271944 WHITE - CITV CLERK ��
PINK - FINANCE GITY OF SAINT PAUL Council �.�''�'��:;�
CANARV�- DEPARTMENT File NO. J �* 1
BLUE - MAVOR
� ouncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approvi.ng the terms and
conditions o��e1978 Maintenance Labor Agreements
between the City of St. Paul, Independent School District
No. 625, and the Operative Plasterers and Cement Masons
International Association, Local 20.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09
of the St. Paul City Charter and the Public Employees Labor Relations Act
of 1971, as amended, recognizes the Operative Plasterers and Cement Masons
International Association, Local 20, as exclusive representative for those
classes of positions within the City of St. Paul certified by the Bureau of
Mediation Services under Case No. 73-PR-476-A for the purpose of ineeting
and negotiating the terms and conditions of employment for all full-time
personnel in the classes of positions as set forth in the Agreements between
the City, Independent School D�,strict No. 625, and the exclusive representative
hereinabove referenced; and
WHEREAS, 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, 1979, for such personnel as are set forth in the
Agreements between the City of St. Paul, Independent School District No. 625,
and the exclusive representatives; and
WHEREAS, 1978 Agreement s have been reached which include a wage
adjustment retroactive to May 1, 1978; now, therefore, be it
-1-
COUNCILMEN 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 Passed by Council Secretary BY
gy,
Approved by IVlavor: Date _ Approved by Mayor for Submission to Council
By _ _ _ By
WHITE - CiTY CLERK �y.�����
PINK - FINANCE l ` I
CANARV� OEPARTMENT G I TY OF SA I NT PA U L COUI1C11
BLUE - MAVOR , � �t_
File N 0.
� Council Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Maintenance Labor Agreements, cited above,
dated as of the effective date of this Resolution, between the City of St.
Paul, Independent School District No. 625, and the Operative Plasterers
and Cement Masons International Association, Local 20, on file in the
office of the City Clerk, are hereby approved, and the authorized admin-
istrative officials of the City are hereby authorized and directed to execute
said Agreements on behalf of the City.
Approved:
_�
I
Chairman
Civil Service Co miss` n
COUNCILMEN Requested by Department of:
Yeas Nays
��. PERSONNEL OFFICE
Hozza In Favor �-�
Hunt
Levine � __ Against BY
A�e�
Showalter
Tedesco �� � 9 �� Form Approved b Ci
Adopted by Council: Date !
c
Certified as-e y Co ncil eta BY
�
t� ro by A7avor: Dat Appr d by Mayor for Subm' ion to Council
By BY
' 1
�
����.���
1978-79
MAINTENANCE LABOR AGREEMENT
- between -
THE CITY OF SAINT PAUL
- and - '
OPERATIVE PLASTERERS AND CEMENT
MASONS INTERNATIONAL ASSOCIATION
LOCAL 20
1
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 8
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 ZO
XX Jurisdiction � 21
XXI Separation 2z
XXII Tools 23
XXIII Grievance Procedure 24
XXIV Right of Subcontract 2$
XXV Non-Discrimination 29
XXV� Severability 30
RXVII Waiver 31
XXVIII Mileage 32
XXIX Duration and Pledge 33
Appendix A A1
Appendix B B1
Appendix C C1
Appendix D D1
Appendix E E1
- ii -
,
P R E A M B L E
This AGREEMENT is entered into between the City of Saint Paul,
hereinafter referred to as the EMPLQYER and the Operative Plasterers and
Cement Masons International Association Local 2Q hereinafter referred to as
the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of Saint Paul
for the benefit of the general pub�ic through effective labor-management
cooperation.
The EMPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibilitq. Constructive attitudes of the City,
the UNION, and the �ndividual employees will best serve the needs of the
_ general public.
- iii -
ARTICLE I - PURPOSE
1.1 The E*iPLOYER a�d the UiVION agree that the p•srpose for entering into
this AGREEI�tENT is to:
1.11 Achieve ordarly and peacefuZ relations, thereby estab-
lishing a system of c±ninterrupted operations and the
highest 1eve1 of employee performance that is consistent
with the safety and well-being of all concerned;
1.22 Set forth rates of pay, hours of work, and other
conditions of employment as have .been agreed upon by
the EMPLOYER and the UNIO�;
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��'LOYER and the LIVION agree that this AGREEI�NT serves as a
sLpple�eat to legislation that creates and directs the EMPLOYER. If
any part of this AGREEI�NT is in conflict with such legislation, 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 (SEVERABILITY) .
- 1 -
ARTICLE II - RECOGi`vITION
2.1 The �SPLOYER recognizes the UNIOY as the exclusive representative for
collective bargainin,g purposes for all personnel having an employment
status of regular, probatioaary, 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. 73r�I�.,l+7�-�
dated Ap�cil 13, 1973.
2.2 The cZass�s of positions recognized as being exclusively represented
by the UNYON are as listed in Appendix A.
-.�..
- 2 -
ARTICLE III - E:`fPLOY�R RIGHTS
3.1 The �LO`LER retai�s the right to operate and nanage all manpower,
facilities, aLd equipment; to establish functions and programs;
to set and aaend budgets; to determine the utilization of technology;
to establish and aodify the organizational structure; to select,
direct and deternine the number of personnel; and to perform any
inherent nanagerial function not specifically Iimited by this
AGRE�lv'T.
3.2 Any "ters�. or condition of employment" not established by this
AGRE�iENT shall reaain with the EMPLOYER to eliminate, modify, or
establish following wzitten notification to the UNION.
- 3 -
� ARTICLE IV - UNIOV RI�HTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction in writing an amount necessary to cover monthly
UDiION dues. Such monies deducted shall be remitted as directed by
the UNION.
4.11 The Er�L°LOYER shall not deduct dues from the wages of
employees covered by this AGREEMENT for any other
Iabor organization.
4.12 The UNIOV shall indemnify aad save harmless the
EMPLOYER from any and alI claims or charges made
against the EMPLOYER as a result of the implementatinn
of this ARTICLE.
4.2 Tt!e UNION may designate one (1) employee from the bargaining unit to
act as a Steward and shall inform the II�IPLOYER 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
Ma.nager of the UNION, or his designated represer.tative shall be
permitted to enter the facilities of the Ei•SPLOYER where employees
covered by this AGREEMENT are c�orking.
- 4 -
ARTICLE V - SCOPE Or THE AGREEME�iT ��� '-"�j�
5.1 This AG?tEE��'T establishes the "teras and conditions of
employment" defined by M.S. 179.63, Subdi.vision I8 for all
employees exclusively represen.ted by the UNIOV. This AGRE�:�iT
shall supercede such "terms and conditions of employment"
established by Civil Service Rule, Council Ordinance, and
Counci.l Resolution.
- 5 -
ARTICLE VI - PROBATIO��RY PERIODS �•
6.I A11 personnel, originally hired or rehired following separation, in
a regular e�g?oy�ent status shall serve a six (6) month's probatio�ary
period during which time the employee's fitness and ability to perfora
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any ti�e during the probationa;y period an egployee
may be terainated at the discretion of the EP�LOYER
without appeal to the provisions of Article 23
(GRIEVANCE PROCEDURE) .
6.12 An enpZoyee terninated during the probationary period
shall receive a written notice of the reasons(s) for
such teratiration, a copy of which shall be sent to the
UIVION.
p_.:.. '.::'T.,
6.2 All persor_neI pro�oted to a higher class of positions shall serve a
six (6) months` pro�otior.al probationary period during which time the
enployee's fitness ar_d ability to perform the class of positions' duties
and responsibili�ies shall be evaluated.
6.21 At arcy time during the promoti.onal pr•obationary period
an enployee nay be deaoted to the enployee's previously
held class of positions at the discretion of" the EriPLOYER
without appeal to the provisions of Article 23 (GRIEVANCE
PROCEDL�i.E),
6.22 An ea:�loyee de�oted. during the pro�otional probationary
perioe snall be returned to the enplo}ee's previously
held class of positions and shall receive a written
notice of tne reasons for de�notion, a copy of which
shall be sent to th� U`IGti.
- 6 -
ARTICLE VII - PHILOSOPHY OF ETIPLOYifEtii AIQD COi1PENSATION
7.1 The �SPLOYER and the INIO�i are iu full agreement that the philosophy
of employmertt and compensation shall be a "cash" hourly wage and
"industry" fringe benefit systen.
7.2 The IItiPLOYER shall compensate es�ployees for all hours worked at the
basic hourly wage rate and hourly fringe benefit rate as found in
Article Z2 (WAGES} and 13 (FRINCE BEI3EFITS) .
7.3 No other cor�pe*�sation or fringe benefit shall be accunulated 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.
- 7 -
ARTZCLE VzII - HOLTRS OF ZvOR��C
8.I The nor�al work day shall be eight (8) consecutive hours per day, excluding
a thirty (30) �.inute unpaid lunch period, between 7:00 a.rs. and 5:30 p.a.
8.2 The normaZ work week shall be five (S) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREII�NT, it is necessary in the EMPLOYER'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�ediately
to establish the conditions of such shif ts and/or work weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
hours of work per nornal work day or per normal work week.
8.5 All employees shall be at the Iocation designated by their sugervisor,
ready for work, at the established starting tine 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 eaployees are subject to ca21-back by the E,�LOYER as provided by
Article 10 (CALL BACK).
8.7 Employezs reporting for work at the established starting ti�e and for
whom no work is available shall receive pay for two (2) hours, at the basic
hourly rate, Lnless notification has been given r.ot to report for work
prior to leaving hor�e, or durir_o the previous work day.
- 8 -
ARTICLE IX - OVERTIME
9.1 A11 overtime compensated for by the EMPLOYER must receive prior authori-
zation from a designated EMPLOYER supervisor. No overtime work claim
will be honored for payment or credit unless approved in advance. An
overtime claim will not be honored, even though shown on the time card,
unless the required advance approval has been obtained.
9.2 The overtime rate of one and one-half (1�) the basic hourly rate shall
be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one
normal work day and,
9.22 Time worked on a sixth (6th) day following a normal
work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid
tor work performed under the.,following circumstances:
9.31 Time worked on a holiday as defined in Article 16
(HOLIDAYS) ;
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 (1'�).
9.4 For the purposes of calculating overti.me compensation overti.me hours
worked shall not be "pyramided", compourcded, or paid twice for the same
hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash.
- 9 -
ARTICLE X - CALL BACK
10.1 The E:�LOYER retain.s the right to call back employees before an
er�ployee 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 E�ployees called back shall receive a minimum of four (4) hours
pay at the basic hourly rate.
10.3 The hours worked based on a call-back shall be co�pensated in
accordance with Article 9 {OVERTIME}, when applicable, and subject
to the minimum established by 10.2 above.
10.4 E�ployees called back four (4) hours or .less prior to their norcial
work day shall conplete the normal work day and be co�pensated only
for the overtime hours worked in accordance with Article 9 (OVERTIME) .
- 10 -
ARTICLE XI - WORiC LOC�TION
11.1 Enployees shall report to work location as assigned by a designated
EPIPLOYER supervisor. During the normal work day e�ployees may be
assigned to other work locations at the discretion of the Li•4PL01�?..
11.2 Employees assigned to work Iocations during the normal, work day,
other than their original assignment, and who are required to furnish
their own transportation shall be compensated for iai3.eage.
11.3 All employees aopointed after January 1, 1976, would be required. to
reside in the City of Saint Paul within one year of their ap�oir_tnent,
and thereafter would be required to remain witnin the Citp liaits as
long as they were employed by the City of Saint Paul.
11.4 This residency requirenant shalZ apply to unclassifie3 employees as
well as classified employee3�
11.5 Applicants for positions in the City of Sain.t Faul will not be required
to be resideats of the City of Saint Paul.
11.6 Esployees f2iling to meet the residency requirerient will be subject
to terminatiou and a hearing process shall be establishad to detereiine
whether the residency requirement was met.
- 11 -
ARTICLE 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 Employees who are covered by the fringe benefits listed below shall
continue to be covered by such benefits. They shall be subject to a11
other provisions of the AGREEMENT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as provided
for by Article 13 (FRINGE BENEFITS).
12.21 Insurance benefits as established by City of Saint Paul
Resolutions including life, hospital and health insurance
for ea.rly retirees who have retired since June 1, 1978.
In order to be eligible for the health benefits under the
early retiree provision, the employee must:
12.21.1 Be receiving benefits from a public enployee
retirement act at the time of retirement.
12.21.2 Have severed his relationship with the Citq
of Saint Paul under one of the early retiree
plans.
12.21.3 Inform the Personnel Office of the City of
Saint Paul in writing within 60 days of employee's
early retirement date that he or she wishes to be
eligible for early retiree insurance benefits.
12.22 Sick Leave as established by Ordinance No. 3250, Section 35,
Subdivision E.
12.23 Vacation as established by Ordinance No. 6446, Section 1,
Subdivision F.
12.24 Nine (9) legal holidays as established by Ordinance No. 644b,
Section 1, 9ubdivision G.
12.25 Severance benefits as established by Ordinance No. 11490 with
a maximum payment of $4,000.
- 12 - ,
ARTICLE XII - WAGES (continued)
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, partici-
pating employees and shall be compensated in accordance with Article
12.1 (WAGES) an.d have fringe benefit contributions and/or deductions
ma.de on their behalf as provided for by Article 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary, and emergency employees shall be considered,
for the purposes of this AGREEMENT, participating employees and shall
be compensated in accordance with ArticZe 12.1 (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 enployees 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) .
- 13 -
ARTICLE XIII — FRINGE BENEFITS
13.1 The E�LOYER shall make contributions on behalf of and/or nake
deductions from the wages of employees covered by this AGREEMENT
in accordance with Appendix D for all hours worked.
� . :,.:,..'..LLT.. .
- 14 -
ARTICLE XIV - SELECTION OF FOREM.'�.�.�T AND GEI3ERAL FORE:IAN
14.1 1�:e selectio� of personn�l for the class of position of Forenan
s;-�all re�ain solely with the E�u'LOYER.
14.2 The class of position of Foreman shall be filled by enployees of
the bargaining unit on a "temporary assigntaent".
14.3 All "temporary assignments" shal7. be made only at the direction
oi a designated EMPLOYER supervisor.
14.4 Such "teaporary assignn�nts" shall be r�ade only in cases where the
class of positions is vacant foi more than one (1) norcial work day.
; ...
- 15 -
ARTICLE XV - RETIt'�i:r,V-T
15.1 All employees shall retire =ron employment with the c.��IPLOYEtZ no later
than the last calendar day of the month in which an e�ployee becones
sixty-five (65) years old.
- 16 -
ARTICLE XVI - HOLID:�XS
26.1 The following nine (9) days shall be designated as holidays:
New Year`s Day, January 1
Preside�ts' Day, Third Monday in February
Aiemorial Day, last rlonday in May
Indep�nc�ence Day, July 4
Labor Day, f irst Monday in September
Columbus Day, second Monday in October
Veterans' Day, November 11
Thanksgiviug Day, fourtn Thursday in November
Christnas Day, December 25
16.2 When New �ear's Day, Indepeudence Day, or Christmas Day falls on a
Sunday, the following Monday shall be considzred the designated hoZiday.
wThen any of these three (3) holidays falls on a Saturday, the preceding
Friday shall bz considered the designated holiday.
16.3 The nine (9) holidays shall be considered non-work days,
::::�...
16.4 If, in the judg�ent of the EMPLOXER, personnel are necessary for opara�i�
or emergency reasons, employees nay be scheduled or "called back" in
accordance with Article X (CALL BACK) .
16.5 Employees wor'�cing on a desionated holiday shall be conpensated at tne
rate of two (2) tines the basic hourly rate for all hours wor�ed.
- 17 -
ARTICLE XVIZ - DISCIPLI:V�RY PROCEDURES "",�����
17.I Tne E:�PLOYER snall have the right to impose disciplinary actions on
enployees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall include only the follawing
actions:
17.21 Oral repriszand
17.22 Writterz repri.aand
17.23 Suspensioa
17.24 Deaotion
17.25 Discharge
17.3 E�ployees who are suspended, denoted, or discharged shall have the right
to request t�at such actions be reviewed by the Civil Service Co�missioa
or a desigaated Board of Rev3ew. The Civil Service Commissioa, or a
designated Bo=_rd of Review, shall be the sale and exclusive means of
reviewing a suspeasion, demotion, or discharge. No appeal of a susp�ns�o�,
demotion, or disc'r.arge st?all be considered a "grievar_ce" for the purpose o=
processing through the provisions of Article 23 (GRIEVANCE PROCEDURES) .
— is —
ARTICLE XVIII - ABS&'vCES FRO:`I WORiC
18.1 Employees who are unable to report for their normal work day have
the responsibility to notify their supervisor of such absence as
sooa as possib].e, but in no event later than the beginrcing of such
work day.
18.2 Failure to ma'�e such notification may be grounds for discipline as
provided in Article 17 (DISCIPLIivARY PROCEDURES).
18.3 Failure to report for work without notification for threa (3)
coasecutive nor.nal work days nay be considered a "quit" by th�
EMPLOYER on the part of the employ�e.
- 19 -
� ARTICLE XIX - SENIORITX
19.1 Seniority, for the purposes of this AG:tE�fENT, shall be defined as
follows:
19.11 "Master Seniority" - the length of continuous regular
and probationary� service with the Et�LOYER from the
last date of employment in any and a11 class titles
covered by this AGREErIEiv'T. �
19.12 "Class Seniority" - t'ne 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 accu�►ulate during an unpaid leave of absence,
except when such a leave is granted for.a period of less thaa thirty
(30) calendar days; is granted because of illness or injurp; 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 detexmined by the �MPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
each Departne�t based on inverse length of "Class Seniority". Employees
laid off shall have the right to r�instatement in any lower-paid class
title, provided, employee has greater "i�aster Seniority" than the enployee
being replaced.
19.5 The selection of vacation periecs shall be �.ade by class title based on
length of "Class Seniorit}�", ��:o�ect to the approval oi tne Er�LOYER.
- 20 -
_ . . , .. ....,.. . . __ . __ __._..
�:,�,.,. .Y < ,_. . : : , , . ..: . .
ARTICLE � - JURISDICTIO�i
20.1 Disputes co�cerning work jurisdiction between and asaong unicns is
recognized as an appropriate subject for deter�ination by the various
unions representing enployees of the EMPLOYER.
20.2 The E.MPLOYER agrees to be guided in the assigr�ent of work jurisd�ctian
by any �cutual agreem�nts between the unions involved.
20.3 In the event of a dispute concerning the perforiaance or assignraent of
work, the unions involved and the EMPLOYER snall meet as soon as mutuall�
possible to resolve the dispute. Nothiag in the foregoing shall restric=
the right of the II�fPLOYER to accomplish the work as originally assioned
pending resolution of the dispute or to restrict the Et�LOYF'R'S basic
right to assign work. � �
20.4 Any employee refusing to perfor� work assigned hy the EMPLO`iER and as
clarified by Sections 20.2 and 20.3 above shall be subject to disciplir_a�
action as provided in Article 17 (DISCIPLINARY PROCEDL'RES) .
20.5 There shall be no work stoppage, slow down, or any disruption of work
resulting from a work assignment.
- 21 -
ARTICLE �iI - SEP��4TIO�V
21.1 Enployees having a probatior.ary or regular enployment status shall
be considered separated.froa 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 Retire�ent. As provided in ArticZe 15.
21.I3 Discharge. As provided in Article 17.
21.14 Failure to �.evort for Duty. As provided in Article 18.
21.2 Esployees havir$ an erergency, temporary, or provisional employment
status say be terminated at the discretion of the EriPLOYER before the
completion of a normal work day.
- 22 -
ARTICLE �II — TCOLS
22.1 Al1 enploJees shall p°rsonally provide themselves with the tools of
the trade as listed in Appendix B.
__
- 23 -
ARTICLE �III - GRIEVANCE PROCEDURE
23.1 The IIKPLOYER shall recogniz2 Stewards selected in accordance with U�iIOV
rules and regulations as the grievance repres2ntative of the bargaining
unit. The Ui3I0�i sha1Z notify the EMPLOYER in writing of the nanes of
the Stewards and of their successors when so named.
23.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as herein.after provided is li�ited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such eaployee
dutias and responsibilities. The Steward involved and a grieving employee
shall suffer no loss in pay when a grievance is processed during workirig
hours, provided, the Steward and the enployee have notified and received
the approval of their supervisor to be absent to process a grievance and
that such absence would not"€ae detrimental to the work progra.�s 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 AGREE.'��iT.
23.4 Grievances shall be resolved in conforctance witn the followir_g procedure:
- Step 1. Upon the occux'rence of an all,eged violatzon of
this AGREEi�iENT, the empZoyee involved shall atte�.�pt to
resolve the matter on an informal basis �vith the e�oloyee's
supervisor. If the matter is not resolved to the e�ployee's
satisfaction by the informa? discussion it may be reduced
- 24 -
_ ���. �����
ARTICLE XXIII - GRIEVA�.�iCE PROCEDI3RE (continued)
to writi�o and referred to Step 2 by tY�e L��IOV. The written
grievance shall set forth the nature of the grievance, tne
facts on which it is based, the alleged section(s) of tne
AGRE�'�SE�� violated, and the relief requested. Any alleged
violation of the AGREEriENT not reduced to writing by the
UNION within seven (7) caleadar days of the first occurreace
of the event giving rise to th� grievance or within the use
of reasonable diligence should have had knowledge of tna
first occurrence of the event giving rise to the grievance,
shall be considered waived.
SteP 2. Within seven (7) calendar days after receiviao the
written grievance a designated B'��LOYER supervisor shall
�eet witz the UI3ION Steward and atter�pt to resoZve the
grievance. If, as a resu�t of this r�eeting, the grievance
remains ur_resolved, the EMPLOYER shall reply in writi�o to
the tINZON within three (3) calendar c�ays following this
meeting. The UNION may refer the grievance in writing to
Step 3 within seven (7) calendar days following receipt of
the E��LOYER'S written answer. Any grievance not referred
in writiag by the UNION within seven (7) caler.dar days
followir_g receipt of the EI�IPLOYER'S answer shall be
cor.si�ered waived.
- 25 -
ARTICLE �III - GP.L.'A?�CE PROCEDURE (continuec�)
Step 3. tdii.hin seven (7) calendar days fo11o�.�ing receipt
of a grievance referred fro� Step 2 a designated II�LOYER
supervisor shall meet with the UNION Business Manager or
his designated representative and attempt to resolve the
grievance. Within seven (7) calendar days following this
meetir�g the ��fPLOYER shall reply in writing to the UNION
stati�g tre �SPLOYER'S answer concerning the grievance.
If, as a result of tha �rritten response the grievance
remains unresolved, the Ui�1I0I3 may ref er the grievance to
Step 4. Any grievance not referred to in writing by the
UNIOV to Step 4 �rithin seven (7) calendar days following
receipt of the E��LOYER'S answer shall be considered waived.
Step 4. If the grievance re�ains unresolved, the UtvIOV aay
within seven (7) calendar days after the response of the
EMPLOYER in Step 3, by written notice to the EM�'LOYER, re-
quest arbitration of the grievance. The arbitratian pro-
ceedings shall be cor.ducted by an arbitrator to be selected
by autual agreement of the E1�IPLOYER and the UNION within
seven (7) calendar days after notice has been given. If the
parties iail to �utually agree upon an arbitrator withir. the
said severt (7) day period, either party may request t'r.e Public
E�plo}ue�_ ReZation Board to subnit a panel of five (5}
arbitra�ors. Both the ELIPLOYER and the iT�IIO`i shall have the
right to strike two (2) na�:es from thz panel. The LLJ'T_Oii shall
strike the first (lst) nam2; the Et��LOYER sha1Z then strike
one (i) r.an�. The process will be repPated and the re�aining
persoa s^al�. be ths arb�trator.
- 26 -
' ARTICLE XXIII - GRIEV�:yC� PROCEDUR.,.: (continued)
23.5 The arbitrator sha11 have no rignt to amend, nodify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The arbitrator
shall consider a�� decide only t�e specific issue subnitted in writing
by the EM2LOYER and the UNION and sha11 have no authority to iaake a
decision on anp other issue not so submitted. The arbitrator shall ba
without power to �ake decisions contrary to or inconsistent with or
�odifying or varying in any way the application of laws, rules, or
regulations havirig the force and effect of law. The arbitrator's
decision shall be sub�itted in writing within thirty (30) days followi�g
close of the hearing or the sub�ission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The deciszon shall
be based solely oa the arbitrator's interpretation or application of
the express terms of this AGRE��NT and to the facts of the grievance
presented. TY:e decision of,,.the arbitrator shall be final and binding
on the EPPLOYr.R, the L�IION and the emplayees.
_ _
23.6 The fees and expe.^.ses for the arbitrator's services and proceedi.ngs
shall be borne equally by the E�ff'LOYER and the tNION, provided that
each party shall be responsible for conpensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last-minute postponement that Ieads to the arbitrators making a
change, the c�aceling party or the party asking for the postponement
shall pay this charge, If either party desires a verbatim record of
the proceedinos, ?t �.ay cause such a record to be r.iade prociding it
pays for the record.
23.7 The tine lirits in each step of this procedure may ba exte*�ded by mutua�
agreeneat of the E:�'PLO�ER and tne LNION.
- 27 -
ARTICLE XXIV - RIGHT OF SUBCOVTRACT
24.1 The EI�°LOYER nay, at zny time during the duration of this AGRr,EI��:�iT,
contract out Gork don.e by the e�ployees covered by this AGRE�lv'T.
In the event that such contracting would result in a reduction of the
work force covered by this AGRE��NT, the E�SPLOYER shall give the IT�IO�i
a ninety (90) caiendar day notice of the intention to subcontract.
24.2 The subcontracting of work done by the employees covered by this
ACREEMENT shall in all cases be made only to e�ployers who qualify
in accordance with Ordinance No. 140I3.
- 28 -
,_��.. _, .. _. . . ,
,...�,.;�< � ., .. .. .. ...�. �, . _�: . . ,.. .. .
ARTICLE XXV - NOV-DISCRI�iINATION
25.1 The terms and cor_ditions of this AGREEMENT will be applied to
enployees equaZly without regard to, or discrimination for or
against, any individual becausa of race, color, creed, sex,
age, or because of inembership or non menbership in the L:3IOV.
25.2 Employees will perform their duties and responsibilities in a
non-discri�inatory manner as such duties ar.d responsibilities
involve other employees and the general public.
- 29 -
q �� . . . � . •n..n..�.-u.._+.... . . .. s ....::. ,. ..�,.�.. _ .. -.. ._...;. • ,....... , a ,... n .... .. , a..v.. ..s.......r��+.a...�.r.. ......,.0 .a.evx.... , v.,........e.w.�Aa...
. �.�.' . , . .. ..... . .. .. .....
.�...:._..... !--_..,:.. . .., ..:�::� .,.. .: . , ' . �
ARTICLE XXVI - SEVERABILITY
26.I Ir_ the event that any provision(s) of this AGP.:��'.;`�T is declared
to be contrary to law by proper legislative, ad�i:�istrztive, or
judicial authority from whose finding, determ�ration, or decree
r_o appeal is taken, such provision(s) shall be voided. All other
provisions shall continue in full force and ef=ec�.
26.2 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREE�± i� ca�pliance with
the legislative, administrative, or judicial deter�ination.
� -
- 30 -
. . _... _ . _.�._.. , .. . . ... _ .., .
ARTICLE XXVII - WAIVER
27.1 The E1�iPL0YER and the UNION ackr_owledge that during the �eetiag and
negotiating which resulted in this AGREEr�NT, each had the rioht a^d
opportunity to make proposals with respect to any subject concerning
the terms and conditions of employment. The agreenents and under-
standings reached by the parties after the exercise of this right
are fully and completely set forth in this AGREE�iENT.
27.2 Therefore, the EtiiiPLOYER and the UNION for the duration of this
AGREE��NT agree tl:at the other party shall not be ob.ligated to
meet and negotiate over any tern or conditions of employ�eat whether
specifically covered or not sp�cifically covered by this AGRE�fE�FT.
The UNION and EMPLOYEP. may, however, mutually agree to modi�y any
provision of this AGREEMENT':y.
27.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the teras and conditions
of enployment, to the extent they are inconsistent with this AGRr.E�,�?v'T,
are hereby superseded.
- 31 -
ARTICLE XX�,'III - rIILEAGE
28.1 Auto�obile Rei�:bursecient Aut;�orized: Pursuant to Chapter 92� oi the
St. Paul Legislative Code, as a�eaded, pertaining to reimburs�aent o=
City officers and employees for Che use of their owci aato�ob�les in
the performance of their duties, the following provisions are adopted.
28.2 Method of Cosputatior.: To be eligible for such reimbursement aIl
officers and e�pZoyees must receive written authorization from the
r�yor. Reimburs�ent shall be nade in accardaaca witn one of the
following plans:
Type l. For those officers and employees wno are
required to use their own 2utomobiles occasionally
for official. City business, reimbursemer_t at the
rate of J.4 cents for each �cile driven.
Type 2. For thosa 'officers and employees who are
required to use their own automobiles on a regular
basis on City business;=rei.�bursetaent 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 ReguZations: The riayor shall adopt rules and regulations
governing the procedures for automobile reimburse�ent, which regulations
and rules shall contain the requirement that recipients shall file dail�
reports indicating place of origin and destinatioa and applicable mileage
xatings tnereat and ir.dicating total rsiles drivan, and shall file �:ontrly
affidavits stating the nuaber of days �,;orked and the nu�ber of niles driven, .
and further required tnat they �aintain auto�obile liahility insurance in
amoun�s not less thar_ $100,Q00/300,000 for personal injury, and $25,000
for property das.age. Th�se rules and regulations, together wit� any
aMend�ents thereta, snall be �aintained on file cvith 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 12 and 13, and shall
remain in effect through the 31st day of May, 1979, and continue in
effect from year to year thereafter unless notice to cha.nge or to
terminate is given in the manner provided in 29.2.
29.2 If Either party desires to terminate or modify this AGREEME,`1T, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREII�fENT shall give written notice to the other pary, not more
tha.n ninetq (90) or less than sixty (60) calendar daps prior to the
expiration date, provided, that the AGREEMENT may only be so termina.ted
or modified effective as of the expiration date.
29.3 In consideration of the terms aad conditions of emgloyment established
by this AGREEMENT and the recognition that the GRIEVANCE PROC'�L�E
herein estabZished is the means by which grievances concernir� 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 wor�,
stop work, slow down their work, or absent themselves in
whole or part from the full, faithful performance of
their duties of employment.
29.32 The EMPLOYER will not engage in, instigate, or condone
any lock-out of employees.
- 33 -
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.33 This constitutes a tentative agreement between the parties
which will be reco�nended 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 UNION.
AGREED to this�� day of , 1978, and attested to as the full
and complete understanding of the parties for the period of time herein specified
by the signa.ture of the following representative for the EMPLOYER and the UNION.
WITTIESSES:
OPERATIVE PLASTERERS AND CEMENT MASONS
CITY OF SAINT PAUL INTERNATIONAL ASSOCIATION LOCAL 20
<�� l�-� � -��
Labor Relati i r Business Repre tative
Civil Service Commission
- 34 -
APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Plasterer
Plasterer Inspector
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibiliti.es assigned comes within the jurisdiction of the
UNION.
- A1 -
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary employees
appointed to the following classes of positions and not receiving the Fringe
Benefits listed ia Article 12.2 shall be:
Effective
June 1,1978
Plasterer . . . . . . . . . . . . . . . . $10.24
Plasterer Inspector . . . . . . . . . . . . $I1.34
The basic hourly wage rate for temporary and emergency employees appointed to
the following classes of positions shall be:
Effective
June 1,1978
Plasterer . . . . . . . . . . . . . . . . . $10.65
The basic hourly wage rate for regular employees appointed to the following
classes of positions who are receiving the Fringe Benefits listed in Article
12.2 shall be:
Effective
June 1,1978
Plasterer . . . . . . . . . . . . . . . . . $10.26
Plasterer Inspector . . . . . . . . . . . . $11.12
- C1 -
f ��� �� �
. _• ..
APPENDIX D
Effective June 1, 1978, the EMPLOYER shall:
(1) contribute $ .65 per hour from which payroll deductions have been
made for all hours worked by participating employees as defined
in Articles 12.3, 12.4 and I2.5 of this AGREEMENT for a UPiION
designated Vacation Fund.
(2) contribute $ .70 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEr4,NT to a Welfare Fund.
(3) contribute $ .25 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Pension Fund.
(4) contribute $ .O1 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Journeyman and Apprenticeship Training Fund.
All contributions and deductions made in accordance with this Appendix shall be
forwarded to depositories as directed by the UNION.
The EM�.'LOYER shall establish Worlanan's Compensation and Unemployment Compensation
programs as required by Minnesota Statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as defined
in Articles 12.3, Z2.4 and 12.5 is limited to the contributions and/or deduc.tions
established by this AGREEMENT. The actual level of benefits provided the EMPLOYEES
shall be the responsibility fo the Trustees of the various funds to which the
EMPLOYER has forwarded contributions and/or deductions.
- Dl -
���,. �...,.: W_: ... :_, , ._�.: _ . . . ,. . _ ,.. ._ . . _. . .. _ __. _ __ _. .. �_ _ ____ .
�
APPENDTX E
WORKING CONDITIONS FOR PLASTERER INSPECTOR
As a result of the 1974 settlement, the Parties have established
craft-determined rates for Plasterer Inspectors, with the specific under-
standing that such agreemeat is restricted to establishing rates of pay for
such classif ications.
It is, consequently, agreed that the Employer in applying Article III -
EMPLOYER RIGHTS of the MAINTENANCE LA.BOR AGREEMENT, shall have the right to
operate the Department in the same manner as heretofore, with management
rights unaffected, and that the establishment of separate rates for these
classifications as well as for Inspector classifications in other Bargaining
Units, may not result in disputes over assignments or over rates of pay for
work performed, nor will any 3uris3ictional claims or restrictions be asserted
by the Union because m�bers of various Inspector classifications are assigned
to work which is also performed by other Inspector classif ications.
- E1 -
M
�������
1978-79
MAINTENANCE LABOR AGREEMENT
- between -
THE INDEPENDENT SCHOOL DISTRICT N0. 625
-- and -
OPERATIVE PLASTERERS AND CEMENT
MASONS INTERNATIONAL ASSOCIATION
LOCAL 20
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 g
IX Overtime 9
X Call Back 10
XI Work Location 11
XII Wages I2
XIII Fringe Benefits 14
XIV Selection of Foreman and General Foreman 15
XV Retirement 16
XVI Aolidays �7
XVII Disciplinary Procedures 18
XVIII Absences From Work 19
XIX Seniority 20
XX Jurisdiction �� 21
XXI Separation 22
XXII Tools 23
XXIII Grievance Procedure 24
XXIV Right of Subcontract 28
XXV Non-Discrimination 2g
XXVI Severability 30
XXVII Waiver 3I
XXVIII Mileage 32
XXIX Duration and Pledge 33
Appendix A A1
Appendix B B1
Appendix C C1
Appendix D D1
Appendix E E1
- ii -
P R E A M B L E
This AGREEMENT is entered into between the Independent School District
No. 625, hereinafter referred to as the EMPLOYER and the Operative Plasterers
and Cement rfasons International Association Local 20 hereinafter referred to
as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
ob�ective the promotion of the responsibilities of the Independent Schooi
District No. 625 for the benefit of the general public through effective labor-
ma.nagement cooperation. �.
The �IPLOYER and the UNION both realize that this goal depends not
only on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the EMPLOYER,
the UNION, and the individual employees will best serve the needs of the general
public.
- iii -
' ARTICLE I - PURPOSE
1.1 The EriPLOYER ar.d the i.ti�il0v agree that tY!e p•srpose for enterir.o into
this AGREE:•IENT is to: -
1.11 Achievz orderly and peacefuZ ralations, thereby estab-
lishing a system of Lninterruptzd operations and the
highest Ievel of employee perforiaance that is consisteat
with the safety and well-beiag of aIl concer�ed;
1.12 Set forth rates of pay, hours of work, and other
conditions of employraent as have .beea agreed upon by
the EMPLOYER and the UNIOti;
1.13 Establish procedures to orderly and peacefuJl� resolve
disputes as to th� application or interpretation of
this AG1tEEMENT without loss of nanpower productivity.
1.2 The E?�Pt LOYER and the UNION aoree that this AGP.E,E."`F'+T serves as z
suppleaent to legisl2tion that creates and directs the E'�'r'LOFER. If
any part of this AGREE�NT is in conf].ict with such legislation, the
12tter shall prevail. The parties, on wri.tten notice, agree to negotiate
that part a.n conflict so that it cor_for�s to the statute as provided bp
Article 26 (SEVERABILITY) .
- 1 -
ARTICLE II - RECOGtiITION
2.1 The E�iPLOYER recognizes the LTNION as the exclusive representative for
collective bargainirt� purposes for all personnel having an eaplaymerit
status of regu�ar, probationary, provisional, temporary, and emergency
employed in t�z classes of positions defined in 2.2 as certified by
the Bureau of Mediation Services in accordance with Case v0. 73��R�-476-�
dated AP1ciT 13, 1973.
2.2 The classes of positions recognized as being exclusiveZp represented
by the UNION are as listed in Appendix A.
- 2 -
ARTICLE III - F�`iPLO�'R RIGHTS
3.1 The �ftPLOYER retains the right to operate and mana�e all nanpower,
facilities, aLd equipment; to establish functions and proora..ss;
to set and aa2nd budgets; to determine the utilization of technology;
to establish and nodify the orga.nizational structure; to select,
direet and deteraine the number of personnel; ar_d to perfora any
inherent nanagerial function not specifically limited by this
AGRE�NT.
3.2 Any "term or condition of employment" not established by this
AGRE�iEEIJT shall remain with the Ei�IPLGYER to elimiaate, nodify, or
estaS�lish following written notification to the UNION.
- 3 -
� 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 �onies deducted shall be remitted as directed by
the UNZON.
4.11 The EMPLOYER shall not deduct dues from the wages of
employees covered by this AGREEMENT for any other
labor organization.
4.12 The UNION shall indemnify and save harmless the
EMPLOYER from any and alI claims or charges made
against the EMPLOYER as a result of the implementation
of this ARTICLE.
4.2 T�e UNTON 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 caorking.
- �. -
ARTICLE V - SCOPE Or THE AGREEMENT
5.1 This AGREEMEti'T establishes the "terms and conditions of
employment" defined by 2�I.S. 179.63, Subdivision 18 for all
employees exclusively represented by the UNIO:i. This AGRE�:VT
shall supercede such "terms and conditions of employment"
established by Civil Service Rule, Couacil Ordinaace, and
Council Resolution.
- 5 -
ARTICLE VI - PROBATIOVr1RY PERIODS *-
6.1 A11 personnel, originally hired or rehired following separation, in
a regular empZoynent status shall serve a si.x {6) nonth's probationary
period during which time the employee's fitness and ability to parforLn
the class of positions' duties and responsibilities shall be evaluated.
6.11 At any ti�e durir.g the probat�onary period an eraployez
ma.y be terainated at the discretion of the E2�LOYER
without appeal to the provisions of Article 23
(GRIEVA�vCE PROCEDtritE) .
6.12 An er.�ployee terniriated during the probationary period
shall receive a written notice of the reasons(s) for
such termination, a copy of which shall be sen.t to the
UNION.
6.2 A11 persor_ne1 pro�oted to a �higher class of positions shall serve a
six (6) �on_ths' 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 promotioaal pzobationary period
an employee may be demoted to the eaployee's previousiy
held class of pos�tions at the discretioa of� the E�PLOYER
without appeal to the provisions of Article 23 (GRIEV��CE
PRO CEBL c�2E},
6.22 An employe� denoted during the pro�otional probatiozary
period sh�ll be returned to the employee's previous2y
held class of positions and shall receive a written
notice of the reasons for demotion, a copy of which
shall be sent to the UDiIO�;.
- 6 -
ARTICLE VII - PHILOSOPHY OF EtIPLOYitE:i AIV'D CO;g'ENSATION
7.1 The �iPLOYER and the Wi IO:i are in fulJ. agreement that the philosophy
of employmeat and compensation shall be a "cash" hourly wage and
"industry" fringe benefit systen.
7.2 The �LOYER shall conpensate e�ployees for all hours worked at the
basic hourly wage rate and hourly fringe benefit rate as found in
Article 12 (WAGES} and 13 (FRIivGE BENEFITS).
7.3 No other compensation or friage benefit shall be accumulated or
earned by an employee except as specifically provided for in this
AGREE�NT; except those employe�s who have individually optioned
to be "grandfathered" as provided by 12.2.
- 7 -
ARTZCLE VZZI - HOURS OF j•�OR��C
8.1 The nor�al work day shall be eight (8) consecutive hours per day, excludiao
a thirty (30) �inute unpaid lunch period, between 7:00 a.m. and 5:30 p.rs.
8.2 The normal work week shall be five (5) consecutive norm.a.l work days
Monday through Friday.
8.3 If, during the term of this AGREIIKENT, it is necessary in the EMPLOYER'S
judgment to establish second and third shifts or 2 work week of other than
Monday through Friday, the L`i3I0N agrezs to enter into negotiations i.�ediatel.y
to establish the conditions of such shifts and/or work weeks.
8.4 This sectiort shall not be construed as, and is not a guarantee of, any
hours of work per nor�al work day or per normal work week.
8.5 All eaployees shall be at ths location designated by their supervisor,
ready for wor'::, at the established starting ti�e and shall remain at an
assigaed work location until the end of the established work day unless
otherwise directed by their supervisor.
8.6 All e�ployees are subject to call-back by the E,�LOYER as provided by
Article 10 (CAL?. 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 bas;c
hourly rate, Lnless notification has been giv2n r_ot to report for work
prior to leaving hone, or durir_g the previous work day.
- 8 -
ARTICLE IX - OVERTIME
9.1 A17. overtime compensated for by the EMPLOYER must receive prior authori-
zation from a designated II�PLOYER supervisor. No overtime work claim
will be honored for payment or credit unless appraved in advance. An
overti.me claim will not be honored, even though shown on the time card,
unless the required advance approval has been obtained.
9.2 The overtime rate of one and one-half (1'�) the basic hourly rate shall
be paid for work performed under the following circumstances:
9.21 Time worked in excess of eight (8) hours in any one
normal work day and,
9.22 Time worked on a sixth (6th) day following a normal
work week.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid
tor work performed under the ,following circumstances:
9.31 Time worked on a holiday as defined in Article 16
(HOLIDAYS);
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 (l�Z) .
9.4 For the purposes of calculating overti.me compeasation overtime hours
worked shall not be "pyramided", compounded, or paid twice for the same
hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash.
- 9 -
ARTICLE X - CALL BACK
10.1 The E:'�'LOYER retains the right to call back enployees before an
employee has started a normal work day or normal work week and
after an e�ployee has comp2eted 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 call-back shall be com�ensated in
accordance with Article 9 {OVERTIME), T.�hen applicable, and subject
to the mini,aum established by 10.2 above.
10.4 Enployees cal2ed back four (4) hours or .less prior fio their noraal
work day shall coaplete the normal work day and be compensated only
for the overtime hours worked in accordance with Article 9 (OVERTINIr,) .
- 10 -
ARTICLE XI - WORK LOC�TION
11.1 Enployees shall report to work location as assigned by a designated
Er�LQYER supervisor. During the normal work day e�ployees say be
assigned to other work Iocations at the discretion of the Ei��LOYE?..
11.2 Employees assioned 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 anpointed after January 1, I976, would be required to
reside ia the City of Saint Pau1 caithin one year of their appoint�ent,
ar_d thereafter would be required to re�ain «itn.in the City li.mits as
long as they were empZoyed by the City of Saint Paul.
11.4 This residency requirenent shall apply to unclassified enployees as
well as classified employee��.
11.5 Applicants for positions in the City of Saint PauZ will not be required
to be resider.ts of the City of Saint Paul.
11.6 Employees failing to meet the residency requirement wi.11 be subject
to termination and a hearing process shall be establi.shed to deternine
whether the residency requirement was met.
- 11 -
ARTICLE 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 Employees who are covered by the fringe benef its listed below shall
continue to be covered by such benefits. They shall be subject to all
other provisions of the AGREEMENT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as provided
for by Article 13 (FRINGE BENEFITS) .
12.21 Insurance benefits as established by City of Saint Paul
Resolutions including life, hospital and health insurance
for early retirees who have retired since June 1, 1978.
In order to be eligible for the health benefits under the
early retiree provision, the employee must:
12.21.1 Be receiving benefits from a public employee
retirement act at the time of retirement.
__ _
12.21.2 Have severed his relationship with the City
of Saint Paul under one of the early retiree
plans.
12.21.3 Inform the Personnel Office of the City of
Saint Paul in writing within 60 days of employee's
early retirement date that he or she wishes to be
eligible for early retiree insurance benefits.
12.22 Sick Leave as established by Ordinance No. 3250, Section 35,
Subdivision E.
12.23 Vacation as established by Ordinance No. 6446, Section 1,
Subdivision F.
12.24 Nine (9) legal holidays as established by Ordinance No. 6446,
Section 1, 3ubdivision G.
12.25 Severance benefits as established by Ordinance I3o. 11490 with
a maxinum payment of $4,000.
- 12 -
ARTICLE XII - WAGES (continued)
12.3 Regular employees not covered by the fringe benefits listed in Article
12.2 shall be considered, for the purposes of this AGREEMENT, partici-
pating 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 previded for by Article 13 (FRINGE BENEFITS) .
12.4 Provisional, temporary, and emergency employees shall be considered,
for the purposes of this AGREEMENT, parCicipating employees and shall
be compensated in accordance with Article 12.1 (WAGES) and have
fringe benefit contributions and/or deductions made in their behalf as
provided for by Article 13 (FRINGE BENEFITS) .
12.5 All regular employees employed after February 15, 1974, shall be
considered, for the purpose �vf 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).
- 13 -
ARTICLE XIII — FRINGE BENEFITS
13.1 The E�LOYER shall nake contributions on behalz of aad/or make
deductions from tre wages of employees covered by this AGREEMEPiT
in accordance with Appendix D for a11 hours worked.
;;.r.
- 14 -
ARTICLE XIV - SELECTIOy OF FOREMAN Ai�TJ GENERAL FORE�N
14.1 Thp selectio� of p�rsonn�I for the class of position of Foreman
snall ren.ain solely with the El�£PLOYER.
14.2 The class of posit;on of Foreman shall be filled by employees of
the bargaining unit on a "temporary assignaent".
14.3 All "temporary assignments" shall be made only at the direction
of a designated �iPLOYER supervisor.
14.4 Such "teraporary assignnents" shall be nade only in cases where the
class of positior.s is vacant for more than one (1) noxz�al work day.
- 15 -
• ����f�^Y
y
ARTICLE XV - RETIREr:E.�1T
15.1 All employees shall retire fron employment with the F��IPLOYER no later
than the last calendar day of the month in which an enployee 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
President's Day, Third Monday in February
Memorial Day, last Monday in May
Indepeadence Day, July G
Labor Day, first Monday in September
Columbus Day, second Monday in October
Veteran's Day, November 11
Thanksgiving Day, fourth Thursday in November
Christmas Day, December 25
16.2 When New Year's Day, Independence Day or Christmas Day falls on a
Sunday, the following Monday shall be considered the desigaated 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 judgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or "called
back" in accordance with Article 10 (CALL BACK) .
16.5 Employees working on a designated holiday shall be conpensated at the
rate of two (2) times the basic hourly rate for aIl hours worked.
16.6 In the case of Board of Education employees, if President's Day,
Columbus Day or Veterans' Day fall on a day when school is in session,
the employees shall work that day at straight time and another day shall
be designa.ted 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 - DISCIPLINARY PROCEDURES
17.I The E.'�iPLOYER sna?1 have the right to impose disciplinary actions on
employees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall includz only the following
actions:
17.21 Oral reprinand
17.22 Writtea reprimand
17.23 Suspensioa
17.24 Dem.otion
17.25 DisChar$e
17.3 E�ployees who are suspended, de�oted, or discharged shall have the right
to request that such actions be reviewed by the Civil Service Conmission
or a designated Board of Rev`iew. The Civil Service Commission, or a
designated 3oard of Review, shall be the sole and exclusive means of
reviewing a suspension, demotion, or discharge. No appeal of a suspensio�,
demotion, or discharge shall be considered a "grievance" for ths purpose of
processing through the provisions of Article 23 (GRIEVANCE PROCEDi3RES) .
- 18 -
ARTICLE XVIII - ABS�tiCES FRO�I 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 ma'�z such notification may be grounds for discipline as
provided in Article 17 �DISCIPLItiARY PROCEDURES) .
18.3 Failure to re�ort for work without notification for threa (3)
consecutive nor.aal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
- 19 -
ARTICLE XI� - SEidIO�ITY
19.1 Seniority, for the purposes of this AGRE�IENT, shall be defined as
f o lloT,rs:
19.11 "�.aster Seniority" - the length oi continuous regular
and probationary� service with the ErS'LOYER from the
last date of employment in any and a1Z class titles
covered by this AGREErIENT.
19.12 "Class Seniority" - the length of continuous regular
and probationary service with the ErIE'LOYER from the
date an employee was first appointed to a class title
covered by this AGREE��NT.
19.2 Seniority sha11 not accumulate duxing 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 uncl.as-
sified service of the ErIPLOYER or to an elected or appointed full-time
position with the UNION.
19.3 Senio:ity snall terminate when an employee retires, resigns, or is
discharged.
19.4 In the event it is determined by the E�`iPLOYER that it is necessary to
reduce the work force employees will be laid off by class title within
each Departaeat based on inverse length of "Class Seniority". Employeas
laid off shall have the right to reinstatement in any lower-paid class
title, provide�, employee has greater "1`iaster Seniority" than the eaplopee
beino replaced.
19.5 Tne selection of vacation periods s'nall be �.ade by class title based on
lengt� of "Class Seniority", s�.:fl3ect to the approval of the EriPLOYER.
- 20 -
. : .,:. .�. _. ._
i....�....�:<�.::_.w, R� .:,i ��..... .. .. . _. . ._ . . _ . .
ARTICLE Yx - JURISDICTZO�i
20.1 Disputes cor_cerning work jurisdiction between and among unions is
recognized as an appropriate subject for deteraination by the various
unions representing ezaployees of the E:iPLOYER.
20.2 The EMPLOYER agrees to be guided in tha assigrm�nt of work jurisd�ction
by any mutual agreemer_ts between. the unions invoZved.
20.3 In the event of a dispute concerning the perfornance or assign�ent of
work, the unions involved and the EMPLOYER shall meet as soon as mutuallp
possible to resolve the dispute. Nothing in the foregoing shall restrict
the right of the F.�IPLOYER to accomplish the work as originally assigned
panding resolution of the dispute or to restrict the E;�'LOYERTS basic
right to assign work. �
20.4 Any employee refusing to perfor� work assigned by the �PLO�:ER and as
clarified by Sections 20.2 and 20.3 above shall be subject to disciplir.a�
action as provided in Article 17 (DISCIPLINAP.Y PROCEDL'RES) .
20.5 There shall be no work stoppage, s2ow down, or any disrLption of work
resulting from a work assignm.ent.
- 21 -
ARTICLE X�iI - SEPr1�aTI0�
21.1 Enployees having a probationary or regular enployment status shall
be considered separated from enployment based on the following
actions:
21.11 Resignation. Employees resigning from enployment
shall give written notice fourteen (14} calendar
days prior to the effective date of the resignation.
21.12 Retire�ent. As provided in ArticZe 15.
21.I3 Discharge. As provided ia Article 17.
21.14 Fai2ure to Report for Duty. As provided in Artic].e 18.
21.2 Esployees havir_g an e�ergency, temporary, or provisional employment
status may be terninated at the �iscretion of the E?�iPLOYER before the
completion of a normal work day.
- 22 -
ARTICLE 'l.�ilI - TCO�>S
22.1 Al1 enplovees shall p�rsonally provide themselves with the tools of
the trade as Iisted in Appendix B.
- 23 -
ARTICLE �:XIII - GRIEVANCE PROCEDURE
23.1 The EMPLOYER shall recognizz Stewards selected in accordance with IJNIOti
rules and regulations as the grievance representative of the bargainizg
unit. The tNION shall notify the EMPLOYER in writing of the nanes of
the Stewards and of their successors when so named.
23.2 It is recognized and accepted by the Ei�iPLOYER and the IT�IION that the
processing 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 employe�
duties and responsibilities. The Steward involved and a grieving employee
shall suffer no loss in pay when a grievance is processed during worki.ng
hours, provided, the Steward and the employee have notified and receive�
the approval of their supervisor to be absent to process a grievar.ce ar_d
that such absence would not' �e detrimental to the work prograas of the
EMPLOYER.
23.3 The procedure established by this ARTICLE shali be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
17.3, for t:�e processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREE1�fENT.
23.4 Grievances shall be resolved in confor�ance with the following proced�re;
Step 1. Upon the occuzrer.ce ot an �lleged violatzon of
this AGREEi�iEIVT, the employee involved shall atte�pt to
resolve the natter or. an infor�al basis ��ith the euployee's
supervisor. If the matter is not resolved to the employee's
satisfac�ion by the informal discussion it ma} be reduced
- 24 -
. ��� ��,�
ARTICLE �III - GRL�J�:.*iCE PROCEDtTRE (continued)
to writi�o and referred to Step 2 by the LTNION. The written
grievancz shall set forth the nature of the grievance, the
facts on which it is based, the alleged section(s) of the
AGRE�`IENT violated, and the relief requested. Any alleged
violatioa of the AGREErfENT not reduced to writing by the
C�1I0�3 cr�thia seven (7) calendar days of the first occurrence
of the e�ent giving rise to tha grievance or within the use
of reaso�able diligence should have had knowledge of the
first occurrence af the event giving rise to the grievance,
shall be considered waived.
Step 2. Within �even (7) calendar days after receiving the
written grievance a designated ���'LOYER supervisor shall
�eet witz the UIv'ION Steward and attempt to resolve the
grievance. If, as a result of this mee�ing, the grievaace
remains utresolved, the EMPLOXER shall reply in writing to
the INIO:: within three (3) calendar days following this
neeting. The UNION may refer the grievance in writing to
Step 3 ui.thin seven (7) calendar days following receint of
the E��TOYER'S written answer. Any grievance not referred
in writir_g by the UNION within seven (7) calendar aays
followirro receipt of the ErIPLOYEP.'S answer shall be
considered waived.
- 25 -
ARTICLE �III - GRI�Z'�tiCE PROCEDURE (continued)
Step 3. Tyi�hin seven (7) calendar days follo�ing receipt
of a griejrance referred from Step 2 a designated II�LOYER
supervisor shall meet with the UNION Business Manager or
his design.ated representative and attempt to resolve the
grievance. Within seven (7) calendar days following this
meetir� the �IPLOYER shall reply in writing to the UNION
stating tt!e �iPLOYER'S answer concerning the grievance.
If, as a result of thz written response the grievance
remains Lnresolved, the UNION may refer the grievance to
Step 4. �ny grievance not referred to in writing by the
UNIO� to Step 4 within seven (7) calendar days following
receipt ot tne II�iPLOYER'S answer shall be considered waived.
Step 4. If the grievance reaains unresolved, the UNION nay
withir. sevea (7) calendar c�ays after the response of the
E*�LOYEP. in Step 3, by written notice to the EMPLOYER, re-
quest arbitration of the grievance. The arbitration pro-
ceedings sr.all be conducted by an arbitrator to be selected
by nutual agreement of the EMPLOYER and the UNIOI3 within
seven (7) calendar days after notice has been given. If the
. parties fail to �utuaZly zgree upon an arbitrator within the
said sever. (7) day period, eith.er party may request the Public
Emplo}�2:�*_ Relation Board to subnit a panel of five (5)
arbitra�ors. Both the E��LOYER and tne TJ�dIO�: shall have the
right to strike two (2) naLes fro� th2 panel. The UidIO:t shall
strike t:e first (lst) nar�e; the E.-�LOYER shall then s�rike
one (i) r-��. The process will be repeated and tt:e re,?�aining
persor_ s^al1 be tt�� arbitrator.
- 26 -
. ARTICLE h'�,'.III - GRL�.GA,�CE PROCEDLT:� (continued)
23.5 The arbitrator shall have no right to amend, nodify, nullify, ignore,
add to, or subtract from the provisior�s of this AGREEMENT. Thz arbitrator
shall consider a�d clecide only tPe specific issue subeiittec� in writin�
by the Ei�iPLOYER and the UNION and shall have no authority to nake a
decision on any other issue not so subsitted. The arbitrator shall ba
without power to �ake decisions contrary to or inconsistent ;�rith or
�odifying or varying in any way the application of laws, rules, or
regulations haviag the force and effect of law. The arbitrator's
decision shali be submitted in writing within thirty {30) days following
close of the hearing or the subnission of briefs by the parties, whichever
be later, unless the parties agree to an exteasion. The decisio� shalZ
be based solely oa the arbitrator's interpretation or application of
the express terms of this AGRE��DTT and to the facts of the grievance
presented. The decision of,,,.the arbitrator shall be final and binc3ing
on the EDL�LOYER, the tNION and the employees.
23.b The fees and expznses for the arbitrator's services an.d proceedings
shall be borne equally by the E,iPLOYER and the UNION, provided that
each party shall be responsible for conpensating its own representative
and witnesses. If either party cancels an arbitration hearing or asks
for a last-minute postponzment that leads to the arbitrators making a
change, tre. canceling party or the party asking for th.e postponement
shall pay this crarge. If either party desires a verbatim record of
the proceedir_os, it nay cause such a record to be �ade providing it
pays for the record.
23.7 The ti.me lir�its in each step of this procedure may ba extanded by r�utLal
agree�ent of the Ei•�'LOti"ER and the iNIO\.
- 27 -
ARTICLE XXIV - RIGHT OF SIIBCO:tTRACT
24.1 The ErLpLOYER �ay, at any time during the duratioa of this AGREEI�NT,
contract out work dor.e by the e�ployees covere� by this AGREE���IT.
In the event that such contracting would result in a reduction of the
work force covered by this AGRE��NT, the �ItPLOYER shall give the UIvION
a ninety (90) calendar day notice of the intention to subcontract.
24.2 Tha subcontractin� of work done by the employees covered by this
AGREEMENT shall in all cases be nade only to eaployers who qualify
in accordance with Ordinance No. 14013.
- 28 -
e.w.a.�.::;.�...,:»._..:J7.:_.._.... �. . {_,::x.._.�. .,,.... ....,.:,.. . �,,...-. ..,,,F.... ........._,,. ........_ . _.. ... .. . . ..
ARTICLE XxV - hOV-DISCP.I�II�4TIOV
25.1 The terns and cor_ditions of this AGREEhIEiVT will be applied to
e�ployees equally without regard to, or discrinination for or
against, any individual because of race, color, creed, sex,
aoe, or because of rsembership or non menbership in the L�:iIOV.
25.2 Employees will perfozm their duties and responsibilities in a
non-discri�iratory manner as such duties and responsibilities
involve other eaployees and the general public.
_ - _
- 29 -
.�� .n�: + . � . ... ..._ ,
, .�.u , .. .
ARTICLE XXVI - SEV�t2.4BILITY
26.1 Ir. the event that any provision(s) of this A<T?WL�LIT is �eclared
to be contrary to law by proper legislative, a��nistrative, or
judicial authority from whose finding, deteraination, or decree
no appeal is taken, such provision(s) srall be roided. All other
provisions sha12 contiaue in fuZl force and effect.
2b.2 The parties agree to, upon written notice, enter into negotiations
to place the voided provisions of the AGREE�t ir_ cc�pliance with
the legislative, ac�ministrative, or judiciaZ cetereination.
� �
- 30 -
�u:�,.,.:�.:.. :.,. _ .. ,.. . ,...:, . _. _: _ .... . . . .�
ARTICLE XXVII - WAIVER
27.1 The EtiiPLOYER and the UNION ackr_owledge that during the meeting and
negotiatiug which resulted in tn.is AGREErfENT, each had the right and
opportunity to aa.ke proposals with respect to any subject concerning
the terms and condit3.ons of employment. The agre�ents and Lnder-
standings reached by the parties after the exercise of this right
are fully and completely set forth in this AGREE�fE�iT.
27.2 Therefare, the �IPLOYER and the UNION for the duration of this
AGREEMENT agree that th$ other party shall not be obligated to
meet and negotiate over any tern or conditions of employment whether
specifically covered or not sp�cifically covered by this AGREE�IE�ST.
The UNION and EMPLOYER may, however, mutually agree to �odify any
provisioa of this AGREEMENT':y
27.3 Any and all prior ordinances, agreements, resolutions, practices,
policies, and rules or regulations regarding the teras and conditior_s
of employment, to the extent they are inconsistent with this AGREE��?v'T,
are hereby superseded.
- 31 -
ARTICLE XXVTII - MILEAGE
28.1 Employees of the School District under policy adopted by the Board
of Education may be reimbursed �for the use of their automobiles
for school business. To be eligible for such reimbursement, employees
must receive authorization from the District Mileage Commnittee
utilizi�g 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 esti.mate 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 this 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 ea.ch day the employee
is on vacation. A deduction need not be made for an
occasional day of illness or for a holiday.
- 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 12 and 13, and shall
remain in effect through the 31st day of May, 1979, and continue in
effect from year to year thereafter unless notice to change or to
terminate is given in the manner provided in 29.2.
29.2 If either party desires to terminate or modify this AGREEMENT, effective
as of the date of expiration, the party wishing to modify or terminate
the AGREEMENT shall give written notice to the other pary, 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 termina.ted
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.
29.32 The EMPLOYER will not engage in, instigate, or condone
any lock-out of eraployees.
- 33 -
ARTICLE XXIX - DURATION AND PLEDGE (continued)
29.33 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, the Administration of the City and is also subject
to ratif ication by the UNION.
AGREED to this day of , 1978, and attested to as the full
and complete understanding of the parties for the period of time herein specified
by the signature of the following representative for the EMPLOYER and the UNION.
WITNESSES:
OPERATIVE PLASTERERS AND CEMENT MASONS
INDEPENDENT SCHOOL DISTRICT N0. 625 INTERNATIONAL ASSOCIATION LOCAL 20
. ��� -= • / -�- �i=•�� �
School Board Negotiator -- � Business Repr n tive �
Superintendent, ISD 625
•
• y�9/�
- 34 -
APPENDIX A
The classes of positions recognized by the EMPLOYER as being exclusively
represented by the UNION are as follows:
Plasterer
Plasterer Inspector
and other classes of positions that may be established by the EMPLOYER where
the duties and responsibilities assigned comes within the jurisdiction of the
UNION.
r: .
- A1 -
APPENDIX B
Al1 necessary hand tools.
- B1 -
APPENDIX C
The basic hourly wage rate for provisional, regular and probationary employees
appointed to the fol�.owing classes of positions and not receiving the Fringe
Benefits listed in Article 12.2 shall be:
Effective
June 1,1978
Plasterer . . . . . . . . . . . . . . . . . $10.24
Plasterer Inspector . . . . . . . . . . . . $1I.34
The basic hourly wage rate for temporary and emergency employees appointed to
the following classes of positions shall be:
Effective
June 1,1978
Plasterer . . . . . . . . . . . . . . . . $10.65
The basic hourly wage rate for regular employees appointed to the following
classes of positions who are receiving the Fringe Benefits listed in Article
12.2 shall be:
Eff ective
June 1,1978
Plasterer . . . . . . . . . . . . . . . . . $10.26
Plasterer Inspector . . . . . . . . . . . . $11.12
- C1 -
.
APPENDIX D
Effective June 1, 1978, the EMPLOYER shall:
(1) contribute $ .65 per hour from which payroll deductions have been
made for all hours worked by participating employees as defined
in Articles 12.3, 12.4 and 12.5 of this AGREII�NT for a UNION
designated Vacation Fund.
(2) contribute $ .70 per hour for all hours worked by participating
employees as defiaed in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to a Welfare Fund.
(3) contribute $ .25 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Pension Fund.
(4) contribute $ .O1 per hour for all hours worked by participating
employees as defined in Articles 12.3, 12.4 and 12.5 of this
AGREEMENT to the Journeyman and Apprenticeship Training Fund.
All contributions and deductions made in accordance with this Appendix shall be
forwarded to depositories as directed by the UNION.
The EMPLOYER shall establish Worlanan's Compensation and Unemployment Compensation
programs as required by Minnesota Statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as defined
in Articles 12.3, 12.4 and 12.5 is limited to the contributions and/or deductions
established by this AGREEMENT. The actual level of benefits provided the E�'LOYEES
shall be the responsibility fo the Trustees of the various funds to which the
�IPLOYER has forwarded contributions and/or deductions.
- D1 -
_ _ _
1
t
APPENDIX E � 1 �:����
WORKING CONDITIONS FOR PLASTERER INSPECTOR
As a result of the 1974 settlement, the Parties have established
craft-determined rates for Plasterer Inspectors, with the specific under-
standing that such agreement is restricted to establishing rates of pay for
such classif ications.
It is, coasequently, agreed that the Employe� in applyin� Article III -
EMPLOYER RIGHTS of the MAINTENANCE LABOR AGREEMEI3T, shall have the right to
operate the Department in the same manner as heretofore, with management
rights unaffected, and that the establishment of separate rates for these
classifications as well as for Inspector classifications in other Bargaining
Units, may not result in disputes over assignments or over rates of pay for
work performed, nor will any �urisdictional clai.ms or restrictions be asserted
by the Union because m�bers of various Inspector classifications are assigned
to work which is also performed by other Inspector classif ications.
- E1 -
y
_ ' tt� �3z �2/Y975
.- ' _ : xstt.: 4�8�1b
SXPI.ApTI�- t,1F AD�S�RATTVB'08�3, _ . ���� '
_.�._..�_., �-:.._
,RSS(�tiTIE�DiB., A1Q9 �It�A1�8S� . �
� . . . r�.^rrrw�ur�r�+ � i i r� �.r ��r �� .
, DA�e: September 26, 1978 .
� � t�ECE , yEp : �
TQs M�YOR G�8 LATII�GR � ,
flC''4 t�?"8 _ -_
FAt Passat��:' �if�cs
�.��� �
_ .�t xe+aolutioa for sub�iaaiosc ta Cityr Council
;: �
€ � ,��� aat�txs'�n. : "..
�W� ��oa�� Your aPPzo�al amd submissto� o£ thia R�ae�ol���.aa ta �he Cf.ty �ouneil.
' . . . . • . � .. . . . .. .j .
.. . .. . - . . , � � . , . . .. . � ` .. .
��.� ' ' . . � , - . . . . ... . . . .
P : I� FOR T�I& ACTION:
� - .Thi;� Resolution ap�,rroves.the 19?8 Agreement�s betweea the City of St. Fasl�,�, It3,�1`),
No. 625, a,md the Plasterers Local No. 20. The Agreements are for the �e�#�r�
` J�me 1, 1978, #�row.gh �fay 31, i979, and calls for a 76� a.0 hour increas�r �pr�e tu� � ,,�
packa.ge wh�,ch is based on the outside union contrac�
' -1
�_ The Cit�r*s hotirly rate is increased 80� because of a reduction ia sata� leave ns2e.gs,
The�Agr�ements aleo call for a . Ol a mile increase 'in the Citg�s mileage all,o�wa.ace.
�
; - .
�����
, . . � .,.�
ResalutiQ�, Agreements and copy for City Clerk.
, , .:
, t _. , . ...
. , . .
, : , , . , , . ,; ,. . :,;; - .