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271436 WHITE - CITV CLERK �-� PINK - FINANCE GITY OF SAINT 1 AUL COUIICII (_j� CANARV - DEPARTMENT Flle NO. ^�� BLUE - MAVOR , �ouncil Resolution Presented By ,�'�� Referred To �� Committee: Date Out of Committee By Date An administrative Resolution approving the terms and conditions of the 1978-1979 Agreements between the City of St. Paul, Independent School District No. 625, and the Classified Confidential Employees Association. WHEREAS, the Council pursuant to the provisions of Section 12.09 of the St. Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recognizes the Classi.fied Confidential Employees Associa- tion as exclusive representative for the classes of positions witliin the City of St. Paul certified by the Bureau of Mediation Services under Case Nos. ?6-PR-658-A and 77-PR-685-A, for the purpose of ineeting and negotiating 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, Independent School District No. 625, and the exclusive representative hereinabove referenced; and WHEREAS, the City and Independent ScI�}oo�. Listrict No. 625, through designated representatives, and the exclusive �epresentatives have met in good faith and have negotiated the terms and conditions of employment for th.e period Jan. 1, 1978, t,hrough Dec. 31, 1979, for such personnel as are set forth in the Agreements between the City of St. Paul, Independent School District No. 625, and the exclusive representative; now, therefore, be it RES�LVED, tlzat the 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 Classified Confidential Employees Association, on file in the office of tlie City Clerk, are hereby approved, and th.e authorized administrative officials of the City are hereby authorized and directed to execute said Agree- ments on behalf of the City. Approved: � Chairman Civil Service ommission COUNCILMEN Yeas Nays Requested by Department of: Butter �f Horza � In Favor 1'ER50NNEL OFFICE HuM � Levine Maddox _ � _ Against BY Slwwalte� Todesnn Adopted by Council: Date __ �� _� Form Appr City At orc y Certified by C unc� S cr ' BY By Ap by Mayor: Da ��" � � Approved by Mayor for Submission to ouncil BY - — -- BY ��. PuB�.�sHEO JUL 2 2 1978 . > Do not detach this mer,nr�f`randum from the � resolutlon so that this ;ifforma#ion wiii be � p�� 1�/x475 av�llabie #o the City,._�ouncll. asv.r 9/al�6 ��xarr 'c� ��ts� o . z,iv�r ox . � � �s� c� , i��.�� __._ p�ce: J�ne lb; 19�s - �E � E � V� D JUN 2 2 1978 , T4 m MA3E�� G81DRi�� I.t��B . �� , PR: �'�exs�e�: Off�,�s' RE: Resmlutic�u �ar e�a�mi��,cm ts C�.xg Cc�rwaci,;� ACT�TON,,,� $ST s . : Wea �cscQmm� Yotir approv�a]: and aubmis�i�a of� fi�ii,� R�ssa].u�� ta � City Cou�R��. �.:., � ..@S '�I- �' A��I�1N s This Resc�,�aj:os�,.apgroves two-year Contra.cta .(Iq78-1979) betv�reen #.h.e City of S�t. Favl; I.S.D. No. 625, aad the Classified Coafidential Employees. 'this g�o�a.p of emploYeee � includes Clerical, Technica,],, and Prafessional Exnployees. The terms of these Agree- ments are �he same as the terms in fi1�.e Agreements wit.h. AFSCME Loca1 2508 tClexi�al), �5CME Lo�a1 �842 (Technical), a.xid PEA T (Professional). T'heae terms include changes in the Articles dealing with Holidays, Grieva�;ce Procsd�re, City Mileage Allowance, Vacation, iasurance, Working-out-of-c3,�a.ssification, V�ages, an.d < Fuaeral Leave. New Articles have been added dealing with probationary er�d�rees,. materni.ty leave, and re sidency. , The Paca�ioa chau�ge is applicable to Clerical and Technical enzploye�s aad grants 2 • 4 ` addi�tiiax�al days of vacation for employees with 15 to 24 yeare of s�rvice. The change in �h.e In�urance Axtfcle establishes dollar limi�s on the Employer=s co�.tribution. The Clerical and Technical wage settlement calls for a 6�o iri.crease #or 1978 and a 6�0 increase for 1979. The PEA I employees will �eceive 5.5%'salary increases :ia-19'78 and : 1979. 'rhe PEA Z employee s will also receive �dditional Life I�,:surance coverage. ��'�-�,.�,,,��. Resalution, capy of Agreements, and copy for tl5.e City C],erk. - a�ewaw +ti�3W39bNd� c�`' �.� 2 � ��i N � a O z n I L ti by�ltYM�3� �uamcl�s��y �� us�s�ssy Tauuos�ad � �P.zsqiaoZ •� samB f %" :�g �z � � ��'�� ; .��. � �, j uuos.zad �o .zo��a.z�Q Hose�z� •a s�oxs 's.zno� �iZn.z� �C�an •no� xusuy •�uamaa�8a au� 30 �.z8d �T�uaz�n� s� �su� Zy a8sd �03 pa�n��sqns aq pa��a��o� uaaq ssu u��uM Zy a88a pau�s��8 au� �8u� �u��sanbaa a.zs aM �aao�a.xauy •II x.zaT� uo��ssus�y a��n�ag j�n�� ;o aT�� aq� ao� ur�ous sBM a8usa �i.z818s �uozr� au� pus �no �3aT �j�ua��anp8u� sBM uo��s�np� ;o p�sog-�.za1� Zauuoszaa �o aT�� au� 'x-�puaddy au� 8u��8da.zd uI '8L6t `£T �Tnr uo $n�psa.z puo�as .zo� paTnpau�s uo-��s��ossy saa�CoTd�� Ts��uap��uo� Pa��ssgT� au� Pu8 SZ9 '�H ��S�Q Toou�g �uapuadapui pus '�� au� uaaM�aq �uamaa�� 6L6I-8L6T au� �o suo��puo� pus sm�a� aq� 8u�noadds uo��nTosag s s� a.zauy :saaqivay� T��uno� pus szzog •.zy1 .xsaa T-��uno� aq� �o saaqmayl aTqBZOUGH pus T��uno� �� Tnsa •�S `�uap�saaa BzzoH P��Ba 'zHi 8L6i `9 �Tnf ZO�SS V10S3NNIW `lfl�ld '1S s r i� i • t t s � a i4sl�M'd PJeuaag �O;�a�lQ 3uB;S�SSr/ ,,..s�7 ^ , � uaauad u�(�tisw•s�yr ��OY�� J�� 1 S213d �Gias •p aBaoaJ'�O ` ,; , , , uew,iey��sBuez(��ia)•a•v•�w uosea�� •p sewoyl lndd ' � S uolss(wWO�e��AJaS I!�!� �auuos�ad;o ao;�a�ia , ; , , , s a , � � e� � � � v 1 . �. � � � �} 3 � 0 0 0 0 0 � �, o � o �, � . 1 ul n M Y' N v� � N M �O �1 N �'1 �O . �D . t� � 00 . p O O O O S-+ O vl O ul O � . 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AGREEAiENT entered into by the City of Saiat Paul, hereinafter referred to as the EMPLOYER, and the City of Ssint Paul Classified Confidential Employees Associat�on, hereinafter referred to as the ASSOCIATION, has as its purpase the promotion of harmonious relations between the II�lPLOYER and the ASSOCIATION, the establishment of an equitable and peaeeful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and ► other conditions of employ�ent, _ - iii - _ ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for alI of its employees as outlined in the certi- fication by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, tn Case No. 77-PR-685-A, and set forth in Section l.l below. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All classified confidential employees employed in the City Attorney, Budget Director, Mayor and Personnel Offices in the classifications of: Clerical and Technical Group Civil Service Transactions Clerk I Clerk-Stenographer II Civil Service Transactions Clerk II Clerk-Stenographer III Clerk I Duplicating Equipment Operator Trainee Clerk II Duplicating Equipment Operator Clerk III Orientation Coordinator Clerical Supervisor Personnel Technician I Clerk-Typist I Personnel Technician II Clerk-Typist II Personnel Technician III Clerk-Z�rpist IIT $udget Techniciari I � Clerk-Stenographer I Budget Technician II Budget Technician IIZ Secretary Professional Group Accountant I Budget Analyst IV Accountant II Employee Benefits Coordinator Accountant III Personnel Assistant I Budget Analyst I Personnel Assistant II Budget Analyst II Personnel Assistant III Budget Analyst III _ , ARTICLE I - RECOGNITION (continued) 1.3 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the ASSOCIATION, and upon notification by the ASSOCIATION, the II�LdYER shall che.ck off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance sha11 the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The ASSOCIATIO� agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this Article I, Section 1.3. _ , _ ARTICLE II - CHECK OFF 2.1 The EMPLOYER agrees to deduct the ASSOCIATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a repre- sentative of the ASSOCIATION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The ASSOCIATION agrees to indemnify and hold the II�PLOYER harmless against any and all claims, suits, orders or 3udgm�nts brought or issued against the City as a result of any action taken or not taken by the City under the provision of this Article. - 3 - ARTICLE III - HOURS OF WORK 3.1 The normal wark day shall be seven and three/fourths (7 3/4) consecutive hours per day, excluding a forty-five (45) ninute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shaZl be five (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38 3/4) hours per week. 3.4 This section shall not be contrued as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the norma� hours set forth above in this Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 Employees in this bargaining unit working under a title listed under the heading "Clerieal and Technical Group" in Article 1.2 shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a titte and one-half basis for such avertime work. The overtime rate or one and one-half sha11 be computed on the basis of 1/80th of the bi-weekly rate. 3.7 Employees working in a title listed under the heading, "Professional Group" in Article 1.2 who work more than seven and three/fourths (7 3/4) honrs in any 24 hour period or more than thirty-eight and three/fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional �vork except as in 3.8 below. 3.8 It is understo_od by the parties that Section 9B - OVERTIME of Ordinance No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading, �'Professional Group" in Article 1.2. In unusual - 4 - � . ARTICLE III - HOL'RS OF WORK (continued) circunstances a department head may grant these employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three/fourths (38 3f4) hours in any particular 7 day period compensatory time or pay on a straight time basis tor the extra hours worked. 3.9 Normal work schedules showing the employee's shift, wark days and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation From posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. 3.10 Call-In Pay. When an employee is called to work he shall rec:eive two hours' pay if not put to work. If he is called to, work and commences work, he shall be guaranteed four rours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles Iisted in Section 7 of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. ARTICLE IV - WORK BREAKS - 4.1 Rest Pexiods. Al1 employees work schedules shall provide for a fifteen minute rest period during each one-half shift. �The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to wark a full half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. - 5 - ARTICLE V - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years Day Columbus Day Presidents` Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day T�ao floating holidays Eligible employees shall receive pay for each of the holidays listed above, on which thay perform no work. Whenever any of the holidays listea above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the ealendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 aboue may be taken at any time during the contzact year, subject to the approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eZigible for a holiday with pay, an employee's name must appear on the payroll on any six wor�ing days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency, nor other employees not heretofore eligible shall receive holiday pay. - 6 - ARTICLE VI - E�IPLOYEE RIGHTS - GRTEVANCE PROCEDURE 6.1 The II�LOYER shall recognize stewards selected in accordance with ASSOCIATION rules and regulations as the grievance representative of the bargaining unit. The ASSOGIATION 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 EMPL�YER and the ASSOCIATION that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and sha1Z therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall 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 their s.upervisor to be absent to process a grievance and that such absence would not be detrimental ta the work programs of the II�PLOYER. 6.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article XX for the processing of grievance, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: � Steg 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 �atter is not resolved to the employee's satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the ASSOCIATION. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) o£ the AGREEMENT violated, and the - 7 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the ASSOCIATION within seven (7) work days of the first occurrence of the event giving rise to the grievance, sha11 be considered waived. Step 2. Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the ASSOCIATION steward and attempt to resolve the grievence. If, as a result of this meeting, the grievance remains unresolved, the EriPLOYER shall reply in writing to the ASSOCIATION within three (3) work days following this meeting. The ASSOCIATION may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYE�'S written answer. Any grievance not referred in writing by the ASSOCIATION within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor shall meet with the ASSOCIATION Bu�iness Manager or his designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the EMPLOYER shall reply in writing to the ASSOCIATION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresalved, the ASSOCIATION may refEr the grievance to Step 4. Any grievance not referred to in writing by the ASSOCIATION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. _ � _ ' • ARTICLE VI - EMPLOYEE RIGHTS - GRIEVA1vCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the ASSOCIATION within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. The arbitration proceedings sha11 be conducted by an arbitrator to be selected by mutual agreement of the EM�'LOYER and the ASSOCIATION within seven (7) work days. after notice has been given. If the parties fail to mutally agree upon an arbitrator within the said seven (7) day period, either party nay request . the Public Employment Relation Board to submit a panel of five (5� arbitrators. Both the EI�FLOYER and the ASSOCIATION shall have the right to strike two (2) names from the panel. The ASSOCIATION shall strike the first (lst) name; the EMPLOYER shall then strike one (1) name. T�e process will be repeated and the rema.ining 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 arbitratar shal3 consider and decide only the specific issue submitted in writing by the EMPLOYER and the ASSOCIATION and shaZl have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without pawer 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 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 inter- pretation 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 ASSOCIATION and the employees. - 9 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by-the EMPL�YER and the.ASSOCIATZON, provided that each party shall be responsible fo� compensating its own repre- sentatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be ma.de, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the II�LOYER and the ASSOCIATION. 6.8 It is understood by the ASSOCIATION and the EMPLOYER that a grievance may be det:ermined by either the grievance procedure of this eontract or by the provisions of the Personnel Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it sha11 not again be submitted for arbitration under the Personnel Rules. If an issue is determined by the provisions of the Personnel Rules it shall not again be submitted for arbitration under this grievance procedure. - 10 - ��`!�� ARTICLE VII - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 92A of the Saint Pau�. Legislative Code, as amended, pertaining to reimbursement of City officers and employe�s for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Mayor. Reimbursement shall be made in accordance with one of the following plans: Type 1. For those officers and employees, who are required to use their own automobiles occasionally for official Gity business, reimbursement at the rate of 14 cents for each mile driven. , Type 2. For those officers and employees who are required to use their own automobiles on a regular basis on City business, reim- bursement at the rate of $2.50 for each day of work, and in addition thereto at the rate of 7.5 cents for each mile driven. 7.3 Rules and Regulations: The Mayor shall adopt rules and regulatians gaverning the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating place of origin and destination and applicable mileage ratings thereat and indicating total miles driven, and shall file monthly affidavits ` stating the �number of days worked and the number of miles driven, and further required that they maintain automobile liability insurance in amounts not ].ess than $100,000/300,OQ0 for personal injury, and $25,000 for property damage. These rules and regulations, together with any amendments thereto, shall be maintained on file with the City Clerk. _ „ _ _ . ARTICLE VIII - RESIDENCY 8.1 All new employees 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 empl,oyed by the City of Saint P�aul. 8.2 Employees failing to meet the residency requirement wi1Z be subject to termination and a hearing proc�ss shall be established to det�rmine whether the residency requirement was met. , , ,� ARTICLE IX - VACATION 9.1 In each calendar year, each full-time employee working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall be granted vacation according to the following schedule; Years of Service Vacation Granted 0 thru. 4 years 10 days 5 years thru the 9th year 15 days 10 years thru the 15th year 17 days 16 years thru the 23rd year 21 days 24 years and after 26 days s 9.2 In each calendar year, each ful.l-time employee working under a title listed under the heading "Professional Group" in Article 1.2 shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days 9.3 The head of the department may permit an employee to carry over into the following years up to ten days' vacation. 9.4 The above provisions of vacation shall be subject to Ordinance No. 6446, Section I, Sub. H. - 13 - ARTICLE X - INSURANCE 10.1 The �iPLOYER will continue £or the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution af this AGR�EMENT. 10.2 The F�iPLOYER will for the per�od of this AGREEMENT provide for employees who retire after the time of execution of this AGREEtiENT and uritil such employees reach sixty-five (65) years of age such health insurance benefi,ts and Zife insurance benefits as are provided by the EMPLOYER for such employees. 10.3 Tn prder to be eligible for tne benefits under the early retiree provision, the employee must: 10.31 Be receiving benefits from a public retiree act at the time of retirement. 10.32 Aave severed his relationship with the City of Saint Paul under one of the early retix'ee plans. 10.4 The City agrees to contribute the cost of Hosgitalization and Medical Coverage . or $36.85 per month, whichever amount is �.ess, for each employee who is eligible far such coverage. In addition, for each eligible employee who selects Dependent's Coverage, the City will contribute one-half (�) of the cost of such Dependent's Coverage or $42.43 per month, whichever amount is 1ess. These contributions shall. 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 Insurance Coverage for each employee who is eligible for such coverage or $2.95 per month, whichever amounr 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. 10.6 At the option of the Union and effective 3anuary 1, 1979, the $36.85 figure reflected in paragxaph 10.4 above may be changed to the cost of 1979 premium rate than required by the insurance carrier covering most employees in the bargaining unit. Further, 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. - 14 - ARTICL� X - INSURANCE (continued) 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, sha11 be deducted from the wage increase applicable to each and every employee in the bargaining unit for �979. The option herein must be exercised in writing by the Union before January 1, 1979, or shall be deemed to have been waived by the Union. 10.7 In add�tion to the $5,000 Life Insurance Coverage in 10.5, the CITY agrees to contribute the cost of additional Life Insurance Coverage or $.59 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section and Section 10.5 for each employee shall be equal to the employee's annual salary rounded down to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary sha11 be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City`s Group Health and Welfare Plan. The additional life insurance pravided by this article applies only to employees working under a title listed under the heading "Professional Group" in Article 1.2 of this agreement. - 15 - ARTICLE XI - WORKI�TG OUT OF CLASSIFICATION 11.1 Er�'LOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of ti�e. Any employee working an out-of-class assignment for a period in excess of fifteen (15) cansecutive warking days shall receive the rate of pay for the out-of-class ass3.gnment in a higher classificatian not later than the sixteenth (I6) day o€ such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an emplayee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. 11.2 For the following classifications, the provisions of 11,1 shall not apply to performance of the duties of the next higher classification in the job series: Clerk I Clerk-Stenographer I Duplicating Equigment Operator Trainee Clerk-Typist I - 16 - A,RTICLE XII - EMPLOYEE RECORDS � 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed witfi the Personnel Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the supervisor, review any material placed in the emgloyee�s personnel file, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unit may file a grievance or a discrimiation complaint and there shall be not retaliation by the City of Saint Paul for such action. - 17 - ARTICLE XYII - BULLETIN BOARDS 13.1 The EMPLOYER shall provide reasonable bulletin space for use by the UNIOP7 ' in posting notices of UNION business and activities, said bulletin board ' space shall not be used by the UNION for political purposes other than UNION elections. Tse of this bulletin board is subject to approval of the department head. � � �'��43� ARTICLE XIV - WAGES 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties agree that the inclusion of the cl.assifications and salary ranges in Appendix "A" does not preclude the employer €rom the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classi�ications 4. Regrading classifications 5. 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 snffer any reduction `in salary because of a regrading or reclassification during the contract period in which such regrading or reclassi- fication takes place. - 19 - ARTICLE XV - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials., vacations and all other general working conditions shall be r�aintained at not Zess than the highest minimum 5tandard set forth i� the Personnel Rules of the City of Saint Paul (Ordinance No. 3250) and the Salary Ordinance of the City of Saint Paul (Ordinance No. 6446) at the time of the signing of this AGREEMENT, and the conditions af employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. � _ �n _ ' ARTICLE XVI - LEAVES OF ABSENCE 16.l.Leave of Absence. After three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Ordinance No. 3250) . 16.2 Sick Leave. Sick Leave shall accumulate at the rate of .0576 of a working houz for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than one-half hour past his regular scheduled starting� time. The granting of sick leave shall be subject to the terms and provisions of Ordinance No. 3250, of the City of Saint Paul. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of the time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau 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 the case of sudden sickness or disability of a member of his household, making arrangements for the care of such sick or � disabled persons up to a maximum of four hours s�ck leave. 16.4 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by the proper authority of any of the military or naval forces of the state or of the Un�ted States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article Z7 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statue. - 21 - ARTICLE XVI - LEAVES OF ABSENCE (continued) 1b.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum aMOUnt allowed shall be $4,000. 16.6 Jury Duty. Any employee who is required during his regular working hours to appear in court as a 3uror or witness except as a witness in his own behalf against the CITY, shall be paid his regular pay while he is so engaged, pzovided, however, that any fees that the employee may receive from the court for such service shall be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the nornal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a 3nror or witness. 16.7 Funeral Leave. Any employee who has accumulated sick leave credits, as grovided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 16.8 Any employee elected or appoint to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than. one year for the purpose of conducting the duties of the exclusive repres�ntative. 16.9 Maternity Leave. Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physicia�, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave �ay be no longer than one (1) year. 16.IOEducation Leave. Leave with pay may be granted for educational purposes at the option of the employer - 22 - ARTICLE XVI - LEAVES OF ABSENCE (cantinued) � 16.11The provisions of Articles 16.7, 16.$, 16.9 and 16.10 shall apply only to . employees. working under a title listed under the heading "Clerical and . - Technical Graup" in Article 1.2 of this Agreement and shall not apply to employees working under a titZe listed under the heading "Professional Group" in Article 1.2 of this Agreement. - 23 - ARTICLE XVII - MILITARY LEAVE OF ABSENCE 17.1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval Diilitia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of th� Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component. of the military or naval force of the United States, nor or hereafter organized or constitute� under Federal law, sha�l be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with 5uch arganization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave sha11 not exceed a total of fifteen (15) days in any calendar year and, further provided that such 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 leave shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time � herein limited for such leave, or (2) is grevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such le.ave. - 24 - ARTICLE XVIII - �;ANAGEMENT RTGHTS 18.1 The ASSOCIATION recognized the right of the CITY to operate and manage its affairs in all Xespects in accordance with applicable laws and regulations or appropriate authorities. Al1 rights and authority which the CITY has not officially abridged, delegated or modified by this AGREEMENT are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the II�LOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. � - 25 - ARTICLE XIX - SENORITY 19.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: the length of continuous, regular and probationary service with the II�LOYER from the date an employee was fixst certified and appointed to a class title covered by this AGREEMENT, it being further understood that senivrity is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is discharged. � 19.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 19.4 In cases where there are promotional series, such as Clerk I, II, and TII, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. �9.5 It is understood that such employees will pick up their former seniority date in any class of positions that they prevfously held. 19.6 Recall from layoffs shall be in inverse order of layo£f, except that recalZ rights shall expire aftex two years of layoff. - 26 - ARTICLE XX - DISCIPLIIv'E 20.1 The E�`iPLOYER will discipline employees for just cause only. Discipline will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the ASSOCIATION wi11 receive copies of written reprimand and notices of suspension and discharge. 20.4 Employees may examin,e all information in tfieir II�LOYER personnel fiTes that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision o€ the II�LOYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) day period, the II�LOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ASSOCIATION representative be present. 20.7 Grievances relating to this Article shall be processed in accordance with existing Civil Service procedures, except that oral and written reprimands shall be taken up in the grievance procedure under Article VI. - 27 - ARTICLE XXI - PROBATION 21.1 An employee on probation in a title listed under the heading of "Clerical and Technical Group" in Article 1.2 of this Agreement following each original appointment shall not be entitled to use or accrue vacation or sick leave benefits and shall be ineligible for employer contributions toward the cost of any health or Iife insurance benefits for the first 1040 hours of employment. Such employees shall be ineligible for "floater" holidays. 21.2 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 Art�cle a legal holiday is defined as one of the following: New Year's Day Labor Day PresidentTs Day Columbus Day Memorial Day Veterans Day Independence Day Thanksgiving Day Christmas Day 21.3 The provisions of this article shall not apply to employees appointed prior to June 16� 1978• - 28 - ARTICLE XXII - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the enployex shall defend save harmless and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occuring 3n the performance or scope of the employees duties. - 29 - ARTICLE XXIII - TERI�S OF AGREEMENT 23.1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the complete AGREE"�ENT between the ASSOCIATION and the CITY of Saint Paul. The parties acknowledge that during the negatiations which resulted in this AGREEMENT, 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 complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the CITY and the ASSOCIATIQN, for the Iife of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be oligated to bargain collectively with respect to any subject or natter referred to or covered in this AGREEMENT. 23.2 Savings Clause. This AGREEMENT is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this AGREEMENT shall hold to be contrary to 1aw by a court of competent juris- diction from whose final �udgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 23.3 Terms of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1978, thru December 31, 1979 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing by June 1, that it desires to modify or terminate this AGREEMENT. In witness whereof, the parties have caused this AGREEMENT to be executed this 16th day of June , 1978, - 30 - ARTICLE XXIII - TERMS OF AGREEMENT (continued) 23.4 This constitutes a tentative AGREEMENT between the parties which wi11 be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratifi- cation by the City of Saint Paul Classified Confidential Employees Association. [�ITNESSES CITY OF SAINT PAUL CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EM1'LOYEES ASSOCIATION . 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O i,d •r-1 � � .r1 � � � � .r-� Q � � V '„i � u� �[1 y m O � O � � O y O m v] . . u� " v� H .-�'� W oo r.�'i � oo � � �� r, � r- � � � � � � � � ti � � � � � � � W ,� � � � � a�i � � � _ � � (� � � o a o � a o e _ _ - _ _ z o � � � � � � � � b w a � a� a ° aaa o w o c� w o a ° a a A � � .� � N a o � N � � � � � N N � 0 0 0 0 0 o tn o Ln o U a� r-+ '-; �-i o N � rn � � � � � N � 0 0 0 0 0 o �n o o �.n � .a .o �t+ d� N tfl N �O 00 rl � � � � � O O O O O �.n O O O O Qi d' N Q` 00 .fl M O M t11 pp � � � � N - A4 - � � . . APPENDIX "A" (continued) Effective January 1, 1979, the above rates in the Clerical group in Steps A thru 15-yr. shall be increased 6%. The rates fQr the 20-yr. and 25-yr. steps shall continued to be $9.50 greater than the rates for the 15-yr. and 20-yr. steps respectively. Effective Januarq 1, 1979, the above rates in the "Technical" group in Steps A thru 15-yr. shall be increased 6%. The rates for the 20-yr. and 25-yr. steps shall continue to be $13.00 greater than the rates for the 15-yr. and 20-yr. steps respectively. Effective January 1, 1979 the above rates in the "Professional" group in Steps A thru 15-yr. shall be increased 5.5%. _ nc _ , , �. ��V 1978 - 1979 AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRICT N0. 625 AI�'D CITY OF SAINT PAUL CLASSIFTED CONFIDENTIAL EMPLOYEES ASSOCIATION . . I N D E Y ARTICLE TTTLE PAGE Preamble iii I Recognition 1 II Checkoff � 3 III Hours of Work 4 IV Work Breaks 5 V Holidays 6 VI Employee Rights - Grievance Procedure 7 VII Independent School District ��625 P4ileage Plan 11 VIII Residency . 12 IX Vacation 13 ' X Insurance 14 XI Working Out of Classification 16 XII Employee Records 17 YIII Bulletin Boards 18 XIV Wages 19 XV Maintenance of Standards 20 XVI Leaves of Absence 21 XVII Military Leave of Absence 24 XVIII Management Rights 25 - XIX Seniority 26 XX Discipline 27 XXI Probation 28 XXII Legal Services � 29 XXIII Terms of Agreement 30 Appendix A1 - ii - P R E A M B L E This AGREEMENT entered into by Independent School District No. 625, hereinafter referred �o as the EriPLOYER and the City of Saint Paul Classified Confidential Employees Association, hereinafter referred to as the ASSOCIATION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the ASSOCIATION, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of , work, and other conditions of employment. - iii - ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for alI of its employees as outlined in the certi- fication by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-FR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.1 below. I.2 The bargaining unit covered by this AGREEMENT shall consist of the following: Al1 classified confidential employees employed in the City Attorney, Budget Director, Mayor and Personnel Offices in the classifications of: Clerical and Technical Group Civil Service Transactions Clerk I Clerk-Stenographer II Civil Service Transactions Clerk II Clerk-Stenographer III Clerk I Duplicating Equipment Operator Trainee Clerk II DupZicating Equipment Operator Clerk III Orientation Coordinator _ _ _ __ _ Clerical Supervisor Personnel Technician I Clerk-Typist I Personnel Technician II Clerk-Z�pist II Personnel Technician III Clerk-2�pist III $udget Techniciari I � Clerk-Stenographer I Budget Technician II Budget Technician ZII Secretary Professional Group Accountant I Budget Analyst IV Accountant II Employee Benefits Coordinator Accountant III Fersonnel Assistant I Budget Analyst I Personnel Assistant II Budget Analyst II Personnel Assistant III Budget Analyst III � ARTICLE I - RECOGNITION (continued) 1.3 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the ASSOCIATION, and upon notification by the ASSOCIATION, the EMPLQYER shall check off said fee from the earnings of the employee and transmit the same ta the ASSOCIATION. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The �SSOCZATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims:, suits, orders or judgments brought or issued against the City as a result o£ any action taken or not taken by the City under the provisions of this Article I, Section 1.3. _ 2 _ ARTICLE II - CHECK OFF 2.1 The EMPLOYER agrees to deduct the ASSOCIATION membership initiation fee assessments and once each month dues from the pay of those employees who individuaZly request in writing that such deductions be ma.de. The � amounts to be deducted shall be cerCified to the EMPLOYER by a repre- sentative of the ASSOCIATION and the aggregate deductions of aTl employees sha11 be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The ASSOCIATION agrees to indemnify and hold the E�IPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by� the City under the provision ot this Article. - 3 - ` ARTICLE III - HOURS OF WORK �� 3.1 The normal work day shall be seven and three/fourths (7 3/4) consecutive hours per day, excluding a forty-five (45) minute lunch period, fifteen .. (15) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38 3/4) hours per week. 3.4 This section shall not he contrued as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the norma� hours set forth above in this Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 Employees in this bargaining unit working under a title listed under the heading "Clerical and Technical Group" in Article 1.Z shall be recompensed for work done in excess of the normal hours established above in this Art3cle by being granted comgensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate or one and one-half shall be computed on the basis of 1/80th of the bi-weekly rate. 3.7 Employees working in a title listed under the heading, "Professional Group" in Article 1.2 who work more than seven and three/fourths (7 3/4) hours in any 24 hour period or more than thirty-eight and three/fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 3.8 below. 3.8 It is understood by the parties th2t Section 9B - OVERTIME of Ordinance No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading, "Professional Group" in Article 1.2. Tn unusual - 4 - , , ARTICLE III - HOURS OF WORK (continued) circumstances a department head may grant these employees who work more than - seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more ;than.:thirty-eight and :th�ee/fourths (38 3/4) hours in any particular 7- day period compensatory time or pay on a straight time basis for the extra hours worked. 3.9 Normal work schedules showing the employee's shift, work days and hours sha11 be posted on aIl degartment bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. 3.10 Call-In Pay. When an employee is called to work he shall rece3ve two hours' pay if not put to work. If he is ealled t� work and commences work, he shall be guaranteed four hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor sha11 these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 7 of the Civ�l Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. ARTICLE IV - WORK BREAKS - 4.1 Rest Periods. Al1 employees work schedules shall provide for a fifteen iriinute rest period during each one-half shift. �The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. - 5 - . .. .. . .. . i. . . .... ..... .....>., >.. ._. ._ . . .. .. . . . .. . . ..._ . ... . ... . . • , A.�TIi,LE V - HOLIDaYS 5.1 Eolida}s recognized ane� observed. The follo�;ing days shall be recognized and observed as paid hol�da}s: New Years Day Colunbus Day , Presidents' Day Veterans' Day Me�orial Day 'ihanksgiving Day Indeper_dence Day Christnas Day Labor Day ZtYo floating holi�ays Eligible employees shall receive pay for each of the holidays listed above, ore o�hich they perfor�: r.o c�ork. S•Thenever any of the holidays listed above shall fall on Saturday, the preceding Frida3� shall be observed as the holida�r. tr'henever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as th4 holiday. For those employees assigned to a work week other than �ionday through Friday, the holiday sha11 be observed or. the calendar date of the holida.y. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any tirie during the contract year, subject to the approval of the Departr�znt Head of any employee. 5.3 E�igibility Requirements. In or�er to be eligible for a holiday with pay, 2n employeets na�e must appear on the payroll on any six working days of the nine working days przc�ding the holiday; or an employee's name must appear on the payroll the last o;orking day before the holiday and on three oth�r �aorking days of the nine working days preceding the holiday. In neithsr cas2 shall the holiday bs counted as a working day for the purposz� of this section. It is further understood that neither temporary, emergency, nor other employees not heretozore eligible. srall 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 holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. - 6 - . ARTICLE VI � E�k'LOYEE RIGHTS - GRIEV�INCE FROCEbURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with ASSOCIATION rules and regulation5 as the grievance representative of the bargaining unit. The ASSOC�ATION shaZl notify the EMPLOYER in writing af the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOXER and the ASSOCIATION that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided, t`he steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance azcd that such absence would not be detrimental to the work progxams of the EMPLOYER. 6.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article XX for the processing of grievance, which are defined as an alleged violation 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 AGREEMENT, the emgloyee 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 informal discussion i[ may be reduced to writing and referred to Step 2 by the ASSOCIATION. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the - 7 - ARTICLE VI - E;vIPLOYEE RIGHTS - GRIEVANCE PROC�DURE (continued) relief requested. Any alleged violation of the AGREEbiENT not reduced to writing by the ASSOCIATION withiri seven (7) work days of the first occurrenee' : of the event giving rise to the grievance, shall be considered waived. Step 2. Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the ASSOCIATION steward and attempt to resolve the grievence. If, as a result of this meeting, the grievance remains unresolved, the E1�'LOYER shall reply in writing to the ASSOCIATION within three (3) work days following this meeting. The ASSOCIATION may refer the grievance in writing to Step 3 within seven (7) work days follawing receipt of the EMPLOYE�'S written answer. Any grievance not referred in writing by the ASSOCIATION withzn seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days folZowing receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor shall meet with the ASSOCIATION Business Manager o� his designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the EMPLOYER shall reply in writing to the ASSOCIATION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the ASSOCIATIOri may refer the grievance to Step 4. Any grievance not referred to in writing by the ASSOCIATZON to Step 4 within seven (7) work days following receipt of the EP�LOYER'S answer shall be considered waived. _ Q _ . , ARTICLE VI - II�LOYEG RIGHTS - GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the ASSOCIATION within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice - to tMe E�iP�,OYER, request arbitraCion of the grievanee. The arbitration proceedings shall be conducted by an arbitrator Co be selected by mutual agreement of the Ei�fPLOYER and the ASSOCIATION within seven (7) work days after notice has been given. If the parties fail to mutally agree upon an arbitrator within the said seven (7) day periad, either party may request the PubZic Employment Relation Board to submit a panel of five (5) arbitrators. Both the EMPLOYER and the ASSOCIATION shall have the right to strike two (2) namas from the panel. The ASSOCIATION sha].1 strike the first (lst) name; the EMPLOYER shall then strike one (1) name. T�e 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 arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the ASSOCIATION 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 foree and effect of law. The arbitrator's decision sha11 be submitted in writing within thirty (30) days following close 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 inter- pretation or appZication of the express terns of this AGRF.EMENT and to the facts of the grievance presented. The decision of the arbitrator shall be final ar.d binding on the EMPLOYER, the ASSOCIATION and the employees. �- 9 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVAPdCE PROCED"JRE (continued) 6.6 Z'he fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Et•�LOY�R and the ASSOCIATION, provided that each party shall be responsible for compensating its own repre- sentatives 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 extended by mutual agreement of the EhiPLOYER and the ASSOCIATTON. 6.8 It is understood by the ASSOCIATION and the; ENIPLOYER that a grievance ma.y be determined by either the grievance procedure of this contract or by tihe provisions of the Personnel Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Personnel Rules. If an issue is determined by the provisians o€ the Personnel Rules it shall not again be submitted for arbitration under this grievance procedure. - 10 - ARTICLE VII - MILEAGE-INDEPENDENT SCHOOL DISTRICT N0. 625 7.1 Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for school business. To be eligible for such reimbursement, employees must receive authorization from the District Mileage Committee 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 employee 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 reimbursement based on a per month "lump sum" amount. '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 available during the month. A deduction must be 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 holidays. - 11 - ARTICLE VIII - RESIDENCY 8.1 All new employees appointed after January l, 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 of Saint PauT. . 8.2 Employees failing to meet the residency requirement will be subject to ternination and a hearing process shall be established to determine whether the residency requirement was met. ; _ , � - ARTICLE IX - VACATION 9.1 In each calendar year, each full-time employee working under a title listed under the �eading "Clerical and TechnicaZ Group" in Article 1.2 shall be granted vacation according tio the following schedule: Years of Service Vacation Granted 0 thru. 4 years 10 days 5 years thru the 9th year 15 days 10 years thru the 15th year 17 days 16 years thru the 23rd year 21 days 24 years and after 26 days , 9.2 In each caTendar year, each full-time employee woxking under a title listed under the heading "Professional Group" in Article 1.2 shall be granted vacation according to ttie following schedule: Years af Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days 9.3 The head of the department may permit an employee to carry over into the following years up to ten days` vacation. 9.4 The above provisions of vacation shall be sub3ect to Ordinance No. 6446, Section I, Sub. H. - 13 - ARTICLE X - INSL�2ANCE 10.1 The F�Il'LOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 10.2 The II�SPLOYER wi11 for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEMENT and until such employees reach si�tty-five (65) years of age such health insurance benefits and life insurance benefits as are provided by the EMPLOYER for such empioyees. 10.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 10.31 Be receiving benefits from a public retiree act at the time of retirement. 10.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 10.4 The City agrees to contribute the cost of Hospitalization and Medical Coverage or $36.85 ger month, whichever amount is les5, for each employee who is eligible for such coverage. In addition, for each eligible employee who selects Dependent's Coverage, the Gity will contribute one-half (�) of the cost of such Dependent's Coverage or $42.43 per month, whichever amount is less. These contributions sha12 be paid to the City's Group Health and Welfare Plan. Ang increase in these costs shall be paid by the emgloyee. _ 10.5 The City agrees to 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 and Welfare Plan. Any increase in this cost shaTl be paid by the employee. 10.6 At the option of the Union and e€fective January 1, 1979, the $36.85 figure reflected in paragraph 10.4 above may be changed to the cost of 1979 premium rate than required by the insurance carrier covering most employees in the bargaining unit. Further, the $42.43 figure above shall be changed, if the Union exercises such option, to reflect 50% of said 1979 premium rate £or � dependent coverage. - 14 - , � � ��1�� ARTICLE X - INSURANCE (continued) 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 bargaining ur►it for 1979. mhe option herein mu5t be exercised in writing by the Union before January 1, 1979, or shall be deemed to have been waived by the Union. 10.7 In addition to the $5,000 Life Insurance Coverage in 10.5, the CITY agrees to contribute the cost of additional Life Insurance Coverage or $.59 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insuranee Coverage provided under this� section and Section 10.5 for each employee shall be equal to the employee's annual salary rounded down to the nearest full thousand dollars. Far the purpose of this sectfon, the employee's annual salary shall be basEd on the salary as of the beginning af a contraet period. This contribution shall he paid to the City's Group Hea.lth and Welfare Plan. The additional life insurance provided by this article applies only to employees working under a title listed under the heading "Professional Group". in Article 1.2 of this agreement. - 15 - ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 EMPLOYER shall avoid, whenever possible, work�ng an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher cZassif ication not later than the sixteenth (16} day of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full time basis, all of the significant duties and responsib.ilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignmen� shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. 11.2 For the following classifications, the provisions of 11.1 shall not apply to perforn�.nce of the duties af the next higher classification in the job seriesc Clerk I Clerk-Stenographer I Duplicating Equipment Operator Trainee Clerk-Typist I - 16 - ARTICLE XII - EP�fPLOYEE RECORDS 12.1 Any written reprir.iand made concerning any member of this Bargaining Unit - which is filed with the Personnel Office or within any City department, shall be shown ta the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the supervisar, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unit may file a grievance or a discrimiatiun compl.aint and there shall be not retaliation by the City of Saint Paul for such actiion. - 17 - ARTICLE XIII - BULLETIN BOARDS 13.1 The EMPLOYER shall provide reasonable bulZetin space for use by the UNION `- in posting notices of UNION business and activities, said bulletin board - space shall not be used bg the UNION for political purposes other than UNION elections. Ise of this bulletin board is subject to approval of the department head. , ARTICLE XIV - WAGES 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. _ Both partie� agree that the. inclusion of the cZassifications . and salary ranges in Appendix "A" does not preclude the employer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. 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 reclassification during the contract period in which such regrading or reclassi- fication takes place. - 19 - ARTICLE XV - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Personnel Rules of the City of Saint Paul (Ordinance No. 3250) and the Salary Ordinance of the City of Saint Paul (Ordinance No. 6446) at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. � _ �n _ ' � ARTICLE X�'I - LEAVES OF ABSENCE 16.1.Leave of Absence. After three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Ordinance No. 3250) . 16.2 Sick Leave. Siek Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Siek leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than one-half hour past his regular scheduled starting time. The granting of sick leave sha1Z be subject to the terms and provisions of Ordinance No. 3250, of the City of Saint Paul. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of the time as the head of the department deems necessary, on account of si.ckness or in3ury of the employee, quarantine established and declared by the Bureau 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 the case of suddea sickness or disability of a member of his household, making arrangements for the care of such sick or � disabled persons up to a maximum of four hours sick leave. 16.4 Leave Withaut Pay. Any employee who engages in active service in ti.me of war or other emergency declared by the proper autlzority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and sub�ect to such conditions as are imposed by law. Such leaves of absence as are granted under Article 17 shall conform to rlinnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statue. - 21 - � � ARTICLE XVI - LEAVES OF ABSENCE (continued) 2`71�� ` 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions - that the maximum ar�ount allowed shall be $4,000. _ 16.6 Jury Duty. Any employee who is required during his regular working hours to appear in court as a juror or witness except as a witness in his own behalf against the CITY, shall be paid his regular pay while he is so engaged, provided, however, that any fees that the employee may receive from the courC for such service shall be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a 3uror or witness. 16.7 Funeral Leave. Any employee who has accumulated sick lea.ve 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. 16.8 Any employee elected or appoint to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive representative. 16.9 Maternity Leave. Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. 16.10Education Leave. Leave with pay may be granted for educational purposes at the option of the employer - 22 - ARTICLE XVI - LEAVES OF ABSENCE (continued) 16.11The provis�ons of Articles 16.7, 16.8, 16.9 and 16.10 shall apply only to , emplayees_working under a- title listed under the heading "Cl.erical and _ . Technical Group" in Article 1.2 of this Agreement and shall not apply to employees working under a title listed under the heading "Professional Group" in Article 1.2 of this Agreer.ient. - 23 - ARTICLE XVTI - MILITARY LEAVE OF ABSENCE 17.1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the P3ava1 Reserve, the Marine Corps Reserve or any other reserve , component of the military or naval force of the United States, nor or hereafter organi2ed ar constituted under Federal law, shall be entitled to leave of absence from employment without loss of pay, seni.ority status, efficiency rating, vacation, sick leave or other benefits for all the time when such enployee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total o£ fifteen (15) days in any calendar year and, further provided that such 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 leave shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time r herein limited for such Ieave, ar (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. - 24 - ARTICLE XVIII - MANAGEME�TT RIGHTS 18.1 The ASSOCIATION recognized the right of the CITY to operate and manage its _. affairs in all respects in aceordance with applicable laws and regulations or appropriate auChorities. AI1 r3,ghts and authority which the CITY has not officially abridged, delegated or modifi.ed by this AGREEMENT are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent mar.agerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and numb�r of personnel. `�i - 25 - ARTICLE �IX - SENORITY 19.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: the Iength of continuous, regular and probationary service with the EMPLOY$R from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is discharged. ► 19.3 In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each depart�ent based on inverse length of seniority as defined above. I9.4 In cases where there are promotional series, such as Clerk I, II, and III, etc. , when the number of employees in these higher titl.es is to be reduced, employees who have held lower titles which are in this bargaining unit wi11 be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. 19.5 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.6 Recall from layoffs shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. - 26 - • ARTICLE XX - DISGIPLINE 20.1 The ��LOYER wi11 discipline employees for 3ust cause only. Discipline will be in the form of: 20.1 Ora1 reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the ASSOCIATION will receive copies of written reprimand and notices of suspension and discharge. 20.4 Employees may examine all information in their II�LOYER personnel fil.es that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. 20.5 Discharges wi11 be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the II�LOYER representative who initiated the suspension with intent to discharge. During said five {5) day period, the EI�'LOYER may affirm the suspension and discharge in accordance with Civi1 Service Rules or may modify, or withdraw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ASSOCIATION representative be present. 20.7 Grievances relating to this Article shall be processed in .accordance with existing Civil Service procedures, except that oral and taritten reprimands shall be taken up in the grievance procedure under Article VI. - 27 - � ARTICLE XXI - PROBATION 21.1 An employee on probation in a title listed under the heading of "Clerical and Technical Group" in Article 1.2 of this Agreement following each original appointment shall not be entitled to use or accrue vacation or sick leave benefits and shall be ineligible for employer contributions toward the cost of any health or life iasurance benefits for the first 1040 hours of employment. Such employees shall be ineligible for "floater" holidays. 21.2 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 defined as one of the following: New Year's Day Labor Day President's Day Columbus Day Memorial Day Veterans Day Independence Day Ttianksgiving Day Christmas Day _ _. . ___ _._ 21.3 The provisions of this article shall not apply to employees appointed prior to June 16� 1978. - 28 - •� � 2'�� ARTICLE XXII - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the employer shall defend save harmless and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occuring in the performance or seope of the employees duties. M - 29 - ARTICLE XXIII - TERMS OF AGREEMENT 23.1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the complete AGREEMENT between the ASSOCIATION and the CITY of Saint Paul. The partie.s acknowledge that during the negotiations which resulted in this AGREEMENT, 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 complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the CITY and the ASSOCIATION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be aligated to bargain colZectively with respect to any subject or matter referred to or covered in this AGREEMENT. 23.2 Savings Clause. This AGREEMENT is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this AGREEMENT shall hold to be contrary to law by a court of competent 3uris- diction from whose final 3udgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 23.3 Terms of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1978, thru December 31, 1979 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing by June 1, that it desires to modify or terminate this AGREEMENT. In witness whereof, the parties have caused this AGREEMENT to be executed this 16th day of June , 1978, - 30 - ARTICLE XXIII - TERMS OF AGREEMENT (continued) 23.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the School District Negotiator and the City Negotiator, but is subject to the approval of the Board of Education, the City Council and is also subject to ratification by the City of Saint Paul Classified Confidential Employees Association. WITNESSES INDEPENDENT SCHOOL DISTRICT ��625 GITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION . 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Q� d' N O� 00 � M O C�1 �.cl 00 � � � � N - A4 - � ' y �'�V • � 1 V�� APPENDIX "A" (continued) Effective January 1, 1979, the above rates in the Clerical group in Steps A thru 15-yr. shall be increased 6%. The rates for the 20-yr. and 25-yr. steps shall continued to be $9.50 greater than the rates for the 15-yr. and 20-yr. steps respectively. Effective January l, 1979, the above rates in the "Technical" group in Steps A thru 15-yr. shall be increased 6%. The rates for the 20-yr. and 25-yr. steps shall continue to be $13.00 greater than the rates for the 15-yr. and 20-yr. steps respectively. Effective January l, 1979 the above rates in the "Professional" group in Steps A thru 15-yr. shall be increased 5.5%. , l - _ eS _