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270759 WHI7E - CiTV CL.ERK �.y yyy�� ++r... PINK - FINANCE COUISCZI �.' /if 9�� BLUERY - MAYORTMENT G I TY OF SA I NT PAiT L File NO.h� j'% Council Resolution Presented By + �`w`�' Referred To Committee: Date Out of Committee By Date An administrative Resolution app�roving the terms and conditions of the 1978-1979 Agreements between the City of St. Paul, Independent School District No. 625, and the Ame rican Federation of State, County and Municipal Employees, AFL-CIO, District Council #91. WHEREA5, 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 AFSCME District Council #91 as exclu- sive representative for the classes of positions within the City of St. Paul certified by the Bureau of Mediation Services under Case No. 74-PR-61-A, for the purpose of rneeting and negotiating the terms and conditions of employ- ment for personnel in the class of positions as set forth in the Agreements between the City of 5t. Paul, Independent School District No. 625, and the exclusive representative hereinabove referenced; and WHEREAS, the City and Independent School District No. 625, through designated representatives, and the exclusive representatives have met in good faith and hawe negotiated the terms and conditions of employment for the period Jan. 1;- -a9�8, through Dec. 31, 1979, for such personnel as are set forth in the Agreements between the City of St. Paul, Independent School - District Nb. 62�5, and the exclusive representative; now, therefore, be it RESOLVED, that the Agreements cited above, dated as of tlze effective date of this Resolution, between the City of St. Paul, Independent School District No. 625, and the AFSCME District Council #91, on file in th.e 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: Cha ma.n Civil Service Com ssion COUNCILMEN Requested by �Department of: Yeas Nays Butler G PERSONNEL OFFICE Hozza [n Favor f Hunt � � �� __ Against By - ' Roedler Sylvester Tedesco __� 2 3 �97g Form pproved by it t ey Adopted by uncil: Date c / — Cer ed Y• : - y Council retary BY- Approved by UI r: Date Z'� ��7 Ap ed by Mayor Su mis�sion to Council BY �� v'�'W '� _ By �BUSN�o APR i 197Q � . ___ ---_ _ �; _ . � nt�t detach this �memorandum from #he 6�� :� resolution so that this informatron will be � pi; 1�f i97� . � avallable to #he City Council� � Re,r,: 9/.8176 � , TClN. 1� S� ��lJ�� R$S�. I 8 C� Datat February 28 , 1978 : t�EC �' S �� D � �c� :.� �g�s To: r�YO� �� .�a� : � . �M►� � � �'a: ' P�xaomn�l ��f�,�a : Ri�: R��lu�3o�x �ox aubmiaei�au �+�- C��q Couac�,:1. ��-„�� A' We ��tc��l 9our +tpP�mxa�. amd svbm�,�e�� o� �h� R��a�dt�.c�a t�a t�i C�,�r Covuzc�:3.. � �� Q 8 T�IS AC�� t; . This Resolu,tion approves two-year Contxacts (1978-1979) betweea the City, I.S.D. 1�. 625, and AFSCME District Council #91, coverin.g Clea�i�al Emplopeea. The Agreements include several changes from the lq?7 Agree�rx�.et�ts. There are language changes in the Articles dealin.� witli Holidays, �rievaace Procedure, City Mileage A1lowance, Vacation, Insurance, Working�-out-of- classirfication, Wages, aud Fu�a,eral Leave. New Articles have:been added dealing with probationary employees, maternity leave, and res�demcy. The vaeation cha.nge grants 2 - 4 additi.onal days of vacation for e�rployees � with 15 to 24 ye�.rs of service. The-change in the Ins�rance Ar�icle es�tablishes � doll:ar limits on the Employer's contribution. _ The wage set�l.ement calls for a b% increase for 1978 ar�:d a b% increase �or 19?9. i , -� A1TA�iTS: : -1 �1 11 11 �II I I, 1 . � . . ., � � Resolution and copy fox Ci�y Glerk, and copy of �igreements. � � _ �� 1978 - 1979 AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND LOCAL UNION 2508 DISTRICT COUNCIL 91 OF TIiE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO � INDER ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Check Off 4 III Hours of Work 5 IV Work Breaks 6 V Holidays � VI Employee Rights - Grievance Procedure $ VII City Mileage 12 VIII Residence 13 IX Vacation 14 X Insurance 15 XI Working Out of Classification 1� XII Employee Records 18 XIII Bulletin Boards 19 XIV Wages 20 XV Maintenance of Standards 21 XVI Leaves of Absence 22 XVII Military Leave of Absence 24 XVIII Management Rights 25 XIX Seniority 26 XX Discipline 2� XXI Vacancies 28 XXII Probation 29 XXIII Terms of Agreement 30 Appendix A A1 - ii - • , P R E A M B L E This AGREEN'lENT entered into by the City of Saint Paul, hereinafter referred to as the EMPLOYER, and Local Union 2508 affiliated with Council 91 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the UNION, has as its purpose the promotion of harmonious relations between the IIKPLOYER and the UNION, 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 UNION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as nutlined in the certification by the State of Minnesota, Bureau of P-iediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended and as set forth in Sectian 1.2 below. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All regular and probationary office, clerical and admin- istrative personnel who are employed by the City of Saint Paul or who have their "terms and conditions of employment" established by the governing body of the City of Saint Paul in the classifications of: Accounting Clerk I Cashier II Accounting Clerk II Chief Meter Reader Accounting Ma.chine Operator I Clerical Supervisor Accounting Machine Operator II Clerk I Anima.l Control Supervisor Clerk II Assistant Mgr. of Park Refectories Clerk III Assistant Market Director Clerk-Stenographer I Assistant Recorder of Council Clerk-Stenographer II Proceedings C1erk-Stenographer III Assistant Supervisor of Elections Clerk-Typist I Assistant Supervisor of Water Biliing Clerk-Typist II Auditing Clerk I Clerk-Typist III Bank Clerk Clinic Aide Bond Registrar Computer Operator Building Permit Clerk Cost Clerk Buyer I Data Entry Operator I Buyer I (Medical Supplies) Data Entry Operator II Buyer II Data Entry Operator III Cashier--Civic Center Data Processing Aide Cashier I Disbursement Auditing Supervisor - 1 - 1 • ARTICLE I - RECOGNITION (continued) ' Dog Warden Payroll Supervisor (Schools) Duplicatircg Equipment Opr. Trainee Permit and License Clerk Duplicating Equipment Operator Personnel Clerk--Board of Education Duplicating Equipment Opr. Sugv. Police Communications Clerk Duplicating Equipment Operator Police Community Officer (Health Bureau) Emergency Preparedness Supply Insp. Police Dispatcher Field Clerk I Police Records Clerk Field Clerk II Police Stenographer Field Clerk III Procurenent Clerk Film Clerk Trainee Procurement Clerk--Health Services Film Clerk Property Clerk I Fire Service Aide Refectory Helper �ead Clerk--Public Buildings Refectory Manager Head Clerk--Water Department Refectory At[endant Health Service Aide I Registration Clerk Health Service Aide II Secretary Information Systems Specialist Service Worker Inventory Control Supervisor Service Worker II Keypunch Operator Statistical Clerk Laboratroy Helper Storehouse Helper Landfill Caretaker Storekeeper I Library Clerk Storekeeper I--Police License Clerk Storekeeper II Lighting Complaint Clerk Storekeeper (Food Service) Market Director Starekeeper (Voting Machines) Meter Reader Storekeeper--Water Department Office Supply Room Operator Stores Clerk Park Concession Manager Stores Clerk (School Cafeterias) Park Guide Supervisor of Meter Reading Parking Lot Attendant II Supervisor of Water Billing Parking Meter Collector I Tabulating Machine Operator I Parking Meter Collector II Tabulating Machine Operator II Parking Meter Monitor Telephone Operator Parking Ramp Attendant Transportation Assistant Parking Ramp Manager Transportation Coordinator I Parts Storekeeper Transportation Coordinator II Payroll Audit Clerk Zoo,Keeper I Payroll Supervisor I Zoo Keeper II Payroll Supervisor II Trainee Payroll Supervisor III (Clerxcal) (Child Development) (Custodian-Engineer) � (Storehouse) - 2 - ' Y ARTICI� Z - RECOGBTITION (CO1�TI1�[TED) 1.3 Any present or f�.iture employee who is not a UNIOIJ member shaLl. be requi.red to contribute a fair share fee for services rendered by the U13ION, and ugon notification by the UNi02i, the Efy�IAYER shall check off said fee from the earnings of the employee and trans�it the same to the UNION. In no instance shall the required centribution exceed a pro rata share of the specific expenses incurred for serv��ces rendEred by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative on15� so long as specifically provided by Mirinesota law, and as otherwise le�al. 1.4 The UNION agrees to indemnif�r and hold the EMPI,OYER 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. _ 3 _ � ARTICLE II - Cf�CK OFF 2.1 The EMPIAYER agrees to aeau�t the UNION membership initiation fee assessments and once each montn dues from the pay of those employees wha individually request in �+-riting that such deductions be made. The amounts to be deducted shall �e certified to the E[+R'Lf?YER by a represe�t�t:ive of the UDtIOTd ar_d the a�gre�ate deductions of �11 employees shall be re�;itted together wi�h an itemized statement to the representative by the first of the succeeding month after such deductions are made or as saon thereafter as is possible. 2.?_ The UNIION agrees to indemnify and hold the E1�LOYER harmless against any and all clai�s, suits, orders or jud�ments 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. - 4 - - ARTICLE III - HOURS OF WORK 3.1 The normal work day sr.all be seven and three/fourths (7 3j4) consecutive hours per day, excluding a forty-f'ive (45) �ir.ute lunch period, 15 (fi°�een� r.�:inu�es of whict: snall oe �;aid. 3.2 The ncrmal work 4reek sha11 be five (;) conse�:u�ive normal work days ir� �:ny seven (7i aaY reriod. 3.3 ror �r,:Yloyees oz.� a shif� basis, this shall be cerstrued to �aean ar� a-;erage of thirty-eig�t and three-fourtr�s (3� 3��t) ho��rs per :•:eek. 3.i+ �nis section shall not be construed as, ar.d is r.ot a guarantee of, any rio;z�s of work per normal work day or per norr��al work ;��eek. ?.5 iine on the payroll in excess of the normal hours set forth above in �his Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 All employees in this bargaining unit shall be recompensed for work done in ercess of tne normal ncurs established above ir. ;,his Article by beir_g granted compensatory time on a time and one-half basis or by beir.g paid on a time and one-half basis for such overtime work. The overtime rate of one and one-hali shall be computed on the basis of 1�80th of the bi-�aeekly rate. 3.7 Plo:mal work schedules showing the employee's shifts, work days and hours snall be posted on all department bulletin boards at a11 times . It is also understood that deviation from posted work schedules shGll be per- missible due to emergencies, acts of God, and overti�ne may be required. - 5 - ARTICLE IV - WORK BREAI�'S �.1 Rest Periods. All employees work schedules shall provide for a fifteen minute rest period durir.g each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whez�ever this is feasible. �+.2 If an em�,leyee is scheduled to wc�rk a full ��alf shift bey�nd his regular quitting ti.�e, he shall be entitled to the rest period that occurs durin� said half shift. - 6 - - ARTICLE V - HOLIDAYS S.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 Two floating holidays Eligible employees shall receive pay far each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall_ on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the hoZidays listed 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 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 the 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 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 hereto fore 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 holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. - 7 - ' . ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with UNION rules and regulations as the grievance representative of the bargaining unit. The UNION shall notify the EMPLOYER in writing of the name of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the UNION that the pro- cessing 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, providad, the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detri.mental to the work programs of the EMPLOYER. 6.3 The procedure established by this Article shall be the sole and the 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 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 informal discussion it may be reduced to writing and referred to Step 2 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 - 8 - . ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) AGREII�ENT violated, and relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) work days of the first occurrence 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 EI�LOYER supervisor shall meet with the UNION Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the ENIPLOYER shall reply in writing to the UNION within three (3) work days foZlowing this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) work days follow- ing receipt of the II�iPLOYER�S written answer. Any grievance note referred in writing by the UNION 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 EIrII'LOYER supervisor shall meet with the UNION Business Manager or his designated representative. the Emploqee 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 UNION stating the EriPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the UNION may refer the grievance to Step 4. Any grievance not referred to in writing by the UNION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. - 9 - - A��TICLE VI - EMPLOYEE RIGHT� - GRIEVANCE PROCEDURE (COPiTI.t6UED) Step �►• If the grievance remains unresolved, the UlYION may within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice to the EMPI,OYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual a�reement af. the IIy�'Lt?�R �n� the UIv'IOI3 within seven (7) work days after notice has been given. If the parties fail to mutual:ty agree upon an �rbitrator �;ithin the said seven (7) day period, either party may request the Public F�nployment Rel.ation Baard to submit a penel of five (5) arbitrators. Both the EI�IAYER and the UIdION shall have the right to strike two (2} names from the panel. The ifiiION shall strike the first (lst) name; the Et�IAYER shall then strike one (1) r.ame. The process will be .repeated and the renaining person shall be the arbitrator. 6.5 The arbitrator shall have no right to amend, modif�r, nullify, ignore, add to, or subtract from the provisions of this AGREENSENT. The arla trator shall consider and decide only the specific issue submitted in writing by ths EMPI.O�R and the iJIJIO�i and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without po�:er to make decisions contrary to or inconsistent with or modifying or varyin� in any way the applicat�cn of 2aws, rules, or regulations naving the force and effect of lew. The arbitrator's c?ecision s}-:all be subr�itted in writing within thrity (30) days following close of the hearing of the subr►ission of briefs by the parties, whichever be later, unless the part�es agree to an extension. The decision s'�all be based solely on the arbitrator's interpretation or agplicatian of the express terms of this AGI��NT and - 10 - � ARTICLE VI - EMPIAYEE ftIGHTS - GRIEVANCu PROCEDURE (CONTINUED) to the facts of the grievance presentefl. The decision ef the arbitrator shall be final and binding on the EMPLOYER, the U1vI0N, and the employees. 6.6 The fees and expenses for the arbitrator`s services and proceedings shall be borne equally by the EMPLOYER and the tTNTION, provided that each party �hall be responsibile for compensating its own representatives ar.d w-itnesses. If either p�ry desires a verbatim record of the proceedings, it may esuse auch a record to be made, pro`riding it ?ays for the record. 6.7 The time l�tnits in each step of this procedure may be extended by mutual agre�ent of the EMPI,OYER and the UIVION. 6.g 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 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 provisions of the Personnel Rules it shall not again. be submitted for arbitration under this grievance procedure. - 11 - � ARTICLE VII - CITY MILEAGE 7.1 Autamobile Reimbursement Authorized: Pursuant to Chapter 9?1� of the St. Paul Legislative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their ok�n auto�cobiles in the perform:.nce of their duties, the following provisions are adopted. 7.2 i:ethod af Co�;putation: To be eli�ible for such :ei�nburse�ent, �11 efficers and emplcyees nust rec-ive �ritten authorizaticn ��'ram the ;�.a5•or. Rei�iburse�ent shall be made in accordance with one of the fo?low- ir.g pl�ns: T-;rpe 1• For those officers and employees who are required te use their own automobiles occasionally for official City bu�iness, reimbursement at the rate of 14 cents for each mile driven. Type 2• For t?�.ose off�cers and employees who are required to use their own automobiles on a re�ular basis on City business, reim- bursement at tr.e rate of $2.5Q for each day.of work, and in addition thereto at the rate of 7.5 cents for each mile driven. 7.3 Rules and Regul�ti�ns: The Mayo-r shall adopt rules and regulations governir.� tr.e procedures �'or auto�ebile reimbursement, �,�hich regulations and rules shall :cntain the requirement that recipients shall file daily reports indicating place or origin and destination and agplicable mileage ratings thereat and indicating total miles dri:�en, and shall file monthly affidavits stating the nu�ber of days wcrked and the nu�ber of miles driven, ar.d further required that they naintain automcbile liability insurance in amounts not less than $100,000�300,000 for persona? injurY, and $25,000 for property damage. These rules and regulations, together with any amendments tY:eretc, shall. be maintained on file with the City Clerk. - 12 - i. . - ._._ . ...... � .__.._ _..... .. ._._ ._....___. .. ... .. . . ._. .. . ARTICLE VIII - RESIDENCE 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 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 deter- mine whether the residency requirement was met. - 13 - ARTICLE IX - VACATION 9.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru 4 years 10 days after 4 years 15 days after 9 years � 17 days . after 15 years ' 21 days after 23 years and thereafter 26 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 9.2 The head of the department may 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. - 14 - ARTICLE X - INSURANCE 10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 10.2 The EMPLOYER will for the period of this AGREE�IENT provide for eMployees who retire after the time of execution of this AGREEMENT and until such enployees reach sixty-five (65) years of age such health insurance benefits and life insurance benefits as are provided by the EI�LOYER for such employees. 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 employee 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 per month, whichever amount is less, for each employee who is eligible for 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 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 employee. 1Q.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 shall be paid by the employee. 10.6 At the option of the Union and effective January 1, 1979, the $36.85 figure reflected in paragraph 10.4 above may be changed to the cost of 1979 premium rate required by the insurance carrier covering most employees in the bargaining unit. Further, the $42.43 figure above shall be changed, if the - 15 - ARTICLE X - INSURANCE (continued) 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 bargaining unit for 1979. 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. - 16 - ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 E2�LOYER shall avoid, whenever possible, working 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) working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) d�y of such assignment. For purposes of this article, an out-of-class assignment is defined as an assignment af an employee 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 Eor the following classifications, the provisions of 11.1 shall not apply to performance of the duties of the next higher classification in the j ob series: Health Service Aide I Clerk I Clerk Steno I Accounting Machine Operator I Data Entry Operator I Cashier I Duplicating Equipment Operator Trainee Tabulating Machine Operator I Parking Meter Collector I Zookeeper I Clerk-Typist I - 17 - ARTICLE XII - EMPIAYEE RECORDS __. _ . . 12.1 Any written reprimand nade concerning any member of this Bargaining Unit which is filed with 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 em�loyee an ac�nowlsdgment, in writing, that the re�rimand r.as beer. read by said employee. Z2.2 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any naterial placed in the employee's personneZ file, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining un#.t may file a grievance or a discrimination complaint and there shall be no retaliation by the City of St. Paul for such action. - 18 - A:-tTICLE 7iIII - BULLETIIV BOARDS 13.1 The EMPIAYER shall provide re:�sonable bullet�n space for use by trse UI3ION ir, posting notices of t,TNION bi:.siness and activi.ties, said buZletin board space shall i�at he used by the tTNIQN for g�?i�ic�l purposes other than UP�ZON elections. Use of this �ulletir. boaru is su�jE�t to agprovGl of tne ��partment he:d. - 19 - ARTICLE XIV - WAGES 14.1 The wage schedule, for purposes of this 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: 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 reclassification takes place. - 20 - ARTICLE XV - MAINTENANCE OF S�ARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations and all other �eneral workin� conditians shall be maintained at not less than the highest sinimum stardard set forth in the Personnel Rules of the City of St. Paul (Ordinanc� No. 3250) and tne Salary Ordinance of the City of St. Paul (Ordinance No. 6446) at the time of the signing of this AGREEMEI"QTT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREENlENT. - 21 - - - ARTICLE XVI - LEAVES OF ABSEIQCE 16.1 Leave of Absence. APter three month's employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence srall be granted on the basis established in the Personnel Rules, (Ordinance No. 3254). i6.2 Sicr I,eave. Sick leave shaZl accumulate at the rate of .05?6 of a .00rkin� hour for each fu21 hour on the payrcll, excluding overti.me. 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 Qrdinance 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 paf, for such period of time as the head of the department deems necessar.y, on account of sickr.ess 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 actuallf necessary fcr office visits to a doctor, dentist, optometrist, etc., or in the case of s�zdden sickness or disability of a member of his household, making arrangements for the care of such si�k or disabled persons up to a max3.mum of four hours sick leave. Z6.4 Leave Without Pay. Any err.rplayee who engages in active service in tirse of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowe� by law shall be entitled to leave of absence from employment ;aithout pay @uring such service with right of - 22 - �. ARTICLE XVI - LEAVES OF ABSENCE (continued) , reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article 17 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 statute. 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the pro- visions that the maximum a�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, pro- vided 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 normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is requried to appear in court as a juror or witness. 16.7 Funeral leave. Any employee who has accumulated sick leave credits, as pro- vided 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 An employee elected or appointed 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 Ma.ternity 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. - 23 - ARTICLE XVII - MILITARY LEAVE OF ABSENCE 17.1 pa;► Allowance. Any employee who s�.all be a member of the National Guard, the Naval Militia or any otY�er co�ponent of the ��ilitia of the �tate, now cr hereafter or�anized or cQnstituted ;ander sta�e or federa? Za;a, or who shall be a nembe� of the Officer's Reserve C�rps, tY�e Enlisted Rese�ve Ccrps, the Naval Reserve, t::e 2�.arine Corps Reserve or any other reserve coyponent of the military or r_av�l force of' the United States, nor or hereafter org�nized or constitute3 under Federal law, ahall be entitled to leave of absence from employment without loss of pay, seniorit�� status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such or�anization or component i.n trainin� or active serv�_c� ordex•ed or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fiftesn (15) da,; in any calendar year and, further provided tr�a� sL�ch leave sha12 be allowed only in case the rEquired military or naval service is satisfactoril.y gerfor�ed, which shall be presume�? unless t:�e contrary is established. Such leave shall not be allowed unless the emp2oyee (1} returns to his positior. immediately upon bein� relieved from sucY: military or naval service and r�ot later than the expirr�ion of t�me herein liur.ited for such leave, or (2) is prevented from so returr:ing by physi^al or mental disabilit.y or other cause nat due to such e�ployee's own fault, or (3) is reeuired by proper at;thority to continue i.n such military or naval service beyond the time hsrein linited for such leutie. - 24 - ax�rzc� xv�Tz - r�r�r�� xzGx�s 18.1 T'-_a L'Pt20;•j recogr,ize: the ri�Y:t of the CITY to operate and manage its affairs in all reapects i.n accordance �rith applicable laws and ,�ebu��+ions cf a�:prer~�iate uutherities. All right.� a.nd authority which the CITY has no� officially abr��c�ed, delebated or madifie3 by this AGRF�I�N'� are re��ir,ed by the CI�Y. 18.2 F. Nublic E�player is not rec��.ired ta meet and negotiate on matters of inheren+ �anageri�l policy, ;�*h�.ch inc�ude, but are not lir�.ted to, such areas o`_' discretion or pol�cy as the functions and programs of the EMPIAYER, its overall budget, utilization cf technology, and organizational structure and selectior. ar.d direction and number of personnel. - 25 - ARTICLE XDC - SEI�IORITY 19 .1 Seniority, for the purpose of this AGREII�NT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPIAYER 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 �IAYER that it is necessary to reduce the work force, employees will be laid oPf by class title within each department based on inverse lettgth of seniority as defined above. 19�l� � cases where there are promotional series, such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are iu this bargai.n- i.ng unit will be offered reductions to the highest of these titles to which class seniority would keep them Prom 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 Zayoff shall be in inverse order of l�yoPf, except that recall rights shall expire after two years of layoff. - 26 - ARTICLE XX - DISCIPLINE . 20.1 The ENiPLOYER will discipline emplo,yees for just cause only. Discipline will be in the form of: 2G.1 dral reprinan�; 20.2 Written repri�ca:�d; 2�.3 Suspension; 20.�+ �eduction; 20.5 Discharge 2^.? Suspe::siens, reductions ar.d c?ischmr�es will �e in written fo�r.. 20.3 E4npZo;•ees and tY:e JI�'IOTJ �ill receive copies of written reprimands and notices of suspension and discharge. 20.4 IInployees ,;.ay exar�ine all information in their EMPLOYER personnel files that concerns work evaluations, commendations and�or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPIAYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said pericd, the employee and�or UNION may request, and shall be entitled to a �eeti^.g with the Et�IAYER representative who initiated tr.� suspension with intent to discharge. During said five (5) d$y p�'-'iOd� the EMPLO'�ER may affirm the suspension and discharge in accordance with Personnel Rules or may modif�r, or withdraw �ame. 20.6 An employee to be questianed concerning an investigation of disci�linary action shall have the right to request that a U.V'IOPd representative be present. 20.7 C=riev£inces reZating to this Article shall be processed in accordance ��rith exist,.ng Civil Service procedures, �xcept that oral and written repr;_mands shall be taken up ir. the �rievance pr�cedure under Article VI. - 27 - ARTICLE XXI - VACANCIES 21.1 The Personnel 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. - 28 - ARTICLE XXII - PROBATION 22.1 An employee on probation following each original hire 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 insurance benefits. Such employees shall be ineligible for "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 Iegal holiday is defined as one of the following: � New Years' Day Columbus Day President's Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day 22.3 The provisions of this article shall not apply to employees appointed prior to May 1, 1978. - 29 - ARTICLE XXIII - TERMS OF AGREEMENT 23.1 Complete Agreement and Waiver of Bargaining. This Agreement shall represent the complete AGREEMENT between the UNION and the CITY of Saint Paul. The parties acknowledge that during the negotiations which resulted in this AGREEr�NT, each had the unlimited right and opportunity to ma.ke requests and proposals with respect to any subject or matter not removed by law fram th2 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 UNION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain col- lectively with respect to any sub�ect 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 jurisdiction 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 Term of Agreesent. This AGREEMENT shall be in full force and effect from December 31, 1977 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 22nd day of February, 1978. - 30 - ARTICLE XXIII - TERMS OF AGREEMENT (continued) 23.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratification by the Local Union No. 2508. WITNESSES: CITY OF SAINT PAUL LOCAL UNION N0. 2508, DISTRICT COUNCIL N0. 91 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO . \ � •-•�tn.,. BY: ? 1,�, abor Relatio i ctor Bu nes eprese tat r. - ,%9 BY• BY: � �� ' 't?t.�� ' ; BY: ` -��L� �'l?. ��2�r��.�_.._./ BY: 1 k�---Z.�, l�• � ��,'X � B �� i';-�s,�. f C� � BY: - 31 - 0 0 0 0 0 � �n o �n o 0 � � � �i � � r� � N C� �"1 c�1 M �t O O O O O Sa O �t1 O u1 u1 �+ �O I� 0� I� t� O N u1 I� W O N t� C'�"1 �+"1 M �Y' � O O O O R! 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C7 �7 n rl �+ N .o .o i. a d o0 x � o a+ w a� �+ �°n °o °o � "� � U M o0 �O �! � � �O �O �O Cl v�l tn U i� SC M tA N t� ,-1 t°n o° �°n � a � aa �ri o � � o ,-�i CO N u'1 rl u'1 �O �O ri fA N O M rl .o c0 i� W r-1 ti-I U a� O O O d O u1 O �-i N tA d � o�+ N E+ H H �+'1 trl �O � � �K . �Ic � - A7 - w • � APPENDIX "A" (continued) Effective December 30, 1978, the above rates in Steps A thru 15-yr. shall be increased 6%. The rates for the 20-yr. and 25-yr. steps shall continue to be $9.50 greater than the rates for the 15-yr. and 20-yr. steps respectively. - A8 - �� . � �� 1978 - 1979 AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRICT N0. 625 AND LOCAL UNION 844 DISTRICT COUNCIL 91 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Check Off 4 III Hours of Work 5 IV Work Breaks 6 V Holidays � VI Employee Rights - Grievance Procedure $ VII Mileage - Independent School District No. 625 12 VIII Residence 13 IX Vacation 14 X Insurance 15 XI Working Out of Classification 17 XII Employee Records lg XIII Bulletin Boards 19 XIV Wages 20 XV Maintenance of Standards 21 XVI Leaves of Absence 22 XVII Military Leave of Absence 24 XVIII Management Rights 2,5 XIX Seniority 26 XX Discipline 2� XXI Vacancies 28 XXII Probation Zg XXIII Terms of Agreement 30 Appendix A A1 - ii - P R E A M B L E This AGREEMENT entered into by the Indegendent School District No. 625, hereinafter referred to as the EMPLOYER, and Local linion 844 affiliated with Council 91 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the UNION, has as its purpose the promotion af harmonious relations between the EMPLOYER and the UNION, 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 L'NION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended and as set forth in Section 1.2 below. 1.2 The bargaining unit eovered by this AGREEMENT shall consist of the following: All regular and probationary office, clerical and admin- istrative personnel who are employed by the City of Saint Paul or who have their "terms and conditions of employment" established by the governing body of Che City of Saint Paul in the classifications of: Accounting Clerk I Cashier II Accounting Clerk II Chief Meter Reader Accounting Machine Operator I Clerical Supervisor Accounting Machine Operator II Clerk I Anima.l Control Supervisor Clerk II Assistant Mgr. of Park Refectories Clerk III Assistant Market Director Clerk-Stenographer I Assistant Recorder of Council Clerk-Stenographer II Proceedings Clerk-Stenographer III Assistant Supervisor of Elections Clerk-Typist I Assistant Supervisor of Water Billing Clerk-Typist II Auditing Clerk I Clerk-Typist III Bank Clerk Clinic Aide Bond Registrar Computer Operator Building Permit Clerk Cost Clerk Buyer I Data Entry Operator I Buyer I (Medical Supplies) Data Entry Operator II Buyer II Data Entry Operator III Cashier--Civic Center Data Processing Aide Cashier I Disbursement Auditing Supervisor - 1 - ARTICLE I - RECOGNITION (continued) = Dog Warden Payroll Supervisor (Schools) Duplicating Equipment Opr. Trainee Permit and License Clerk Duplicating Equipment Operator Personnel Clerk--Board of Education Duplicating Equipment Opr. Supv. Police Commu�ications Clerk Duplicating Equipment Operator Police Community Officer (Health Bureau) Emergency Preparedness Supply Insp. Police Dispatcher Field Clerk I Police Records Clerk Field Clerk II Police Stenographer Field Clerk III Procurement Clerk Film Clerk Trainee Procurement Clerk--Health Services Film Clerk Property Clerk I Fire Service Aide Refectory Helper �ead Clerk--Public Buildings Refectory Manager Head Clerk--Water Department Refectory Attendant Health Service Aide I Registration Clerk Health Service Aide II Secretary Information Systems Specialist Service Worker Inventory Control Supervisor Service Worker II Keypunch Operator Statistical Clerk Laboratroy Helper Storehouse Helper Landfill Caretaker Storekeeper I Library Clerk Storekeeper I--Police License Clerk Storekeeper II Lighting Complaint Clerk Storekeeper (Food Service) Market Director Storekeeper (Voting Machines) Meter Reader Storekeeper--Water Department Office Supply Room Operator Stores Clerk Park Concession Manager Stores Clerk (School Cafeterias) Park Guide Supervisor of Meter Reading Parking Lot Attendant II Supervisor of Water Billing Parking Meter Collector I Tabulating Machine Operator I Parking Meter Collector II Tabulating Machine Operator II Parking Meter Monitor Telephone Operator Parking Ramp Attendant Transportation Assistant Parking Ramp Manager Transportation Coordinator I Parts Storekeeper Transportation Coordinator II Payroll Audit Clerk Zoo Keeper I Payroll Supervisor I Zoo Keeper II Payroll Supervisor II Trainee Payroll Supervisor III (Clerical) (Child Development) (Custodian-Engineer) (Storehouse) - 2 - ' ARTICI� I - RECOGPIITION (COh'TINU"�.D) 1.3 Any present or ftiiture eff,ployee who is not a UIVIOII member shall be required to contribute a fair share fee for services rendered by the IJNION, and upon notification by the UNTION, the EMPIAYER shall check off said fee from the earnin�s of the employee and tr�nsmit 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 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 TJNION agrees to indemnify and hold the ENII'LOYER harmless against any and all claims, suits, orders or judgtuents 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. _ 3 _ ARTICLE II - Cf�CK OFF 2.1 The Et�I2PIAYER agrees to dedu�t the LINION 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 ENQ'Lt?YER by a representative of the UI�ION ar.d the aggregate deductions of all employees shaZl 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.?. The UNIOPT agrees to indemnify and hold the EN�LO�R harmless against any and all clai.ms, suits, orders or judgments brought or issued against the City as a result of uny action taken or not taken by the City under the provisions of this Article. - 4 - � A.RTICLE III - HOURS GF WORK 3•1 Tne norn;al work day shall be seven and three fourths � (7 3/4) consecutive hours per day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall oe paid. 3.2 The normal work week shall be five (5) consecutive normal tiTork 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 (3� 3/�) hours per week. 3•4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work ��eek. 3•5 Time on the payroll in excess of the normal 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 Al1 employees in this bargaining unit shall be recompensed for work done in excess of the normal hours established above in this Article by beirg granted compensatory 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 of one and one-half shall be computed on the basis of 1�$Oth of the bi-wee�ly rate. 3•7 Normal �,=ork schedules showing the employee`s shifts, work 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 per- missible due to emergencies, acts of God, and overti�ne may be required. - 5 - ARTICLE IV - WORK BREAh� 4.1 Rest Periods. All employees work schedul°s shall provide for a fifi:een minute rest period durir.g each one-half s:�ift. The rest period shall be scY:eduled bjr management at approximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a f�ll izalf shift beyond his regular quitting ti.me, he shall be entitled to the rest period that occurs during said half shift. - - 6 - , 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 Thanksgi�ing Day Independence Day Christmas Day Labor Day Two floating holidays Eligible e�ployees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays Zisted above shall fa11. on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed 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 calendar date of the holidaq. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the 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 holiday. Zn neither case shall the holiday be counted as a working day for the purgoses of this section. It is further understood that neither temporary, emergency nor other employees not hereto fore 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 holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. - 7 - ARTICLE VI - EAiPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewards selected in accordance with UNION rules and regulations as the grievance representative of the bargaining unit: The UNION shall notify the EMPLOYER in writing of the name of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the UNION that the pro- cessing of grievances as hereinafter provided is linited 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 sliall 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 supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EI�LOYER. 6.3 The procedure established by this Article shall be the sole and the 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 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 informal discussion it may be reduced to writing and referred to Step 2 by the UNION. The written grievance sha11 set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the - 8 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) AGREEMENT violated, and relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) work days of the first occurrence of the event giving rise to the grievance, shall be consj.dered waived. St_ ep 2. Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the UNION Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the II�LOYER shall reply in writing to the UNION within three (3) work days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) work days follow- ing receipt of the E1�LOYER'S written answer. Any grievance note referred in writing by the UNION 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 II�LOYER supervisor shall meet with the UNION Business 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 UNION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the UNION i 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 receipt of the EMPLOYER`S answer shall be considered waived. � ; � � a a - 9 - Al':TICLE VI - EMF'LOYEE RIGHT:i - GRIEVAYlCE PROCEDURE (CONTII�1tT'r.D) • Step 4• If the grievance remains unresolved, the UNION may within seven (7) work days after the response of the ET�LOYER in Step 3y by written notice to the EI�IAYER, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agree�:ent of the II�IA L and the UI�IOIJ within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day pericd, either party may request the Public Elnployment Relation Board to submit a penel of five (5) arbitrators. Both the EI�IA7�R and the UNlON shall have the right to strike two (2) names from the panel. The tTNION shall strike the first (lst) name; the Et�'IAYER 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, modifyr, nullify, ignore, add to, or subtract fram the provisions of this AGREEINENT. The arin trator shall consider and decide only the specific issue submitted in writing by the EI�LO�R and the UNION and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be withvut po�rer to make decisions contrary to or inconsistent with or modif�ring or varying in any way the applicat=on oY laws, rules, or regulations having the force and effect of 1aw. The arbitrator's d.ecision sY.all be subr.�ittec3 in writing within thrity (30) days followi.ng close of the hearing of the submission of briefs by the parties, whichever be later, unless the part�es agree to an extension. The decision s!�a12 be based solely on the arbitrator's interpretation ar application of the express terms of this AGREEMENT and - 10 - . •� ARTICLE YI - Et�IAYEE RIGHTS - GRIEVAI�iCL PROCEDURE (CONTINUED) to the facts oP the grievance presente�. The decision of the arbitrator shall be final and binding on the Et�LOYER, the UNION, and the employees. 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the �+IPIAYER and the UNION, provided that each party shall be responsibile for conpensating its own representatives and � witnesses. If either pary desires a verbati.m 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 EI�LOYER and the U1�ION. 6.g It is understood by the UIVION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the 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 provisions of the Personnel Rules it shall not again be submitted for arbitration under this grievance procedure. _ - 11 - , ARTICLE VII - MCI�GE-Ii�EPENDF.NT SCHOOL DIST�I�T N0. �?5 7.1 Employees of the School District under policy adcpted by the Board of Education may be reimbursed for the use of their automobiles for school businsss. To k�e e�igib?e for such reimbursement, euployees must receivE autY:orization from tr.e District 2�ilea�E Co�ittee utili�ing one of the folZowing plans: PLAT1 "A" is reir�.�ursed at the r�te of 15¢ per r�i2e. In addi±ion, a nar.im�*,: amount which can be paid per month is established by an est;mate flzrnished by the employee and the employee's supervisor. Another consideration for establiching the maxiraum 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 tri�. made. P� ,r��r Provides for rei.mbursement based on a per month l�izmp sum" amount. This amount is determined by the employee's driving e�:perience under Plan "A" for a period of 3 to 6 months. Trose employees receivin� an auto allowance under this plan must report monthly the number of dsys t:�e car was ava?lable during the month. A deduction must be made fren the Iump s•t;m amount for each day the employee is on vacation. A deduction need not be made for an oce�sional day of illness or for holidays. - 12 - ' ARTICLE VIII - RESIDENCE 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 employed by the City of Saint Paul. 8.2 Employees failing to meet the residency requirement will be sub�ect to termination and a hearing process shall be established to deter- mine whether the residency requirement was met. - 13 - ARTICLE IX - VACATION 9.1 In each calendar year, each full-time empioyee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru 4 years 10 days after 4 years 15 days after 9 years _.. � 17 days after 15 years ' 21 days after 23 years and thereafter 26 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 9.2 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 9.3 The above provisions of vacation shall be sub�ect to Ordinance No. 6446, Section I, Sub. H. - 14 - _� ARTICLE X - INSURANCE � � 10.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. I0.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after 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 EMPLOYER for such employees. 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 employee 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 per month, whichever amount is less, for each employee who is eligible for such coverage. In addition, for each eligible employee who selects Dependent's Coverage, the City will contribute one-half (�g) of the cost of such Dependent's Coverage or $42.43 per month, whichever 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 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 amount is less. This contribution shall be paid to the City`s Group Health and Welfare Plan. Atty increase in this cost shall be paid by the employee. 10.6 At the option of the Union and effective January 1, 1979, the $36.85 figure reflected in paragraph 1Q.4 above may be chaaged to the cost of 1979 premium rate required by the insurance carrier covering most employees in the bargaining unit. Further, the $42.43 figure above shall be changed, if the - 15 - ARTICLE X - INSURANCE (continued) 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 bargaining unit for 1979. 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. - - 16 - ARTICLE XI - WORKING OUT OF CLASSZFICATION 11.1 EMPLOYER shall avoid, whenever possible, working 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) workzng days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) deq 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 responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such emplo,yee. The rate of pay for an approved out-of-class assignment shall be the same rate �he employee would receive if such employee received a regular appointment to the higher C�BSEif�C��n. 11.2 For the following classifications, the provisions of 11.1 �hall not apply to performance of the duties of the next higher classification in the j ob series: Health Service Aide I Cl.erk I Clerk Steno I Accounting Machiae Operator I Data Entry Operator I Cashier I Duplicating Equipment Operator Trainee Tabulating Machine Operator I Parking Meter Collector I Zookeeper I • Clerk-Typist I - 17 - ARTICLE XII - Et�I,O�E RECORDS 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed with 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 acknowled�nent, 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, revi.ew any material placed in the employee's personne? file, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unft may file a grievance or a discrimination complaint and there shall be no retaliation by the City o£ St. Paul for such action. - 18 - I . AitTICLE XIII - BULLETIN BQARI)S 13.1 The EI��iPLpyER shall provide re�sonable bulletin spuce for use by the UNION in posting notices of UATION business and activzties, said bulletin board space shall not be used by the tJNION for golitical purposes other than T,JNION eZections. Use of this bulletin board is subject to approval of the department he�ld. - 19 - a � ARTICLE XIV - WAGES 14.1 The wage schedule, for purposes of this 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: 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 reclassification takes place. - 20 - � � ' � ARTICLE XV - MAINTENANCE OF S�ANDARDS 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 St. Paul (Ordinance No. 3250) and the Salary Ordi.nance of the City of St. Paul (Ordinance No. 6446) at the ti.me of the signing of this AGREEMEI'�T, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEI�NT. - 21 - . ' - ARTICLE X�TI - I�VES OF ABSEN^E 16.1 Leave of Absence. After three month`s employment, an emptoyee 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 Personnel Ru]_es, (Ordinance No. 3250). 16.2 Sick Leave. Sick leave sha11 accumulate at the rate of .0576 of a working hour for each f1x11 hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leav+e the employee must report to his supervisor no later than one-half hour past his regular scheduled starting time. The granting of sick leave sha21 be subject to the terms and provisions of Ordinance No. 3250 of the City of Saint Paul. 16.3 Any employee who has acc�ulated sick leave credits as provided above shall be granted Ieave with pay, fc^r such period of ti.me as the head of the department deems necessar,y, on account of sickness or injury of the esnployee, quarantine established and declared by the Bureau of HeaZth, 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 actual�y necessary fcr office visits to a doctor, dentist, opta�etrist, etc., or in the case oF sudden sickness or disability of a member of his household, ma?ting arrangements for the care of such sick or disabled persons up to a maximum of four hours sick leave. 16.4 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by proper authority 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 leav�e of absence from employment without pay during such service with right of � -� 22 - � ARTICLE XVZ - LEAVES OF ABSENCE (continued) reinstatement and sub�ect to such conditions as are imposed by law. Such leaves of absence as are granted under Article 27 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 statute. 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. The amount of Severance Pay allowed shall be that amaunt permitted by State Statutes subject to the pro- visions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty. Any employee *,aho 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, pro- vided.however, that any fees that the employee may receive from the court for such service shall be paid to the City and he 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 requried to appear in court as a juror or witness. 16.7 Funeral leave. Any employee who has accumulated sick leave credits, as pro- vided 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 An employee elected or appointed to a full time paid position by the exclusive representative maq 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 Iea.ve - Maternity is defined as the physical state of pregna.ncy 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 emp].oyee �ay 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. i - 23 - . ARTICLE XVII - MILITA.RY LEAVE OF ABSENCE 17.1 Pay Allowance. Any employee who shall be a member of the National Guard, the Naval Militia or any otYe r component of the militia of the State, now or hereafter organized or constituted under state or federa? la�a, or who shall be a membe� of the Officer's Reserve Corps, tY!e Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve cos:ponent of the military or naval force of the United States, nor or hereafter organized or constitute3 under Federal law, shall be entitled to leave of absence from employment without loss of pay, seniorit�• status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such or�anization or component in training or active serv�ce ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fiftesn (15) da;ls in any calendar year and, further provided tr.at such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless trie contrary is established. Such leave shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such mi2itary or naval service and not later than the expiration of time herein limited for such leave, or (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 reeuired by proper authority to continue in such military or naval service beyond tre time herein limited for such leave. - 24 - . . ARTICLE �CV��I - MANACEi�NT RI(uiTS 18.1 Tf�e UNIOiJ recognizes the right of the CITY to operate and manage � its affairs in all respects in accordance with applicable laws and regula�ions of appropriate authorities. All righta and authority which the CITY has not officially abridged, delegated or modified by this AGREFMENT are retained by the CITY. 18.2 A public employer is not re�ui:ed to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such �reas of discretion or policy as the ftuictions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selectior. and direction and number of personnel. - 25 - ' ARTICLE XnC - SEAIORZTY 19.v1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPIAYER from the date an employee Was first certified and appoittted to a cless title covered by this AG�, it being fl�rther understood that seniority is confined to the current class assignment held by an e�ployee. 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 fro�n 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 �LOYER that it is necessary to reduce the work force, employees will be laid ofP by class title within each department based on inverse length of seniority as defined abov�e. 19�l� � cases where there are promotional series, such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are ia this bargain- ing 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. 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 Prom layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoPP. - 26 - . � ARTICLE XX - DISCIPLINE 20.I The II�LOYER will discipline eraplo,yees for just cause only. Discipline will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimai.d; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.� Suspensions, reductions and discharges will be in written form. 20.3 E�nplo�►ees and the UI3ION will receive copies of written reprimands . and notices of suspension and discharge. 20.4 �ployees r�ay examine all information in their EI�4'LOYER personnel PiZes that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPIAYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said pericd, the employee and�or iTNION maf request, and shall be entitled to a meeti-zg with the Et�LOYER representative who initiated the suspension with intent to discharge. During said Pive (5) day period, the EMPI,O�R may affirm the suspension and discharge in . accordance with Personnel Rules or may modif�r, or withdraw �ame. 20.6 An employee to be questioned concerning an investigation of disciulinary action shall have the right to request that a UvION representative be present. 20.7 Grievances relating to this Article shall be processed in accordance v�ith exist�ng Civil Service procedures, except that oral and written repr5.mands shall be taken up ir. the grievance procedure under Article VI. - 27 - � : � ; , j � ARTICLE XXI - VACANCIES ; � 21.1 The Personnel 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. - 28 - ARTICLE XXII - PROBATION 22.1 An employee on probation following each original hire 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 insurance benefits. Such employees shall be ineligible for "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 defined as one of the following: • New Years' Day Calumbus Day President's Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day 22.3 The provisions of this article shall not apply to employees appointed prior to l�ay 1, 1978. , - 29 - ARTICLE XXIII - TERMS OF AGREEMENT 23.1 Complete Agreement and Waiver of Bargaining. This Agreement shall represent the complete AGREEMENT between the UNION and the CITY of Saint Paul. The parties 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 UNION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain col- lectively 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 �urisdiction from whose final judgment 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 Term of Agreement. This AGREEMENT shall be in full force and effect fzom December 31, 1977 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 AGREEMEI3`T. In witness whereof, the parties have caused this AGREEMENT to be executed this 22nd day of February, 1978. - 30 - i�. f�,.r�,�;s. ��^ ARTICLE XXIII - TERMS OF AGREEMENT (continued) 23.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by. the School Board Negotiator, but is subject to the approval of Independent School District No. 625 and is also sub3ect to ratification by Local Union No. 844. WITNESSES: INDEPENDENT SCHOOL DISTRICT 625 LOCAL UNION N0. 844 DISTRICT COUNCIL N0. 91 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, �'� AFL--CIO r - � � BY BY: Sch ol Board Negoti tor Busa�ness Rep sen a ive Ind pendent School ist. 625 �J BY: BY: i'r'�✓ ��0� C;. ��1�/ d��G� Superintendent Ind. School District 625 Y• G�?�CC�J . Co j'' B . 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O f�A O n f�D 4 f3. � � � o�0 0'�a v in ; � � . � � A n '. O V O� O� Q� N 1� p i: t� M v p� � � O O p � .j t: O � N 1� ci v � � O� N ;: N OD � t!� Vt � M V O� 1 ;i O O O p �r{ 1- O O O O � f! fF l� � F � S . ; ' � .. :; ,' :4 � � rn '�I .-,+ N; � ra • � �' � °o �°n ° o �a �, � • � 7� u'1 �O O � � p�p f� N N ti N I"� 00 � �+ r W �O I� t� G! O - � l? c!} tA � J•� ,,� O O O E i 3.+ u'1 O O � '.O � i' s rn ri '� o. � o �n rn � y N t� 1� 00 � � '{ � � .i � ' � M� � • O 0 � H � .-�i O v^l .�t a a� � � � . . . . N � �1 �t � • • � r�i H c�ir v^r v^s a"�i� <�is +�-� � � � � 00 v� � � � � • � aai d � � "' '°�', ,°N� °o � �+ r. � � � � r+ a�i � ^ o c°n � ° � � a � � o � �,.°1,, � a �� ; U N � � a � °o �°n � �°^, °' '-' o 0 � � cn '� v' °o � G f'a [�' � � ,i.+-i a�0 ia 'O .0 cC H � � � o � � ^ � � �n., °o ai � o�o m a u A � H 6 � `� x � � a�+ f: ao+ �./ O U 4! S-� N Q'i '�'" W � '�++ U d P. O O � O � 1�+ A � W N H N d N � N U �+ i-1 � tD rl � � O rl f� H � tA u1 O � N i�.� i� U 'r� � H A �7 O � }+ ^ � ^ r� �G1 W Gl t� U f+ A � �+ i�+ �+ N Cl rl d W � � c'�J �' c�A � O O O 4-1 W 'd rl pr H ,�, P� O PU O A O x cA t!] V) P4 P4 � cd LL py �1 � u'1 Ul 1+ Q1 6 A � ^ � � � � � � ^ a' x � o a+ �o a� �+ � 0 0 o u� ,a � � u�► o � c° u� c�u U c'1 � � d rl � � � � ti � � � U i� � d W YI O � ; � � � 'b P. 1.� � s . . .G w q � p�p N �1 � tA G! � � � O N .—I � r-�1 �i V � I p O � � i O � � ��.1 rl �rl � ' ' �-1 .0 � C � � � H H H N � � � � -�K �1c s � { � � . _ . APPENDIX "A" (continued) Effective December 30, I978� the above rates in Steps A thru 15-yr. shall be increased 6%. The rates for the 20-yr. and 25-yr. steps shall continue to be $9.50 greater than the rates for the 15-yr, and 20-yr. steps respectively. � � - A8 -