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269358 � WHITE - CITV CI.ER COUIICII I� PINK - F�NANCE �` GITY OF SAINT PAUL 1 � �� CAN�ARY`- D�PARTM NT �, i BI.UE - MAYOR , Fll@ NO. C cil Resolution i Presented By Referred!To Committee: Date Out of Cpmmittee By Date An administrative Resolution approving the terms and conditions of a 1977 Collective Bargaining Agreement between the City of 5t. Paul, Independent 5chool District No. 625, and the St. Paul Professional Employees Associa- tion, "White Collar" Supervisory Unit, repre senting t1�.e "White Collar" Supervisory employees of the City of St. Paul. � ; WHEREAS, the Council, pursuant to the provisions of Section 12. 09 of I theJ St. Paul City Charter and tlie Public Employees Labor Relations Act of 197�1, as amended, recognizes the St. Paul Professional Employees Associa- tiox'., "White Collar" Supervisory Unit, as exclusive representative for those cla{eses of positions within the City of St. Paul certified by the Bureau of Me�liation Services under Case No. 74-PR-207-A for the purpose of ineeting ,, and negotiating the terms and conditions of employment for all full-time pex+sonnel in the classes of positions as set forth in the Collective Bargaining Ag�eement between the City and the exclusive representatives hereinabove ref�renced; and WHEREAS, the City, through designated representatives, and the exclusive representatives have met in good faith and have negotiated the terms and condi- tio�.s of employment for the calendar year of 1977 for such personnel as are set forth in the Collective Bargaining Agreement between the City of St. Paul, ' Ind�ependent School District No. 625, and the exclusive representatives; and ; WHEREAS, a 1977 Collective Bargaining Agreement has been reached wh�ch includea the resul�s of an Arbitration Award which calls for an insurance adjiustment and wage adjustment retroactive to January 1, 19??; and WHEREAS, the Employer and the Association agree that the Employer shall be obligated to contribute, for insurance coverage, as reflected in Pa�agraph 15.4 of the 1977 Collective Bargaining Agreement,retroactive to Jax�uary 1, 1977, and that the Minnesota Mutual Life Insurance Company has ag�teed to refund to the Employees the overpayment made by such employees; • no�v, therefore, be it _ 1 _ ' COUNCILMEN Yeas Nays Requested by Department of: Butler Hozza � In Favor Hunt Levine � __ Against BY Roe,cller Sylvester 'f�erlssco Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary BY B, Approved by 1Nayor: Date Approved or for Sub ission to Coun ii � BY BY WHITE - CITV CLEIftK �N�RY= DN ARTM�NT GITY OF SAINT PALTL Council •^/ BLUE - MAVOR File NO. �+�9�� Council Resolution Presented By Referre� To Committee: Date Out of Committee By Date - 2 - RESOLVED, that the Collective Bargaining Agreement, cited above, dat�d as of the effective date of this Resolution, between the City of St. Paul, Independent 5chool District No. 625, and the St. Paul Professional Em�loyees Association, "White Collar" Supervisory Unit, on file in the office of the City Clerk, is hereby approved, and the authorized adminis- tratp.ve officials of the City are hereby auth.orized and directed to execute saicl Collective Bargaining Agreement on behalf of the City. Approved: � Chai rman Civil Service Com ssion COUNCILMEI�t Requested by Department of: Yeas Nays � Butler In Favor 1'E O N E L O �C E ! Hozza Hunt �� i� Levine � _ Against BY �Rve�� Sylvester �� U�- � 2 �977 Form pprove y C' or Adopte y Council: Date c rtified Pas y Council Secretary BY � Appr v y Mayor: D e V�. � 5 �977 Approved by Mayor for Submission t Council By BY � i � � PUBLISHED JUL Z 3 19�7 ; , ' � ��y�58 1977 COLI.ECTIVE BARC�AII�IING AGREEMENT - between - THE CIT7C OF 3�AINP PAUL, TI� INDEPEI�DFNT SCHOOL DISTRICT N0. 625 - and - TI� CITY OF 3AINT PAUL PROFESSIOI�TAL EMPIAYEFS A330CIATION UlyIT N0. 2 "WHITE COLLAR ffiUPERVISOR3" ; . � � I N D E X a - - - - - : � � • � ARTICLE TITI� PAGE i Preamble iii I Reco�ition 1 II Saving Clause 3 . III Management Rights 1� IV Maintenance of Standards 5 • V Check Off 6 ' VI Hours of Work and Overtime 7 VII 3eniority g VIII Workiag Out of Classification 9 - 7�C Discipline 10 t X Legal $ervices u � . XI Grievance procedure 12 � XII Wages 16 XIII City Mileage 17 , XIV Mileage-Indpendent School District �To. 625 19 7CY Insurance 20 7CVI Vacatfon � �_ XVII Holideys 23 ' XVIYI 3everance Pay 24 XIX Residency 25 XX Duration and Effective Date � Appendix A A-1 ' P R E A M B L E This AGREII�NT, entered into on this lOth day of June, 1977, between the City of Saint Paul and the Independent School District No. 625, hereinafter referred to as either the "II�LOYER" or the "CITY", and the City of Saint Paul ProPessional F]nployees Associ�tion, Unit No. 2, White Collar Supervisors, hereinafter referred to as the "AS3pCIATION", for the purpose of fostering and promoting harmonious relations between the CITY and the A3SOCIA.TION in order that a high level of public service can be provided to the citizens of the CITY. — This AGREII�I� attempts to accomplish this purpose by providing - a fliller and more complete understanding on the part of both the CITY and the A330CIATION of their respective rights end responsibilities. The provisions of this AGREEMEI9T shall not aborgate the rights - - _ __ and�or duties of the EMPLOYER, the AS30CIATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of lgjl, as amended. iii � ARTICLE I - RECOGI�IITIOIt 1.1 The CITY recognizes the A330CIATION as the exclusive representative for the White Collar S�ipervisory buployces of the Professional Group, and certain Unclassified Supervisory Dnployees, as certif�ed by the State of Minnesota, Bureau of Mediation Services, dated December 11, 1973, Case Ao. 7k-pR-207A and as revised by Unit Clarification Hearing of Bargaining Unit, April 16, 1974, Case Ro. 74-pB-bl4-A. This above unit as amended consists of the follawing: Accountant IV Director of Libraries Accountant V Director of Medical 3ervic�s Accounting Manager Director of Medical Services--Atodel Citie Assistant City Engineer-Design Director of the Zoo Assistant City Engineer-Operations E.D.P. 3upervisor Assistant Director and City Sngineer Fire�ea-Mechanic General Foreman Assistant Director of School Cafe. License Inspect,or Assistant General Manager--irTater Manager of Admin. Services Assistant Purchasing Agent 1Kenager of Data Processing Assistant Supt. of parks Municipal Garage Supervisor Assistant to the Dir. (3ch. Cafe) OfPice Engineer Asst. Valuation and Assess. Engr. Operations Director--Civic Center Bacteriologist-Chemist III Principal Planner Bridge Engineer Pro�ect Director (Model Cities Health) Building + Howsing Insp. Supervisor Property Msnager Chief Accountant Public Health Nurse III Chief Cashier--Finance Public Works Construction Engineer Chief of Central Library Public Works Design Engirleer Ghief of Extension Services Pub. Wks. Maintenance Services Engr. Chief of Public Systems Planning Public Works Technician IV and Developmnent -- _ __ Chief Surveyor _ _Purchasing A�ent City Architect Recorder of Council Proceedings City TrafPic l�gineer Recreation Director III Civil Engineer IV Senior Principal Progra�er Civil Engineer IV--Water Department Sewer Engineer Criminal Justice Coordinator Supt. of 7,ighting and Elect. Eagr. Dentist Supt. of Parks and Recreation Deputy Health OfPicer Superintendent of Programming Director of Admin. (Health) Superintendent of Water Distribution Director of Environmental �ygiene Superintendent of Water Supply - - 1 - i � i ' ARTICLS � - RECOGIPITION (continued) i _ i 3upervisor of Assessments Supervisor of Public Health Nursing Supervisor of Cust�er Services Supervisor of School Maintenance ' Supervisor of Housing Inspection Supervisor oP Sidewalk Construction � Supervisor of Elections Supervisor of Traffic Maintenance 3upervisor of Inspectors Valuation and Assessment Engineer Valuation and Assessment Tngineer Water Chemist III Water Production Engineer �Iater Revenue Superintendent UNCIASS IFIED � Administrator of Economic Dvlp. Director of Human Rishta_ , Administrator of Planning Director of Criminal Justice and Administrator of Renewel Advisory Co�ission . Admin. of Community Development Manpawer Director Assistant Director of Human Rights Occupational 3afety Coordinator 1.2 The parties agree that any new classifications which a re an expansion ; of the above bargainiag unit or which deriv�e fra� the classifications . set forth in this AGREII�PIT shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public �rrployment Relations Act to accomplish said ob�ective. - - 2 - � � i ! ' � ' � A�TICLE II - SAVI1� CLAUSE � 2•1 This AGREEMENT is sub3ect to the laws of the United States and the State of Iriinnesota. In the event any provision of this AG�1� shall be held to be contrary to law by e court of cor�pentent jurisdiction from whose final j�idg�ent or d�cree no eppeel hes been taken withir. the time provided, such provisions shell be voided. All other provisions shell continue in full force and effect. The voided provision may be renegotiated at the written request of either perty, All other provisions of this AGRE�SEIPP -- shell continue in full force and effect. - 3 - ARTICLE III - MANAGEMEIPP RIGHTS 3.1 The ASSOCIATION recognizes the right of the EMPLOYER to operate a�nd menage its afPairs in ell respects in accordence with appliceble laWs and regulations of eppropriate authorities. The rights and suthority which the EMPI,pYER has not offici811y ebridged, delegated, or modified by this AGREEMENT are retained by the II�k'LO�R. 3,2 A public employer is not required to meet and negotiate on matters of inherent manageriel policy, which include, but are not limited to, such areas of discretion or policy as the f4uictions end progrems of the FA�IAYER, its o�rerell budget, utilization of technology, end or�aniza- tional s�ructure and selection and direc�fon and number of personnel. _ 4 _ - ARTICLE IV - MAIN'I'ENANCE OF STANDAR'DS 4.1 The parties egree that all conditions of employment relating to wages, hours oP work, vacations, and all other general working conditions except as modified by this agreement shall be mainteined at not less then the highest minimum standard as set Porth in the Personnel Rules of the City of Saint Peul, (Ordinance No. 3250) and Or�dinance No. 6446 et the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREENIENT. - 5 - i . , .. t ' ARTICLE V - CHECK OFF \ 5.1 The E[�LOYER egrees to deduct the ASSOCIATIOP meg►bership initiation fee assessments and once each month dues from the pdy of those employees who individually request in writing that such deductions be made. The amounts to be deducted shell be certified to the F�lPLOYER by a represent- ative of the ASSOCIATIOR and the sggregate deductions of all employees sh�ll be remitted together with en itemized statement to the representetive by the first of the succeeding month after such deductions are made or es soon thereafter as is possible. 5.2 Any present or future employee Who is not an ASSOCIATI01� member shall b� required to contribute e feir share fee for services rendered by the ASSOCIATION. Upon notification by the ASSOCIATION, the E1�IAYER shall check off said fee from the earnings of the employee end transmit the same to the ASSOCIATION. In no instance she21 the required contribution exceed a pro rata shere of the specific expenses incurred for services rendered by the representative in relationship to negotiations and ' administration of grievence procedures. It is elso understood that in the event the CITY shell make an improper fair share deduction from the earnings of the employee, the ASSOCIATIOP shall be obligated to make *he CITY whole to the eatent that the CITY shall be required to reimburse such employee - - fo� any emount improperiy withheld. This prova.sion shall remain operative only so long as specifically provided by Minnesota laW, snd as otherwise legal. 5.3 The ASSOCIATION agrees to idemnif�r and hold the EMPLOYER harmless against any and all �laims, suits, orders or �udgments brought or issued against the CITY as a result of eny action taken or not taken by the CITY under the provisions of this Article. - 6 - � � ��9.�� ARTICLE VI - HOURS OF WORR AND OVERTIME 6.1 The normal hours of work for the employees shall be seven and three- fourths (7 3/4) hours in any 24 hour period and 38 3�k hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 Dnployees who work more than 7 3�4 hours in any 24 hour period or more than 38 3/4 hours in atty 7 day period shall not receive pay for such additional work. 6.3 It is understood by the parties that Section 9B - OVERTIME - of Ordinance No. 3250 shall not apply to this unit. 6.4 In unusual circumstances employees who work more than 7 3/k hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval of their department head. _ _ - 7 - ' ARTICLE VII - SEI�TIORITY 7.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: The len�th of ccntinuous, regular end probetionary service with the II�1F'IAYER from the date an emplo,yee Was first certified end appointec? to e cless title covered by this AGREEMENT, it being further understood that seniority is confined to the current cless assignment held by an employee, In cases where two or more employees are appointed to the same cless title on the same date, the seniority shsll be deter- mined by the emplo3•ee's renk on the eligible list from which the certificetion was made. 7.2 3eniority shell terminate when an employee retires, resigns, or is discharged, 7.3 In the event it is determined by the ZMPIAYER that it is necessary to reduce the work force, employees urill be laid off by class title within each department based on inverse length of seniority as defined above, 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc. , When tr.e number of employees in the higher titles is to be reduced, employees who have held lower titles will be oPfered rednctions to the hi�hest titZe to which ^lass seniority would keep them from being laid ofP, before layoffs ere made by any class title in any department, 7.5 Recall from .leyoff shall be in inverse oider of leyoff, except thet recall rights shall expir? after one year of leyoff, It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the besis of seniority, It is, however, understood thst vecation assignment shall be sub�ect to the ability of the EMPLOYER to maintain operations. , $ _ ��'�� ARTICLE VIII - WORKING OUT OF CIASSIFICATIOIQ � 8.1 II�LOyER shall avoid, whenever possible, working an employee on an out-of-class assignment Por a prolonged period of time. Any employee working an out-of-class assignment for a period in exeess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assi�ment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this article, sn out-of-class assignment is defined as an assigm�nent of an employee to perform, on a flill time basis, all of the signiPicaxit duties and responsibilities of either a) a position previously held by another employee and different from the employee's regular position, b) held by an employee on extended leave, or c) or a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 9 - ARTICLE IR - DISCIPLIAE 9.1 Discharges will be preceded by a f'ive (5) dey prelininary suspension without pay. During said period the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EMPIAYER representative who initiated the suspension With intent to discharge, During the five (5) day period, the F�IAYER may effirm the suspension end discharge in accordence with the Perso-�nel Rules or may modif�r, or withdreFr same, - 10 - ARTICI,E R - LEGAL SERVIGES 10,1 Except in cases of malfeasence in office or willflxl or �ranton neglect of duty, EI�IAYER shall defind, save harmless and indemnify employee against any tort claim or. demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of empZoyee's duties. - 11 - a�c� xi - Gx�vaHCE �ocEnvvxE 11.1 A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of this AGRFEMEIIT. 11.2 The ENII'LOYER will recognize representatives designated by the ASSOCIATIOIi as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ASSOCIATION shall noti�r the EI�L07�R in writing of the names of such Association Representatives and of their successors when designated. The EI�LOYER shall aotify the A3SOCIATION in writing as to its desi�ated representatives. 11.3 It is recognized and accepted by the ASSOCIATION and the F�LOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities oP the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ASSOCIATI01� representative shall be allawed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the F.N�LOYER during normal working hours provided that the employee and the Association Representative have notiPied and receiv�d the approval of designated supervisor and provided thet such absence is reasonable and would not be detrimental to the work program of the EI�'IAYER. It is understood that the El�LOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance with the following procedure : - - 12 - � ARTICLE XI - GRIEVAI'fCE PROCEDUR'E (COI9TIIRJID) ' Step 1. An employee claiming a violation concerning the interpretation or application of this AGREfl�flT shall, within twenty-one (21) calendar days af`ter such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the E1�LOYER. The Elnployer- designated representative Will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in 3tep 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions oP the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ASSOCIATION within fiPteen (15) calendar days aFter the E3nployer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the - ASSOCIATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ASSOCIATIOlY and discussed with the F�nployer-designated Step 2 representative. The F�nployer-designated representative shall give the ASSOCIATIOA �ployer's Step 2 answer in writing within ten (10) calendar days following the F�ripToyer- designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the ASSOCIATIOA within ten (10) calendar days shall be considered waived. SteP 3. If appealed, th� written grievance shall be presented by the ASSOCIATION and discussed with the bnployer-designated Step 3 representati�e. The F�nployer-desi�ated representative shall give the ASSOCIATION employer's answer in writing within ten (10) calendar days af`ter receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the F�aployer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step � by the ASSOCIATION within ten (10) calendar days shall be considered waived. - 13 - Step 4. A grievance unresolved in 8tep 3 and appealed to Step 4 by the ' ASSOCIATION shall be submitted to arbitration sub�ect to the provisions of the Public �.lnployment Labor Relations Act of 1�1, as amended. IP a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public �ployment Relations Board. SteP 5. The arbitrstor shall have no right to amend, modify, nullify, ignore the terms and conditions of this AG�PT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EA�IAYER and the ASSOCIATION, and shall have no suthority to make a decision on any other issue not so submitted. The aribtrator shall be �rithout power to make decisions contrary to, or inconsistent with, or modiPying or varying ia s,qy way the application of laWS, rules, or regulations having the force and effect of laW. The arbitrator's decision shall be submitted iu writing, copies to both parties and the Bureau of Mediation Service withtn thirty (30) days follo�ing close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an eactension. The decision shall be binding on both the EMPLOYER and the ASSOCIATION and shall be based solely on the arbitrator's interpretation or application of the express terms of this AGRE�MEIaT and to the facts of the grievance presented. 11.5 The Pees and expenses for the arbitrator's services and proceedings shall be borne equally by the II�LOYER and the ASSOCIATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. IP both parties desire a verbatim record of the proceedings the cost shall be shared equally. - 1�+ - � AFiTICI�: RI - GRIEVANCE PROGEDURE (CONTIMJED) 11.6 IY a grievance is not presented r►ithin the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time lima.t or any agreed extension thereof, it shall be considered settled on the basis of the F�IPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the ASSOCIATION may elect to treat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ASSOGIATI01� in each step. 11.7 It is understood by the ASSOCIATION and the El�f'LOYER that a grievance may be initiated by the ASSOC7A TION using either the grievance procedure of this contract or by the provisions oP the Personnel Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not agsin be submitted for arbitration under the Personnel Rules. If an issue is determined by the provisions of the Personnel Rules it shall not again be submitted for arbitration under this grievance procedure. - 15 - 3 . � � ARi'ICLE XII - WAGES 12.1 The wege schedule for the purgose of this contract shall be Appendix A attached hereto. - 16 - ARTICIE XIII - CITY MILEAGE 13.1 Automobile Reimbursement Authorized: Pursuant to Chapter 92A of the 3t. Paul Legislative Code, as emended, perteining to reimburse- ment of City officers and employees for the use of their own eutomobiles in the performance of their duties, the following provisions are edopted. 13.2 Method of Computation: To be eligibZe for such reimbursement, ell officers end employees must receive written authorizetion from the Mayor. Reimbursement shall be a�ade in accordance with one of the following plsns: Type 1. For those of�icers and employees Who are required to use their own automobiles occasionally for officiel City business, reimbursement et th�e rate of 13 cer.ts for each mile driven, Type 2. For those officers and employees who ere required to use theior own suta�obiles on a regular besis on City business, reimbursement et the rate of �2.50 for each dsy of t�rork, and in eddition thereto at the rete of 6.5 cents for each mile driven. 13.3 Rules and Regulations: The Mayor shall edopt rules and regulations governing the procedures for automobile reimbursement, which regulations end rules shell contain the requirement that recipients shell file deily repor*.s indiceting place of origin and destination and applicabl� miles�e ratings thereat and indicating total miles driven, end shall file monthly affidavits ste+ing the number of days worked and the number of miles driven, and f�rther required that they maintain automobile liabiZity insurance in amounts not less then $100,000/ 300,000 for personal injury, snd $25,000 for property damage. These rules and regulations, together with any amendments thereto, shall be maintained on file with the City Clerk, - 17 - � ARTICLE XIII - CITY MILEAGE (CONTINUED) 13.4 The provisions af this Article shall not epply to employees of Tndependent School District No. 625. - 18 - � � �b9`?�8 ARTICLE JCIV - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625 1�+,1 F�nployees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for �chool business. To be eligible for such reimbursement, e-uployees must receive authorization from the � District Mileege Committee utilizing one of the following plans: PLAN "An is reimbursed at the rate of I5� per mile. In eddition, a meximum amount which can be paid per month is establi�hed by an estimate fl.irnished by the employee and the empZoyee's supervisor. Another consideration for establishing the maximum amount can be the experience of another employee tprking in the same or similar position. Under this plan, it is necessery for the employee - to keep e record of each trip made, PLAI�T "C" provides for reimbursement based on a per mon— th�lump sum" unount. This amount is determined by the employee's driving experience under Plan "A" for a period of 3 to 6 months, Those employ�ees receiving an e.uto allofreince under this plan must report monthly the number of days the csr wes avail- able during the month. A deduction must be mede from the lump sum amount for each day the employee is on vacation. A deduction need not be made for en occesional day of illness or for holidays, - 19 - ARTICLE XV - INSURANCE 15.1 The IIKPLOYER will continue for the perial oP this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPIAYER at the time of execution of this AGREEN�T. 15.2 The EMPLOYER will for the period of this AGREEM�NT provide for employees who retire af`ter the time of execution of this AGREEN�NT and nntil suc h employees reach sixty-five (65) years of age such health insurance benefits as are provided by the EMPLOYER for such emgloy�es and such liPe insurance benefits as provided in 15.5• 15.3 In order to be eligible for the benefits under the early retiree provision, the employee must: 15.31 Be receivin� benefits from a public employee retirement act at the time of retirement. 15.32 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 15.4 The CITY agrees to contribute the cost of Hospitslization and Aledical Coverage or $36•85 per month, whichever amount is less, for each employee who is eligible for such coverage. In addition, for each eligible employee �rho selects Dependent's Coverage, the CITY will contribute one-half (2) of the cost of such Dependent's Coverage or $�+2.43 per month, whichever __ _ _ _ _ _ _ amount is less. These contributions shall be paid to the City's Group Health and Welfare Platt. Any increases in these costs shall be paid by the employ�ee. 15.5 The CITY agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $3.05 per month, whichever amount is less. This contribution shall be paid to the City's Group Health and Welfare Plan. Any increase in this cost shall be paid by the employee. - 20 - - ARTICLE XV - IRSURANCE (continued) 15.6 Zn addition to the $5,000 I,ife Insurance Coverage in 15.5, the CITY agrees to contribute the cost of additional Life Insurance Coverage or $ .q7 per thousand dollars oP coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section and Section 15.5 for each employee shall be equal to the employee's annual salary to the nearest f1il,1 thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plau. - 21 - ARTICLS XYI - VACATIOI� 16.1 In each calendar year, each f1i11-time employee shall be granted vscation according to the following schedule: Years of Service Vacation Granted Less than years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days �nployees who work less than ftill-tiae shall be granted vacation on a pro rata basis. 16.2 The head of the departmerit may permit an employee to carry over iato the following year up to tei days' vacation. 16.3 The time of vacation shall be fixed by the bead of the department in : . which the employee is employed. If an employee hss been grsated more vacation than he has earned up to the time of his separation from the ' City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resi�nation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen caleadar days prior to the date oP his resignation. If an employee is separated from the service by reason of discharge retirement or death, he shall be granted such-vacation pay as he may have earned end not used up to the time of such separation. The provisions of this 3ection shall not apply to temporary or emergency employees. 16.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty dsys, he may convert any part of such excess to vacation at the rate of one-half day's vacetion for each day of sick leave credit. No employee may convert more than ten (10) days of sick ; , - leave in eacr: calendar year under this provisi:;n. - 22 - � ARTICLE XVII - HOLIDAYS 17.1 Holidays recc,gnized and observed. The following days shall be recognized and observed as paid holid�ys: NeW 7ears Day Columbus Day Presidents' Day Veterans' Day Memori�l Day Thanksgiving Day Independence Day Christmas Day Labor Day Two floating Holidays Eligible emplayees shall receive pay for each of the holidays listed above on which they perform n� work. Whenever any of the holidays listed above fall on Saturday, the precediag Friday shall be observed as the holiday. Whenever anq of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 17.2 The floating holidays set forth in Section 1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 17.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last workiug day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shell the holiday be counted as a working day for the purpose oP this section. It is flirther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 23 - � ARTICLE XVIII-3EVERANCE PAY 18.1 F�ployees shall be eligible for severance pay in accordance with the Severance Pay Ordinence No. 11�+90. The nmount of Severence Pay allowed shell be that emount permitted by State Statutes subject to the provision thet the maximum amount allowed shell be $4,000. - 24 - ARTICLE XZX— R'ESIDEATCY 19.1 All new employees appointed after January 1, 1976, would be required to reside in the City of Saint Paul within one year of their original appointment, and thereafter would be required to remain within the City limits as long as they were employed by the City of Saint Paul. 19.2 This residency requirement shall apply to unclassified employees as well as classified �ployees. 19.3 Applicants for positions in the City of Saint Paul will not be required to be residents of the City of Saint Pau1. �9.� bnployees failing to meet the residency requirement will be sub�ect to termination and a hearing process shaZl be establis�ed to determine whether the residency requirement was met. _ �5 _ ° � ARTICLE XX - DURATIOI( Al� EFFECTIVE �ATE 20.1 Except as herein provided this AGREEMENT shall be effective as of the date it is executed by the parties and shall continue in flill force and effect until December 31, 19'j7, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend, or modify this AG� shall notify the other in writing so as to comply with the provisions of the Public Fsmploy- ment I,abor Relations Act of 1971. 20.2 This constitutes a tentative AG�1aT between the parties which �rill be reco�ended by the City Negotiator, but is sub�ect to tbe approval of the Administration of the City, the City Council, the Independent School District No. 625 and is elso sub3ect to ratification by the A330CIATION. WITI4ESSE8: PROFES3IONAL Et�IAYEES A38pCIATION CIT OF 3AINT PAUL UNlT II, WHITE COLIAR 3UPERVISORS ^ :� � -� � or Rela ons Di ec�o Business Manager . 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Rev. : 91A/76; � � a�x�z��.�T�oi� o� �n�z��rx��`va� oRn�RS, ;a ` , '' _ . �ESQ7.�UTIOI�TS AND K3R��'ATA�iC�S . ` � ---� Dates Jun 15", 1977 _ � E �.C. � V°�.� '�O: }�t 0R �E�RGE LAT�ER :;.li.��`2;" 1�7� � FR; Per ona�l Offiee �4`YC�R'$� C�IC,�` ; . ` RE; Aes t�.tion for subrnissi;on to the City C,ouncil �� ,� : . . ' ;: }. _ . �i.. A,GTIQN �iE UE�TEl�: _ , , . • . We commend yaur approval and submiasion of thie btesolutioa to the , Cx Co�n.cil. ; a,. _ , PU��Oa�E D RA'��ON10.LE �C�R THIS.AGTIQ�t: . : ; Thi Reeoltxti.on agprove!s the 19?? �c�llective Ba.rgainiag Agreezae�rt betweaa . ; the. i�y of St. Paul, Independent School Di�trict No. 625, aad �he Pr•ofe�asi�1 . - Em oyees Association,' "White Co}.lar'' Sup�rvisory Unit; P.E..A.II. 'Fb.is Coll ctive Bargaia�iag'Agreement i,mplement� the Arbitration E�iward cal].i.mg for a 5y� salary i.ncreaae aaxd an incxease in the Emplo�rersi coatribut3oa fio the Hea Insurance prema,ea�n. The rnaadm�trn Employer con��r�but'ac�i #or t1�e ' ean yee coverage is i�.creae�ed from $2q.4� to $36.85, per �nonth. The mum Employer contri�:ivn toward the emgloyee's dependent coverage� a � is ' reased from $33. T9 to $42.43 per ymonth. There a�e ao o�hez significartt .,�; chan es isi the Agreernent. , ATTA�HME TS: � , Ree ution and capy for the City Clerk.. - � �, � -