271942 WHITE - C�TV CLERK ^
PINK - FINANCE COUIICIl • ` �
GANARV - OEPARTMENT GITY OF SA�INT PAUL
2LUE _.r. MAVOR File NO. ���'��,�- �
r Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of the 1978-80 Maintenance Labor Agreements
between the City of St. Paul, Independent School District
No. 625, and the Unite.d Slate and Tile and Composition
Roofers, Damp and Waterproof Workers Association,
Local 96.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09
of the St. Paul City Charter and the Public Employees Labor Relati�ns Act
of 1971, as amended, recognizes the United 51ate and Tile and Composition
Roofers, Damp and Waterproof Workers Association, Local 96, as exclusive
representative for those classes of positions within the City of St. Paul cer-
tified by the Bureau of Mediation services under Case No. 73-PR-511-A for
the purpose of ineeting and negotiating the terms and conditions of employment
for all full-time personnel in the classes of positions as set forth in the
Agreements between the City and the exclusi,ve representative hereinabove
referenced; and
WHEREA5, the City and Independent School District No. 625, through
designated representatives, and the exclusive representative have met in good
faith and have negotiated the terms and conditions of employment for the period
May 1, 1978, through April 30, 1981, for such personnel as are set forth in the
Agreements between the City of St. Paul, Independent School District No. 625,
and the exclusive repre sentative s; and
WHEREAS, 1978-80 Agreements have been reached which include a wage
adjustment retroactive to May 1, 1978; now, therefore, be it
-1-
COUIVCILMEN Requested by Department of:
Yeas Nays
Butler [n Favor
Hozza
Hunt
Levine _ __ Against BY —
Maddox
Showalter
Tedesco Form Approved by City Attorney
Adopted by Council: Date
Certified Yassed by Council Secretary BY
By
6lpproved by (Vlavor: Date _ Approved by Mayor for Submission to Council
BY - – — BY
N/HITE - CITV CLERK
PINK - FINANCE COIIIICII �Qg
CANARY - DEPARTMENT G I TY OF SA I NT PAU L 1 � C ���
�"dLUE r MAYOR FI1C NO. �� '• � -•�����
� Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Mai.ntenance Labor Agreements, cited above,
dated as of the effective date of this Resolution, between the City of St.
Paul, Independent School District No. 625, and the United Slate and Tile
and Composition Roofers, Damp and Waterproof Workers Association,
Local 96, on file in the office of the City Clerk, are hereby approved,
and the authorized administrative officials of the City are hereby authorized
and directed to execute said Agreements on behalf of the City.
Approved:
i
Chairman
Civil Service Com ' sion
-2-
COUNCILMEN Requested by Department of:
Yeas Nays �
Ho�- � [n Favor
Hunt �
Levine � __ Against BY ��`� `
-�14a�eic
Showalter �T8
Adopted bydC u�ncil: Date �y' , 9 Form Ap City ttotcy
�
Certifie •Ssed by Cou .' Sec ry BY
sy
` OCT' 2 6 1AT8
t� d by ;Vlavor: Ap ed by Mayor for ' sion to Council
g _ B
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� �(� �'�
F�y�� _?'�.�.+
1978-79-80
MAINTENANCE LABOR AGREEMENT
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THE CITX OF SAINT PAUL
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UNITED SLATE AND TILE AND COMPOSITION ROOFERS,
DAMP AND WATERPROOF WORKERS
ASSOCIATION, LOCAL 96
I N D E X
ARTICLE TITLE � PAGE
Preamble iii
I Purpose 1
II Recognition 2
III Employer Rights 3
IV Union Rights 4
V Scope of the Agreement 5
VI Probationary Periods 6
VII Philosophy of Employment and Compensation 7
VIII Hours of Work $
IX Overtime 9
X Call Back 10
XI Work Location 11
XII Wages 12
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Retirement . 16
XVI Holidays 17
XVII Disciplinary Procedures 18
XVIII Absences From Work 19
XIX Seniority 20
XX JurisdicCion - 21
XXI Separation 22
XXII Tools 23
XXIII Grievance Procedure Z4
XXIV Right of Subcontract 28
XXV Non-Discrimination 29
XXVI Severability 30
XXVII Waiver 31
XXVIII Mileage 32
XXIX Duration and Pledge 33
Appendix A A1
Appendix B B1
Appendix C Cl
Appendix D D1
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P R E A M B L E
This AGREEMENT is entered into on this day of , 1978
betwe�n the City of Saint Paul, hereinafter referred to as the EMPLOYER, and
the United Slate and TiZe and Composition Roofers, Damp and Waterproof Workers
Association, Roofers Local 96, hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City for the benefit
of the general public through ,effective labor-management cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT, but rather primarily on attitudes between
peopTe at all levels of responsibility. Constructive attitudes of the EMPLOYER,
the UNION, and the individual employees will best serve the needs of the
general public.
- iii -
ARTICLE I - PURPOSE
1.1 The EMPLOYER and the IINION agree that the purpose for entering into
this AGREEMENT is to:
1.11 Achieve orderly and peaceful relations, thereby estab-
lishing a system of uninterrupted operations and the
highest level of employee performance that is consistent
with the safety and well-being of all concerned;
1.12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon by
the EMPLOYER and the UNION;
1.I3 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of
this AGREEMENT without, loss of manpower productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEME� serves as a
supplement to legislation that creates and directs the EMPLOYER. I�
any part of this AGREEMENT is in conflict with such Iegislation, the
latter shall prevail. The parties, on written notice, agree to negotiate
that part in conflict so that it conforms to the statute as provided by
Article 26 (SEVERA.BILITY) .
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ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for
collective bargaining purposes for all personnel having an employment
status of regular, probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2.2 as certified by
the Bureau of Mediation Services in accordance with Case N0. 73-PR-511-A
dated May 11, 1973.
2.2 The classes of positions recognized as being exclusively represented :
by the UNION are as listed in Append3x A.
- 2 -
ARTICLE III - EMPLOYER RIGHTS
3.1 The EMPLOYER retains the right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs;
to set and amend budgets; to determine the utilization of technology;
to establish and modify the organizational structure; to select,
direct and determine the number of personnel; and to perform any
inherent managerial function not specifically limited by this
AGREEMENT.
3.2 Any "term or condition of employment" not established by this
AGREEMENT sha.11 remain with the EMPLOYER ta eliminate, modify, or
establish following written notification to the UNION.
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ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
UNION dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The' EMPLOYER shall not deduct dues from the wages of
employees covered by this AGREEMENT for any other
labor organzzation.
4.12 The UNION shall indemnify and save harmless the
EMPLOYER from any and all claims or charges made
against the EMPLOYER as a result of the i.mplementation
of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated in Article 23 (GRIEVANCE PROCEDURE) .
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION, or his designated representative shall be
permitted to enter the facilities of the EMPLOYER where employees
covered by this AGREEMENT are working.
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ARTICLE V - SCOPE OF THE AGREEMENT
5.1 This AGREEMENT establishes the "terms and conditions of
employment" defined by M.S. 179.63, Subdivision 18 for all
employees exclusively represented by the UNION. This AGREEMENT
shall supercede such "terms and con3itions of employment"
established by Civil Service Rule, Council Ordinance, and
Council Resolution.
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ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in
a regular employment status shall serve a six (6) month's probationary
period during which time the employee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any time during the probationary period an employee
may be terminated at the discretion of the EMPLOYER
without appeal to the provisions of Article 23
(GRIEVANCE PROCEDURE) .
6.12 An employee terminated during the probatinnary period
shall reeeive a written notice of the reasons(s) for
such termination, a copy of which shall be sent to the
UNION.
6.2 All personnel promoted to a higher class of positions shall serve a
six (6) months' promotional probationary period during which time the
employee's fitness and ability to perform the class of positions' duties
and responsibilities shall be evaluated.
6.21 At any time during the promotional pZObationary period
an employee may be demoted to the employee's previously
held class of positions at the discretion of� the EMPLOYER
without appeal to the provisions of Article 23 (GRIEVANCE
PROCEDURE).
6.22 An employee demoted during the promotional probationary
period shall be returned to the employee's previously
held class of positions and shall receive a written
notice of the reasons for demotion, a copy of which
shall be sent to the UNION.
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ARTICLE VTI - PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The EMPLOYER and the UNION are in fu11 agreement that the philosoghy
of employment and compensation shall be a "cash" haurly wage and
"industry" fringe benefit system.
7.2 The EMPLOYER shall compensate employees for a1Z hours worked at the
basic hourly wage rate and hourly fringe benefit rate as found in
Article 12 (WAGES) and 13 (FRINGE BENEFITS).
7.3 No other compensation or fringe benefit shall be accumulated or
earned by an employee except as specifically provided for in this
AGREEMENT; except those employees who have individually optioned
to be "grandfathered" as provided by 12.2.
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AR��CI,� VZZI - HOURS OF WORK �`j (] ��i
� ! �.�_f,�:�
8.1 The normal work day shall be eight (8) consecutive hours per day, excludiag
a thirty (30) m�.nute unpaid lunch period, between 7:00 a.m. and 5:3d p.n.
8.2 The normal work week shall be five (5) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the EMPLOYER`S
judgment to establish second and third shifts or a work week of other t�an
Monday through Friday, the UNION agrees to enter into negotiations immediately
to establish the conditions of such shifts and/or work weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
hours of work per norma.l work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the estab�ished starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All emgloyeas are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK) .
8.7 Employees reporting for work at the established starting time and for
whom no work is available shall receive pay for two (2) hours, at the basic
hourly rate, unless notification has been given not to report for work
prior to leaving home, or during the previous work day.
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ARTICLE IX - OVERTIME
9.1 Overtime. Time oa the payroll in excess of the normal hours set forth
above shall be "overtime work" and sha11 be done only by order of the head
of the department. An employee shall be recompensed for work done in
excess of the normal hours by being 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 basis on which such overti.me shall be paid shall be
determined solely by the EMPLOYER.
9.2 The overtime rate of one and one-half (1�) times the basic hourly rate
shall be paid for work performed under the following circumstances:
9.21 Time work in excess of eight (8) hours in any ane normal
work day and
9.22 Time worked on a. �ixth (6th) day following a normal work
week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid
for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article 16
� (HOLIDAYS) , except as provided in 16.6,
9.32 Time worked on a seventh (7th) day following a
normal work week; and
9.33 Time worked in excess of twelve (12) consecutive
hours in a twenty-four (24) hour period, provided
that all "emergency" work required by "Acts of
God" shall be compensated at the rate of one and
one-half (I�).
9.4 For the purposes of calculating overtime compensation, overti.me hours
worked shall not be "pyramided", compounded, or paid twice for the same
hours worked.
_ 9 _
ARTICLE X - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an
employae has started a normal work day or normal work week and
after an employee has completed a normal work day or normal work
week.
10.2 Employees called back shall receive a minimum of four (4) hours
pay at the basic hourly rate.
10.3 The hours worked based on a ca1Z-back shall be compensated in
accordance with Article 9 (OVERTIME), when applicable, and subject
to the minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal
work day shall complete the:normal work day and be compensated only
for the overtime hours worked in accordance with Article 9 (OVERTIriE) .
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ARTICLE XI - WORK LOCATION
11.1 Employees shall report to work location as assigaed by a designa.ted
EMPLOYER supervisor. During the normal work day employees may be
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work locations during the normal work day,
other than their original assignment, and who are required to furnish
their own transportation shall be compensated for mileage.
11.3 All employees appointed after January 1, 1976, would be required to
reside in the City of Saint Paul within one year of their appointment,
and thereafter would be required to remain within the City limits as
long as they were employed by the City of Saint Paul.
11.4 This residency requirement shall apply to unclassified employees as
well as classified employees..
11.5 Applicants for positions in the City of Saint Paul will not be required
to be residents of the City of Saint Paul.
11.6 Employees failing to meet the residency requirement will be subject
to termination and a hearing process shall be established to determine
whether the residency requirement was met.
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ARTICLE XII - WAGES
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours w�rked by an employee.
12.2 Employees who are covered by the fringe benefits listed below shall continue
to be covered by such benefits. They shall be subject to a1Z other provisions
of the AGREEMENT, but shall not have hourly fringe benefit contributions
and/or deductions made on their behalf as provided for by Article 13 (FRINGE
BENEFITS) .
12.21 Insurance benefits as established by City of Saint Pau1
� Resolutions.
12.22 Sick Leave as established by Resolution No. 3250, Section
35, Subdivision E.
12.23 Vacation as established by Resolution No. 6446, Section 2,
Subdivision F. M
12.24 Nine (9) legal holidays as established by Resolution No.
6446, Section 1, Subdivision G.
12.25 Severance benefits as established by Ordinance No. 11490
with a maximum payment of $4,000.
12.26 The EMPLOYER will for the period of this AGREEMENT provide
for employees working under the titles as listed in Appendix A
who retire after the time of execution of this AGREEMENT or who
have retired since September 1, 1974, and until such employees
reach sixty-five (65) years of age such life, hospital and
medical insurance benefits as are provided by the EMPLOYER.
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ARTICLE XII - WAGES (continued)
12.27 In order to be eligible for the benefits under the provision
of 12.26 the employee must:
12.27.1 Be receiving benefits from a public employee
retiree act at the time of retirement.
12.27.2 Have severed his relationship with the City of
Saint Paul under one of the early retiree plans.
12.27.3 Inform the Personnel Office of the City of Saint
Paul in writing within 60 days of employee's early
retirement date that he or she wishes to be eligible
for early retiree insurance benefits.
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, participatiag
employees and shall be compensated in accordance with Article 12.1, (WAGES)
and ha.ve fringe benefit contributions and/or deductions made on their behalf
as provided for by Article 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary and emergency employees shall be considered, for the
purpose of this AGREEMENT, participating employees and shall be comgensate�
in accordance with Article 12.2 (WAGES) and have fringe benefit contributions
and/or deductions made in their behalf as provided for by Article 13 (FRINGE
BENEFITS) .
12.5 All regular employees employed after February 15, 1974, shall be considered,
for the purpose of this AGREEMENT, participating employees and shall be
compensated in accordance with Article 12.1 (WAGES) and have fringe benefit
contributions and/or deductions made on their behalf as provided for by
Article 13 (FRINGE BENEFITS) .
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ARTICLE XIII - FRINGE BENEFITS
13.1 The EMPLOYER shall make contributions on behalf of and/or make
deductions from the wages of employees covered by this AGREEMENT
in accordance with Appendix D for all hours worked.
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ARTICLE XIV - SELECTION OF FOREMA,.� AIv'D GENERAL FOREMAN
14.1 The selection of personnel for the class of position of Foreman
shall remain solely with the E1�iPL0YER.
14.2 The class of position of Foreman shall be filled by employees of
the bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" sha11 be made only at the direction
of a designated EMPLOYER supervisor.
14.4 Such "temporary assigrnnents" shall be made only in cases where the
class of positions is vacant for more than one (1) normal work day.
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ARTICLE XV - RETIREMEDIT
15.1 Al1 employees shall retire from employment with the II�IPLOYER no later
than the last calendar day of the month in which an employee becomes
sixty-five (65) years old.
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ARTICLE XVI - HOLIDAYS
16.1 The following nine (9) days shall be designated as holidays:
New Year's Day, January 1
Presidents` Day, Third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
16.2 When New �ear's Day, Independence Day, or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated holiday.
When any of these three (3) holidays falls on a Saturday, the preceding
Friday shall be considered the designated holiday.
16.3 The nine (9) holidays shall be considered non-work days,
16.4 If, in the �udgment of the EMPLOYER, personnel are necessary for operating
or emergency.reasoas, employees may be scheduled or "called back" in
accordance with Article X (CALL BACK) .
16.5 Employees working on a designated holiday shall be compensated at the
rate of two (2) times the basic hourly rate for all hours worked.
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ARTICLE XVII - DISCIPLINARY PROCEDURES
17.1 The EMPLOYER shall have the right to impose disciplinary actions on
employees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
17.21 Oral repri.mand
17.22 Written reprimand
17.23 Suspension
17.24 Demotion
17.25 Discharge
17.3 Employees who are suspended, demoted, or discharged shall have the right
to request that such actions be reviewed by the Civil Service Commission
or a designated Board of Review. The Civil Service Commission, or a
designated Board of Review, shall be the sole and exclusive means of
reviewing a suspension, demotion, or discharge. No appeal of a suspension,
demotion, or discharge shall be considered a "grievance" for the purpase of
processing through the provisions of Article 23 (GRIEVANCE PROCEDURES) .
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ARTICLE XVIII - ABSENCES FROM WORK
18.1 Employees who are unable to report for their normal work day have
the responsibility to notify their supervisor of such absence as
soon as possible, but in no event later than the beginning of such
work day.
18.2 Failure to make such notification may be grounds for discipline as
provided in Article 17 (DISCIPLINARY PROCEDURES) .
18.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
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ARTICLE XIX - SENIORITX
19.1 Seniority, for the purposes of this AGREEMENT, shall be defined as
follows:
19.11 "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from the
last date of employment in any and all class titles
covered by this AGREEMENT.
19.12 "Class Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from the
date an employee was first appointed to a class title
covered by this AGREEMENT.
19.2 Seniority shall not accumulate during an unpaid leave of absence,
except when such a leave is granted for a period of less than thirty
(30) calendar days; is granted because of illness or injury; is
granted to allow an employee to accept an appointment to the unclas-
sified service of the EMPLOYER or to an elected or appointed full-time
position with the UNION.
19.3 Seniority shall terminate when an employee retires, resigns, or is
discharged.
19.4 In the event it is determined by the ErfPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
each Department based on inverse length of "Class Seniority". Employees
laid off shall have the right to reinstatement in any lower-paid class
title, provided, employee has greater "Master Seniority" than the employee
being replaced.
19.5 The selection of vacation periods shall be made by class title based on
length of "Class Seniority", subject to the approval of the II�IPLOYER.
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ARTICLE XX - JURISDICTION
20.1 Disputes concerning work jurisdiction between and among unions is
recognized as an appropriate subject for determination by the various
unions representing employees of the EMPLOYER.
20.2 The EMPLOYER agrees to be guided in the assignment of work 3nrisdiction
by any mutual agreements between the unions involved.
20.3 In the event of a dispute concerning the performance or assignment of
work, the unions ineolved and the EMPLOYER shaZl meet as soon as mutually
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originally assigned
pending resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work. �
20.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 20.2 and 20.3 above shall be subject to disciplinary
action as provided in Article 17 (DISCIPLINARY PROCEDURES) .
20.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
- 21 -
ARTICLE XXI - SEPARATION
2.1.1 Employees having a probationary or regular employment status shall
be considered separated from employment based on the following
actions:
21.11 Resignation. Employees resigning from employment
shall give written notice fourteen (14) calendar
days prior to the effective date of the resignation.
21.12 Retirement. As provided in Article 15.
21.13 Discharge. As provided in Article 17.
21.14 Failure to Report for Duty. As provided in Article 18.
21.2 Employees having an emergency, temporary, or provisional employment
status may be terminated at the discretion of the EMPLOYER before the
completion of a normal work-day.
- 22 -
ARTICLE XXII - TOOLS
22.1 All employees shall personally provide themselves with the tools of
the trade as Iisted in Appendix B.
- 23 -
ARTICLE XXIII - GRIEVANCE PROCEDURE
23.1 The II�LOYER 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 names of
the Stewards and of their successors when so named.
23.2 It is recognized and accepted by the II�LOYER and the UNION 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, 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 prograns of the
EMPLOYER.
23.3 The procedure established by this ARTTCLE shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
17.3, for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREEMENT.
23.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged vio�ation Qf
this AGREEMENT, the employee involved shall attempt to
resolve the matter on an znformal 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
- 24 -
ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
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
AGREEMENT violated, and the relief requested. Any alleged
violation of the AGREEMENT not reduced to writing by the
UNION within seven (7) calendar days of the first occurrence
of the event giving rise to the grievance ar within the use
of reasonable diligence should have had knowledge of the
first occurrence of the event giving rise to the grievance,
shalZ be considered waived.
Step 2. Within seven (7) calendar days after receiving the
written grievance a designated EMPLOYER supervisor shall
meet with the UNION Steward and attempt to resolve the
grievance. Zf, as a result of this meeting, the grievance
remains unresolved, the EMPLOYER shall reply in writing to
the UNION within three (3) calendar days following this
meeting. The UNION may refer the grievance in writing to
Step 3 within seven (7) calendar days following receipt of
the EMPLOYER`S written answer. Any grievance not referred
in writing by the UNION within seven (7) calendar days
following receipt of the EMPLOYER'S answer shall be
considered waived.
- 25 -
ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
Step 3. Within seven (7) calendar days .following receipt
of a grievance referred from Step 2 a designa.ted EMPLOYER
supervisor shall meet with the UNIQN Business Manager or
his designated representative and attempt to resolve the
grievance. Within seven (7) calendar days following this
meeting the EriPLOYER shall reply in writing to the UNION
stating the �'IPLOYER`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) calendar days followi.ng
receipt of the EMPLOYER'S answer sha11 be considered waived.
Step 4. If the grievance remains unresolved, the UNION may
within seven (7) calendar days after the response of the
EMPLOYER in Step 3, by written notice to the EMPLOYER, re-
quest arbitration of the grievance. The arbitration pro-
ceedings shall be conducted by an arbitrator to be selected
by mutual agreement of the EMPLOYER and the 13NION within
seven (7) calendar days after notice has been given. If the
parties fail to mutually agrea upon an arbitrator within the
said seven (7) day period, either party may request the Public
Employment Relation Board to submit a panel of five (5)
arbitrators. Both the EMPLOYER and the UNION shall have the
right to strike two (2) names from the panel. The UNION shall
strike the first (lst) name; the EMPLOYER shall then strike
one (1) name. The process will be repeated and the remaining
person shall be the arbitrator.
- 26 -
- ARTICLE XXIII - GRIEVANCE PROCEDURE �continued)
23.5 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 UNION and shall have no authority to make a
decision on any other issue not so submitted. The arbitrator shall be
without power to nake 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 Iaw. The arbitrator's
decision shall be submitted in writing within thirty (30) days following
close of the hearing or the submission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The decision sha1Z
be based solely on the arbitrator's interpretation or application of.
the express terms of this AGREEMENT and to the facts of the grievance
presented. The decision of �he arbitrator shall be final and binding
on the EMPLOYER, the UNION and the employees.
23.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last-minute postponement that leads to the arbitrators making a
change, the canceling party or the party asking for the postponement
shall pay this charge. 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.
23.7 The time limits in each step of this procedure may be extended by mutual
agreement of the E*4PLOYER and the UNION.
- 27 -
ARTICLE XXIV - RIGHT OF SUBCONTRACT
24.1 The EMPLOYER may, at any time during the duration of this AGREEMENT,
contract out work done by the enployees covered by this AGRE�IEENT.
In the event that such contracting would result in a reduction of the
work force covered by this AGREEMENT, the EMPLOYER shall give the UNION
a ninety (90) calendar day notice of the intention to subcontract.
24.2 The subcontracting of work done by the employees covered by this
AGREEMENT shall in all cases be made only to employers who qualify
in accordance with Ordin.ance No. 14013.
- 28 -
ARTICLE XXV - NON-DISCRIMINATION
25.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discri.mination for or
against, any individual because of race, color, creed, sex,
age, or becausa of inembership or non membership in the UNION.
25.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities
involve other employees and the general public.
- 29 -
ARTICLE XXVI - SEVERABILITY
26.1 In the event that any provision(s) of this AGREEMENT is declared
to be contrary to law by proper legislative, administrative, or
3udicial authority from whose f inding, determination, or decree
no appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and effect.
26.2 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREEMENT in compliance with
the legislative, administrative, or judicial determination.
- 30 -
ARTICLE XXVII - WAIVER
27.1 The EMPLOYER and the UNION acknowledge that during the meeting and
negotiating which resulted in this AGREEMENT, each had the right and
opportunity to make proposals with respect to any subject concerning
the terms and conditions of employment. The agreements and under-
standings reached by the parties after the eaiercise of this right
are fully and completely set forth in this AGREEMENT.
27.2 Therefore, the II�LOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to
meet and negotiate over any term or conditions of employment whether
specifically covered or not specifically covered by this AGREEMENT.
The UNION and EMPLOYER may, however, mutually agree to modify any
provision of this AGREEMENT.y
27.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this AGREEMENT,
are hereby superseded.
- 31 -
ARTICLE XXVIII - MTLEAGE
28.1 Automobile Reimbursement Authorized: Pursuant to Chapter 92A of the
St. Paul Legislative Code, as amended, pertaining to reimbursement of
City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adopted.
28.2 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 accor@ance with one of the
following plans:
Type 1. For those officers and employees who are
required to use their own automobiles occasionally
for official City business, reimbursemeat 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,Yreimbursement 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.
28.3 Rules and Regulatio.ns: The Mayor shall adopt rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients sha11 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 less than $100,000/300,000 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.
- 32 -
ARTICLE XXIX - DURATION AND PLEDGE
29.1 This AGREEMENT shall become effective as of the date of signing, except
as specifically provided otherwise in Articles XII and XIII, and shall
remain in effect through the 30th day of April, 1981, and continue in
effect from year to year. thereafter unless notiee to change or to
terminate is givea in the manner provided in 27.2.
29.2 If either party desires to terminate or modify this AGREEMENT,
effective as of the date of expiration, the partp wishing to modifp
or terminate the AGREEMENT shall give written notice to the other
party, not more than ninety (90) or less than sixty (60) calendar
days prior to the expiration date, provided that the AGREEMENT may
only be so terminated or mod3.fied effective as of the expiration date.
29.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT:
29.31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in which
employees fail to report for duty, willfully absent
themselves from work, stop work, slow down their work,
or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
- 33 -
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The EMPLOYER will not engage in, instigate, or condone
any lockout of employees.
29.33 This constritures a tentative agreement between the parties
which will be recommended by the City Negotiator, but is
subject to the approval of the Administration of the City
and is also subject to ratification by the UNION.
AGREED to this 29 day of September , 1978, and attested to a.s the full
and complete understanding of the parties for the period of time herein specified
by the signature of the following representative for the EMPLOYER and the UNION.
WITNESSES:
UNITED SLATE AND TILE AND CO�OSITION
CITY OF SAINT PAUL - ROOFERS, DA1� AND WATERPROOF WORKERS
ASSOCIATION, LOCAL 96
,,n -�
• 'c�d _�d� � _ ���[-;�
✓
Labor R�lations Di r Business Manager
Civil Service Commission
- 34 -
APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are �s follows:
Roofer - Foreman
Roofer
Apprentice
and other classes of positions that may be established by the ErfPLOYER where
the c3uties and responsibilities assigned comes within the jurisdiction of the
iTNION.
- A1 -
APPENDIR C
The basic hourly wage rate for provisional, regular, and probationary
employees appointed to "the following classes of positions and not receiving
the Friage Benefits listed in Article 12.2 shall be:
Effective Effective Effective Effective
5-01-78 11-1-78 5-01-79 S-OI-80
Roofer . . . . . . . . . . . $ 9.57 $ 9.57 $10.34 $11.15
Roofer Foreman . . . . . . . $10.53 $10.53 $11.30 $12.I2
The basic hourly wage rate for temporary and emergency employees appointed
ta the following elasses of positions shall be:
Effective Effective Effective Effective
5-01-78 11-1-78 5-01-79 5-01-80
Roofer . . . . . . . . . . . $ 9.95 $ 9.95 $10.75 $11.60
Roofer Foreman . . . . . . . $10.95 $10.95 $11.75 $12.60
Apprentice
0 - 500 hours . . . . . . 66% of Roofer rate
501 - 1300 hours. . . . . 70% of Roofer rate
1301 - 2100 hours . . �•� . 80% of Roofer rate
2I01 - 2900 hours . . . . 85� of Roofer rate
2901 - 3700 hours . . . . 90% of Roofer rate
3701 - 4500 hours . . . . 95% of Roofer rate
The basic hourly wage rate for regular employees appointed to the followiag
class of positions who are receiving the Fringe Benefits listed in Article 12.2
shall be:
Effective Effective Effective Effective
5-01-78 11-1-78 S-01-79 5-01-80
Roof er . . . . . . . . . . . $ 9.99 $10.07 * **
*The May 1, 1979, hourly wage rates in this contract will be the rate as shown
below Iess the cost of sick leave usage for 1978 and less the cost of health and
life insurance, vacation, holidays and pensions for 1979 incurred by the employer
for employees in this bargaining unit.
Roofer $12.98
**The May 2, 1980, hourly wage rates in this contract will be the rates as shown
below less the cost of sick leave usage for 1979 and less the cost of health and
life insurance, vacation, holidays and pensions for 1980 incurred by the employer
for e�eployees in this bargaining unit.
Roofer $13.83
- C1 -
�P�rrnzx n
Effective May 1, 1978, the EMPLOYER shall:
(1) contribute $ .75 per hour for alI hours worked by participating
employees as def inecl in Articles 12.3, 12.4 and 12.5 covered by this
AGREEMENT, to a UNION designated Welfare Fund. Effective November 1,
1978, the contribution to the Welfare Fund shall be increased to $ .85
per hour.
(2) contribute $ .35 per hour for all hours worked by participating
employees gs defined in Articles 12.3, 12.4 and 12.5 covered by this
AGREEMENT, to a Pension Fund.
(3) contribute $1.00 per hour from which payroll deduction has been made
for all hours worked by participating employees as defined in Articles
12.3, 12.4 and 12.5 covered by this AGREEMENT, to a Vacation Fund.
(4) contribute $ .03 per hour for all hours worked by participating em.ployees
as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to
an Apprenticeship Training Fund.
All contributions made in accordance with this Appendix shall be forwarded to
depositories as directed by the UNION.
The EMPLOYER shall establish Worlmaan's Compensation and Unemployment Compensation
programs as required by Minnesota Statutes.
Participating employees as defined in Articles 12.3, 12.4 and 12.5 covered
by this AGREEMENT, shall not be eligible for, governed by, or accumulate vacation,
sick leave, holiday, funeral leave, jury duty, or insurance fringe benefits that
are or may be established by Personnel Rules, Council Ordinance, or Council
Resolution.
- D1 -
APPENDIX D �continued)
The EMPLOYER'S fringe benefit obZigation to participating employees as
defined in Articles 12.3, 12.4 and 12.5 is li.mited to the contributions and/or
deductions established by this AGREEMENT. The actual level of benefits pro-
vided to employees shall be the responsibility of the Trustees of the various
funds to which the II�LOYER has forwarded contributions and/or deductions.
- D2 -
�
�,r!�,.*-f��'r'
1978-79-80
MAINTENANCE LABOR AGREEMENT
- between -
THE INDEPENDENT SCHOOL DISTRICT N0. 625
- and -
UNITED SLATE AND TILE AND COMPOSITION ROOFERS,
DAMP. AND WATERPROOF WORKERS
ASSOCIATION, LOCAL 96
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Z I3 D E X
ARTICLE TITLE � PAGE
Prea�ble � iii
I Purpose 1
II Recoonition 2
III Employer Rights 3
IV Union Rights 4
y •Scope of the Agreement 5
VI Probationary Periods 6
VII Philosophy of Employment and Conpensation 7
VIII Hours of Work 8
IX Overtime 9
g Call Back . 10
XI Work Location lI
XII Wages 12
XIII Fringe Benefits 14
XI�,' Selection of Foreman and General Foreman 15
RV Retirement . 16
XVI Holidays 1�
XVII Disciplinary Procedures 18
XVIII Absences Frorn Work Y 19
XIX Seniority 20
XX Jurisdiction 21
XXI Separation 22
XXII Tools 23
XXIII Grievar_ce Procedure 2�
XXIV Right of Subcoatract 28
Xk"�T Non-Discriraination 29
XXVI Severability 30
XXVII Waiver 31
X�'VIII Mileage 32
XXIX Duration and Pledge 33
Appendix A A1
Appendix B gl
Appendix C ��
Appendix D D1
- ii -
P R E A M B L E
This AGREEME�tT is entered into on this day of , 1978,
between Independent School District No. 625, hereinafter referred to as the
EMPLOYER, and the United Slate and Tile and Composition Roofers, Damp and
Waterproof Workers Association, Roofers Local 96, hereinafter referred to as
the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the pormotion of the responsibilities of Independent School District
No. 625 for the benefit of the general public through effective labor-managemeat
cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT, but rather primarily on attitudes betwe.en
people at alI levels of responsibility. Constructive attitudes of the EMPLOYER,
the UNION, and the individual employees will best serve the needs of the general
public.
- iii -
ARTICLE I - PURPOSE
1.1 The E�iPLOYER and the 1INION agree that the purpose for entering into
this AGREEi�fE:3T is to:
1.11 Achieve orderly ar_d peaceful relations, thereby estab-
lishiag a system of uninterrupted operations an.d the
highest level of enployee perfornance that is consistent
with the safety and well-being of a11 concerned;
I.12 Set forth rates of pay, hours of work, and other
conditions of enployment as have been agreed upon by
the II�LOYER and the i.T1VI0N;
1.13 Establish procedures to orderly and peacefully resolve
disputes as to the application or interpretation of
this AGREEMENT without loss of manpower productivity.
1.2 The E;IPLOYER and the L'NI0�1 agree that this AGREEMENT serves as a
supplement to legislation that creates and directs th� F.��LOYER. If
any part of this AGREEMENT is in conflict with such Iegislation, the
latter shall prevail. The parties, on written notice, agree to negotiate
that part in conflict so that it conforns to the statute as provided by
Article 26 (SEVERABILITY) .
- 1 -
� ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes the UNIOV as the exclusive representative for
collective bargaiazng purposes for all personnel having an employaent
status of regular, probationary, provisional, temporary, aad emergency
employed in the classes of positions defined in 2.2 as certified by
the Bureau of Mediation Services in accordance with Case.NO. 73-PR-511-�
dated May 11, 1973.
2,2 The classes of positions recogna.zed as being exclusively represented
by the tTNION are as listed in Appendix A.
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ARTICLE III - E�iIPLOYER RIGIiTS
3.I The EMPLOYER retains the right to operate and manage a11 manpower,
facilities, aad equipment; to establish functions and programs;
to set and amend budgets; to determiae the utilization of techaology;
to establish and modify the organizational structure; to select,
direct and determine the number of personnel; and to perform any
inherent managerial function not specifically limited by this
AGREEMEIv'T.
3.2 Any "term or condition of employment" not established by this
AGREEMENT shall remain with the EMPLOYER to eliainate, modify, or
establish following writtea notification to the UNION.
- 3 -
� ��:..,..�.�. � W.��.��a,.�.K., , . , -
� . �.��.:.>,..�...,.�...��:..,:....� :.�....� b_-:�_:=�:y_:.,�....>.,..�..:�:,..�::.>_ .�.��:.�..,:.:��; �_�._ _._ _
ARTICLE IV - UNION RIGHTS
4.1 The EMPLOYER sna11 deduct from the wages of eaployees who authorize
such a deduction i.n writing an amount nacessary to cover monthly
TT�ZON dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The E�4LOYEt� shall not deduct dues from the wages of
employees covered by this AGREErfENT for any other
labor organizatiori.
4.12 The LTNIQV shall indemnify and save harmless the
EMPLOYER from any and all claims or charges made
against tne EMPLOYER as a result of the implenentation
of tt!is ARTICLE.
4.2 The UAtION may designate one (1) employee fram the bargaining unit to
act as a Steward and shall �nform the Er�LOYER in writing of such
designation. Such employee shall have the rights and responsibilities
as designated i� Article 23 (GRIEVANCE PROCEDURE) .
4.3 IIpon notification to a designated EMPLOYER supervisor, the Business
Manager of the L?il0�i, or his designated regresentative shall be
permitted to enter the facilities of the EI�fPLOYER whzre employees
covered by this AGP.E��NT are �vorking.
- 4 -
�TICLE V - SCOPE OF TF� AGREEMENT
5.1 This AGREE;fEiVT establishas the "terms and conditions of
employment" defiaed bp M.S. I79.63, Subdivision 18 for all
employees exclusively represented by the UNZON. This AGREEMEI3T
shall supercede such "terms and conditions of emgloyment"
established by Civil Service Rule, Council Ordinance, and
Council Resol.ution.
� -"
- 5 -
ARTICLE VI - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in
a regular employment status shall serve a six (6) nor_th's probationary
period during which time the eaployee's fitness and ability to perform
the class of positions' duties and responsibilities shall be evaluated.
6,11 At any time during the probatior.ary period an eaployee
may be terminated at the discretion of the �IPLOYER
without appeal ta the provisions of Article 23
(GRIEVA�'�10E PROCEDURE) .
6.12 An employee terninated during the probation.ary period
shall receive a written r_otice of the reasons(s) for
such termination, a copy of which shall be sent to the
UNION. ,
6.2 All person.nel pro�!oted to a"fi�igher class of positions shall serve a
six (6) months' promotional probationary period during which tine the
employee's fitness and ability to perfora the class of positi.o�s' duties
and responsibil.ities shall be evaluated.
6.21 At any time during the promotional pr•obationary period
an employee may be demoted to the enployae's previousZy
held class of positions at the discretion of the E�iPLOYER
without appeal to the provisions of Article 23 (GRIEV��iCF
PROCEDL'RE},
6.22 An employee deroted durir.g the promotional probatior_ary
period shall be returned to the ecployee's previQUSly
held class of positions ar.d shall receive a w�-itten
notice of the re2sons for demotion, a coPS oi u:!ict;
shall be sant to the L�'ION.
- 6 -
ARTICLE VII - PHILOSOPHY OF F��LOYP4ENT AND COMPENSATION
7.1 The E.'�IPLOYER and the tJtdION aze in full agreement that the philosophy
of employment and cospensation shall be a "cash" hourly wage and
"industry" fri�ge benefit system.
7.2 The II�L'LOYER shall compensate employees for all hours worked at the
basic hourly wage rate and hourly fringe benefit rate as foun�. in
Article 12 (WAGES) and 13 (FRIICGE BENEFTTS) .
7.3 No other compansation or fringe benefit shall be accumu2ated or
earned by an employee except as specifically provided for in this
AGREFI�IENT; except those employees who have individually optioaed
to be "grandfathered" as provided by 12.2.
- 7 -
' ART�CLE VIII - HOURS OF jIORK
8.1 The normal work day shall be eight (8) consecutive hours per day, excluc�ing
a thirty (30) minute unpaid lunch period, between i:00 a.ra. and 5:30 p.ta.
8.2 The normal work week shall be five (5) consecutive normal work days
Monday through Friday.
8.3 If, during tha term of this AGREEMENT, it is necessary ia the II�LOYER'S
judgment to establish second and third shifts or a work week of other than
Monday through Friday, the UNION agrees to enter into negotiations i.mmediately
to establish the conditions of such shifts and/or work weeks.
8.4 This section shall not be cor.strued as, and is not a guarantee of, any
hours of work per nornal work day or per normaZ work week.
8.5 All empZoyees shall be at the location designated by their supervisor,
ready for work, at the estab-�ished starting time and shall re�ain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All eaployees are subject to calZ-back by tha EMPLOYER as provided by
Article 10 (CALL BACR).
8.7 Enployees reporting for work at the established starting tine and �or
whom no work is availabla shall receive pay for two (2) hours, at the basic
hourly rate, unless notification has been given not to report for work
prior to leaving hoiae, or during the previous work day.
- 8 -
ARTICLE IX - OVERTII`iEE
9.1 Overtiae. Ti�e on the payroll in e�ccess of the nornal hours set forth
above shall be "overtiae work" and shall be done ouly by order of the head
of the departssent. An employee shall be recompensed for work doae in
excess of the normal hours by being granted compensatory time on a tiae-
and-oae half basis or by being paid oa a ti.me-and-one-half basis for suc�
overtiae work. The basis on which such overtime shall be paid shall be
determined solely by the EMF'LOYER.
9.2 The overtiae rate of one and one-half (1�) times the basic hourly rate
shall be paid for work performed under the followiag circumstances:
9.21 Tims work in excess af eight (8) hours in any one normal
work day and
9.22 Time worked on a •sixth (6th) day following a nortaal work
week.
9.3 The overti�e rate_of two (2) tines the b�sic hourlq rate shall be paid
for work performed under the following circumstances:
9.31 Time worked on a holiday as defined in Article 16
� (HOLIDAYS), except as provided in I6.6,
9.32 Time worked on a seveath (7th) day following a
normal work week; and
9.33 Time worked in excess of twelve (12) consecutive
hours in a twenty-four (24) hour period, provided
that all "emergency" work required by "Acts of
God" shall be compensated at the rate of one and
one-half (I�) .
9.4 For the purposes of calculating overti.�e co*_npensation, overti�e hours
worked sha11 not be "pyra�ided", compounded, or paid twice for the sa�e
haurs worked.
- 9 -
__..
ARTICLE X - CALL BACK
10.I Tne E��LOYER retains the right to call back employees before an
er�ployee has started a normal work day or normal work week and
after an ec�ployee has completed a normal work day or noraal work
week.
10.2 Employees called back shall receive a minimum of four (4) hours
pay at the basic hourly rate. .
10.3 The hours worked based on a ca].1-back shall be co�pensated in
accordance with Article 9 (OVERTIME), when applicable, and subject
to the minimua established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to tY►eir normal
work day shall complete the nor^_.al work day and be compensated only
for the overtine hours worked in accordance with Article 9 (OVERTIME) .
- 10 -
ARTICLE XI - WO�IC LOC�TION
11.1 Eaployees shall report to work 2ocation as assigned by a desig:Lated
E,�LOYER supervisor. During the normal work day e�ployees may bz
assigaed to other work locations at the discretion of the E�ffLO`iE�.
11.2 Employees assigned to work locations during the normal work c�ay,
other than their original assignment, and who are required to furnish
their owa transportation shall be compensated for mileage.
I1.3 All employees appointed after January 1, 1976, would be reqL:ired to
reside in the Citp of Saint Paul within one year of their appoiataent,
and thereafter would be required to remain within the City li�its as
loag as they were employed by the City of Saint Paul.
11.4 This residency requirement shall apply to unclassified eaployees as
well as cl.assif ied employess-�.
11.5 Applicattts for pos�tions in the City of Saint Paul will not be required
to be residen�s oi the City of Saint Paul.
11.6 Employees failing to meet the residency requirement will be subject
to termir.ation and a hearing process sha11 be established to determine
whether the residency requirement was aet.
- 11 -
ARTICL£ XII - WAGES
12.1 The basic hourly wage rates as established by Appendix C shall be paid
for all hours worked by an employee.
12.2 Enployees who are covered by the fringe benefits listed below shall contiaue
to be covered by such benefits. They shall be subjeet to all other provisions
of the AGREEMEI�T, but shall not have hourly fringe benefit coatributions
and/or deductions aade on their behalf as provided for by Article 13 (FRLtiGE
BEi�'EFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions.
12.22 Sick Leave as establishec� by Resolution No. 3250, Section
35, Subdivision E.
12.23 Vacation as established by Resolution No. 6446, Section 1,
Subdivision F. "'�'
12.24 Nine (9) legal holidays as established by Resolution I3o.
6446, Section 1, Subdivision G.
12.25 Severance benefits as established by Ordinance No. 11490
with a maximum payment of $4,000.
12.26 The �1PLO�R will for the period af this AGREEMEIV'T provide
for employees working ur_der the titles as Iisted in Appendix A
who retire after the ti�e of execution of this AGRE�fENT or who
have retired siace Septeab�r 1, 1974, and until sLCh ezaployees
reach sixty-five (65) years of aoe such life, hospital and
medical insurance b�nefits as are provi�ed by the ELiPLOYER.
- 12 -
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ARTICLE XII - WAGES (continued)
12.27 In order to be eligibZe for the benefits under the provision
of 12.2b the employee must:
12.27.1 Be receiving benefits from a public employee
retiree act at the time of retireaent.
12.27.2 Have severed his relationship with the City of
Saint Paul under one of the early retiree plaas.
12.27.3 Inform �he Personnel Office of the City of Saint
Paul in writiag within 60 days of employee's early
retirement date that he or she wishes to be eligible
for early retiree insurance benefits.
12.3 Regular employees aot covered by the frinoe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, participati�g
employees and shall be compensated in accordance with Article 12.1, (WAGES)
and have fringe benefit contributions and/or dedLCtions made on their behalf
as provided for by Article'�t3 (FRINGE BENEFITS). ,
_ __
12.4 Provisional, temporary and emergency employees shall be considered, for the
purpose. of this AGREEMErIT, participating employees and shall be compensated
in accordance with Article 12.1 (WAGES) and have fringe benefit cantributions
and/or deductions made in their behalf as provided for by Article 13 (FRINGE
BENEFITS) .
12.5 All regular employees employed after Febn:ary 15, 1.974, shall be considered,
for the purpose of this AGREEME�TT, participating enployees and shall be
compensated in accordance with Article 12.1 (WAGES) and have fringe be»efit
contributions and/or dedections made on their behalf as provided for by
Article 13 (FRINGE BENEFITS) .
- 13 -
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a..:�.,�..-_..�:�C.:.�...Y_�_:.:.�.�......,:...:..�.�.,�:.:,,;v;.. ..;:;x..,...y..�:__..��::..w.:,�.: �_: ._....R..�u.. , �....,. . . �.. .� .,.�
ARTICLE XIII — FRINGE BENEFITS
13.1 The EMPLOYER shall make contributions on b2half of and/or �sane
deductions from the wages of employees covered by this AGREE:�i�TT
in accordance with Appendix D for all hours worked.
, �..
- 14 -
ARTICLE XIV - SELECTIOV OF FOREMA:� Aiv� GENER.AL FOREMAN
14.1 The selectioa of personnel for tne class of position of Fore�an
shall re�ain solely with the EP•PLOYER.
14.2 The class of position of Foresnaa shall be filled bp employees of
the bargaining unit on a "temporary assignment".
14.3 All "temporary assignments" shall be made only at the direction
of a designated II�LOYER supervisor.
14.4 Such "temporary assignments" shall be made only in cases where the
class of positior.s is vacant for more than one (1) normaZ work day.
- 15 -
_..
� �'��_�%�e�
ARTICLE XV - RETIRE,.��i�iT
15.1 All employees shall retire from employnent with the �PLOYER no later
than the last calendar day of the month in which an employee becomes
sixty-five (65) years old.
- 16 -
ARTICLE XVI - HOLIDAYS
16.1 The following nine (9) days shall be designated as holidays:
New Year's Day, January 1
Presidents' Day, Third Monday in February
Memorial Day, last Monday in Ma.y
Independence Day, Julq 4
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veterans' Day, November ll
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
16.2 When New Year's Day, Independence Day, or Christmas Day falls on a
Sunday, the following Monday shall be considered the designated holiday.
When any of these three (3) holidays falls on a Saturday, the preceding
Friday shall be considered the designated holiday.
16.3 The nine (9) holidays shall be considered non work days, except as provided
in 16.6
16.4 If, in the judgmen-t of the EMPLOYER, personnel are necessary for operating
or emergency reasons, employees may be scheduled or "called back" in
accordaace with Article X (CALL BACK) .
16.5 Employees working on a designated holiday shall be compensated at the
rate of two (2) ti.mes the basic hourly rate for all hours worked.
16.6 In the case of Board of Education employees, if Presidents' Day, Columbus
Day, or Veterans' Day falls on a day when school is in session, the
employees shall work that day at straight time and another day shall be
designated as the holiday. This designated holiday shall be a day on which
school is not in session and shall be determined by agreement between the
employee and his supervisor.
- 17 -
ARTICLE XVII - DISCIPLZNARY PROCEDURES
17.1 The Er�LOYER shall have the right to impose disciplinary actions on
eaployees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
17.21 Oral repri.mand
17.22 Writtea repri.mand
17.23 Suspension
17.24 Demotion
17.25 Discharge
17.3 Enployees who are suspended, denoted, or discharged shall.have the right
to request that such actions be reviewed by the Civil Service Commi.ssioa
or a designated Board of Rev�ew. The Civil Service Commission, or a
desigrated Board of Review, shall be the sole and exclusive means of
reviewing a suspeasion, demotion, or discharge. No appeal o€ a suspensia�,
demotion, or discharge shall be considered a "grievance" for the purpose of
processing through the provisions of Article 23 (GRIEVr�'VCE PROCEDURES) .
- 18 -
ARTICLE XVIII - ABSENCES FROM WORK
18.1 Esployees who are unable to report for their nornal work day have
the responsibility to notify their supervisor of such absence as
soon as possible, but in no event later than the beginning of such
work day.
18.2 Failure to make such notification may be grounds for discipline as
provided in Article 17 (DTSCIPLINARY PROCEDURE5) .
18.3 Failure to report for work without notification for three (3)
coasecutive normal work days may be considered a "quit" by the
II�LOYER on the part of the employee.
- 19 -
' ARTICLE XIX - SENIO:tITY
19.1 Seniority, �for the purposes of this AGREEI`1E�1T, shall be defined as
follows:
19.1I "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYER iroa the
last date of employe►ent in any and all class titles
covered by this AGREEMENT.
19.12 "Class Seniority" - the length of continuous reguZar
and probationary service with the EMPLOYER froa the
date an eaployee was first appointed to a class title
covered by this AGREEMENT.
19.2 Seniority shall not accumulate durin� an unpaid leave of absence,
except when such a leave is granted for.a period of less than thirty
(30) calendar days; is granted because of illness or injury; is
granted to allo*.r an employee to accept an appointment to the unclas-
sified service of the EriPLOYER or to an elected or a�pointed full-time
position witn the ITNION.
19.3 Seniority shall terminate when an employee retires, resigns, or is
discharged.
19.4 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force employees will be laid off bq class titl.e within
each DepartmenC based on inverse length of "Class Seniority". Employses
laid off shall have the right to reinstateaent in aay lower-paid class
title, provided, ecaployee ha.s greater "Master Seniority" thaa the employee
being replaced.
19.5 The selectior. of vacation periods sha1Z be aadz by class title based on.
length of "Class Se�iority", sL'oject to the approva� of the E'_•�LOYER.
- 20 -
ARTICLE X�C - JURISDICTYON
20.1 Disputes concerning work jurisdiction between and aaong ur.io�s is
recognized as an appropriate subject for deteraination by tn� various
unions representing empZoyees of the EMPLOYER.
20.2 Tne EMPLOYER agreas to be guided in the assigr.ment of work jurisdiction
by any mutual agreements between the unions invoived.
20.3 In the event of a dispnte concerning the performance or assiganent of
work, the unions involved and the EMPLOYER shall neet as sooa as mutua�ly
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the EMPLOYER to accomplish the work as originalZy assigaed
pendin� resolution of the dispute or to restrict the EMPLOYER'S basic
right to assign work.
20.4 Any enployee refusing to perform work assigned by the EriPLOYER and as
clarified by Sections 20.2 and 20.3 above sha12 be subject to disciplir.arv
action as provided in Article 17 (DISCIPLINARY PROCEDURES) .
20.5 There shall be no work stoppage, slow down, or any disruptian of work
resulting from a work assignment.
- 21 -
,
ARTICLE XXI - SEPARATION
21.1 Employees having a probationary or regular employ:nent status shall
be considered separated from empZoyment basad on tfie followiao
actions:
21.11 Resigaation. Employees resigning from egpZoy�ent
shall give writtea notice fourteen (14) calendar
days prior to the effective date of the resignation.
2I.12 Retiremeat. As provided in Article I5.
21.13 Dischar�e. As provided in Article 17.
21.14 Failure to Report for Duty. As provided in Article 18.
21.2 Employees havir�g an emergencq, temporary, or provisioaal enployrnent
status may be terminated' at the discretion of the E:iPLOYER before the
completion of a normal work day.
- 22 -
ARTICLE XXZI - TOOLS
22.I All employees shall personally provide themselves with the tools of
the trade as listed in Appendix B.
.
- 23 -
ARTICLE XXIII — GRIEVA.VCE PROCEDURE
23.1 The E1�iPL0YER shall recognize Stewards selected in accordance witn UNIOV
rules and regulatioas as the grievance representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the n.araes of
the Stewards and of their successors when so named.
23.2 It is recognized and accepted by the �iPLOYER aad the Ui�IION that the
processing of grievaaces as hereinafter provided is limited by the job
duties and responsibiZities of the �ployees and sha11 therefore be
accomplished during working hours only when consistent with such employea
duties and responsibilities. Tha Steward involved and a grieving emgloyse
shall suffer no loss in pay when a grievaace is processed duriag workiag
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
E!IPLOYER.
23.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
17.3, for the proeessing of grievances, which are defiaed as an alleged
violation of the terms and conditions of this AGREEMEI�T.
23.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleoed violation of
this AGRr.�iENT, the employee involved shall attempt to
resolve the matter on an ir.forma]. basis with the enplo�ee`s
supervisor. If the m.a.tter is not resolved to the employee's
satisfaction by the infornal discussion it may be reduced
- 24 -
ARTICLE XXIII - GRIEVANCE PROCEDURE (continued)
to writing and referred to Step 2 by the Uti'IOV. 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 relief requested. Any alleged
violation of the AGREEI�IENT not reduced to writing by tha
UNIOV within seven (7) calendar days of the first occurrence
of the eveat giving rise to the grievance or within the use
of reasonable diligence should have had knowledge of the
f irst occurrence of the event giving rise to the grievance,
shall be considered waived.
SteP 2. Within seven (7) calendar days after receiving the
written grievance a designated Er�LOYER supervisor shall _
. .. -.;i�.Q... .
meet with the UNION Steward and attenpt to resolve the
grievance. If, as a result of this neeting, the grievance
remains unresolved, the Er�'LOYER shall reply in writing to
the UNION within three (3) caleadar days following this
meeting. �The UNION may refer the grievance in writing to
Step 3 within seven (7) calendar days following receipt of
the EMPLOYER`S written ans•�rer. Any grievance not referred
in writing by the tNION within seven (7) caler.dar days
following receipt of the EMPLOYER'S answer shall be
considered waived.
- 25 -
ARTICLE �III - GRIEVANCE PROCEDURE (continued)
Step 3. Within seven (7) calendar days following receipt
of a grievance referred fron Step 2 a designated E�IPLOYER \
supervisor shall meet with the iNION Business Manager or
hi.s designated representative and attempt to resolve the
grievance. Within seven (7) calendar aays following this
meetiag the EMPLOYER sha1Z reply in writing to the I.T�120V
stating the EMPLOXER'S answer concerning the grievance.
If, as a result of the written response the grievance
remains unresolved, the UNION may ref er the grievance to
Step 4. Any grievance not referred to in writing by the
UNION to Step 4 within seven (7) calendar days followiag
receipt of the F�iPLOYER'S answer shall be considered waived.
Step 4. If the grievance remains unresolved, the LTI3IOti �ay
within seven .(7) calendar_days after the response oi t;:e
EMPLOYER in Step 3, by written notice to the �fPLOYER, re-
quest arbitration of the grievance. The arbitration pro- �
ceedings shall be conducted by an arbitratQr to be selected
by mutual agreement of the EMPLOYER and the UNIo� within
seven (7) calendar days after notice has beer. givez. I� the
parties fail to mutually agree upon an arbitrator withi� the
said seven (7) day period, either party iaa.y requast the Public
Emplo��ent Relation Board to submit a panel of five (5)
arbitrators. Both the EMPLOYER and the tJNION snall hava the
right to strike two (2) names from tha panel. The IT�iIO� shall
strike the first (lst) name; the EMPLOYER shall then strike
one (1) name. The process will be repeated ar.d the re.yaining
persor_ shall be the arbitrator.
- 26 -
- ARTICLE XXIZI - GRIEVANCE PROCEDURE (continued)
23.5 The arbitrator sha11 have no right to a�end, nodify, r.ullify, ignore,
add to, or subtract from the provisions of this AGREE'•fE�T. Tne arbitrator
shall consider and decide only the specific issue sub�.tted in writing
by the ErEPLOYER and the [NZON and shall have no authority to aa'�e a
decisioa on aay other issue not so submitted. T'ne arbitrator shall be
without power to sake decisions contrary to or inconsis�ent 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 subaitted in writing within thirty (30) days fol2owing
close of the hearing or the submission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The decision shall
be based soZely on the arbitrator's interpretation or application af
the express terms of this AGREEMENT and ta the facts of the grievance
presented. The decision of the arbitrator shall be final and binding
on the EM�LOYER, the UNION and the empZoyees.
23.6 The f ees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the iTNIOV, provided that
each party shall be responsible for compensating its own representative
and witnesses. If either party cancels an arbitration heariag or asks
for a last ainute postponement that leads to the arbitrators gaking a
change, the canceling party or the party asking for the postponement
shall pay this charge. If either party desires a verbatia record of
the proceedings, it may cause such a record to be �ade providir.g it
pays for the record.
23.7 The tine li�its in each step of this procedure �:a}• be extended by mutual
agree�ent of the EMPLOYER and the UIdION.
- 27 -
ARTICLE XXIV - RIGHT OF SUBCO�TRr�,CT
24.1 The EMPLOYER may, at any time during the duration of this AG�r.���T,
contract out work done by the eaployees covered by this AGR:.�'I�'T.
In the event that such. contracting would result in a reduction of tne
work force covered by this AGRE�SENT, the EMPLOYER shall give tha L�IIOY
a ninety (90) calendar day notice of the intentioa to subcontract.
24.2 The subcontracting of work done by the employees covered by this
AGREEMENT sha1Z in all cases be made only to employers who qualify
in accordance with Ordinance No. 14013.
�,
� 20 �
ARTICLE XXV - hOV-DISCRI�IINATIO�
25.1 The terms and conditions of this AGREE,��iT will be applied to
e�ployees equally without regard to, or discriaination for or
against, any individual because of race, color, creed, sex,
2ge, or because of inembership or non membership in the UNION.
25.2 Eaployees �aill perform their duties and responsibilities in a
non-discrimin.atory manner as such duties and responsibilities
inv�lve other employees and the general public.
- 29 -
ARTICLE XXVI - SEVERABILITY
2b.1 In the event that any provision(s) of this AGREE��NT is declared
to be contrary to law by proper legislative, ad�iaistrative, or
judicial authority from whose f inding, determina.tioa, or decree
no appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and effect.
26.2 The parties agree to, upon written notice, eater into negotiztions
to place the voi8ed provisions of the AGREEMENT in coapliance with
the legislative, administrative, or �udicial deternination.
- 30 -
ARTICLE XXVII - WAIVER
27.1 The E�iPLOYER and the LT:�IION acknowledge that durir_g the meetiag ar.�
negotiating which resulted in this AGREEMENT, each had tha ri�ht and
opportunity to make proposals with respect to any subject co�ceraing
the terms and coaditions of employment. The agreeaents ar.d under-
standings reached by the parties after the exercise of this right
are fully and completely set forth ia this AGREErfE�'T.
27.2 Therefore, the &"tPLOYER and the UNION for the duration of this
AGREErtENT agree that the other party shall not be abligated to
meet and negotiate over any tera or conditions o€ ersp].oy�ent whethzr
specifically covered or not specifically covered by this AGRE�:�IT.
The WI�N and EPiPLOYER may, however, mutually agree to modisp any
provision of this AGREF,,'�fENT_,-�
27.3 Any and all prior ordinances, agreements, resolutions, pract�ces,
policies, and rules or regulations regarding the ter*.�s and coaditions
of enployment, to the extent they are inco�sistent with this AGREE_'�:T,
are hereby superseded.
- 31 -
ARTTCLE XXVIII - MILEAGE
28.1 EmpZeyees 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 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 th�s plan must
report monthly the number of days the car was avail-
able 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.
- 32 -
ARTICLE XXIX - DiTRATION AND PLEDGE
29.1 This AGREEMENT shall become effective as of the date of signing, except
as specifically provided otherwise in Articles XII and XIII, and shall
remain in effect through the 30th day of April, 1981� and continue in
effect from year to year. thereafter unless notice to change or to
terminate is giverc ia the manner provided in 27.2. .
29.2 If either party desires to terminate or modify this AGREEMENT,
effective as of the date of expiration, the party wishing to modify
or terminate the AGREEMENT sha.11 give written notice to the other
party, not more than ninety (90) or less than sixty (60) calendar
days prior to the expiration date, provided that the AGREEMENT may
only be so terminated or modified effective as of the expiration date.
29.3 In consideration of the terms and conditions of employment established
by this AGREEMENT and the recognition that the GRIEVANCE PROCEDURE
herein established is the means by which grievances concerning its
application or interpretation may be peacefully resolved, the parties
hereby pledge that during the term of the AGREEMENT:
29.31 The UNION and the employees will not engage in,
instigate, or condone any concerted action in which
employees fail to report for duty, willfully absent
themselves from work, stop work, slow down their work,
or absent themselves in whole or part from the full,
faithful performance of their duties of employment.
- 33 -
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.32 The ENIl'LOYER will not engage in, instigate, or condone
any lockout of employees.
29.33 This constitutes a tentative agreement between the
parties which will be recommended by the School District
Negotiator, but is subject to the approval of the Board
of Education, Independent School District No. 624 and
the Administration of the City and is also sub3ect to
ratification by the UNION.
AGREED to this 29th day of September , 1978, and attested to as the full
and complete understanding of the parties for the period of time h2rein specified
by the signature of the following representative for the EMPLOYER and the UNION:
WITNESSES: -
UNITED SLATE AND TILE AND COMPOSITION
INDEPENDENT SCHOOL DISTRICT N0. 625 ROOFERS, DAMP AND WATERPROOF WORKERS
ASSOCIATION, LOCAL 96
� i
s. �7 -� � .� �C 9�`�'
Negotiator usin ss Manager
s �
- 34 -
APPEiVDIX A
The classes of positions recogn�zed by the EifPLOYER as baing ex.clusively
represented by the INIOI3 are as follows:
Roofer - Foreman
Roof er
Apprentice
and other classes of gositions that may be established by the EMPLOYER where
the duties and responsibilities assigaed comes within the jurisdiction of the
UNION.
- A1 -
APPENDIX C
The basic hourly wage rate for provisional, regular, and probationa.ry
employees appointed to "the followi.ng classes of positions and not receiving
the Fringe Benef�ts listed in Article 12.2 shall be:
_ Effective Effective Effective Effective
S-01-78 11-1-78 5-01-79 5-01-80
Roofer . . . . . . . . . . . $ 9.57 $ 9.57 $10.34 $11.15
Roofer Foreman . . . . . . . $10.53 $10.53 $11.30 $12.12
The basic hourly wage rate for temporary and emergency employees appointed
to the following classes of positions shall be:
Effective Effective Effective Effective
5-01-78 11-1-78 5-01-79 S-OZ-80
Roofer . . . . . . . . . . . $ 9.95 $ 9.95 $10.75 $11.60
Roofer Foreman . . . . . . . $10.95 $10.95 $11.75 $12.60
Apprentice
0 - 500 hours . . . . . . 66% of Roofer rate
501 - 1300 hours. . . . . 70% of Raofer rate
1301 - 2100 hours . .-�:� . 80% of Roofer rate
2101 - 2900 hours . . . . 85� of Roofer rate
2901 - 3700 hours . . . . 90% of Roofer rate
3701 - 4500 hours . . . . 95% of Roofer rate
The basic hourly wage rate for regular employees appointed to the following
class of positions who are receiving the Fringe Benefits listed in Article 12.2
shall be:
Effective Effective Effective Effective
5-01-78 11-1-78 5-01-79 5-01-80
Roofer . . . . . . . . . . . $ 9.99 $10.07 * **
*The May 1, 1979, hourly wage rates in this contract will be the rate as shown
below less the cost of sick leave usage for 1978 and less the cost of health and
Iife insurance, vacation, holidays and pensions for 1979 incurred by the employer
for employees in this bargaining unit.
Roofer $12.98
**The May i, 1980, hourly wage rates in this contract will be the rates as shown
below less the cost of sick leave usage for 1979 and less the cost of health and
life insurance, vacation, holidays and pensions for 1980 incurred by the employer
for employees in this bargaining unit.
Roofer $13.83
- C1 -
APPENDI% D
Effective May 1, 1978, the EMPLOYER shall:
(1) contribute $ .75 �er hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 covered by this
AGREEMENT, to a UNION design,ated Welfare Fund. Effective November 1,
1978, the contribution to the Welfare Fund shall be increased to $ .85
per hour.
(2) contribute $ .35 per hour for all hours worked by participating
employees ss defined in Articles 12.3, 12.4 and 12.5 covered by this
AGREEMENT, to a Pension Fund.
(3) contribute $1.00 per hour from which payroll deduction has been made
for all hours worked by participating employees as defined in Articles
12.3, 12.4 and 12.5 covered by this AGREEMENT, to a Vacation Fund.
(4) contribute $ .03 per hour for all hours worked by participating employees
as defined in Articles 12.3, 12.4 and 12.5 covered by this AGREEMENT, to
an Apprenticeship Training Fund.
Al1 contributions made in accordance with this Appendix shall be forwarded to
depositories as directed by the UNION.
The EMPLOYER shall establish Worlanan's Compensation and Unemployment Compensation
programs as required by Minnesota Statutes.
Participating employees as def ined in Articles 12.3, 12.4 and 12.5 covered
by this AGREEMENT, shall not be eligible for, governed by, or accumulate vacation,
sick leave, holiday, funeral leave, jury duty, or insurance fringe benefits that
are or nay be established by Personnel Rules, Council Ordinance, or Council
Resolution.
- D1 -
�, � -,
APPENDIX D !�coatinued)
The ���'LOYE�'S fringe ben.eiit obliga�ion to �ar�icipa�ing e�ployees as
defined in Articles 12.3, 12.4 and 12.5 is limited to the contributioas a�d/or
deductions established by this AGREEMENT. The actual Ievel of bznefits pro-
vided to employees shall be the responsibil.ity of the Trustees of the varioc:s
funds to which the E.`iPLOYER has forwarded contributions and/or deductior_s.
- D2 -
� r} �y �i 01 z 12/i9fi5
�+�������+ <Rsv.s 9�8��6
�PZJNT7,�N: �?F A1�iTD1IS�RATIVE'OR�IE&E3,
_,_,8�0!LtJTIQ�B.•,l� ,C�B�B �IIITA�C�B
D�,tat September 26, 1978 : .
, RECEIVE �
. OC* 4 1978
�: �u�o� Gs� �x 11�A1E��.�
,�_.
FRs Persa�rna� O���cR - �
RR: A�solutian fox submiasioat ta C3ty Council . . �
=<
,,. .,�:�T�n:
�W�► ��GO�d yonr approval aqd submisaia� aE this Regolutiaa to t�he Cit�t Ccws►Gil•. '
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This Reso].utioa approves the 1�j78-80 Agreemeats betweea t�� City of�St. Paul, . . �
-J I.S.D, No. 625, and the Roofers Local No,9b. The Agreemeints are for the period �
,May 1, 1978, tT�rough April 30, 1981, and call for a 7Q� an hour increase ian th� tatal
'��..,,-``'� gackage ia,May;. 1978 a.nd a 10� iacrease ia Novembery 1qT$. The May, 19'i8 wage —,�
increase is $1. 26 per hour because of a reductioa in sick leave usage from 17 days
to i�, Tl�e �greemente also call for total paclrage isicreases of $Q� in Ma.y,. �97� aad �
85� in Msq,, 1980. There is also a . 41 a mile increase in the Cityts xnileage allaa►�aat�ce.
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- Re�olutian,Agreements and copy for the City Clerk.
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