh this memorandum from ��he � : M'�1�IId'�IOn MO #het this Information wi11 be . � ��: �-2/�,97'S , :��111►b�! to the City Counc�t, . �,,,,; _ 4��f�� a� � �� . , �sso ; o�r� ; : - F : - . � ��s ' . Ivlay 9, 1978 . _ �� r�rar� � s��_ : �E � � � �� p �6ti° ` P�►x�r�nas� •m��t�. Ii�pY 1 g �97� �t� R��oa �os� aub�l,+ww�.a�t t� Ci�g Co�� A� �� , �: , � , , . ` �i.��+�� ' ' . r.. �i�, r��d 7ro�=..ap�►�+a�wr1 �md� +�ul�mias3+sm a�'��:m lb��.u�.��° .c�te-C��t' Ca��:I�, _ , _ f r , - �'T�N: , Tb,�s R,esol�ion appr�oves the 1978-19?9 Labor.�3:g�eementa betav�n i�e Ci� ef . , - S�. .I�.eal�; ��adepende�t School Diatrict No. 625, a�d the Atneri��e �"edesa�i:+p� cxE $i�ttre, `.`C�o�at'Y a.nd I�tumicigal Emp];oyeee, Dietric� Cou�cil 91, �.oca�. 18�2, cta�e�iag � Te+chz�ita� �mployees. The Contracts run from Jaa.: �, �`g78, .th�e�u� I��. ��, I�}7q. F ' 'Tl�e Cb�rt�-a:c�s cal� for a wa.ge �.n.creasa of b�o in ea�eh af the �avo years. . }� �he vacation schedule is-improved to be �a;e�sam� a�e the n�w cltric�}, sc�►ed�].e; '� �.eage is increased by onc cen��per mile; one day of'fiu�eral leave i�s aa�ptqrri�ed � �tac gramdparents aad grandchildren; a�d language cha�.g"es v�rer� �ade � �c�es deatiug with holidays, grievance procedure, a,r�.d warki�g ott� �f cl��s��k'��.. , ...: DoU,ar Iimits were established on the Emplog�r;s con��i.buf�.on �o'hea�� aad ace�are '�r � • insu.raace, a.ad probationary emp�,opees wil�. �o loage� accrue beae�i.ts duriag the � £ir st 3 t��tf honr s oiF employm.ent. ' Neur provisions were added pertainiag to Lega1 Services, �ta��rnity Le��+�, Reside�n.cy, , aa�, E$t�.catio=i Leave. - M ;• , g � . . . . _ . . , . . � � . . - . . .. � . . . . - . . � .. . � � ' . . . . . .. ,. � . . � �.. . � _ " �. . .. ' - . � ._ ='�. � � � � � � . . � . � .. . . . . . �. � �� . .- . . .. . . . . . � _ j .. . � . - � . . . - . Rescalution a�d copy for f�e City Clerk. A1so, a cop� of each �reerr,�nt. ' ; , 1► ' f ��_�(:,�'� 1978-1979 AGREETIENT BETWEEN THE CITY OF SAINT PAUL AND LQCAL UNION 1842, DISTRICT COUI�ICIL 91, OF THE AriERICAN FEDERATION OF STATE, COUNTY AND t1UNICIPAL EriPLOYEES, AFL-CIO , r ' � INDEX ARTICLE TITLE PAGE Prea�ble iii I Recognition 1 II Check Off 3 III Hours of Wo�k 4 IV Work Brea�ks 5 V Holidays 6 VI Grievance Procedures 7 VII City Mileage 11 VIII Residence IZ IX �'acation 13 X Insurance 14 XI taorking Out of Classification 16 XII Seniority 17 XIII Employee Records i$ XIV Bulletin Boards ` 19 XV Wages _ 20 X��I Maintenance of Standards 21 XVII Leaves of Absence 22 XVIII riilitary Leave of Absence 25 XIX Management Rights 26 XX Discipline �� XXI Vacancies 28 XXII Probation 29 XXIII Legal Services 30 XXIV Terms of Agreement 31 Appendix A A� - ii - , • P R E A M B L � This AGREE�fENT entered into by the City of Saint Paul, hereinafter referred to as the EMPLOYER, and Local UNION 1842, affiliated with Council 91, and the American Federation of State, County and rlunicipal Employees, AFL-CIO, hereinafter referred to as the UNION, has as its purpose the promotion of harmonious relations bet�aeen the EMPLOYER and the UNION, the establishment of rates. of pay, hours of work, and other conditions af employment. iii . - ` ARTICLE I - RECOGNITION l.l The Ei•iPLOI'EP. recognizes the UNION as the sole and exclus�.ve bargaining agent for tt�e purpose of establishing salaries, wages, hours and other conditions of employr.ient for all of its employees as outlined in the certification by the State of Minnesota, B�zreau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and as set forth in Section 1.2 below, 1.2 The bargaininj unit covered by this AGREEMENT shall consist of the following: Al1 regular and probationary technical personnel who are employed by the City of Saint Paul or who have their "terms and conditions of employiner.t" established by the governing body of the City of Saint Paul in the classifi- cations of: Accounting Clerk III Engineering Aide I Accounting Clerk (Vocational Engineering Aide II I.nstitute} Engineering Draftsman I Accounting Technician I Engineering Draftsman II Accounting Technician II Engineering Inspector Accounting Technician III Field Representative--Hunan Rights Dept. Administrative Aide--Community General Library Assistant Services Graphic Arts Technician--City Planning Affirmative Action Investigator Housing Aide I Affirmative Action Officer-- Housing Aide II Department of Human P.ights Affirmative Action Technician Housing Technician I Air Poll,ution Technician I Housing Technician II � Air Pollution Technician II � Instructor of Arts and Crafts Architectural Draftsman I Instrumentman Architectural Draftsman II Laboratory Technician Assessment Clerk II Library Assistant Assistant Supervisor of Assessments License Investigator Child Development Technician Model Cities Technician I Clinic Nurse Model Cities Technician II Community Organizer Personnel Technician--Model Cities Dental Assistant Nutrition Assistant Dental Hygienist Occupational Therapy Assistant Deputy License Inspector I Physical Therapist Assistant Deputy License Inspector II Plan Examiner--Public Buildings E.D.P. Prograr� Analyst Planning Aide I - 1 - � ARTICLE T - RECOG��ITIO:; (conti.nued) Planning Aide II Staff Coordinator Pl�nnir_g Assistant I Supervising Dental Hygienist Planning Assistant II Supervisor of Assessment Accounts F'lanning Tec:�nician I Surveyor I Planning 1ec'rinician II Testing Laboratory Aide I Police Artist Testing Laboratory Aide II Practical Nurse Testing Laboratory Technician I Pro�ramming Manager Testing Laboratory Technician II Public Acidress Operator Traffic Engineering Aide II Public Buildings Technician II Traffie Technician I Public Buildings Technici.an III Traffic Technician II Public Information Technician Traffic Technician III Public Works Technician I Utilities Investigator I Public Works Technician II Utilities Investigator II Public Works Technician III Valuation and Assessment Aide I Recreation Leader Valuation and Assessment Aide II Recreation Leader II Valuation and Assessment Technician I Recreation Leader III Valuation and Assessment Technician II Safety and Health Technician Valuation and Assessment Technician III Sanitarian Aide I Valuation Technician Sanitarian Aide II Water Department Technician I Sanitation Inspector I Water Department Technician II Sanitation Inspector II Water Department Technician III Senior X-ra}* Technicain Water Laboratory Aide Special Student ACtendant X-Ray Technician 1.3 Any present or future employee who is not a UNION member shall be required to contribute a fair share fee for services rendered by the UNION, and upon notification by the UNION, the Er�LOYER shalZ check off said fee from the " earnings of the employee and transmit the same to the UNION. In no instance shall the required contribution exceed a pro rata share of the sp�cific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision sh:�11 remain operative only so long as specifieally provided by Minnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and a11 claims, suits, orders or judgments brought or issue against the City as a result of any action taken or not taken by the City under the pravisions of Section 1.3 of this Article. _ 2 _ ; > L��Tl�I� II - �:�J✓r Q�r 2.1 The E.`��LO:."�� a�rees to deduct the UPTIO�d m�.�bership iz�itiation fee asses::�m�nts and. o*�ce each r,:onth dues frem �he pay of those empl�yecs ;rY!o indiva.dually request in �aritin� that such deduct:i.ons be r;ade. The amoun�s ta be de��uctec� shal7. be certif:ied t� the EPu'LOYE� byr a repre:entative of the U1V:CpitiT �nd the ag�re�ate deductior.s of all er�plc�yees shall be remitted to�eth�r w?th an it4raized Stc3t�iP.ETit �O the represent�tive by the first of the succcedirg r�onth aft2r such �e��zctions are made or as soon thereafter as is possible. 2.2 T�!e Ui�IOPI a;rees tn ind�mnify and hold the Ei�C'IAY�R harznless against any and a11 clair?s, suits, orc�ers or jucibments braught or issued against the C:ITX as a result of any action taken or not taken by the CITY under the pro�isions of this Article. - 3 - � ARTICI:� III - i:;:ti=� Or ��1GRK 3.�. Tne norr:al ��rork day st.all be severi and tilree�fourths (7 3/4� conse ��.�zve hours per day, excluuiiig a fort5--five (�5� minute 1us�ch pericd, l; (fi�'�ce.:j minutes o.f G;.:�ich shall. be �aic3. 3.2 Tne norr�,al G:'ork �•:eek shall be five (5� consecutive norr.*;al F:crk da��s in an;� seven (7} day period. 3•3 For employees on a shift basis, this shall be cor�strued to mean an avera�e of thirty-eight and three-fourtr.s (38 3/��} Y�ours pe-r �•:eek. 3.4 This section sha11 not be cor�strued as, and is not a guarantee of, an;r hours of work p�r r.ormal t•rork d�y or per norrr,al work week. 3•5 Ti�e on the payroll ir. excess of the norrnal hours set forth above in �his A,�ticle sha11 be "overtine r:ork" and shall be done on15� by order cf the h�aci of the department. 3,E. R11 employees in this bargaining unit shall be reco::pensed for ��:ork done in er.cess oi' tne r�o-rrnal hours establisned aL�ve ir� this A.rticle by beir_�; �rai�ted comper.satory time or. a time and one-half basis or bf being paid on a time ar�d one-half basis for such overtime work. Tne over�imc -rate ::i one and or.e-hali shall be comz�u_ted on the basis of 1�ROth of tY�e �i-t•;eFLcl;�r � -rate. 3,7 T•;arr�al c,�ork scheduies sho�rir�g the employee's shifts, work days �nc� r_ours s��all be posted on all depar�r�:ent bulJ_etin boards a� al1 tir�e:: . It is also unde.°s�ood that deviation from posted ��rork scnedules sY.all be per- r:�issible due to emer�encies, acts of God, and over�i�e may �e requi,�e::. _ !� _ > � ARTIGL? ZV - i�10::� Bi,�,A:;; ��.Z Res�c Perio?s. AlZ eMp7_oy��e�:� work sc'r:�dules shal.l provide for a fifteen (15) r,�inu;e rest pE�x�.od, dt�rinr each on�-half shift. The rest p�riod shall be screc�ul_ec� by man�z�ement a� appx�oxir.i�tely the middle of ea��h one-lla.lf shif+ �ahenc�r?r th?s is feasible. 4.2 �f an emplafee is sched�t2ed to taork a f�z11 �alf shift beyond his regular q�aittzng titae, he shall be entitled to the rest period that occurs daxang sai� ha].f shift. _ 5 _ ARTICLE � - HOLIDA�'S 5. 1 Holidays recognized and otiserved. The following days shall be recognized and observed as paid holidays: :�'ew Years Day Columbus Day Presidents' Day Veterans' Day Memorial Da� Thanksgiving Day Indepence Day Christmas Day Labor Day Two floating holidays Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holic�ays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Su,nday, the succeeding Monday shall be observed as the holiday. •For those employees assigned to a work week other than rlonday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken �t any time during the contract year, subject to approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an em�loyeets name must appear on the payroll tne last working day before the holiday and on three ather working days :; the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employee not heretofore eligible shall receive holiday pay. ^ 6 - • ARTICLE VI - GRIE�'��CE PROCEDURES 6. 1 The EriPLOYER shall recognize stewards selected in accordance with UNIOI�' rules and regulat:Cons as the grievance re�resentatives of the bar�aining unit. The UNION shall notify the EMPLOYER in writing of the names of the stecoards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the UNI0:1 tFiat the process?ng of grievances as hereinafter provided is limited by the job duties and respon- sibilities of the employees and shall therefore be accomplished du�ing working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee §hall suffer no loss in pay when a grievance is processed during working hours, provided, the steward and the employee have notified and received the approval of the supervisor to be ab- sent to process a grievance and that such absence would not be detrinental to the work programs of the EMPLOYER. 6.3 The pracedure established by this Article shall be the sole and exclusive pro- cedure, except for the appeal of disciplinary action as provided by Article X�: for the processing of grievance, which are defined as an alleged violatior of the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: - Step 1. Upon the occurrence of an alleged violation of this AGREEMEPI'T, the employee involved with or without the steward shall attempt to resolve the matter an an informal basis with the employee's supervisor. If tPie matter is not resolved to the employee's satisfaction hy the informal discussion it may be reduced to ��rriting and referred to Step Z by the UNION. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the AGRr;E.��::�+T violated, and the relief requested. Any alle�ed violation of the AGREEMENT nvt reduced to writing by the - 7 - � ARTICLE VI - GRIE�`�.";GE PROCEDURES (continued) liNIO�; within seven (7) �aork days of the first occurrence of the event giving rise to the grievance, shall be consldered waived. SteP 2. Within seven (7) work days after receiving the written grievance a designated EM�LOYER supervisor shall meet with the UNION Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unsolved, the EMPLOYER shall reply in writing ta the UNION within three (3) work days following this meeting. The UNION may refer the grievance in ��riting to Step 3 within seven (7) work days following receipt of the EMPLOYER'S written answer. Any grievance not re-ferred in writing by the UNION within seven (7) work days following receipt of the ErLpLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated EMPLOYEf. supervisor shall neet with the UNTON Business rianager or his designated repr,esentative, the employee and the steward and attempt to resolve the grievance. Within seven (7) �aork days following this meeting the EMPLOYER shall reply in writing to the UNION stating the ENfPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unsolved, the UNION may refer the grievance to Step 4. Any grievance not referred to in writing by the UNION to Step 4 within seven (7) work days following re.cei.pt of the E�IPLOYER`S answer shall be considered caaived. Step 4, If the grievance remains unresolved, the UNION may within seven (7) work days after the response of the EriPLOYER in Step 3 by written notice to the EniF'LOYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutal a�reement of the EI�LOYER - 8 - ARTICLE VI - GRyI�':�`;CE PROCEDURES (continued) and the U:�'ION within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrztor within the aid seven (7) day period, either party may request the Public Employ� ment P,elation Boa�'d to submit a panel of five (5) arbitratars. Both the EMPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) natne; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to,or subtract from the provisions of this AGREEMENT. The arbitra.tor sha11 consider and decide only the specif ic 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 shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of la�v. The arbitrator's decision shall be submitted in writing within thrity (30) days ' following c�ese of the hearing of the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to t.he facts of the grievance presented. The decision of the arbitrator shall be final and bindino on the EMPLOYER, the UNION, and the employees. - 9 - ARTICLE VI - GRIE`'�'��GE PROCEDURF,S (continued} 6.b The fees and expenses for the arbitrator's services and proceedings shall be borne ec�ually by the EriPLO�'EP, and the UNION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extendsd by mutual agreement of the EMPLOYER and the UNION. 6.8 It is understood by the UNION and the EMPLOYER that a grievance may be determined by either the grievance proceduxe of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issued is determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - LO - . , t�RTIC.L� ti'.IT - CiiY ;�LC7�E.�1G�:: 7.1 Auto�ob;.le Re:�m�urse;:��nt A,ztho.rized: pursuant to Chapter 92A of the St. �'aul. Le;i�lati.v� Code, as ail�n�ed, pertair.i_r.g to reimbz�rs2ment of City o�f�.cers and eli�p.loyees for the u�e of their own auto^:obiles in the perforr�ance o�' their duties, th� follo�,zi.ng pxovisiorts are adop�ed, 7.2 biethod of C�mputation: To be e�igible for such reir�bur�em°nt, all officers and emploJrees rn?ast receive written authori�atior_ fro� the riayor. Rei.�bursPr�ent shall be made in accordanc� ;tiitn one c�f the follo:ving plans: T��e l. Fo.r those officers and enployees tirho are reqttired to use thezr a�r!i automob�.les occasional.ly for official City business, reirabursement at the rate of 14 centr for each raile driven. e 2. Fo.r thase of�'icers ancl e�iplo�ees ��ho are requi.rea to us� their os•m au+omobiles on a re�ular basis on Cit;;r business, reimbursement at the rate of �2.50 for each d�y of work, and in addition th�reto at the r�.t� ef 7.5 cents fo�' each �i1e drive;z. 7.3 Rules and Regulati.ons; Tne Niayor shall adopt rules and reg�alations govern- ir.a the procedtzres for <<utomobil.e .rei*,�burse7n?nt, which regulations ai2@ rules shall coa7tain the requirerne�t that recipients shall iile dAily re��r.ts . indicating place oi' oribi_n and destination and applieable mi2ea�e ratings therea� and inclzcat.'�ng total miles clriven, a.rid sha1�. file mon+hly af:fidavits statinu the numrer of days worked and the number of tniles driven, and flir;her re�uired tha�t they maintain suto�obiZe liability insurance iii am�unts not less than �1_00,000�300,OU0 for personal ii�jury, a�!d �25,000 for proper�ty darna�e. 2''ilese rules and re�:?_ations, toc;e�her saith any anendrnents th�ret��, sha11 be �aintained on file with the City Clerk. - 1l. - ARTICLE VIII - RESIDE�ICE 8.1 All new employees appointed after January l, 1977, will be required to reside ir. the City of Saint Pau.l within one year of their original appointment and thereafter will be required to remain within the City limits as long as they are employed by the City of Saint Paul. 8.2 Employees failing to meet the residency requirement will be subject to termination and a hearing process shall be established to determine whether the residency requirement was met. - 12 - ARTICLE I� - VACt1TI0� 9.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years oi Service Vacation Granted 0 thru 4 years l0 days 5th year thru the 9tti year 15 days lOth year thru the lSth year 17 days 16th year thru the 23rd year 21 days 24th year and thereafter 26 days Employees who wor�. less than full-time shall be granted. vacation on a pro rata basis. - 9.2 The head of the department u�ay permit an employee to carry over into the following year up to ten days' vacation. 9.3 The above provisions of vacation shall be subject to Ordinance No. 6446, Section I, Sub. H. - 13 - A RTICLE X - INS�"R�\CF. �� 10.1 The E��LO?ER will continue for the period of this AGREEMENT to�provide for e�ployees such health and life insurance benefits as are provided by EriPLOYEiZ at the time of execution of this AGREEI�fENT. 10.2 The E�IPLOYER will for the period of this AGItEEM�NT provide for employees who retire afte� the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits and life insurance benefits as are provided by the EifPLOYER for such employees. 10.3 In order ta be eligible for the benefits under the early retiree pxovision, the employee must: 10.31 Be receiving benefits from a public employee retiree act at the time of retirement. 10.32 Have severed his relationship witli' the Gi.ty of Saint Paul under one of the early retiree plans. _ 10.4 The City agreas to contribute the cost of Hospitalization and Medical Coverage or $36.85 per month, whichever amount is less, for each employee who is eligible for such coverage. In additiona, for each eligible employee who selects Dependent's Coverage, the City will contribute one-half (2) of the cost of such Dependent's Coverage or $42.43 per month, whichever amount is less. These contributions sha11 be paid to the City's Group Health and Welfare Plan. Any increase in these costs shall be paid by the employee. 10.5 The City agrees to contribute the cost for $5,000 of Life Insu.rance Coverage for each employee who is eligible for such coverage or $2.95 per month, whichever amount is less. This contribution shall be paid to the City's Group Health and Welfare Plan. Any increase in this cost shall be paid by the employee. - 14 - ARTICLE � - ItiSL'r`�`dCE (continued) 10.6 At the option of the Union and effective January 1, 1979, the $36.85 f igure reflected in paragraph 10.4 above may be changed to the cost of 1979 preraium rate then required by the insurance carrier covering most employees in the bargaining unit. Forther, the $42.43 figure above shall be changed, if the Union exercises such option, to reflect 50% of said 1979 premium rate for dependent coverage. If such option is exercised, the increased cost to employer of the above shall be converted to a percentage and, notwithstanding any provision of this contract to the contrary, shall be deducted from the wage increase applicable to each and every employee in the bar�aining unit for 1979. The option herein must be exercised in writing by the Unian before January 1, 1979, or shall be deemed to have been waived by the union. - 15 - A.P.TICLE :YI - ?•;O��;I:�;� OliT OF CLASSlIlCATIOLi 11 . I E�L�LO�"r:h snall avoid, wli�anever possible, workino an employee on an out-of-class assi�;nnent far a prolonged period of time. Any employee workzng an out-of-class assigrunent for a period in excess oi fifteen (15) consecutive w�rking da}-s shall receive the rate of pay for the out-of-class assi�n�-�.znt in a hi�her classification not later than the sixteenth (16) day of such assign*:�ent. For purposes of this Article, an out-of-class assignr.tent is de£ined as ar. assigr.ment of � an employee to perform, on a full tir.ie basis, a11 of the significant duties and responsibilities of a position different from the er:tplo�e�'s regular position, and which is in a class��fication hi�her than the classification held by such e�ployee. The rate af pay"for an approved out-of-class assignment shall be the same rate the employee wou].ct receive i.f such empl.oyee recieved a regular appointment to the higher classification. - � , • - 16 - �L:i�I^T.�, ?>Z:; - �:�.�.�rJ:;:i.iY �..2.i Ser}er�.r,;,�, �'n_� tr�� r^J.T'wc�c��F ,:�f thi:. Aui�:.;� A?.�,'T', shal�. b^ �?��f?r�e�� s � fol�c-,�.. . 7'i:e .len,:;th of cc��.it:in�zc��s, r��;�zlar �.ncl l.r��b�t��.:�nary .�r�r��^ i.�ith t�.�: i�.�`�':n'��t� �'ro?: the date B.T� 2T;1t;�iO;r°� was f�rst certi.fied arid ap��.��nreu to a �1z�s tit)_e cc�€.x�ed ?�y ±il�_s �i.G�t��,'..t_:�;�'; i� beiri� f�t�h�� unde?�s'r,00d thut senior�_ty i; corzfined t•� t'r.e currer�t c1=�s: a�si�n?�ent held by �}n emy�lo;{�e. In cas4� �rh�r� t�;c� or Mor� P.iT;�I.Oj'O�� ai t' ap�;oa_:�zt��d to the s_rr�� cl�jss t:�t1� an tr�e sa�e date, +he sr,ni.cri±y shall b� d�te.�,i�_ne�:� by eanple�;re^'s rank on th� elioib7_e list from crhi�'_� cex'tificat��n ti•:as rilic�ti. 1�,2 S�nit�rit;% ti..all �`��i;�ir_ate w:�An un em�lay;s� reti.r�:::, resigr;, or :.s dz��h;:�t�ec]. - 12.3 Iri the Ev��t it is clete.x^�.a.ned b�� t�i� F.��':�O�R th�t i.�t is necess�;_;� �� rr.c,uce th� -�;ork fc;rce, er�x�J_o��.,s will bc� Iaid o.ff �;� cla.ss tit1:: withi_r e�ch depurt?-;��nt batied cn i.��.v�rsF ]_enbth of scr.iority as d��'a.x�ed �bov�. Z?.4 �n c��s �rhere t'ri°re are pro�.nnt�o:�a.l seriE:, such -�s T4chr.icia:� r, �I; III, e±c., when th�� nuwb�.r af eu��?_oyees ir_ the sp hi�her tit1F:.�s is to b� r�d.uced, employ�f�es iv�.o h�.ve :z<.1d lot,�er t.�tles �;hict2 are i� tY:is barb:�a*zin� uni.t c�ri11 b° o�.fered reduct?o.is to th� h��;h�st of thr se title:> to s��hich class sena�raty wrr�uld ?�eep t.iem fr.oz� being la�d off, before l�yoffs ar4 zn�acle by any c1��s tifle i:� uny �e�ar�m�r.t. i2_.5 Tt �s �.:nd�:ca�oc�d t'�a� sach employe�:; :•;a.?.7- Pa.c�� up the:i..r. foz^«er s�:`�xoz'ity dute ,.r. ;�.r_y cl:;ss o�' Fosi�tzcnu th�xt they pr�.�io��.sl�,r he1d. 1?.( ;�e�al�?- fro� 1�xyoff sr�al.l be iz1 i.nv�r.>� ord<.;r of lay-��fi, e?:c�pt t�Z_tt r�cal.?_ r:l.�h`a s;a]_1 eY_r,wre. aft�:� two� y�ars of layoff. - ��TM � •1 ^t r- -.t�. ,� T,•-,.v�1.' � . h=Z'.k.rCw,.E'', ..�._L� ... ._...;'�i:�zt�i, ;.��'...�ii�1u _13.1 Atr; ;�rri��F�:� r�pri��;nd r�;a.�� corc_�_�.i�:� �zll'y' i:��.�1a�. o�' ��.s ;ar�a�:�in� U277t W'':�.1^i1 1S :f'7.Z.!'_!1 "vl�.ti� 'l".tlt-'. �E'.S'n0;':11�� Q.°11G@ CY' :.;J_tl't].I: a�.;�r �::Ltj' depart;;�.t, �hal l ki�� shn-�m t� t.h-� :-,:er.io�^r bef'oz'� it is placed o:z f�?.e. B�fo?"� tx�e x��,,��!�:�.n�� is p)_?^_v�l cn fi�e, t}z�� Cit�r shall xequest f.rcm tA�e er��loy:�: aii �:tc;:iio;:�.ec��;a:i�:t, _?-. �arzti�l,�, t�ia� tkse repx:i_na::d Yiar.? be�x� read by sai,a e�ployee. ]_�y�2 An�' XncIi:�2:t' G:f' t�1£ h�r�?1_X'i:E.X1U Url.';� i71��J'� durin; US.1S�a)., wor'�ing hcurs, with tt:e app�o�.al o�f tre �up�_r��isor, ra,�xew �ny Material p1s3.ce� ir. t�� ,r;oio�•�e's per,an��yl f'�.:Le, �ft?r f:zrrt �zvinr proner notice tc th� super�-i_soc in ctzut;o�y o.f �uc� iile. 13.3 Any memb�r of the ba.-r�;a?_z�in�; ux�zt may .�'i?e a �;rzevan�:e or u di�criminatian cc�t��}1 a3.nt and there sha?1 be no .retaliat?cn b�- the Czt;,T of St. PattJ. for. such actio.i. -- 1� - � 1�.R'�'IGT.�:,_�; :�I'I - ��i:�.�:a�'Si; t U.n:;.i::3 . i1+.1 iii? E�-�%:T.��;Z sha7_1 p_�'ovid�� r::i:>o?�a��l.:: bull�:ti.n ; p��c� .f_az� u:ae bf �YIE? ti"tTll}'�t i:1 �)O;it,:ll:� i�C1�'�.C't�� Of' U�''�C1i`l �l�Sir!E?�; £ll'�'a.. c''.C'.�7.v1_�7.G'S� said bu1�e��_rA bo�}�d spacn sY�31:t �io� �a� t;secl by the U��:`; for pol�tical p,.,�;ose�s nt:�er t'��n U��iTO;; e�!vctioz�s. U;e of this bulleti.n board is subject �ta �Fproval of thp departMent head. _ 19 _ a ARTICLE XV - WAGES 15. 1 The wage schedule, for purpose of ehis contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifi- cations and salary ranges in Appendix "A" does not preclude the employer from the following: 15. 11 Reorganizing 15. 12 Abol.islling classifications 15.13 Establishing nec�r classifications 15.14 Regrading classifications 15.15 Reclassifying positions Both parties also agree that titles and grades in Appendix "A" refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regradiz�:g or reclassification during the contract period in which such regrading or reclassification takes place. - 20 - , • 1�1'IC�t''`, nV1 � h:r1SSl1:.:�.�1�1rK, �= S1F1i`�:��5 16.1 Tha parties agree �hat aIZ coxxc�itions of e;n�,lo;�ent relating to wages, hours of work, orertim� diff�rentials, vacatiQns and all other �enerai worka.ng conditi�m s shall b� maintained at not less than the hi�riest minimum standard set forth in tYie Personnel Rules of the City of Saint PauZ {prdznance T�io. 3250) and the Salary Ordznance of. th� City af Saint Paul (Ordinance Pio. 64�+6� at the time of th� si�ning of this AGR'+v�i�TT� and the conditions of emplogrn��nt shall be improved wherever sp�cific provisions for improvement �zre made el.ser�bxere in this AG �?'+�Pa'T. - 21 - ARTICI� n�ITT - 1.`.:y`r>;;: U�^' A�a.;;:::':' :L7._t .L°ave oz :��>�Y�}�._. ��'t�r t�:lre� :~:ont.h's ��tnlo;jm�nt, an eMplaye° r��,;;. m::=;e al^r�;ca�ic:� :"oz a ?_�:av° of ansence not to F:��ed ��e yea.r. A leave oi ab��P_�ce snall b� gr�rit:�� n t��e basis estat?lishnd ir. the P�rsorr;el �al�� (U�'d�_r.�nce No. 3�5�}. J.7.?_ S-i.c'� Le3�1°. Sick L°ave sliall accun�k�_ate at th� rat� of .0�76 or a ��;orki;�� houA for each °trll ho�zr on t11e payrc�21, excludin� overti:;le. Sic.':i leave acc�,ulation is unlzri�.ted.. 2'o be elz�ible for sick leave th� er:ployee �u.t repo-rt �e his supexvisor n� later than one- ha.lf h�u: p.:�st his regrzlar ;>chedult�c� s tarting tim�. The grant?r_g ef si_cr leave s��al1 be s�ibje�t to the terms and provisio�s of Ordanazzce No. 32j0 of the City of St. �'aut. 17.3 Ar:y empioyee i�rho has accu:.�ulated s_ick leave credits as provided abnve srall be grunted leave �rith p�zy, f.or such pe.riod of tirne as th� head of the departr�ent deem5 necessary, on account af sicknes^ or injury o� the er�playee, quar�rztin� establisk�ed ar_d declared by the ��ur��au of HeaZth, death of the er�plo,yee's m��ther, father, spouse, child, brothar, sister, r�other-in-law, fatY:er-in-layr, or ot�er �erson S•TYlO 1S a mer.iber of tr� household; and may �e grantec� leave wzth pay for such tir�e as is actua?l.y necessary for office visits to a doctor, dent:ist, optometrist, etc., or in t�e cas:� of suc�den sickness or dasability of a me_r.ber of his household, m�kin� ar:rangem�nts for the care of such sick or disabled pe_rsons up to a raaximum of four hours sic'_� leav��. - 22 - At1�IC�" �VTS - t�,�i.l-,`� �?' tL�SE'�-"�' ("�:.CI:�II'1�} J_".+ .t. .1:.i. �+ idv..a lr.� I L.. 1�.�-I- �!'d 3° ti'j!_L':10�iy� �"�(. �1}' E_'_Tlt�.�O j�"'�2 W'LiC� F:1��^,t�-.^..> 121 B.C�itV� Si:?"Vi CP ?17 ta_m� cf Yr.-.tr or otY;�r ernQr�Prlcy d�c1a'red by prc;p�r a�zthoritf of an;; of �he �!ilzt<ary or nav:�1 zor.ces of +he Sta:;e cr of the United States zcr wh.ich leave z.s not otrei��ise aLlowed b�,r la��r shall be entit_led -to ).eav? o.f_' ah:ence .from e�n�loy�i�n� wi.thov_t pay durin� such servir_� wi�:� �i�ht of r�inst.��;�m�nt and sub j�ct to such cor.- ditions as are �r�,�osod by laa�. Sucs� leaves of absence as are �ra:Zted uncler Article XVIII shatl conform to i�Iinnr�sot� S�atu-�es Sectian 192, ss a;��nded fron� +ir�e to tiMa and shall confer no additiona_l.. benefits otYi�r th�_n trose gra.nte� b�F said statute. 17.5 Jury Duty. AnJr employc:e who is rec�u.i.red durin;; his re�ular wor�:ing houxs to appe�zr in court as a juror or witness e�:cept in his own b�half �gainst the City, sF�al1 be paid his re�u13r pa.y while he is so en��ged, prov�ded k�o.�,ever, that �r�;� fee� +hat t��e employee may receive irom the caurt for suc�� service sha11 be paid to the ' City and be depouited with the City Firn nce Direct:,r. .�zy erriplovee 4TY10 is scheduled to wc�rk a sY!ift, other than the normaZ dayt?m� shift, " shall be resche�.uled to work the norm�l �aytime shift durino such $ime as h.e i:, re�uired to appear in cour.t as a juror or witness. 17,6 Education Leave.- Leave with pay may be granted for education purposes at the option of the employer. 17.7 Funeral leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. - 23 - ARTICLE h�%II - LE,�-ES OF ABSENCE (continued) 17.8 An employee elected or appointed to a ftill tirie paid position by the exclusive representative may be granted a leave of absence without pay for not r�ore. than one year for the purpose of conducting the duties of the exclusive representati.ve. 17.9 Maternity leave. rlaternity is defined as the physical state of ' pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 24 - t11`.l.L4L:� �`l.r.L.� '� :�TL7 i`111i Ia.riL"1\'L V.0 LiS�i.J�iil�li � . 18.1 �ay Allo-.;ar..^..�. Any e�r,�?��y�e :ti'rlo sha11 be a me::irer of the Natio:al G�Lar��, t!�.e i;ava)_ P-Filit:i:� or any o+ii�r co�ps�ne*�: of �he r�ili.tia of' the stat.e, no,� c;r h^reaz+er or�aniz>-c3 or eanstitute� u��cr statw or fed.ers.l la;Y, or. �4no sha:!1 b� a m.�r.lbe:r of the 4f'f.icer's t�eser�r� Ccrps, tY�� Enlisted Reserve Go:cps, the Naval :iese.rve, th� P<<°rine C�rps R°sPrve or any o�h�r i eserve corn�onent oF th� reii.itary or naval forr_•e of the Unite� St�tes, no,r or herf�afte, or�anizec� c�r eansti�ufed under Federal law, s:-�all be e�titl�d to lc«lr? of absence frnm er.:ploy!nent without loss of pay, s�niori.ty s�atus, e.fficiency .ratin�, vacatian, sick leave or o�:'�er b;xiefits f.or aZ:L tYie tzme �;hen .�uch employee is en�aged i•,ith such organi�atio� cr eoLlpor�ent in trairzing or active s�rvice ordered or ^uthorizF��d by prop�r author�ty puryuant t� lsw, whether for st�te or federal purpo�es, �rovided that such leave shall r,ot exceed a total of fiftEen (15� da�rs in an;r calendar y�4ar and, futher providec� that sucn. leave: �ha11 be allot�red onl�r in case the requise� military o.r naval �er�rice is aatisfactc�il.,y p^rfor�tzd, �thic� shall be prest�rned u.nless tne con�ra.ry is ea�tablished. Such leave shall nct be all�wed i?nless the e?�p.loyEe (1) returns to his �?osition i*nmed2a'��ly upor� being relieve�i f'x�om sach miZitar.y or. naval snrvice and not later than th� Fnpiration af' ti.r�e here�n 1.ii��ted for sucY� 1�ave, or (2� is prever.ted from so re��:rr.,i:�� by physical or mental disabili�y o-r oth�r cau�e r.ot due to sziclA �np�.oyee's o.:-n fau�*.., or (3� zs rnqu��red b;,�� .�roper autho.r:ity to contir.u� in such r��ilitary or naval. ::ervice b�?�,•o�d the tim? Y:�rein liraztr�d for such J_eave. - 25 - �.� -.„ �r ^ 1��.-�.:.-i,r�^�'^ i?(:;�ir'� . .i.;TIC:�,.l . T:;� � �:;�..s:s:.�:�.,��.. __ _ r,� ij.i. L�� ji��.!l7_r T'?:'��;;I11'�S ��"t�� F;:�t Ot' f:�':P �7.2,j t0 l>�iPY'ai:e a":C� L':3'_1a_,_ lt5 c3r�'<.:�'=� �1.7_ .�e�:�f;Cfi:. 1!; ?;,^Or'C��i1�,� ;ti':L+i�: a�!f711Ca��!' ib.:a:> �.n� .re;;:.1at��s o� _;nropria�e -xutnori`ies. 1�11 right� and auti:C�':i�y -,.-^_^c� t�^ Cl`.t''� h=is i-:ol of P�cia il.y a�i�dU-,�� ;'�ele;;a��-'� o?- r��odifie� �y ;.his �G�:�:�:��;�:� are re+��i:�e:i b�� trAe C.I`?'ti. 19.2 A �ub�_ic crr�t;�o,er i� not re yu:i��d :.o n��et ard nego��ate on Iilcl�'i;�f'S O�'7.?7r1�TE�'.':V ?'_��a�'�?�":3� tiC�lr'.�:'� 1�7f!1r�7 .'_11��U�^� �711�; cxY'2 no� l�.zr.;ted �,o, sti�c: are::s of dis�retio.z or p�1ic;� as the f�..�r- ct�ons and pro�ra*^� o.f.' the er-y,�oye��, zt� ove-ra�1 buci�et, u�`�1i7?t:o�: �Jf tecY�rola�;;, �n:� organi.zat•ior_a� structure ,nd selec�icz. a�:a d�rect,on aiid iiu._�`r ��' per:�onr�e�. - 26 - �,`�'T(�7 F'' `"J - �.1 �I:.�'I,r"�' � �1 4J..!J l�11 IJ 4�_�:J ' 2�,1. ` ��; � r r• `.7 .�.1. ... T„ , -.,'; f lLl ; 1 i ,� �,�`wJ�:;;K j �7: �ip�iz�e eui.�lcrfe:. or �i: r:�ase o: i„r. D:i�ciX. . :�� :1.1_1. bC _.. �t�� .f�Y';�i ti:�° . 20�1.1 V rU� I��li Z.7i.:;A�.� 2�.�-c� 'ril��rPrl Y�E�I'.lXil�il�..a� . . 2a,1_3 SUS�?X1SlC?z'!y 2Q,1�� R2du��tior i 20,15 D�_sc'.1ar�;�. 20.?_ Suspnnsic�ns, reduction, ar,ri d.:is,,h�r�es �ri:l.1 bc� �n written for:n. 2Q.� ��yloye�s and the U<�Ifl:�i �;ill_ r�cei�re copi�as of ti�:ritten rep�-_�_ma��ds an� notires of suspensz.oZ and discra?��. 20.4 E�ipla;r�e;:, May ei:a�ire all i.nfo-rr.:�tzan :in th�:�r .�t��'.iAYER pe.rsor��l f�1es tha�; concert�s ;�ror� eval�:ation>, cor��?��:;n.d�tions and�or disc1.p17.r��ry actian.s. Fi.l.es may b2 P,.:xrn:inec� �t� xea.aanGb�.e ti.�res und�r the dir��,�t su�ervis:i.on of th? E_'�li�.,GY4�R. 20.� Dischar�3es �;ra1�. be rrec�d�d. by a iivF (5) day prEli�ina:cy suspensio� t�ithout p�y. L`ur:in� s�zd pe.rxod, th� employee and�or UPJI4.� nay request, ar�d shala_ b� enti�l�d to � a��tir.o thith '.`r:G E'.`-�LO�� r�presenta- tzve t�;ho initiated the suspenszon �Yzth iz�tent to disnharge. 7hzrir��, said �':iv� (5� day p�ric�., th:e Ex�fii'I.4Y�� maf affi?�m the suspension and disch�-r"e irz accordance �ith �ersa�n�l Fules or �ay modify, or � tilithdraw sar;�e. 20.( Ar� em�loy�e to bs quest�on�d coz�cernin� �n iriv�sti�ation of disciplinary actian she�l.l �zav� th� ri.�tit ta request th�t a UT;ION repre;enta�zve be pr?se:�t. 2�.7 Gri�var�c.n rel��.:�ng �o trxs Arta.cle sh�t1 be processed in aecordar_ce. with exxstzn� ClV1.L S^rv�ce pre_edz�res, excapt th�t oral a;�d Yarittwn rerrzm�;?�s sh:�l)_ be tu��r. up in �;he �:iev:�nce pracedur�� tu:der C1.Z'4ZC�L� VI. - 2� � ARTICLE �ull - �'AC?'vCIES 21 .1 The Personnel Orfice �ail.l inform a11 departr�ents that the department's time�eeper snall post notices of all job vacancies in their department at least five days beforc� submitti.ng a requisition to the Personnel Office. - ZS - . . ARTICLF. XXII - PROBaTIO� 22.1 An e:�,ployee on probation following each original appointment shall not be entitled to use or accrue vacation or sick Ieave benefits and shall be ineligible for employer contributions toward the cost of any hoalth or life insurar.ce benefits for the first 1040 hours of employment. Such e_mployees shall also be ine.ligible far "floater" holidays. 22.2 Probationary employees shall be entitled to paid holiday time for legal holidays that occur during the employee's period of probation providing the employee meets the eligibility requirements under Article 5.3. For the purpose of this Article a legal holiday is define.d as one of the following: Ne�a Year�s Day Labor Day PresidentS Day Columbus Day Memorial Day Veterans Day Independence Day Thanksgiving Day Christmas Day 22.3 The provisior_s of this article shall not apply to emplayees appointed prior to May 1, 1978. - 29 - ARTICLE ��III - LEGAL SERVICES 23. 1 Except in cases of malfeasance in off.ice or willful or wanton neglect of dut:.. , tlie eL-nployer stiall defend save harmless and indemnify employee against tort clazm or demand whether groundless or otherwise arising aut of alleged acts or omission occuring in the perfnrmance or scope of. the eanployees duties. - 30 - ARTICLE ��I�' - TER'��S OF AGRE�t�1ENT 24. 1 Complete �?greement and j�Taiver of Bargaining. This AGREEMENT shall represent the co�plete AGREEMENT between the UNION and the CITY of Saint Paul. The parties ackno�vledge that during the negotia�ions whzch resulted in this AGREE�fENT, each had the unlimited right and opportunity to �ake requests and proposals with respzct to any subject or matter not ra�oved by law from the area of collective bargaining, and that tha complete u^derst�ndings and agreenents arrived at by the parties after the exercise of that rigtzt and opportunity are set fortn in this AGREEMENT. Therefore, the CITY and the UNION, for the life of this AGREE:IENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively wi.th respect to any subject or matter referred to or covered in this AGREEMENT. 24.2 Savings Clause. This AGREEhiENT is subject to the laws of the United States, the State of rlinnesota, and the City of Saint Paul. In the event any pro- vision of this AGREF.��NT shall hold to be contrary to law by a couxt of competent jurisdiction from whose final judgment or decr�es no appeal ras been taken within the time provided, such provision shall be void�d. All other provisions shall continued in full force and effect. 24.3 Term of Agreement. This AGREFME�IT shall be in fu1Z f�rce and effect from January 1, 19Z8 thru Decenber 31, 1979, and shall be automatically renew�d from year to year thereafter unless either party shall notify the other in writing by .Iune 1, that it desires to modify or terminate this AGREEMENT. In witn.ess thereof, the parties have caused �t��s AGREEMENT to be executed this 8th day o� �fay , 1978. - 31 - � ARTICLE �I�' - T��.S OF AGREEA1EidT (contix�.ued) 24.4 This constitutes a tentative AGIiEE�iENT betcoe�n the parties which will be recor;sten�ed by the City Negotiator, but is subject to the approval ' of the Ad:�inistration of the City and the City Council and is also subject to ratification by the UNION. WITNESSES: CITY OF SAINT PAUL LOCAL UNION 1842, DISTRICT COLTtiGIL 9I OF THE A.'�ERICAN FEDERATION OF 5TATE, COUNTY AND 1"iUNICIPAL EMI'LOYEES,AFL-CIO �. ��" B ,�.r,9�'.�*✓ I ,.��9�'�/ '�'' �'" Labor Re' atio�r�-D" ectar BY,�-��1��' '""�'�"'� � Business Representative gy• � �, BY: BY• BY: BY: BY: - 32 - C O O � }� L�1 u1 O O � I N v1 rn ul - �t'1 cG G'� N . M . N v �7 l!'1 ul O O O O ul �l O O �, 1 � N �J N O �D - � r--1 N . � N �; �' ul .�"1 O O O O �+ �l ttl O O � i �o O� c*� O� v'1 � �D O O �--i �t � � tr1 J-� � . � Ct7 1! 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Ad�ina.strative AidE--Community General Library Assistant Services Graphie Arts Technicia�.--Gity Planning Affirmative Action Investigatox Housing Aide I Affirmative Action Officer-- Housing Aide II Department of Human Rights Affirmative Action Technician Housing Technic3.an I " Air Pollution Technician I Housing Technician II Air Pollution Technician II Instructor of Arts and Crafts Architectura.l Draf_tsman I Instrumentman Architectural Draftsman II Laborat�ry Technician Assessment Clerk II Library Assistant Assistant Supervisor of Assessments License Investigator Child Development Technician rlodel Cities Technician I Clinic Nurse Model CiCies Technician II Community Organizer Personnel Technician--ModeZ Cities Dental Assistant Nutrition Assistant Dental H}gienist Occupational Therapy Assistant Deputy License In�pector I Physical Therapist Assistazlt Deputy Licer_se Inspector IZ Plan Examiner--Public Buildings E.D.P. Program Analyst Planning Aide I - 1 - . ARTICLE I - RECJGidITION (continued) Planning Aide II Staff Coordinator Plannino Assistant I Sup�rvising Dental Hygienist Planning Assistant II Supervisor of Assessment Accounts Fl.anning Technician I Surveyor I Planning Technician II Testing Laboratory Aide I Police Artist lesting Laboratory Aide II Practical Nurse Testing Laboratory Technician I �'rogra�,iing �ianager Testing Laboratory Technician II Ru�lic Address Qperator Traffic Engineering Aid� II Public Buildings Technician II Traffic Technician I Public Buildings Teehnica.an III Traffic Technician II Public Information Technician Traffic Technician III Public tdorks Technician I Utilities Investigator I Public Works Technician II Utilities Investigatar II Public Works Technician III Valuation and Assessment Aide I Recreation Leader Valuation and AssPSSment Aide II R.�creation Leader II Valuation and Assessment Technician I Recreation Leader ITI . Valuation and Assessment Technician II Safety and Health Technician Valuation and Assessment Technician III S�nitarian Aide I Valuation Technician Sanitazian Aide II jJater Department Technician I Sanitation Inspector I Water Department Tschnician II Sanitation Inspector II Water Department Technician III Senior X-ray Tec�nicain Water Laboratory Aide Special Student Attendant X-Ray Technician 1.3 Any present or future employee who is not a UNION member shall be required to contribute a fair share fee for services rendered by the UNION, ar.d upor� notification by the UNION, the EMPLOYER sha11 check off said fee from the � earnings of the employee and transmit the same to the UNION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationshig to negotiations and administration of grievance procedures. This provisinn shall renain operative only so long as specitically provided by riinnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the ENII'LOYER harmless against any and all clai�:s, suits, orders or judgcnents brought or issue against the City as a result of any action taken or not taken by the City under the provision5 of Section 1,3 of this Article. _ 2 _ t'1RTICI.� II - C:�CK OFF 2.1 The ��IAYER agrees to deduct the tJP�ION r�embershig initiation fee assess�ents and once ,each �onth dues from the pay of those �.mployc.'25 wno individually request in writing that such deductions be made. �he a�ot�nts to be deducted sha11 be certified to the EbIPLOI�R b3� a representa-tive o� the UNION and the aogregate deductions af all employees shall be remitted to�ether with an itemized sta�tement to the xepresentative by the first of the succ�edin� month at'ter such de�.uctions are made or as soon thereafter as is possible. 2.2 The UNION agrees to ind�snnif`y and hold the EMPLOYER harmless against any and all clai�s, suits, orders or judgments brought or issued against the CITY as a result of any ac�ion taken or not taken by the CITY under the provisions of this Article. - 3 -- ARTICLE III - ?-:��:�tJ.� OF WORK . 3�1 Tne n�_^~:al �,.or�; day stLall be seven and tilree�fourths (7 3/4) conse �..tiiv� hours per da;�, ex�:Lu:in� a iGY'��r-f1VE.' (45� minute lunch pericd, 15 (fi�`'�ee�:� r:�inu�es cf r,':�ich shall ne paiu. 3.2 The r.orr�:al o•or:� 4;eek shall be fivn (5) consecutive normal work days ir any seven (7) day period. 3•3 Fo-r employee� on a shift basis, this shall be construed to mean an average of thirty-ei�,ht and three-fourths (38 3%4) hours per �,eek. 3.4 ^lhis section shall not be construed as, and is not a guarartee of, ar.y nours of work per t:ormal work day or per norrr,al work weeY.. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime ti:ork" an.d shall be done only by order c.f �he head of the de�arti�ent. 3.6 Al1 emp?cyees in t;his barbaining u.nit shall. be reco;npensed fcr :•:or� aone in er,ces� of tne tiormal hours established above in this Article oy beir_�, gr�ilted ^oMper.satory time or a time and one-half basis or by being �aid on a tirr:- and one-half basis for such overtime work. Tne overtime rate c� one and one-nali shall t�e computed on the basis of 1�80�h of tne bi-,,ree:.ly ' rate. 3.7 P?o�`e�al �•ror�: schedules shoY�ir�g the employee`s shifts, work day°s and hotzrs snall be :oste3 on all depar�ment bulle�in boards a� all times . It is also unders�ood that deviation from posted ti•rork schedules sha11 b: Y)P?"- r�issible due to emergencies, acts of God, ann overti:�,e may be require�. _ G _ ARTICI� IV - riC:'�K BnE.4I� 4.1 Rest Per`�ods. All employees work schedules shall provide for a fifteen (15) minute rest perzod during each one-half shift. The rest period shall be scheduled by managemant at approximately the middle of each one-half shift whenever this is feasible. �+.2 If an employee is scheduled to work a full half shift beyond his regular quitting ti.ma, he shall. be entitled to the rest period that ac�^urs d�.zrir.; said half shift. _ S - ' AF.TICLE V - HOLIli�YS 5. 1 Holidays recobr.ized and observed. The following days shall be recognized and observed as paid holidays: Neca Years Day Columbus Day Pres:idents Day Veterans' Day Me.morzal Day Thanksgiving Da.y Independence Day Christmas Day Labor Day TF�o floating holidays Eligible employees shall receive pay for each of the holidays listed abeve, on which they perform no �ork. ?ahenever any of the holidays listed above shall fall on Saturday, the greceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work weelc other than Monday through Friday', the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee�s name must appear on , the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holidaq. In �either case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other emplo5ee not heretofore eligible shall receive holiday pay. 5.4 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 employee shall work that day at straight time and another day shall be designated as the holi- day. This designated holiday shall be a day on which school is not in session and shall be dete nained by agreement between the employee and the supervisor. - 6 - ARTICLE VI - GKIE�,��'�'CE PROCEDURES 6.1 The EMPLOY�R shall reco�nize stewards selected in accordance with UNION ru1�s and regulations as the grievance representatives of the bargaining unik. The UNION shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYFK and the UNION that the processing of grievances as hereinafter provided is limited by the job duties and respon- sibilities of the employees and shall therefore be accomplishsd durin� working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no Ioss i.n pay when a grievance is processed during working hours, provided, the steward and the employee have notified arid received the approval of the supervisor to be ab- sent to process a grievance and that such absence would not be detrimental to the work programs of the EMPZOYER. 6.3 The procedure established by this Article shall be the sole and exclusive pro-- cedure, except for the appeal of disciplinary action as provided by Ar�icla 'L{� for the processing of grievance, which are defin�d as an alleged viola�ion ot the terms and conditions of this AGREEMENT. 6.4 Grievance sha11 be resolved in conforr�ance with the following procedure: ` Step 1. Upon the occurrence of an alleged violation of this AGREEMENT, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee`s supervisor. If the matter is not resolved to the employee's satisfaction by the infozr:�al discussion it may be reduced to writing and re.ferred to 5t�p 2 by the UNION. The written grievance shall set forth the nature of th� grievance, the facts on which it is based, the alle�ed sectian(s) of the AGREE:�'�T violated, and the relief requested. Any alleged violation of the AGREEMEI�'T not reduc�d to writing by the _ 7 - ��TiCLE VI - �`?�Vi�� PROCEDURES (continued) UL1I0`v within seven (7) work days of the first occurrence of the ev�nt giving rise to the grievance, shall be considered waived. Ste� 2. Within seven (7) work da}*s after receiving the written grievance a designated EMPLOYER supervisor shall meet �aith the UtiIOti Steward and attenpt to resolve the grievance. If, as a result of this meeting, the grievance rer�ains unsolved, the �MPLOYER shall reply in writing to the IJIvION within three (3) work days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) work days follocaing receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the iJNION within seven (7) work days following receipt of zhe E2-iPLOYER'S answer shall be con:,idered waived. St�3. Within seven (7) work days following receipt of a grievance referred fxom Step 2 a designated ErTPLOYER supervisox shall meet with the UNION Business Manager or his designated representative, the employee and the steward and attempt to resalve the grievance. Withia seven (7) work days following this meeting the EMPLOY�R shall reply in writing to the UNION stating the EMPLO�ER'S answer concerning the ' grievance. If, as a result of the written response the grievance remains unsolved, the UNION may refer the grievance to Step 4. Any grievance not �'eferred to in writing bq the UNI�N to Step 4 within seven (7) work days followi.ng receipt of the EMPLOYER`S anscaer shaZl be considered waived. St� If the grievance remains unresolved, the UNION may within seven (7) work days after the response of the EMPLOYER in Step 3 by written notice to the EriPLOXEI:� request arbitration of the grievance. The arbiLration proc�edings shall be conducted by an arbitrator to be selected by �utal agreement o£ the ErtPLOYER _ g - , AR'I'ICLE VI - Gi:I��:'�;CE PROCEDL'RES (continued) ar_d the i,�ION within se�*en (7) work days after notice has been given. ::= the parties fail to mutually agree upon an arbitrator within thz aid seven (7) day period, either party may request the Public Employ- ment Rel.ation Board to sub�it a panel of five (5) arbitrators. Both the EMPLOYER and the 'JNION shall have the right to strike two (2) names from the panel. The UNION shall strike the f irst (lst) nane; the EP•IPLOYER shall then strike one (1) name. The process will be repeated and the remair.ing person shall be the arbitrator. 6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to,or subtract from the provisions of' this AGREEMENT. The arbitrator shall consider and decide .only the specif ic issue submitted in writing by the EMPLOYER and the UNION and shall have no authority to rsake a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the applicaGion of laws, rules, or regulations having the force and effect of law. The arbitrator�s decision shall be submitted in writing within thrity (30) days ' following cZase of the hearing of the submission of briefs by the parties, whichever be later, unless the parties agzee to an extension. The decision sha1L 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 fina� ax�d: binding on the EI�LOYER, the UNION, and the em��loyees. _ g � ARTICLE �'I - Gc;�.EG'�'L'�CE PROCEDUP.ES (continued) 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by t�ie EriE'LOI'ER and the UNION, provided that each party shall be responsible �or compensatin� its own representatives and witness.,. If either party desires a verbatim record of the proceedings, it may cause such a record ta be �ade, providing it pays for the record. 6.7 The time li_mits ir. each step of this procedure may be extended by mutua�. agreement of the ENLPLOYER and the UNION. 6.8 It is understood by the UNION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the prov _�ions of th� Civil Se.rvice Rules of the Ci�:.y of Saint Paul. If an i:,�.:ued is determined by this grievanee procedure it shall not again be submitted for arbitration under the Civil Service Ru1QS. If an issue is determined by the provisions of the Civil Service RuZes it shall not again be submitted far arbitration under this gzievance procedure. - 10 - .'i?:T1�'7�?,� V�I . :.-'' ' i:Gi� - .T.:i1D1 ?':�'i'PJE��T Nt;tiCQ�� llIST�IC`i' �<<�i�5 7.1 1,.�.Loye�� o; tr!e School Dzs�riet und�r pcla.c;y adopted by tre :Board o.� i;du�a.tion r.��;r 'o� .re:�.m�.�ursecl for th� us� cf. t�7nir aut.orr�b:i�les for schcol b�asine�s, To bP elig:�.l:>le t.'or suc'.� reir:bur�e;�an-t, er�sp.loyee.� r.t�.st receive alztha��.zation fro:� the Di��trict i�:ile::�ge Comraittee ut��izi��b cne of the fo7�.owir�� rlans: • PL.�i ":�" i_s reir,:barsed at th¢ rate of 1jY �'�r mi1e. In adazc�o�i, a �aa:�iniu.:� ar�ount �;�hich can be paid ��r mont'�� :�s es��blished by a� e�ti:nate �'ur.xzzsh�� by the em.n.loy�e and the employee's superviso:. �nothar conside:catzon far establis::ing the ruaximtr am�ant can b� the ex��;rieri�ve of at�ou_�er employee wor:tinG a.n th� s�.l� or si_:,iil_ar p�sit:�o.l. Under this pl:n, it is nece:ssary for the emplo;ree to keep a reco�d af C::tC.l trip ma��e. PIy�rd „C" Provicl�:� for rezr:b,.i.-rse.r.ent Y�asEd on a per mont}i „1ti:�p suxc{" �o•,u�t. �'i�i.s �r!nant is dete?�:��ned b.�� the emrloyee's dra.vin� e�er:ie�.ce under Plan "A" for a �e:ied of 3 to 6 months. T�:ose eMplo;�Tee:� receivin� an 3tit0 Nllo-rra;�ce under this pl.an must rt�p�rt rr_enthl5r the number o:f da;�s tne cax c�Tas av�il.abte d.urin; tne r�ar�th. A deduction znust �e macle fram the lurr.p sum aznow;�t fer e�ch da;; the c�r�ploye� is on vacation. A deducticn ne�d nat be rsad� for an accasiona.l day oF illr.ess o.r for holidays. - 11 - ARTICLE VIII - R'r;SID�NCE 8.1 All new erployees appointed after January 1, 1977, will be required to reside in the City of Saint Paul within one year of their original appointment and thereafter will be required to remain within the City limits as long as they are employed by the City oi' SainC Pau1. 8.2 Er�ployees failing to meet the resideney requireraent will be subject to terminatio.n and a hearing process shall be established to determine whether the residency requirement was met. _ � -, .., ARTICLE Ik - V^.C.�`�TIOiv 9.1 In each calendar year, each full-time employee s�ialZ be granted vacation accordin; to the fo7lowing schedule: Years o� Service Vacat:ion Granted Q thru 4 years 10 days 5th year thru the 9th year 15 days lOth year thru the 15th ye�r 17 days 16th year thru the 23xd year 21 days 24th year and thereafter. 26 days Enployees who work Zess than fu].l-ti�e shall be granted vacation on a pro rata basis. - 9.2 The head of the departme�xt may pexmit an employee to carry over into the following year up to ten days' vacation. 9.3 The above provisions of vacation shall be subject to Ordi�nance Na. 6446, Section I, Sub. H. -- Z 3 - _ ARTICLE X - I�Si�SdCE 10.1 The E;�LvY�R will continue for the period of this AGREFMENT to provide for e�:pwo5-ees such health and life insurance benefits as are provided by ErIPLOYEK at the time of execution of Zhis AGREEMENT. 10.2 The EM1'LOYER will for the period of this AGREEMENT pravide for employees who retire after L'i12 time of e�ecution of this AGREEMEPZT and until such employe2s reach si�:ty-five (65) years of age such health insurance benefits and lif e insurance benefits as are provided by the EMPLOYER for such e�:ployees. 10.3 In ord�r to be elzgible for the benefits under the early retiree provision, the employee must: 10.31 Be receiving benefits from a public employee retiree act at the time of retiremerit. 10.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. I0.4 The City agrees ta contribute the cost of Hospitalization and Medic�l Coverage or $36.85 per month, whichever amount i_s less, £or each emplayee who is eligible fox such coverage. In additiona, for each eligible employ�e who selects Dependent's Coverage, the City will contribute one-half (2) of the cost of such DependenC's Coverage or $42.43 per month, whicliever amount is less. These contributions shall be paid to the City's Group Health and Welfare Plan. Any increase in these costs shall be paid by the emp�:oyee. " 10.5 The City agrees ta contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $2.95 per month, whichever amount is less. This contribution shall be paid to the City's Group Health :;�.;zd Welfare Plan. Any increase zn this cost shall be paid by the employee. - 14 - ARTTCLE X - I�;SL?.�':CE (continued) 10.6 At the option oi the Union and effective January l, 1>79, the $36.85 figure reflected in paragra,�h 10.4 above may be changed to the cost of 1979 prer.iiu� rate then required by the insur.ance carrier coverin� most employees in ttie bargaining unit. Forther, the $G2.43 figure above sha�l be changed, if ths Union exexcises such oprion, to reflect 50% of said 1979 premium rate for dependent cov'erage. If such option is eAercised, the increased cost ta emplayer of the above shall be converted �o a percez�tage and, notwithstanding any provision of this contract to the c�ntrary, shall be deducted from the wage increase applicable to each and every employee in'the bargaining unit for 1979. The option hexein must be exercised in writ.ing by the Union before. January 1, 1979, or shall be deemed to have been waived by the union. - 15 - ARTICLI: XT_ - ?�C'_':;':;C= Olii 0'r CLISSII'TCATIOiv 11 .1 EIfPLG:'�R s'.:z11 �void, when�v�r possi.ble, �oorking an e�ployee �n a^ otit-o�-class assion�.ent £or � prolonged periocl of tirae. An�� e::�ployee workin� an out-of-cl4ss assignment for a period in exce:ss of fifteen (15) consecutive ��;orl:in� days shall recezve the rate of pay for the out-of-class assi�n:.ie�t in a higner classification no� later than the six.teenth (I6) da;� of. such assi�nment. For purposes of t�iis Article, an out-of-cl`ss assignr.:ent i.s dzfined as an_ assigr.�e�tt of an e�,ployee to perforn, on a £u11 tir.:e basis, all of the s�gr_ifica.n� duties an3 responsibilities of a position different from the er:ployee's regular positior., and wh:ich is in a class.�fication higher than the classification held by such employee. The rate of pa}* �for an appro��ed out-oi-class assignmeat shall be thz same rate the enployee t.ould receive if such er::ployee recieved a regular agpointment to tne higher classif ication. . . - 16 - , ARTICL^ f.II - �::i�ii0i TiY 12.1 Ser.iori�;;r, �or th� purgose ��f this AGR�.Li�r.IV�, shall be defined as f�.'.1o=,tis: T'r.e length of_ cont?nvous, regLlar and probat�onury ser::ce with the E;%iri.f'�;'�'E:tZ fxom the date a:r. e�r,ployee was f�rst certified ar�� appointed to a class title ccvere� '�y this AGIti�.EI�TdT, it bein� flir�h�r understood that seniori+y is cor.fined to the curren� �l�s� assign.mAnt hel3 by an employ2e. In cases where t�•�o ar raore employe�s are appointed to the same cla�s title on the same date, the seniority shall b� dete�ined by er,.plc;ree's rank on the eli�ible lis� from whie'� certificat�o, ti+as niade. 12.2 Senierity s'__aIl tern-�inate when an employee retires, resigr.s, or is dischar�ed. 12.3 In the e�Tent it is determined by th� ��'LrJYER that it is necessa.�y �o reduce the ;rork fcrce, employee� will be ].aid off by class title witri:, each departnent based on inverse ler:�th of senierity as defined above. 12.4 In :ases ��rhere there are prcmetional series, such as T�chnician I, zI, III, etc., when the number of e�p'_oyees in these higher titles is to be reduced, employees who have held lower titles which are in tY:is bargainir_g unit will be offered reductions to the h�gh�st of these titles to �rhich c7.ass seniority would keep thezn from being laid off, beiore 2.ayoffs are made by any class title irl any denartm�r.t. 12.j It is understood that sach employees will pick up their for�!er seniority date in ar_y class of positions that they prEViously held. 12.6 Recal). fron layoff srall be in ir_verse arder of layoff, except that recall riph+,s shall expzre after two� years of layoff. _ 17 _ � 1 ��'� ART�CI� XIII - :i��:IAYEE RECORJS 13.1 Any writ+en reprimand Made cor.ce�-:ing any member of ±his Bargaining Unit whi^h is filed with the Personnel Office or within any City departrr,ent, shall be sho�rn to the men;ber b�fore it is pa,.�ced on f�le. Before the rep.ri.mand is placed cn file, the Gity shall request fro:a the 2�loy�e an acl-,r_owted�n�nt, �n writin�, that the repriraand iia� been read by said employee. 13.2 �ny member cf the bargaining unit, nay, during ususal workin� hours, with the approval of the supervisor, review any naterial placed in th� employee's personnel f�le, after first giving proper notice ta thc superviso�^ in custody of such file. � 13.3 Any member of the bar�ainir.g ianit may file a griev�nce or a discriminatian complaint and there shall be no retali�.tion by the City of St. Pau]_ for such action. - 18 - ART:LC?l:, X�J - �L�.�:iIN BOARI)S 1�+.1 The E.�'?I�C � sha?1 provide reasonable bulletin :space for use by tn� L?+TIOi� ir. postin� notices of UNLON business and activ5.ties, said bulletin board space shall not be used by the UNIUI�1 for political purposes other tl;an UNTOPd elections. Use of this bulletin board is subject to approval of the department head. _ �9 .. I�RTICLE XV - t�':�GES 15.1 The wage schedule, for purpose of this contract, shall be Appendix A, attached hereto. Both partie-s agree that the inclusion of the classifi- cations and salary ranges 3.n Appendix "A" does not preclude the employer from the following: 15.11 Reorganizing 15.12 Abolishing classifications 15.13 Es-ablishing new classifications 15.14 Regrading classifications 15.15 Reclassifying positions Both parties also agree that titles and grades in Appendix "A" refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall� suffer any reduction in salary because of a regrading or reclassificati.on during the contract period in which such regrading or recla.ssification [akes place. - 20 - ARTICLE XV� - P�4I��'TENANCE OF' STANDARDS 16.1 The parties agree that all conditions of employment relating to wages, hotzrs of work, overtime differentials, vacations and all other general workin� conditions shall be maintai.ned at not less than the highest mini.mum standard set forth in the Personxiel Rules of the City of Saint Pau� (Ordinance Na, 3250) and the Salary Ordinance of the City of Saint Paul (Ordinance No. 64�+6) at the time of the signing of this AGREE.*�VT, and the conditions of emplayment shall be improved wherever specXfic pravisions for improvement are made elsewhexe in this AGRF•F.2�N£. - 21 - ARTICLE XVI i - I�:A�� OF A.BSEI�'CE 17.1 Leave of A�sence. After three month's employment, an employee may make apilication for a ieave of ab�ence nat to excead one year. A leave o� abse�ce sha11 be �ranted on the basis estab].ished in the Personnel Rule� (Ordinance No. 3250}. 17.2 Sick Leave. Sick L°ave shall accu�ulate at the rate of .0576 of a working hour for each fu11 hour on the payroll, excluding overtime. Sick leave accumulatian is un�i.rnztea. To be eligible for sick leave the employee must report to his supervisar no later than one- half haur past his regular scY�eduled. starting ti.me. The granting of sick leave shall be subject to the terms and provisions of Ordinance No. 3250 of the Citg of St. Pau],.� 17.3 �Lr;y emp�oyee who has accu�ulated sick leave credits as provided above shall be gr�nted leave taitr, pay, for such period of time as the head of the department deems necessary, on account of sicknes�. or injury of the employee, quarantin� established ar.d declare� by the Bur�au of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for offa.ce visits to a doctor, dentist, opto�etxist, etc., or in the ease of sudden sickness or disability of a member of his househo�.d, making arrange�ients for the care of such sick or disabled persons up to a maximum of fou� hours sick le�ve. - 22 - ARTICLE XVII - "�'TES OF ABSEIVCE (COPTT��IJF'D} 17.4 Leave- ��iitnout Pay. Any employee who enga�es in active service in ti�e of war or other emer�ency d�clared lay proper authorit�r of any o� the �i.litary or naval forces of the State or of the United Sta�es for which leave is not atherwise allowed by la,r shall be entitled to 1_eave of absence from employment without pay during such service with right of reinstatement and subject to such con- ditions as are imposed by law. Such leaves of abser.,ce as are �ranted under Article XVIII shall conform to Minnesota Ststutes Section 192, as amended from �irae to time and shall confer no additional benefits other than those granted b�t said statute. 17.5 Jury L`uty. Any emplayee who is required duri.ng his regular working hours to appea�` in court as a juror or witness except in his own behalf against the City, sha11 be paid his regular pay while he is so engaged, provided however, that any fees that ��he employee may receive from the court for such service shall be paid to the � City and be deposited with the City Fira nce Director. l�ny employee who is scheduled to work a shift, other than the normal c3aytiz�e shift, - shall be rescheduled to work the nor�al daytime shif� during such time as he is required to appear in court as a juror or witness. 17.6 Education Leave. Leave with pay may be granted for education purposes at the option of the employer. 17.7 Funeral leave. Any employee who has accumiilated sick leave credits, as provided ir. the Civil Service Rules, sh:i.11 be granted one day of such leav� to attend the funeral of the employeets grandparent �,� grandchild, - 23 - ARTICLE k�VII - I:EAV�S OF ABSENCE (continued) 17.8 An er�p7oyee elected or appointed to a fu11 time paid position by the e�clusive representative may be granted a leave of absence without pay for not rzore than one year for the pur�ose of condueting the duties of the exclusive representative. 17.9 Materitity. Ieave. Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months befare the estimated date of childbirth, as determined b.y a physician, and en.ding six (6) months after the date of such birth, In the event of an employee's preg�ancy, the employee may apply for leave without pay at any time during. the period stated above and the employer may approve such leave at its option, and such leave may he no longer than one (1) year. - 24 - ARTTCI.� XVIII - ��LITARY LF.AVE OF' ABSENCE 18.1. Pay A1lcwance. Any employee who shall be a �ember of the National. Guard, t�e 2v'aval l�Silitia or any otber component of the militia of the stat•e, nozV or hereaf`ter orgar�ized or constituted under state ar federal law, or who shall be a member of the Officer's Reserve Corps, the Enlis�ed Reserve Corps, the Nav�l Reserve, the N��rine Corps Reserve or any other reserve component of the mi?itary or naval force of the Unite�. S�a�tes, now or hereafter organized or constituted under Federal law, shall be entitled to leave of absence from er.;ployr:rent without loss of pay, seniority statu5, efficiency rating, vaca�ion, sick leave or other benefits for all the ti�e when �uch e�ployee is endaged with such organization or ccymp�rtt±�6 � ��g or active � � . service ordered or authorized by proper authority pursuant to �aw, whether for state or federal purposes, provided that such leave shaZl not exceed a total of fifteen (15} days in any calendar year and, futher provided that stzch leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such Zeave shall nct be allowed tinless the employee (1) returns to his position i.*imiediately upon being relieved from such miZitary �r nav�al service and not la�er than the e:�-pirat:ion of ti.�° herain Iimited for such leave, or (2) is prevented from so returni7g by ghysical or mental 3isability �r other cause r.ot du� to sucl� g,^.ployee's o�ar� fault, or (3� is required by ;raper authority to continue in skch r�ilitary or naval service bPyond the time herein limited for such leave, - 2.� _ !►RTICLE Xi,C - b:;:+��:u:'��I�T RIGhTS 19.� . The U:;ION recognizes the rigY:t of the CITY to operate ar_d manage its affairs wn alI r•espects in accor�an�e with applicahle Zaw� �.nd re�:latians o�' apprcpri�te autYi�rities. All rights and authority which the CITY has no� officially ab�..idged, delega+e3 or modifie� �y this AGRE.c:?•'E�z are retained b;� the CITY. 19.2 A pub�i� emplo�er is not re^uired to rrieet and negot:ate on matters ofinherent r-�a.na�;er�a? �olicf, which �nc�u3e, but dre not li.mited �o, such are�s of dis�retion or policy as the fur.- ctions and prograr:s of the e�j�loye_', its overall bud�et, utiliz�tion of techr_olog�•, an3 organizational structu:.re �:�d selectior. and direction and rium�er of personnel. - 26 - A.x�rzc� � - �zsCIPI,IP'�,..4' 20.�1 Tne �hi�LU�R will discipline employees for just cause o:�ly. Discipline will be i. the form of : 2�.I.i Ora1 reprimand; 20,12 Written reprimand; 20,13 Suspensian; 20.14 Reductio:�; 20.15 D�scharge. �.2 Suspensions, reductions and discharges will be in written form. 2�..3 Eanployees and the UNION will receive copies of written reprimar�ds and notices of suspenszon and dischar�e. 20.4 F�nployees nay examir.e all infor�ation in their El�'iA;'ER gersonnel files that concerns work evaluations, commendations and�or c3isciplinary actions. Files may be e::amined at reasonable times t,inder the direct supervision of the EIKPLOY'�:R. 2 4.5 Dischaxges wiZ1. be preceded by a five f5) day preliminary suspension without pay. During said perzod, the employee and��r UNION may request, and shall be entitlPd to a meeting with �he EMPLC3YEf2 represen�a� tive who initiated the suspension with i.ztent to discharge. During said five (5� day period, -�he EMPTAYER may affirm the suspension and discharoe in accardance with Personnel Rules or may modify, or withdraw same. 2 0,� An employee to be question�3 concerning an investi�ation of disciplinary action shall have the right ta reques7: that a Ui3I0N representative b� pxesent. 20.j Grievance rel.ating to tt�.i.s Article sha11 be processed in accordar.ce with exi.stin� Civil Servic� praceduxes, excep+ that oral and written repri�ands shall b� taken up ir. the grzevance procedure unde� Article �. � - 27 - ARTICLE �l`I - VyaCd?vCIES 21.1 The Persc�nel Office will inform all departments that the department's timekeeper shall post notices of all job vacancies in their department at least five days before submitting a requisition to the Personnel Office. - 7_£� - ARTICL� XXII - PROBaTI4N 22.1 An employee oa probation following each original appointment shal� not be entitled to use or accrue vacatio� or sick leave benefits and shall be ineligible for employer contributioris toward the cost ot any health or life insurance benefits for the first 104b hours of employnent. Such employaes shall also be ineligible for "float.er" holid3ys. 22.2 Probationary emplo�•ees shall be entitled to pai� holiday time for legal holidays that occur during the emp.loyee's period of probation providing the employee meets the eligibility requirements under Article 5.3. For tlze purpose of this Article a Iegal holiday is def�ned � as one of the following: _ New Yea.r's Day Labor Day Presiden�s Day Columbus Day Memorial Aay Veterans Day Independence Day Thank�giving Day Christmas Day 22.3 The provisions of this article shall not apply to emplayees appointed prior to May l, 1978. - 29 - ARTICLE �:XIZI - LEGAL SERVICES 23.1 Exceot in cases of mal�easance in office or willful or wanton neglect of duty, tne ��ployex shall defend_save harmless and indemnify emplo;•ee against tort claim or demand whether groundless .ar otherwise arising out of allegea ��cts or omission occuring in the pexformance or scope of the employees duties. - 30 - ARTICLE XXI�' - T�1Z"S OF AGRLEl�,F.NT 24. 1 Complete A�reement and Waiver of Bar�aining. This AGREEN[ENT shall represer.t the co�plete AGREEMENT t�etweezi the iTNION and the CITY of Saint PauZ. The parties acknowledge that during the negotiations which resulted in this AGREEi•1ENT, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the compl,ete understandin�s and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the CITY and the UNION, for the life af thzs AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that ttie other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this AGREEMF.NT. 24.2 Savings Clause. This AGREEi1ENT is su.bject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any pro- vision of this AGREEMENT shall hold to be contrary to law by a court of competent jurisd.iction from whose final judgmex�t or decrees na appeal has been taken within the time provided, such proviszon sha11 be Voiaea. All , oth�r provisions shall continued in full force and effect. 24.3 Term of Agreement. This AGREEMEI3T shall be in full force and effect from January 1, 1978 thru December 31, 1979, and shall be automatically rene�aed from year to year thereafter unless either party shall notity the oth.er in writing by June l, that it desires to modify or terriinate this AGREEMENT. In witness thereof, the parties have caused this AGREEMEi1T to be executed this 8tn da�' of riay , 1978. - 31 - �RTICLE k�I�l - TER�1S OF AG:tEE�4r:NT (continued) 24.4 This constitutes a tentative AGREEriFNT between the parties which will be`-reco�ended by the Schaol Board Negotiator, but is subject to the approval of the School Soard and is also subjeet to ratification by the ITNION. WITNESSES: INDEPENDENT SCHOOL DISTRICT N0. 625 LOCAL LNIOV 1842, DISTRICT COUNCIL 91 OF THE AMERICAN FEDERATION OF STATE, ;--- COUNTY AND PNNICIPAL EMPLOYEES,AFL-CIO r r-,. BY:�-%f�a /��{ /1 / ��,,:,. '�J,�:_rt.-�_ i/ gy,;`'�.� .� �,J��,....;_, , .� School Board Negot�ator �Business Representative �-''``-' BY: BY: Superintendent, Independent School District No. 625 BY:.��,�.�.�,. � �c.�,�-,� BY: � C��.-�`�� . GU�C � BY: . � � � � �t "�'U1�1, �` � � � ` BY: � �,. BY: BY: - 32 - 0 0 0 0 � ,n 'n °, ° �+ N � N u'1 1 � � u'1 0O � � �1 N �7' O � p O S�+ tf'1 u'1 p O � N � N . 1 � � r„� N O � .�, � � N �T O p p � }+ �rl vl O � , � �p 01 M � trl ul �o O � � � � � � � N 1-1 � � O -rl O S� u'1 U �rl � � 1-i vl U O '� 'r'� Ul �(!l ' � � . 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