01-331Councit File # (?/ �
OR(GINAL
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Presented
Referred To
Green Sheet # 106828
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
January 1, 2001 through December 31, 2002 Collective Bazgaining Agreement between the City of Saint
Paul and The City of Saint Paul Professional Employees Association, Inc.
Yeas Na s Absent
Benanav �
Blakey
Bostrom �
Coleman �/
Harris �
Lanffy
Reiter
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Adopted by Council: Date {-..\, � � �2.0 p`
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Adoption Certified by Council Secretary
By: � � . �
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Approved by Mayor: Date _�ri� �( Gg.(� �
By: ;
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Requested by Department of.
Office of Labor Relations
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Form App oved by Ci Attorney
By: �� `�/ - "�"I 3(�G�Oi
Appmved by Mayor fo�x �Su to Council
By: ��`:�1`�' /l�'d�..�---
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DEPARI'MENf/OFFICE/COUNCIL: DATE IlVII7ATED GREEN SHEET No.• 106828
LABOR RELATIOI3S March 23, 2001 '
CONTACi' PERSON & PHONE: p INlTwimA1E iNiTw/ppTE
JULIE KRAUS 266-6513 �I� I DEPARTMENT DIIt � a cirY courrcu.
p�IplrlgER 2 Cri'Y ATTORNEY CLCY CLERK
MUSC BE ON COUNCII, AGENDA BX (DA1'E� FOR BUDGEI DIIL FIN. & MGT. SERV[CE DIIL
ROUTING 3 �+YOR (OR ASSf.)�
ORDER
TOTAL # OF SIGNATURE PAGFS,1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acxiox �QZ�srEn: This resolution approves the attached January 1, 2001 through December 31, 2002 Collective
Bazgaining Agreement between the City of Saint Paul and the City of Saint Paul Professional Employees
Association.
RECOMMENDATTONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACfS M[JST ANSWER THE FOLLOWING
QUE5CIONS:
_PLANNINGCOMbIISSION CIVILSERVICE COMIvIISSION 1. Hasthispe�son/firmeverwockedunderaconhactforthisdepartment4
_CIB COMMITTEE Yes No
_STAFF 2. Has this pecson/fiIm ever been a city employee?
DISTRICI' COURT Yes No
SUPPORTS WHICH COLJNCII.OBIECTIVE? 3. Does this person/fvm possess a skitl not no:mal(y possessed by any current city employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORT17NI71' (K'ho, Whay W6en, Where, Why):
ADVANTAGES [F APPROVED: AIl AgLeCTT1CIIY SII PI3CC Y.�'ll'OUgll DCCCITIUCI' 31 � 2��2.
DISADVANTAGES IF APPROYED:
DISADVANTAGES IF NOT APPAOVED:
TOTAL AMOUN'I' OF TRANSACTION: $ COST/REVENOE BUDGETED:
F[1NDING SOURCE: ACLNITY NUMBER:
FINANCIAL INFORMATION: (F.XPLAIN) -
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ATTACHIv1ENT TO THE GREEN SHEET
The City of Saint Paul Professional Employees Association, Inc.
Below is a summary of the changes in the Coliective Bazgaining Agreement between the City
and the Saint Paul Professional Employees Association, Inc. The new contract is for the period
of January 1, 2001 through December 31, 2002.
Wages:
2001: 2.95%
2002: 3.2%
35% addition to the 15yr step funded by additional cost savings in freezing single health
insurance coverage in 2001 and 2002.
Health Insurance:
2001 Single $295.00 per month (no change)*
Family $393.79 per month
2002 Single $295.00 per month (no change)*
Family 60% of family premium increase up to an increase of $100.00 and 40% of any
increase over $100.00.
* This will mean a reduction in the unused benefit dollar amount returned to employees at the
end of the yeaz and helps accomplish the City's goal of paying benefit dollars exclusively for
benefits. Doliazs saved under this proposal were applied towazd salary dollars.
The City agreed to assume the administrative cost ($2.10 cost to the City per month) for those
employees who choose to participate in a Flexible Spending Account as offered by the Employer.
The City agreed to a11ow employees who waive insurance coverage the access to optional
coverages at the employees expense if qualified in the 12 months preceeding the City's
enrollment period.
The Union agreed to prohibit the addirion of new dependants to a retiree's insurance if the
individuals were not dependants at the tnne of retirement.
The City agreed to lower the benefit quatification period for disabiliry retirement insurance from
20 yrs to 15 yrs.
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Attachment to the Green Sheet
The City of Saint Paul Professional Employee Association, Inc.
Page 2
Holidays
The Union agreed to simpiified holiday eligibility language and the use of pro-ration charts.
The City and Union agreed to swap the Day after Thanksgiving for Christmas Eve Day for
Library employees to better serve the public at the request of the Library Labor/Management
Comtnittee.
Costs:
Wages:
Family Health
Insurance:
Total:
2001
$ 414,175.01
$ 19,021.68
$ 433,196.69
2002
$ 480,151.77
$ actuals unknown at this time
$ 480,151.77 + insurance costs
Language Changes (summary)
The contract includes other changes to contract language which aze basically of a housekeeping
nature for clarification and clean up.
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2001= 2002
�1����� � �
��� � � � � � COI.LECTIVE BARGAINII�TG AGREEMENT _ � -
BETWEEN
� _ � __ �� � '�H��Ci`�`i' OF SA�NT P�UL � ;� � - � � �
� _ _ �.
�_. � Al�� : �
„_ �
THE CITY OF S�iINT PAUL ; PROFESSIUIYAL
':�MP�OYEES ASSOCTA'TION, INC.
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ARTICLE TITLE PAGE
Preambie..................................................1
1 Recognition ................................................2
2 ManagementRights ..........................................2
3 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Check Offand Service Fee ....................................3
5 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
6 Seniority ...................................................4
7 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
8 Discipline ..................................................6
9 LegalServices ..............................................7
10 Grievance Procedure .........................................7
11 Wages ....................................................11
12 Saving Clause ..............................................12
� 13 Insurance .................................................12
14 Vacation ..................................................20
15 Holidays ..................................................20
16 City Mileage ...............................................22
17 Nondiscrimination ..........................................23
18 Sick Leave ................................................23
19 Leave ofAbsence ...........................................25
20 No Strlke, No Lockout .......................................25
21 Severance Pay .............................................26
22 Safety Footweaz ............................................28
23 Licensing and Certification Requirements . . . . . . . . . . . . . . . . .. . . . . . 28
24 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
AppendixA ...............................................A1
Appendix B Public Health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bl
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PREAMBLE
This Agreement is entered into between the City of Saint Paul, hereinafter referred to as
either the "Employer" or the "City," and the City of Saint Paul Professional Employees
Association, Inc., hereinafter referred to as the "Association," for the purpose of fostering and
promoting harmonious relations between the City and the Association in order that a high level
of public service can be provided to the citizens of the City.
This Agreement attempts to accomplish this purpose by providing a fulier and more
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complete understanding on the part of both the City and the Associafion of their respective rights
and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the
Employer, the Association or the employees as established under the provisions of the Public
Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time
to time.
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. ARTICLE 1- RECOGNITION
1.1 The City recognizes the Association as the exclusive representative for The Classified
Professional Employees Bazgainiug Unit, as certified by the State of Minnesota Bureau of
Mediation Services, dated November 5, 1985, Case No. 85-PR-775-A.
Employees shall be included in this certification in accordance with the Public
Employment Labor Relations Act, Mimiesota Statute CA.179A, as it may be amended
from time to time.
1.2 The City also recognizes the Association as the exclusive representative for non-
classified employees in the City Attorney's Office, as certified by the State of Minnesota
Bureau of Mediation Services, dated August, 12, 1999, Case No. 99-PCL-464. These
employees are not covered by the City's Civil Service Rules. It is recognized that
temporary employees in the City Attorney's Office that aze within the unit are covered by
this Agreement if they work for more than 67 days per calendaz year or are anticipated
upon hire to be employed greater than 67 days, and meet the hours requirements of
Minnesota Statute 179A.03, subd. 14. A temporary employee, for purposes of this
contract, is a person employed to fill a position of a specific limited duration, not to
exceed one year. Temporary employees shall not be eligible for vacation accrual, holiday
pay, sick leave accrual, health or other insurance premium contributions by the Empioyer,
except as are specifically provided for elsewhere in this Agreement.
• ARTICLE 2 - MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in
all respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not o�cially abridged, delegated or
modified by this Agreement are retained by the Employer.
2.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such azeas of discretion or policy
as the functions and programs of the Employer, its overall budget, utilization of
technology, organizationai structure and selecfion and direction and number of personnel.
ARTICLE 3- MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
vacations and all other general working conditions, except as modified by this agreement,
shall be maintained at not less than the highest minimum standazd as set forth in the Civil
Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Pau1 Salary
Plan and Rates of Compensation at the tnne of the signing of this Agreement, and the
conditions of employment shall be improved wherever specific provisions for
� improvement aze made elsewhere in this Agreement.
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ARTICLE 4- CHECK OFF
• 4.1 The Employer agrees to deduct the Association membership initiation fee assessments
and, once each month, dues from the pay of those employees who individually request, in
writing, that such deduetions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
4.2 Any present or future empioyee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall deduct said fee from the eamings o£the employee
and transmit the same to the Association. In no event shall the fair shaze fee exceed 85%
of the regulaz membership dues. It is also understood that in the event the Employer shall
make an improper fair share deduction from the eamings of an employee, the Association
shall be obligated to make the Employer whole to the ea�tent that the Employer shall be
required to reimburse such employee for any amount improperly withheld. This
provision shall remain operative only so long as specifically provided by Minnesota law
and as otherwise legal.
43 The Association agrees to indemnify and hold the Employer harmless against any and all
� claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
ARTICLE 5- HOURS OF WORK AND OVERTIME
5.1 The normal hours of work for the employees shali be a minimum of seven and
three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirry-eight and
three-fourths (38 3/4) hours in a seven (7) day period , excluding a forry-five (45) minute
lunch period, fifieen (15) minutes of which shall be paid. For employees on a shift basis
this shall be construed to mean a minimum average of thirty-eight and three-fourths (38
3f4) hours a week.
5.2 An employee working in a class title which is in Salary Grade 11 or below shall receive
overtime compensation in accordance with the Fair Labor 5tandards Act (FLSA). The
method of this compensation shall be deternuned solely by the Employer. It is understood
that the FLSA provides overtime compensation only after 40 hours worked (not paid).
An employee working in a class title which is in Grade 12 or above and who, in other
than normai circumstances, works more than their assigned normal work day or
assigned normal work week shali receive compensatory time or pay on a straight time
basis for the extra hours worked. The method of compensation shall be determined solely
� by the Employer.
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� ARTICLE 5- HOURS OF WORK AND OVERTIME (Continued)
53 It is understood by the parties that Section 28H - Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
5.4 Notwithstanding Article 5.1, employees may, through mutual agreement with the
Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4)
consecutive hours in a twenty-four (24) hour period and a normal work week of
thiriy-nine (39) hours in a seven (7) day period , excluding a forry-five (45) minute lunch
period, fifteen (15) minutes of which shall be paid. Employees working more than their
assigned hours shall receive compensation in accordance with Article 5.2, above.
5.5 For employees who wish to shaze a position, the employer will attempt to provide options
for implementing a sharing arrangement. Such an arrangement must be mutually agreed
upon by the Employer and the employees involved. Vacafion, holiday and sick leave
benefits for employees who shaze a position shali be pro-rated based upon the percent of
hours worked. Health insurance benefits shall be administered in accordance with the
provisions of Article 13 of this Agreement. In the event that one of the employees
participating in the shazed position is ternunated or terminates employment, the Empioyer
shall post the job shazing vacancy for a period of ten (10) days. If, at the end of ten (10)
days, such vacancy cannot be filled, the Employer shall have the option of increasing the
remaining employee's work hours.
� 5.6 Article 5.5 shall not be subject to the provisions of Article 10 of this Agreement.
5.7 The Employer may provide flex-time for those employees who request it. Employees
working more than their assigned hours shall receive compensation in accordance with
Article 5.2.
5.8 Effective 1/1/2001 the president ofthe Professional Employee's Association, shall
receive straight-time pay for tune spent in contract negotiation with the Employer up to 8
hours per day.
ARTICLE 6 - SENIORITY
6.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of
continuous, regulaz and probationary service with the Employer from the date an
employee was first certified and appointed to a class title covered by this Agreement, it
being further understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees are appointed to the same class title
on the same date, the seniority shail be determined by the employee's rank on the eligible
list from which certification was made.
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� ARTICLE 6 - SEIVIORITY (Continued)
6.2 Seniority shall temunate when an empioyee retires, resigns or is discharged.
63 In the event it is determined by the Employer that it is necessary to reduce the work force,
employees will be laid off by class title within each Department based on inverse length
of seniority as defined in Article 6.1 above. The Human Resources Department will
identify such least senior employee in the title in which there is to be a lay-off in the
Department reducing positions, and shall notify said employee of his/her reduction from
the Depamnent. If there aze any vacancies in that title in any other City Department, the
Human Resources Department shall place the affected employee in such vacancy. If two
or more vacant positions aze available, the Human Resources Department shall decide
which vacant position the affected employee shall fill.
If no vacancy exists in such tifle, then the least senior employee in the City in such title
shall be identified, and if the employee affected by the original Departmental reduction is
more senior, he/she shall have the right to claim that position and the least senior
employee in the City, in that title, shall be laid off. For the putpose of this Article, the
Board of Education is not considered a City Department nor is a Boazd of Education
employee considered a City empioyee.
6.4 In cases where there are promotional series, such as Engineer I, II, III, etc., when the
� number of employees in the higher titles is to be reduced, employees will be offered
reductions to the highest title to which ciass senioriry would keep them from being laid
off, before layoffs are made by any class title in any Department.
6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two yeazs of layof€ It is understood that such employees will pick up their former
seniority date in any class that they previously held.
6.6 To the extent possible, vacafion period shall be assigned on the basis of seniority. It is
however, understood that vacation assignment sha11 be subject to the ability of the
Employer to maintain operations.
6.7 In the event the Employer believes it is necessary to merge, contract out or sub-contract
any public work performed by employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forty-five (45) calendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and
discuss possible options to contracting out or ways and means to minimize the
elimination of positions.
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7.1 Employer shall avoid, whenever possible, working an employee in an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class
assignment is defined as an assignment of an employee to perform, on a full time basis,
all of the significant duties and responsibilities of a position different from the employee's
regulaz 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 regulaz appoinhnent to
the higher classification.
ARTICLE 7— WORHING OUT OF CLASSIFICATION
ARTICLE 8 — DISCIPLINE
8.1
The employer will discipline employees for just cause only. Discipline will be in the
form of:
8.1(1) Oral Reprimand
8.1(2) WrittenReprimand
8.1(3) Suspension
8.1(4) Reduction
8.1(5) Dischazge
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The listing above of 8.1(1) through 81(5) does not indicate that such forms of discipline
must be progressive and in such order for any one employee.
Suspensions, reductions and dischazges will be in written form.
Employees and the Association wili receive copies of written reprimands and notices of
suspension, reduction and dischazge.
Employees sha11 have the right to exunine all information in their personnel files. Files
may be examined at reasonable times under supervision of the Employer.
8.5 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Association may request and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to dischazge. During said five (5) working day period, the Employer may affirm,
modify or withdraw the suspension and discharge.
8.6 An employee to be questioned conceming an investigation of disciplinary action shall
have the right to request that an Association representative be present.
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ARTICLE 9 - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty, the
Employer shall defend, save hazmless and indenuiify an employee ancUor hisiher estate,
against any claim or demand, whether groundiess or otherwise, arising out of an alleged
act or omission occumng in the performance and scope of the employee's duries.
9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legal service arising from any legal action where the
employee is the Plaintiff.
ARTICLE 10 - GRIEVANCE PROCEDURE
10.1 The Employer shall recognize stewazds selected in accordance with the Association rules
and regulations as the grievance representative of the bargaining unit. The Associafion
shall notify the Employer, in writing, of the names of the stewards and of their
� successors, when so named.
10.2 It is recognized and accepted by the Empioyer and the Association that the processing of
grievances, as hereinafter provided, is limited by the job duties and responsibilities of the
employees and shall therefore be accompiished during working hours, only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
103 For the purposes of this Article, a grievance is defined as an alleged violation of the terms
and conditions of this Agreement. The procedure established by this Article shall be the
sole and exciusive procedure for the processing of grievances arising from this
Agreement or arising from terms and conditions of employment in the City of Saint Paul
Civil Service Rules and Salary Plan and Rates of Compensation.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued}
1 Q.4 A grievance shall be resolved in conformance with the following proceduzes:
Step 1. Upon the occurrence of an alleged violation of this Agreement, the
employee involved shall attempt, with or without the steward, to resolve
the matter on an inforuial basis with the employee's supervisor. If the
matter is not resolved to the employee's satisfaction by the informal
discussion, the Associarion may refer the grievance to Step 2 by sending a
written grievance to the Empioyer designated representative and a copy to
the Office of Labor Relations. The written grievance shall set forth
the nature of the grievance, the facts on which it is based, the specific
sections of the Agreement alleged to be violated and the relief requested.
The Association shall refer the grievance to Step 2 within fourteen (14)
wark days of an alleged violation giving rise to such grievance, or the
grievance shall be considered waived.
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Step 2. The Employer designated representative sha11, within seven (7) work days
following receipt of the grievance, meet with the Association stewazd and
attempt to resolve the grievance. The AssociaYion may refer
the grievance to the Office of Labor Relations for Step 3 under the
following conditions:
a)
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c)
Seven (7) work days have passed since the Employer received the
cvritten grievance and no meeting has occurred; or
Seven (7) work days have passed since the meeting and the
Employer has not responded; or
the Employer has responded and the issue remains unresolved.
Any grievance not referred to 5tep 3 within fourteen (14) work days of the existence of
any of the above three conditions shall be considered waived.
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Step 3. A representative from the Office of Labor Relations shall, within seven (7)
work days following receipt of a Step 3 grievance, meet with the
Association's representative and the grievant and shall attempt to resolve
the issue. The Association may request arbitration of the grievance to Step
4 if any of the above conditions (a, b or c) exist following the referral of
the grievance to Step 3. If withiu fourteen (14) work days of the
occurrence of the above listed conditions (a, b or c), the Associafion has
failed to give written notice to the Office of Labor Relations of the
Association's intent to refer the grievance to Step 4, the grievance shall be
considered waived.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
� Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the Union or
the Employer may, within ten (10) calendar days, request mediation. If the
parties agree that the grievance is suitable for mediation, the parties shall submit a
joint request to the Minnesota Bureau of Mediation Services for the assignment of
a mediator. Grievance mediation shall be completed within tt�irty (30) days of
the assignment unless the parties mutually agree to lengthen the rime limit.
2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance azbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to arbitration shall be delayed for the period of inediation.
The grievance mediation process shall be informal. Rules of evidence shail not
apply and no record shall be made of the proceeding. Both sides shall be provided
ample opportunity to present the evidence and azgument to support their case.
The mediator may meet with the parties in joint session or in separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
� settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
5. The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept the
outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
6. If the grievance is not resolved and is subsequentiy moved to arbitration, such
proceeding shall be de novo. I�othing said or done by the parties ar the mediator
during grievance mediation, with respect to their positions concerning resolution
or offers of settlement, may be used or referred to during azbitration.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
• Step 4. If the grievance remains unresolved at Step 3, the parties may azbitrate the
grievance. The azbitration proceedings shall be conducted by an azbitratoz
who will be selected from a percuauent panel of five (5) arbitrators within
riventy (20) work days after notice has been given. This permanent panei
of azbitrators shall be mutually agreed to by the Employer and the
Association no later than the date this Agreement is signed by the
Employer and the Association. In the event the Employer and the
Association cannot mutually agree to five (5) azbitrators for the permanent
panel, the parties will petition the Bureau of Mediation
Services for a list of ten (10) arbitrators for each panel member for which
the parties did not mutually agree. The parties shall alternately strike
names from such list(s), the Employer striking first, until one (1) name
remains.
Vacancies occurring on the permanent panel during the life of this
Agreement shall be fiiled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph.
� This arbitrator selection process shall be effecfive only for the duration
of this Agreement unless both parties mutually agree to extend such
provisions.
At any time prior to the opening of an azbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediation
Services to attempt to mediate a resolution of the dispute.
10.5 The time limits established in each step of the procedure may be extended by mutual
agreement of the Employer and the Association.
10.6 The arbivator shall have no right to amend, modify, nullify, ignore, add to or subtract
from the provisions of this Agreement. The arbitrator sha11 consider and decide only the
specific issue submitted in writing by the Employer and the Association and shali have
no authority to make a decision on any other issue not so submitted. The arbitrator shall
be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules or regulations having the force and
effect of law.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Conrinued)
The arbitrator's decision shall be submitted in writing within thirry (30} days following
close of the hearing or the submission of briefs by the parties, whichever is later, uniess
the parties agree to an ea�tension. The decision shall be based solely on the arbitrator's
interpretation or application of the express terms of this Agreement and to the facts of the
grievance presented. The decision of the azbitrator shall be final and binding on the
Employer, the Association and the employees.
10.7 The fees and expenses for the azbitrator's services and proceedings shali be borne equally
by the Employer and the Association, provided that each party shall be responsible for
compensating its own representatives and witnesses. If either patty desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for the
record.
ARTICLE 11- WAGES
ll.l Effective December 30, 2000, all salary rates applicable to titles in this bargaining unit
shall be increased by 2.95 percent (2.95%).
11.2 Effective December 29, 2001, all salary rates applicable to titles in this bazgaining unit
shall be increased by 3.2 percent (3.2%).
11.2(1) Effective December 29, 2001, an increase of 35% shall be added to the
fifteen (15) yeaz step in addition to the above stated increase in 11.2.
113 The wage schedule, for purposes of this contract, shall be Appendix "A," attached hereto.
Both parties agree that the inclusion of the classifications and salary ranges in Appendix
"A" does not preclude the Employer from the following:
1. Reorganizing
2. Abolishing
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying posirions
�
11.4 Retroactive wage adjustments shall only apply to employees who were employed by the
City as of the date of signing this Agreement.
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� ARTICLE 12 - SAVINGS CLAUSE
12.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In
the event any provisions of this Agreement shall be held to be contrary to law by a court
of competent jurisdiction from whose final judgment or decree no appeal has been taken
within the time provided, such provisions shall be voided. All other provisions shall
continue in full force and effect. The voided provision may be renegotiated at the written
request of either pariy.
ARTICLE l3 - INSURANCE
13.1 The insurance plans, premiums far coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer wiil attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements. The Employer's Cafeteria Plan Document and IRS rules and
regulations shall govern the Employer grovided health and welfaze benefit program.
Employer contributions under this Articie shall not be considered salary.
13.2 For the purpose of this Article, full-time employment is defined as appearing on the
� payroll an average of at least thiriy-two (32) hours per week for the twelve (12) month
period preceding the annual open enrollment or special enrollments or the six (6) month
period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroll an average of at
least twenty-six (26) hours per week but less than thirty-two (32) hours per week for the
twelve (12) month period preceding the annual open enrollment or special enrollments or
the six (6) month period preceding initial enrollment.
Half-time employment is defined as appeazing on the payroll an average of at least
twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve
(12) month period preceding the annual open enrollment or special enrollments or the six
(6) month period preceding initial enrollment.
13.3 Effective January 1, 2001, for each eligible employee covered by this Agreement who is
employed full-time and who selects single employee health insurance coverage provided
by the Employer, the Employer agrees to contribute $295.Q0 per month. For three-quarter
time employees, the Employer's contribution shali be $221.25 per month and, for
half-time employees, the Employer s contribution shall be $147.50 per month. The
maximum pre-taac dollaz for life insurance shall be limited to the IRS qualification.
Effective for January 1, 2002, the Employers contribution for single employee health
insurance coverage shall remaiu the same as in 2001.
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ARTICLE 13 - INSURANCE (Confinued)
. 13.4 Effective for the January, 2001 insurance premiums, for each eligible full-time
employee who selects family health insurance coverage, the Empioyer will
contribute $375.57 [amount of 2000 family premitun] plus an amount equal to the 2001
single health insurance premium increase up to forty ($40.00)dollazs. If the 2001 single
health insurance premium increase is over forry ($40.00}dollazs, the Employer will
contribute 50% of the amount over forty ($40.00) doliars. [For 2001, because the increase
in the single premium is $18.22/month, the Employer's contribuuon to the family
premium will be $393.79].
Effective for the January, 2QQ2 insurance premiums, for each eligible full-tune employee
who selects family health inswance coverage, the Employer will contribute the 2001
contribution plus 60% of the family premium increase in 2002 up to $60.00. If the 2002
family premium increase exceeds $100, the Ciry will pay 40% of the excess increase.
For three-quarter time employees the contribution shall be 75% of the full-time family
amount and for half time employees the contribution shall be 50% of the full-time family
amount far family health insurance coverage.
• 135 Notwithstanding Articles 133 and 13.4, an employee covered by this Agreement who
was employed at least twenty (20) hours but less than thirty-two (32) hours per week
during the month of December, 1988, shall receive the same contzibutions as a full-time
employee. This Article 13.5 shall continue to apply only as long as such employee
remains continuously employed at least twenty (20) hours but less than thirty-two (32)
hours per week.
13.6 Under the "Cafeteria Plan" a11 benefit eligible employees, (i.e. 40 hrs/pay period or
more), regardless of the number of average hours worked, must select at least single
coverage hospital-medical insurance and employee life insurance in an amount equal to
the employee's annual salary to the neazest thousand dollars. Any unused portion of the
Employer's contribution, for which an employee is eligible, is defined as unused benefit
dollars, not salary, and shall be paid to the employee as ta�cable income. Such payment
will be made during the month of December for the insurance year. For employees who
terminate their employment with the City of Saint Paul, such payment shall be made
within ninety (90) days following termination.
13.6(1) Employees who waive parkicipation in the "Cafeteria Plan" shall be eligible to
participate in optional coverages at the employee's expense if the employee is
benefit eligible for each of the preceding twelve months.
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ARTICLE 13 - INSiTRANCE (Continued)
• 13.7 For employees who, after fifteen (15) yeazs of service become disabied and aze eligible
for a disability pension from a retirement fund to which the City of Saint Paul has
contributed, the Employer shall contribute toward the hospital-medical insurance program
offered by the Employer in accordance with the retiree insurance provisions of this
Agreement.
13.8 Employees who retire must meet the following conditions at the time of retirement in
order to be eligible for the Employer contributions, listed in Sections 13.9 through 13.19
below, towazd a heaith insurance plan offered by the Employer:
13.8(1) Be receiving benefits from a Pubiic Employee Retirement Act at the time
of retizement, and
13.8(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct.
13.8(3) Employment with School District No. 625 will not be counted towazd the
service requirement for employees hired afrer October i, 1997, towazd
yeazs of service for retiree health eligibility.
• 13.8(4) If an empioyee does not meet the years of service requirements in sections
13.10 through 13.17, but does satisfy the conditions in 13.8(1), (2) and (3)
he/she may purchase single or family health insurance coverage through
the Employer's insurance program. The total cost of such insurance
coverage shall be paid by the retiree.
139 The definition of full-time, three-quarter time, and half-time shall be as per Secfion 13.2.
�
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ARTICLE 13 - INSURANCE (Continued)
S Early Retirees
li.10 This Section applies to employees who:
13.10 (1) Retire on or after January 1, 1996, and
13.10 (2) Have compieted twenty (20) years full-time with the City of Saint Paul,
and
13.10 (3) Were appointed prior to January 1,1990, and
13.10 (4) Have not attained age sixty-five (65) at retirement, and
13.10 (5) Meet the terms set forth in Section 13.8 above, and
13.10 (6) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to
contribute a maximum of $350.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the
Employer will contribute the cost for $5,000 life insurance coverage until the retiree
attains the age of sixty-five (65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.12 shall
apply.
� 13.11 This Section shall apply to employees who:
13.11 (1) Retire on or after January 1, 1996, and have completed riventy-five (25)
years full-time with the City of Saint Paul, and
1311 (2) Were appointed on or after January 1, 1990, and
13.11 (3) Have not attained age sixty-five (65) at retirement, and
13.11 (4) Meet the conditions of Section 13.8 above, and
13.11 (5) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month towazd the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addiuon, the
Employer will contribute the cost for $S,OOO life insurance until the retiree attains the age
of sixty-five (65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.15 shall
apply.
�
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ARTICLE 13 - INSURANCE (Continued)
� Regular Retirees (Age 65 and over)
1312 This Section shall apply to full-time employees who:
13.12 (1) Retire on or after January 1, 1996, and
1312 (2) Were appointed prior to January 1, 1990, and
13.12 (3) Have completed twenty (20) yeazs full-time with the City of Saint Paul,
and
13.12 (4) Have attained age sixty-five (65) at retirement, and
13.12 (5) Meet the conditions of Section 13.8 above, and
13.12 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maYimum of $500.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
13.13 This Section shall apply to three-quarter time empioyees who:
1313 (1) Retire on or after January l, 1996, and
13.13 (2) Were appointed prior to 7anuary 1, 1990, and
� li.li (3) Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
13.13 (4) Have attained age sixty-five (65) at retirement, and
13.13 (5) Meet the conditions of Section 13.8 above, and
13.13.(6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $375.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
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ARTICLE 13 - INSURANCE (Continued)
13.14 Tlus Section shall apply to half-tune empioyees who:
13.14 (1) Retire on or after January 1, 1996, and
13.14 (2) Were appointed prior to January l, 1990, and
13.14 (3) Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
13.14 (4) Have attained age sixty-five (65) at retirement, and
13.14 (5) Meet the conditions of Section 13.8 above, and
li.14 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maYimum of $250.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
�
13.15 This Section shall apply to full-time employees who:
13.15 (1) Retire on or after January 1, 1996, and
13.15 (2) Were appointed on or after January 1, 1990, and
13.1 S(3) Have completed twenty (20) yeazs full-time with the City of Saint Paul,
and
13.15 (4) Have attained age sixty-five (65) at retirement, and
13.15 (5) Meet the conditions of Section 13.8 above, and
li.15 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a mazcimum of $300.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage wili be provided.
•
13.16 This Section shall appiy to three-quarter time employees who:
1316 (1)
13.16 (2)
13.16 (S)
13.16 (4)
13.16 (5)
13.16 (6)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1990, and prior to January l, 1996,
and
Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medicat plan for
the five (5) yeazs priar to retirement, and
Have attained age sia�ty-five (65) at retirement, and
Meet the conditions of Section 13.8 above, and
Select a health insurance pian offered by the Employer.
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ARTICLE 13 - INSURANCE (Continued)
• The Employer agrees to contdbute up to a maximum of $225.00 per month toward the
cost of single or fanuly health insurance coverage. Any unused poriion shali not be paid
to the retiree. 230 life insurance coverage will be provided.
13.17 This Section shall apply to one-half time employees who:
13.17 (1)
13.17 (2)
13.17 (3)
13.17 (4)
13.17 (5)
13.17 (6)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1990, and prior to January 1, 1996,
and
Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
Have attained age sixTy-five (65) at retirement, and
Meet the conditions of Section 13.8 above, and
Select a health inswance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $150.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage wili be provided.
• 13.18 In the event of reduction of hours of employment for budgetary reasons during the last
twelve (12) months of employment, the eligibility will be determined by the previous
forty-eight (48) months before the reduction.
13.19 Employees who have completed twenty (20) yeazs of full-time service with the City of
Saint Paul and reduce to part-time prior to retirement and who aze eligibie and enrolled in
the City's medical plan continuously until retirement sha11 be eligible for full-time
benefits at retirement.
13.20 The following list of employees is a good faith effort by the City and the Association to
identify employees, as of this contract date, who were hired priar to January 1, 1990, and
who have less than twenty (20) years of service upon reaching the age of sixty-five (65).
The intention of the parties is to include only those employees that aze represented by the
Association prior to January 1, 1996, and aze still employed by the City as of the signing
of this Agreement.
i
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� ARTICLE 13 - INSURANCE (Continued)
13.20(1) The following employee will qualify for up to the following dollar amount
at the age of si�cty-five (65) with a m;n;mum of ten (i 0} yeazs of service.
The requirements of Secrion 13.8 must be met by the employee. If the
following empioyee chooses to continue her employment beyond age
sixty-five (65) with twenty (20) yeazs of service with the City, she may
qualify as provided for under this Agreement.
Karen Koeppe $187.50
Survivor Insurattce
13.21 The surviving spouse of an employee carrying family coverage at the time of his/her
death due to a job connected injury or illness, which was determined to have arisen out of
and in the course of his/her employment under worker's compensation law, shall continue
to be eligible for City contribution in the same proportions as is provided for retired
employees.
In the event of the death of an early retiree or a regulaz retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
� premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event o£
13.21 (1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
13.21 (2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain CiTy health insurance for the first ninety (90)
days of said employment.
13.22 A retiree may not carry his/her spouse as a dependent if such sgouse is also a City retiree
or City employee and eligible for and is enrolled in the City health insurance Program.
13.23 The contributions indicated in this Article shall be paid to the Employer's third parry
administrator.
13.24 Empioyees covered by this Agreement shall be eligible to participate in the Flexible
Spending Account as offered by the Employer. The service fee chazged to participating
� employees shall be paid by the Employer.
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•
ARTICLE 13 - INSURANCE (Continued)
13.25 Employees covered by this Agreement shall be eligibie to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
13.26 A retiree's participation in the City's health insurance plan must be continuous.
The retiree must be participating in a City health insurance plan at the time of retuement.
If a retiree chooses not to participate at the time of his/her retirement or if a retiree
discontinues his/her participation at a later date, such retiree will not be eligible for any
future participation or for any Employer contribution.
13.27 Additional dependants beyond those of record at the time of retirement may not
be added to the retiree's health insurance plan at City expense after retirement.
ARTICLE 14 - VACATION
14.1 The following schedule will apply to fixll-time employees:
Years of Service
Year one through yeaz four
Year five through seven
Year eight through year fifteen
Year sixteen through year nineteen
Year twenty and beyond
14.2
143
Vacation Granted
15 days
18 days
22 days
25 days
26 days
The Department Head may permit an employee to carry over into the foilowing year up
to fifteen (15) days vacation.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subdivision H.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
eighty days, he/she may convert any part of such excess to vacation at the rate of one-half
day of vacation for each day of sick leave credit. No employee may convert more than
ten (10) days of sick leave in each IRS payroll reporting yeaz under this provision.
20
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• ARTICLE 14 - VACATION (Continued)
14.5 Employees may request compensation in cash for up to one week of unused vacation
within each IRS payroll reporting yeaz. Payment will be at the discrerion of the
Departsnent Head and additionally, limited by the availability of funds in the
Department's Budget. Such election must be made in writing on or before December 1 of
each IRS payroll reporting year. If the employee elects to sell vacation, the payment for
such sold vacation shali be made in a lump sum in the neazest full payroil period
following the election date. The payment shall be in an amount equal to the number of
hours sold tunes the employees regulaz rate of pay in effect as of the date of such
election. Article 14.5 shali not be subject to the provisions of Article 10 of this
Agreement.
ARTICLE 15 - HOLIDAYS
15.1 Holidays recognized and observed. The following days shall be recognized and observed
as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Veterans' Day
Presidents' Day Thatilcsgiving Day
� Memorial Day Day after Thanksgiving*
Independence Day Christmas Day
Two floating holidays
Eligible employees shall receive pay for each of the holidays listed above, on which they
perform no work. Whenever any of the holidays listed above shall fa11 on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
15.2 The floating holidays set forth in Section 15.1 above may be taken at anytime during the
contract year, subject to the approval of the Deparlment Head of the employee.
153 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee
must be employed as of the date of the holiday and have paid hours on the payroll for that
pay period. The amount of holiday time earned shall be based upon the number of non-
holiday hours paid to the employee during that pay period (see proration charts in Salary
Plan and Rates of Compensation). For the purpose of this section oniy, non-holiday
hours paid includes hours actually worked, vacation time, compensatory time, paid leave
and sick leave. It is further understood that neither temporary nor other employees, not
heretofore eligibie, shallreceive holiday pay.
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ARTICLE 15- HOLIDAYS (Continued)
� 15.4 Employees required to work on a holiday shall be compensated in accordance with
Section II of the Saint Paul Salary Plan and Rates of Compensauon.
15.5'� For all employees assigned to the Library, the Day After Thanksgiving shall be
considered a normat work day, and Christmas Eve Day shall be recognized and observed
as a paid minor holiday. This language regazding the Library shall not be effective until
and unless the other relevant collective bargaining agreements (AFSCME 2508 & 1842,
SPSO) negotiate corresponding language.
ARTICLE 16 - CITY MILEAGE
16.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions aze adopted.
16.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type l. If an employee is required to use his/her own automobile OCCASIONALLY
� during employment, the employee shall be reimbursed at the rate of $4.00 per day
for each day the employee's vehicle is actually used in performing the duties of
the employee's position. In addition, the employee shall be reimbursed $0.20 per
mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative determines that an employer
vehicle is available for the employee's use but the employee desires to use his/her
own automobile, then the employee shall be reimbursed at the rate of $0.20 per
mile driven and shall not be eligible for any per diem.
Type 2. If an employee is required to use his/her own automobile REGULARLY during
employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addition, the employee shall be reimbursed $Q.20 per mile
for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative detennines that an employer
vehicle is available for the employee's use but the empioyee desires to use his/her
own automobile, then the employee shall be reimbursed at the rate of $0.20 per
mile driven and shall not be eligible for any per diem.
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� ARTICLE 16 - CITY MILEAGE (Continued)
163 The City will provide pazking at the RiverCentre Pazking Ramp for City employees on
either of the above mentioned types of reimbursement plans who aze required to have
their personal car availabie for City business. Such pazking will be provided oniy for the
days the employee is required to have his/her own personal caz available.
16.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the
procedures for automobile reimbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly �davits stating the number of days worked and the number of miles driven and
further require that they maintain automobile liability insurance in amounts of not less
than $100,000/$300,000 for personal injury and $25,000 for property damage or liability
insurance in amounts not less than $300,000 single limit coverage, with the City of Saint
Paul named as an additional insured. These rules and regulations, together with the
amendment thereto, shall be maintained on file with the City Clerk.
ARTICLE 17 - NONDISCRIMINATION
17.1 The terms and conditions of this Agreement will be applied to employees equally without
regard to, or discrimination for or against, any individual because of race, color, creed,
� religion sex, age, sexual orientation, disabiliry, national origin or because of inembership
or non-membership in the Association.
17.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general pubiic.
17.3 Employees covered by this contract will be covered by the City policy regarding
nondiscrimination and sexual harassment, as well as applicable local, state and federal
laws.
ARTICLE 18 - SICK LEAVE
18.1 Sick leave shall be eamed and granted in accordance with the Civil Service Rules. The
accrual rate for eligible employees shail be .0576 of a working hour for each fuli hour on
the payroll, excluding overtime.
18.2 In the case of a serious illness or disability of an employee's child, pazent or household
member, the Department Head shall grant leave with pay in order for the employee to
caze for or make arrangements for the caze of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
� sick leave shall be limited to forty (40) hours per incident.
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ARTICLE 18 - SICK LEAVE (Continued)
� 183 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, shall be granted up to three days of sick leave to attend the funeral of the
employee's grandparent or grandchild.
18.4 Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick
leave and unpaid leave-of-absence in the same manner as any other disabled or ill City
employee. Such paid sick leave eligibility shall begin upon certificarion by the
employee's attending physician that the employee is disabled in terms of her ability to
perform the duties of her position.
18.5 The Department Head or the Human Resources Duector may require a physician's
certificate or additional certificates at any time during an employee's use of
sick leave for the purposes stated in 18.2 above. Ali such certificates shall be fonuazded
by the appointing officer to the Human Resources Office. If an employee is absent
because of the provisions of Article 18.2 above for three (3) or fewer calendaz days he/she
shall submit to the Department Head a certificate signed by the employee stating the
nature of the child, parent or household member's sickness. If the sickness continues for
more than three (3) calendar days, no fiirther sick leave sha11 be granted unless or until a
physician is consulted. The sick leave may be confinued from and include the day of
consultation, but only if a certificate signed by the physician certifying to the nature and
� period of the person's sickness is submitted and approved by the Department Head and
forwarded to the Human Resources Office.
18.6 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessity for the absence not later than one-half hour after
his/her regularly scheduled time to report for work, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excusabie.
18.7 An employee shall be paid under the provisions of this paragraph only for the number of
days or hours for which he/she would normally have been paid if he/she had not been on
sick leave.
•
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ARTICLE 19 - LEAVE OF ABSENCE
� 191 A twelve (12) month Pazental leave-of-absence without pay shall be granted to a natural
pazent or an adoptive pazent, who requests such leave in conjuncfion with the birth or
adoption of a child. Such leave may be extended an addifional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an extension of such leave shall not be subject to the provisions of
Article 10 of this Agreement.
Empioyees who return following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the begimiiug
of their leave.
19.2 Leave-of-absence for the adoption of a child or for patemity leave shall be in accordance
with applicable laws.
19.3 In case of an employee adoption of a child up to five (5) yeazs of age, employees shall be
permitted to carry over into the following fiscal year up to eighty (80) additional hours of
accrued vacation time each year up to a total of two hundred forty (240) hours.
This Article 193 shall appiy only to one City employee in the event that both adoptive
parents aze City employees.
19.4 A Fuli-Time employee may be granted up to four hundred eighty (480) hours of
� voluntazy leave-of-absence without pay during the fiscal year. During such leave-of-
absence, the employee shall continue to earn and accrue vacation and sick leave, seniority
credits and maintain insurance eligibility as though he/she was on the payroll. Any leave-
of-absence granted under this provision is subject to the approval of the Deparhnent
Head.
ARTICLE 20 - NO STRIKE, NO LOCKOUT
20.1 The Association and the Employer agree that there shall be no strikes, work stoppages,
slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's
business or affairs by any of said Association and/or members thereof, and there sha11 be
no bannering during existence of ttus Agreement without first using all possible means of
peaceful settlement of any controversy which may azise. Employees engaging in same
shall be liable for discipiinary action.
•
25
al-33y
�
ARTICLE 21 - SEVERANCE PAY
21.1 The Employer shall provide two distinct severance pay plans as set forth in this Article.
Eligibility Requirements
21.2 To be eligible for either of the severance pay plans, an employee must meet the following
requirements:
21.2(1) The employee must be voluntarily separated from City empioyment or
have been subject to separation by lay-off or compulsory retirement.
Those empioyees who are dischazged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason aze not eligible for either of
the severance pay plans.
21.2(2) The employee must file a waiver of re-employment with the Director of
Human Resources, which wili cleazly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or re-employment (of
any type), with the City.
21.2(3) The employee must have accumulated a minimum of eighty (80) days of
sick leave credits at the time of his/her sepazation from service.
�
Severance Pay Plan 1
213 In addition to the requirements listed in 21.2, an employee must meet the following
requirements:
213(I)
21.3 (2)
The empioyee must have at least ten (10) yeazs of consecutive service
under the classified or unclassified Civil Service at the time of sepazation.
The maacimum amount of money that any employee may obtain through
this severance pay plan is $7,000 to be calculated as set forth in Section
21.5 below.
Severance Pay Plan 2(PERA Qualified)
21.4 Effective January 1, 1997, the Employer shall provide a severance pay plan as set forth in
this Section 21.4. In addition to the requirements listed in 21.2, an employee must meet
the following requirements:
21.4(1) The employee must be 58 years of age or older or be eligible for pension
under the provisions of the Public Employees Retirement Association
(PERA). The PERA eligibility rules also apply to empioyees covered by a
public pension plan other than PERA.
�
�
ARTICLE 21- SEVERANCE PAY (Continued) p - 3 3 �
� 21.4(2) The employee must have at least twenty (20) yeazs of service under the
classified or unclassified Civil Service at the time of sepazation, the last
five of which must be consecutive.
21.4(3) The maximum amount of money that any employee may obtain through
this severance pay plan is $10,000 to be calculated as set forth in Section
21.5 below.
21.5 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave.
21.6 For the purpose of this severance program, an employee who voluntarily separates from
employment with the City of Saint Paui for employment with Independent School
District No. 625 shall be eligible for severance pay if the employee meets the eligibility
requirements set forth above.
21.7 For the purpose of this Article, for those employees hired by the City before October 1,
1497, employment in either the City or in the Independent School District No. 625 may
be used in meeting the years of service requirement in either Section 213 or Section
� 21.4. Employees hired by the City on or after October i, 1997 may not use employment
in the Independent School District No. 625 in meeting the years of service requirement in
either Section 213 or Section 21.4.
21.8 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 16303 except in those cases where the specific provisions
of this Article conflict with said ordinance, and in such cases, the provisions of
this Article shall control.
21.9 For the purpose of either severance pay pian, the death of an employee shall be
considered as separation of employment and if the employee wouid have met a11 of the
requirements set forth above, (at the time of his/her death), payment of the severance pay
shall be made to the employee's spouse or estate.
21.10 Employees may qualify for either Severance Pay Plan 1(Section 213) or Severance Pay
Plan 2(Section 21.4). An election by an employee to draw severance pay under one
Section shall constitute a baz to drawing severance pay under any other provision set forth
in this agreement.
•
27
ARTICLE 22 - SAFETY FOOTWEAR
�1�
� 22.1 For those employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $50.00 per calendaz yeaz toward the repair, replacement or
purchase of such shoes or boots. During the life of this Agreement, Employees may
accrue a total of $100.00 for the purchase, replacement or repair of such shoes or boot.
22.2 Fue Protecrion Engineers who aze required to weaz a specified uniform shall receive an
allowance of $394.25 per calendaz yeaz, from the Fire Department.
�
�
ARTICLE 23 - LICENSING/CERTIFICATION REQUIREMENTS
23.1 The City shall pay or reimburse the employee for all continuing education tuition costs
that are required for any employee to maintain his ar her license or registration as
mandated in the employee's job description. The minimum qualifications will determine
whether the professionallicense or registration is a mandatory job requirement.
ARTICLE 24 - DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shall be effective as of January 1, 2001, and
shall continue in full force and effect through December 31, 2002, and thereafter until
modified or amended by mutual agreement of the parties. Either pariy desiring to amend
or modify this Agreement shall notify the other in writing so as to comply with the
provisions of the Public Employment Labor Relations Act, Minnesota Statute CH. 179A,
as it may be amended from time to time.
24.2 This constitutes a tentative agreement between the parties which will be recommended by
the Director of Labor Relations, but is subject to the approval of the Administration of the
City, the City Council and is also subject to ratification by the Association.
WITNESSES:
CITY OF SAINT PAUL
_� _ 1 I�
Terry Haltiner
Manager, Office of Labor Relations
DATED: March�_, 2001
CITY OF SA1NT PAUL
PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.
.1�.,f,� � �� 3 /�✓��l
Steven R. Roy, Pres' ent
�� /zi�o/
Mike Wilde, Business Representative/
Legal Counsel
:
e
�
APPENDIX A
GRADE 001
407A CHILD CARE ENRICHI�NT INSTRUCT
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1089.03 1132.79 1179.01 1236.10 1298.13 1364_97 1430.58 1475.61 1516.90
12/29f01 1123.88 1169.04 1216.74 1275.66 1339.67 1408.65 1476.36 1522.83 1570.92
GRADE 002
496A ARCH/LAND ARCH/CIVIL ENG TRAZN
12/30/00 1121.84 1165.64 1214.22 1273.77 1338.21 1403.86 1475.61 1519.33 1564.28
12/29f01 1157.74 1202.94 1253.08 1314.53 1381.03 1448.78 1522.83 1567.95 1619.99
�
12/30/00
12/29/O1
GI2ADE 003
372A *LIBRARY SPECIALIST
408A CHILD CARE PROGR.AM COORDINATOR
693A LEGAL ASSISTANT I (1/27/O1)
697A LAW CLERK (1/27/O1)
1155.89 1202.10 1249.47 1312.67 1377.06 1447.63 1519.33 1565.47 1609.25
1192.88 1240.57 1289.45 1354.68 1421.13 1493.95 1567.95 1615.57 1666.56
GRADE 004
12/30/00 1189.91 1237.31 1287.12 1350.34 1419.65 1491.32 1565.97 1610.46 1659.05
12/29/Ol 1227.99 1276.90 1328.31 1393.55 1465.08 1539.04 1615.57 1661.99 1718.13
GRADE 005
007A *LIBRARY SPECIALIST I
009A *SUBSTI'PCT'PE LIBRARY SPECIALIST
165A MANAGEMENT ASSISTANT 2
165M MODIFIED DUTY WORKER-MGMT ASST. I
263A VOLUNi'EER COORDINATOR
933 CITY PLP.NNER
106B ENVIRONMENTAL RESOURCE SPEC.
12/30/00 1227.61 1276.23 1324.86 1394.07 1462.15 1535.10 1610.46 1659.05 1706.48
12f29f01 1266.89 1317.07 1367.26 1438.68 1508.94 1584.22 1661.99 1712.14 1767.25
�
a�'��1
A-1
�
GRP.DE 006
886 ECONOMIC DEVLMT SPECIALIST I
976 GRAPHIC ARTZST 2
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1262.83 1313.89 1366.17 1435.44 1507.17 1581.29 1659.05 1710.09 1758.73
12/29/O1 1303.24 1355.93 1409.89 1481.37 1555.40 1631.89 1712.14 1764.51 1821.36
GRADE 007
008A *LIBRARY SPECIALIST 22
001 ACWUNTANT I
542A flUMAN RESOURCES SPECIALIST I
581A LIBRARY VOLUNTEER COORDINATOR
375A MIINICIPAL EQUIPMENT COORDINATR
012A PROJECT MANAGER I
038A PUBLIC INFO SPECIALIST I
392 RESEARCH ANALYST 2
12/30/00 1299.30 1351.56 1407.51 1476.74 1552.13 1629.95 1710.09 1761.16 1812.21
12/29/O1 1340.88 1394.81 1452.55 1524.00 1601.80 1682.11 1764.81 1817.52 1876.75
�
GRADE 008
306A BUSINESS ASSISTANCE SPECIALIST
249 LIBRARIAN I
220A VIDEO PRODUCTION SPECIALIST
647A DESIGN ASSOCIATE I
12/30/00 1339.39 1394.07 1449.99 1521.75 1595-85 1677.33 1761.05 1814.66 1866.91
12/29/O1 1382.25 1438.68 1496.39 1570.45 1646.92 1731.00 1817.40 1872.73 1933.39
GRADE 009
128 CRIMINALIST 2
908 EMPLOYMENT AND TRNG PLP.NNER
828 GRANTS ASSISTANT
977 GRAPHIC ARTIST II
575 HEALTH EDUCATOR I
896 LANDSCAPE ARCHITECT I
166A MANAGEMENT ASSISTANP II
520 WATER QUALITY SPECIALIST I
694A LEGAL ASSZ5TANT 22 (1/27/O1)
12/30/00
12/29/O1
•
1378.27 1435.44 1492.55 1566.75 1645.71 1728.38 1814.66 1866.91 1921.61
1422.37 1481.37 1540.31 1616.89 1698.37 1783.69 1872.73 1926.65 1990.04
D 1�33i
A-2
.
�
GRP.DE O10
684 PS2BORIST
934 CITY PLANNER II
887 ECONOMIC DEVLMT SPECIALIST 22
425A HEALTH & FITNESS SPECIALIST
233 HEALTH STATISTICIAN
114A MEDICAL RECORDS ADMINISTRATOR
013A PROJECT M2INAGER II
393 RESEARCH ANALYST II
424A RESEARCH LIBRARIAN
633A LIBRARY TRNG & ORG DEV COORD
113B NUTRITIONIST I- COMM EDUC
114B NVPRITZONIST 2 - WIC
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1422.08 1476.74 1535.10 1612.88 1694.31 1779.40 1866.91 1924.03 1981.20
12/29/O1 1467.59 1524.00 1584.22 1664.49 1748.53 1836.34 1926.65 1985.60 2051.76
GRADE O11
133A *OFFICE SERVICES ADMIN-SUPERV
� 002 ACCOUNTANT II
O11 ARCHITECT I
370A CITIZEN SERVICE SENIOR ANALYST
105 CIVIL ENGINEER 2
659 CIVIL ENGINEER I--WATER UTZL
130A COUNCIL RESEARCH ANALYST
SOlA CRIME PREVENTION COORDINATOR
255A ENVIRONMENTAL HEALTH SPEC I
257A ENVIRONPIENTAL HEALTH SUPV
543A HUMAN RESOURCES SPECIALIST II
12/30/00 1463.41 1522.95 1583.71 1662.69 1745.35 1834.13 1924.03 1977.54 2040.73
12/29/O1 1510.24 1571.68 1634.39 1715.90 1801.20 1692.82 1985.60 2040.82 2113.40
GRADE 012
395A HUMAN RIGHTS SPECIALIST
383 RECREATION DIRECTOR II
12/30/00 1508.32 1567.94 1631.11 1711.36 1797.66 1887.58 1981.20 2043.15 2101.53
12/29/O1 1556.59 1618.11 1683.31 1766.12 1655.19 1947.98 2044.60 2108.53 2176.37
C�
�!-3 3 l
A-3
o1�
i
GRADE 12T
710A IS SYSTEMS CONSULTANT I
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1508.32 1567.94 1631.11 1671.23 1711.36 1754.50 1797.66 1862_68 1927_71
4.5-yr 5-yr 5.5-yr 6-yr 6.5-yr 7-yr 10-yr 15-yr
(10) (11) (12) (13) (14) (15) (16) (17)
1975.72 2023.'S 2074.15 2124.59 2178.08 2231.55 2297.22 2364.05
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 1556.59 1618.11 1683.31 1724.71 1766.12 1810.64 1855.19 1922.29 1989.40
4.5-yr 5-yr 5.5-yr 6-yr 6.5-yr 7-yr 10-yr 15-yr
(10) (11) (12) (13) (14) (15) (16) (17)
2038.94 2088.51 2140.52 2192.58 2247.78 2302.96 2370.73 2446.24
• GRADE 013
888 ECONOMIC DEVLMT SPECIALIST III
256A ENVIRONMENTAL HEALTH SPEC II
829 GRANTS SPECIALIST
576 HEALTH EDUCATOR II
167A MPNAGEMENT ASSISTANT 222
296A MEDICAL TECHNOLOGZST
821 NUTRITIONIST II
974 OCCUP SAFETY & HEALTH ANALYST
039A PL7BLIC INFO SPECIALIST II
288A SAFETY OFFICER
909 SENIOR EMPLOYMENT & TRNG PLNNR
330A VIDEO PRODUCTION COORDINATOR
521 WATER QUALITY SPECIAI,IST II
648A DESIGN ASSOCIATE II
695A LEGAL ASSISTPNT III (1/27/O1)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1553.32 1614.09 1679.74 1764.81 1849.90 1943.52 2043.15 2102.73 2162.22
12/29/O1 1603.03 1665.74 1733.49 1821.28 1909.10 2005.71 2108.53 2170.02 2239.22
C I
�
p � �33j
� GRADE 014
• 598 CITZZEN PPI2TICIPATION COORD
935 CITY PLAND7ER III
544A HUMAN RESOURCES SPECIALZST III
250 LIBRARIAN II
139A NURSE PRACTITIONER-OB GYN
565 PUBLIC HEALTH NL7RSE
39A RESEARCH ANALYST 22I
658 SOCIAL WORKER
121B ADMIN/LEGISLATIVE ASST-PED
12/30/00 1599.52 1662.69 1729.54 1815.91 1908.27 2001.85 2102.73 2164.70 2229.14
12/29/Ol 1650.70 1715.90 1784.89 1874.02 1969.33 2065.91 2170.02 2233.97 2308.52
��
GRADE O15
246 **LANDSCAPE ARCHITECT II
003 ACCOUNTANT III
012 ARCHITECT II
026 ASSISTANT CHIEF SURVEYOR
106 CIVIL ENGINEER II
108 CIVIL ENGINEER II--WATER UTIL
129 CRZMINALIST II
129A ENVIRON HEAI,TH ADM ANALYST
110A HEALTH ANALYST
530A PUBLIC EDUCATION OFFICER - FIRE DEPT.
623A FLEET SERVICES COORDINATOR
119B HISTORIC PRESERVATION SPEC.
897 LANDSCAPE ARCHITECT II
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) �5) (6) l7) (8) (9)
12/30/00 1648.11 1714.97 1751.84 1869.38 1964.15 2061.39 2164.70 2231.55 2297.22
12/29/O1 1700.85 1769.85 1838.86 1929.20 2027.00 212'I.35 2233.97 2302.96 2379.03
GRADE 016
092A ADMIN ASSISTANT--FIRE DEPT
321A AF2TS DEVELOPMENT MANAGER
391A EDP DATABASE COORDINATOR
204A MANAGEMENT ANALYST
610A MANAGEMENT ASSISTANT IV
088A PHYSICAL FITNESS COORDINATOR
776 PROGRAM COORDINATOR
014A PROJECT MANAGER III
413A SELECTION & VAI,ZDATION SPEC
100B ADMIN ASST-DEPT OF I-IUMAN RGHTS
12/30/00 1697.96 1766.05 1835.33 1927.71 2023.75 2124.59 2231.55 2297.22 2364.05
12/29/Ol 1752.29 1822.56 1894.06 1989.40 2088.51 2192.58 2302.96 2370.73 2448.24
•
��
���3 3 i
�
.
GRADE 017
389A CHILD CARE COORDINATOR
517A PHYSICIAN ASSISTAN'P
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1749.01 1818.32 1891.21 1983.64 2062.03 2187.81 2297.22 2367.69 2438.20
12/29/O1 1804.98 1876.51 1951.73 2047.12 2148.65 2257.82 2370.73 2443_46 2525.03
GRADE 018
081A EPIDEMIOLOGIST
379A LIBRARIAN III
611A WATER QUALITY SPECIALIST ZIS
12/30/00 1801.31 1871.76 1945.94 2045.54 2146.49 2255.86 2367.69 2439.39 2507.47
12/29/Ol 1858.95 1931.66 2008.21 2111.00 2215.18 2328.05 2443.46 2517.45 2596.77
GRADE 019
280A FIIIMPN RIGHTS PROGRAM ANALYST
803A LIBRARY INFORMATION RES. COOR
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
/30/00 1855.97 1928.88 2004.23 2105.15 2210.87 2321.49 2439.39 2508.65 2584.00
/29/Ol 1915.36 1990.60 2068.37 2172.51 2261.62 2395.78 2517.45 2588.93 2676.02
GRADE 020
013 ARCHITECT III
591 CITY PLP.NNER IV
107 CIVIL ENGINEER III
109 CIVIL ENGINEER III--WATER UTIL
889 ECONOMIC DEVLMT SPECIALIST IV
117A ECONOMIC PLPS7NER
454A EDP DATABASE ADMINISTRATOR
186A EDP SYSTEMS ANALYST III
160 ELECTRICAL ENGINEER III
533A FIRE PROTECTION ENGINEER
830 GRANTS MPSTAGER
251 LZBR.ARIAN III
395 RESEARCH ANALYST IV
444 STRUCTURAL ENGINEER
898 LPSTDSCAPE ARCHITECT III
12/30/00 1910.72 1987.23 2066.26 2169.58 2277.74 2391.96 2511.12 2585.26 2661.82
12/29/O1 1971.86 2050.82 2132.38 2239.01 2350.63 2468.50 2591.48 2667.99 2756.61
•
�.Q�
��
GRADE 20T
709A IS INFO/TECH ANALYST V
711A IS SYSTEMS CONSULTANT II
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1910.72 1987.23 2066.26 2117.93 2169.58 2223.65 2277.74 2334.85 2391.96
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2451.55 2511.12 2585.26 2661.82
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) IS) (6) (7) (8) (9)
12f29f01 1971.86 2Q50.82 2132.38 2185.70 2239.�1 2294.81 2350.63 2409.57 2468.50
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2530.00 2591.48 2667.99 2756.61
GRADE 021
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
� /30/00 1966.58 2046.80 2127.05 2234.00 2345.83 2464.90 2585.26 2663.01 2742.03
/29/Ol 2029.51 2112.30 2195.12 2305.49 2420.90 2543.78 2667.99 2748.23 2839.67
GRADE 022
879 PROJECT MANAGER IV
294A PROJECT MANAGER IV--PITBLIC WKS
660A GIS SYSTEMS DEVELOPER
12/30/00 2026.15 2106.36 2191.45 2300.82 2416.31 2536.61 2663.01 2743.26 2823.47
12/29/O1 2090.99 2173.76 2261.58 2374.45 2493.63 2617.78 2748.23 2831.04 2924.02
•
D 1�33i
A-7
D �_3�I
�
� J
GRADE 22T
712A IS SYSTEMS CONSULTANT I22
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2026.15 2106.36 2191.45 2267.88 2300_82 2358.57 2416.31 2476.46 2536.61
4.5-yx' S-yr 10-yr 15-yr
(10) (11) (12) (13)
2599.81 2663.01 2743.26 2823.47
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 2090.99 2173.76 2261.58 2340.45 2374.45 2434.04 2493.63 2555.71 2617.78
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2683.00 2748.23 2831.04 2924.02
GRADE 023
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2088.17 2170.79 2258.62 2370.11 2487.20 2614.44 2743.26 2827.12 2909.77
•/29/O1 2154.99 2240.26 2330.90 2445.95 2566.79 2698.10 2831.04 2917.59 3013.39
GRADE 024 ,
12/30/00 2148.92 2235.18 2323 93 2441.80 2563.36 2690.99 2827.12 2909.77 2993.63
12/29/O1 2217.69 2306.71 2398.30 2519.94 2645.39 2777.10 2917.59 3002.88 3100.24
GRADE 025
A B C D E E G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2213.29 2304.47 2395.63 2514.76 2638.69 2771.22 2909.77 2995.47 3084.79
12/29/O1 2284.12 2378.21 2472.29 2595.23 2723.13 2859.90 3002.88 3094.42 3194.64
GRADE 026
12/30/00 2281.40 2371.31 2468.55 2567.67 2720.19 2856.28 2998.47 3088.46 3177.17
12/29/01 2354.40 2447.19 2547.54 2670.48 2807.24 2947.68 3094.42 3187.29 3290.32
GRADE 027
12/30/00 2348.24 2443.05 2540.28 2667.89 2800.36 2941.37 3068.46 3179.60 3273.15
•/29/O1 2423.38 2521.23 2621.57 2753.26 2889.97 3035.49 3187.29 3281.35 3389.71
�
� GRADE 028
� /30/00 2419.95 2515.98 2616.89 2748.13 2886.66 3027.71 3179.60 3276.81 3371.65
/29/O1 2497.39 2596.49 2700.63 2836.07 2979.03 3124.60 3281.35 3381.67 3491.72
GRADE 029
12/30/00 2492.84 2591.29 2695.65 2829 55 2970.53 3121.23 3276.81 3374.07 3472.47
12J29/01 2572.61 2674.21 2782.12 2920.10 3065.59 3221.11 3381.67 3482.04 3596.13
GRADE 030
12/30/00 2567.04 2670.33 2777 27 2914.67 3059.25 3213.67 3374.07 3472.47 3578.24
12/29/Ol 2649.19 2755.78 2866.14 3007.94 3157.15 3316.51 3482.04 3583.59 3705.66
GRP.DE 031
12/30/00 2644.81 2749.28 2859 92 3003.34 3152.85 3309.63 3474.91 3579.46 3683.45
12/29/O1 2729.A4 2837.26 2951.44 3099.45 3253.74 3415.54 3586.11 3694.00 3814.32
GRADE 032
12/30/00 2723.84 2830.74 2943 82 3093.29 3247.65 3410.51 3579.46 3687.66 3793.40
12/29/O1 2811.00 2921.32 3038.02 3192.28 3351.57 3519.65 3694.00 3805.67 3928.49
r
GRADE 033
12/30/00 2805.20 2902.47 3032 55 3185.67 3344.87 3513.83 3687.66 3798.27 3908.86
12/29/Ol 2894.97 2995.35 3129.59 3287.61 3451.91 3626.27 3805.67 3919.81 4048.06
GRADE 03A
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2889.11 3003.34 3123.69 3281.67 3445.76 3617.14 3798.27 3911.32 4028.00
12/29/O1 2981.56 3099.45 3223.65 3386.66 3556.02 3732.89 3919.81 4036.48 4171.45
GRADE 035
12/30/00 2976.61 3094.56 3218.49 3381.38 3547.86 3725.35 3911.32 4030.41 4147.11
12/29/O1 3071.86 3193.59 3321.48 3489.58 3661.39 3844.56 4036.48 4159.38 4294.80
GRADE 036
12/30/00 3066.55 3186.89 3314.49 3479 83 3654.83 3838.37 4029.17 4149.56 4269.64
•/29/Ol 3164.68 3288.87 3420.55 3591.18 3771.78 3961.20 4158.10 4282.35 4421.89
p1-331
�
• GRADE 037
� /30/00 3155.30 3282.88 3414.17 3584 33 3763.01 3952.61 4149.56 4274.72 4398.66
/29/O1 3256.27 3387.93 3523.42 3699.03 3583.43 4079.09 4282.35 4411.51 4555.31
GRADE 038
12/30/00 3253.78 3382.54 3517 46 3692.51 3877.25 4070.50 4274.72 4403.51 4529.91
12/29/O1 3357.90 3490.78 3630.02 3810.67 4001.32 4200.76 4411.51 4544.42 4691.23
GRADE 039
12/30/00 3348.53 3482.23 3622 13 3803 15 3992.74 4194.48 4403.51 4533.62 4667.29
12/29/Ol 3455.68 3593.66 3738.04 3924.85 4120.51 4328.70 4544.42 4678.70 4833.50
GRADE 040
12/30/00 3448.25 3587.95 3731 44 3918.58 4114.28 4317.26 4536.03 4679.49 4807.09
12/29/O1 3558.59 3702.76 3850.85 4043.97 4245.94 4455.41 4681.18 4829.23 4978.28
GRADE 041
12/30/00 3551.53 3693.69 3842 02 4035.27 4235.79 4447.30 4669.77 4817.98 4949.28
12/29/O1 3665.18 3811.89 3964.96 4164.40 4371.34 4589.61 4819.20 4972.16 5125.54
•
GRADE 042
12/30/00 3660.34 3805.54 3958 67 4154.39 4362.21 4579.81 4809.53 4962.62 5098.74
12/29/Ol 3777.47 3927.32 4085.35 4287.33 4501.80 4726.36 4963.43 5121.42 5280.32
•ia� � �
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 3767.89 3919.80 4075.45 4260.77 4493.50 4718.33 4955.33 5112.17 5251.92
12/29f�1 3888.46 4�45.23 4205.86 4417.75 4637.29 4864.32 5113.90 5275.76 5448.98
GRADE 044
12/30/00 3880.94 4037.71 4198.12 4408.43 4629.64 4861.76 5103.62 5265.29 5409.88
12/29/01 4005.13 4166.92 4332.46 4549.50 4777.79 5017.34 5266.94 5433.78 5602_54
GRADE 045
12/30/00 3996.40 4156.'76 4325.74 4540.86 4767.01 5004.86 5255.56 5422.09 5571.58
•/29/O1 4124.28 4289.78 4464.16 4686.17 4919.55 5165.02 5423.74 5595.60 5769.99
p [-33i
A-10
Appendig B
•
MEMORANDUM OF AGREEMENT BETWEEN
THE CITY OF SAINT PAUL
AND
PROFESSIONAL EMPLOYEES ASSOCIATION
���3��
This agreement is entered into by and between the City of Saint Paul (City) and Professional Employees
Association (Union) to mutually agree to amend the coliective bargaining agreement language regarding Kay
Wittgenstein's employment at the Department of Health.
The parties aa ee that, due to Ms. Wittgenstein's unique position as the oniy Social Worker at the Department of
Health who is still a City employee, the following provisions for on call pay have been arranged:
When Ms. Wittgenstein is working with the FORCE program, she shall receive $3/hour for on call time
and $25/hour if actually called to work. It is understood that this payment anangement specifically
supercedes and replaces the overtime provisions of the collective bazgaining agreement with respect to
this employee and her work with the FORCE program.
The parties agree that this language is not precedential and sha11 only apply to Ms. Wittgenstein's work for the
Ramsey County FORCE program.
s language shall remain in force until Ms. Wittgenstein is no longer employed with the FORCE program or
til either party acts affirmafively to remove this language during collective bargaining, whichever comes first.
� � Date � 2.7 0 �
Ten Haltiner
Manager, Labor Relations O�ce
City of St Paul
C �
J
v� Date �3 �
teve Roy
President, PEA
;v ��kv W /x°'r Date 3 � i�p�
Mike Wiide
Business Representative/Legal Counsel, PEA
i
Councit File # (?/ �
OR(GINAL
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Presented
Referred To
Green Sheet # 106828
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
January 1, 2001 through December 31, 2002 Collective Bazgaining Agreement between the City of Saint
Paul and The City of Saint Paul Professional Employees Association, Inc.
Yeas Na s Absent
Benanav �
Blakey
Bostrom �
Coleman �/
Harris �
Lanffy
Reiter
O
Adopted by Council: Date {-..\, � � �2.0 p`
T �
Adoption Certified by Council Secretary
By: � � . �
�T � �/ �/�,
Approved by Mayor: Date _�ri� �( Gg.(� �
By: ;
� ,,
Requested by Department of.
Office of Labor Relations
B � /J,��
Form App oved by Ci Attorney
By: �� `�/ - "�"I 3(�G�Oi
Appmved by Mayor fo�x �Su to Council
By: ��`:�1`�' /l�'d�..�---
0l-3
DEPARI'MENf/OFFICE/COUNCIL: DATE IlVII7ATED GREEN SHEET No.• 106828
LABOR RELATIOI3S March 23, 2001 '
CONTACi' PERSON & PHONE: p INlTwimA1E iNiTw/ppTE
JULIE KRAUS 266-6513 �I� I DEPARTMENT DIIt � a cirY courrcu.
p�IplrlgER 2 Cri'Y ATTORNEY CLCY CLERK
MUSC BE ON COUNCII, AGENDA BX (DA1'E� FOR BUDGEI DIIL FIN. & MGT. SERV[CE DIIL
ROUTING 3 �+YOR (OR ASSf.)�
ORDER
TOTAL # OF SIGNATURE PAGFS,1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acxiox �QZ�srEn: This resolution approves the attached January 1, 2001 through December 31, 2002 Collective
Bazgaining Agreement between the City of Saint Paul and the City of Saint Paul Professional Employees
Association.
RECOMMENDATTONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACfS M[JST ANSWER THE FOLLOWING
QUE5CIONS:
_PLANNINGCOMbIISSION CIVILSERVICE COMIvIISSION 1. Hasthispe�son/firmeverwockedunderaconhactforthisdepartment4
_CIB COMMITTEE Yes No
_STAFF 2. Has this pecson/fiIm ever been a city employee?
DISTRICI' COURT Yes No
SUPPORTS WHICH COLJNCII.OBIECTIVE? 3. Does this person/fvm possess a skitl not no:mal(y possessed by any current city employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORT17NI71' (K'ho, Whay W6en, Where, Why):
ADVANTAGES [F APPROVED: AIl AgLeCTT1CIIY SII PI3CC Y.�'ll'OUgll DCCCITIUCI' 31 � 2��2.
DISADVANTAGES IF APPROYED:
DISADVANTAGES IF NOT APPAOVED:
TOTAL AMOUN'I' OF TRANSACTION: $ COST/REVENOE BUDGETED:
F[1NDING SOURCE: ACLNITY NUMBER:
FINANCIAL INFORMATION: (F.XPLAIN) -
�+OSS� �€3a'L�,t C��?2i
���� � � ���°�
D�� 33i
ATTACHIv1ENT TO THE GREEN SHEET
The City of Saint Paul Professional Employees Association, Inc.
Below is a summary of the changes in the Coliective Bazgaining Agreement between the City
and the Saint Paul Professional Employees Association, Inc. The new contract is for the period
of January 1, 2001 through December 31, 2002.
Wages:
2001: 2.95%
2002: 3.2%
35% addition to the 15yr step funded by additional cost savings in freezing single health
insurance coverage in 2001 and 2002.
Health Insurance:
2001 Single $295.00 per month (no change)*
Family $393.79 per month
2002 Single $295.00 per month (no change)*
Family 60% of family premium increase up to an increase of $100.00 and 40% of any
increase over $100.00.
* This will mean a reduction in the unused benefit dollar amount returned to employees at the
end of the yeaz and helps accomplish the City's goal of paying benefit dollars exclusively for
benefits. Doliazs saved under this proposal were applied towazd salary dollars.
The City agreed to assume the administrative cost ($2.10 cost to the City per month) for those
employees who choose to participate in a Flexible Spending Account as offered by the Employer.
The City agreed to a11ow employees who waive insurance coverage the access to optional
coverages at the employees expense if qualified in the 12 months preceeding the City's
enrollment period.
The Union agreed to prohibit the addirion of new dependants to a retiree's insurance if the
individuals were not dependants at the tnne of retirement.
The City agreed to lower the benefit quatification period for disabiliry retirement insurance from
20 yrs to 15 yrs.
0/-33/
Attachment to the Green Sheet
The City of Saint Paul Professional Employee Association, Inc.
Page 2
Holidays
The Union agreed to simpiified holiday eligibility language and the use of pro-ration charts.
The City and Union agreed to swap the Day after Thanksgiving for Christmas Eve Day for
Library employees to better serve the public at the request of the Library Labor/Management
Comtnittee.
Costs:
Wages:
Family Health
Insurance:
Total:
2001
$ 414,175.01
$ 19,021.68
$ 433,196.69
2002
$ 480,151.77
$ actuals unknown at this time
$ 480,151.77 + insurance costs
Language Changes (summary)
The contract includes other changes to contract language which aze basically of a housekeeping
nature for clarification and clean up.
• ' ' '
i
i
�
2001= 2002
�1����� � �
��� � � � � � COI.LECTIVE BARGAINII�TG AGREEMENT _ � -
BETWEEN
� _ � __ �� � '�H��Ci`�`i' OF SA�NT P�UL � ;� � - � � �
� _ _ �.
�_. � Al�� : �
„_ �
THE CITY OF S�iINT PAUL ; PROFESSIUIYAL
':�MP�OYEES ASSOCTA'TION, INC.
� --
QI-33f
��
�`L_�1��:�
ARTICLE TITLE PAGE
Preambie..................................................1
1 Recognition ................................................2
2 ManagementRights ..........................................2
3 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Check Offand Service Fee ....................................3
5 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
6 Seniority ...................................................4
7 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
8 Discipline ..................................................6
9 LegalServices ..............................................7
10 Grievance Procedure .........................................7
11 Wages ....................................................11
12 Saving Clause ..............................................12
� 13 Insurance .................................................12
14 Vacation ..................................................20
15 Holidays ..................................................20
16 City Mileage ...............................................22
17 Nondiscrimination ..........................................23
18 Sick Leave ................................................23
19 Leave ofAbsence ...........................................25
20 No Strlke, No Lockout .......................................25
21 Severance Pay .............................................26
22 Safety Footweaz ............................................28
23 Licensing and Certification Requirements . . . . . . . . . . . . . . . . .. . . . . . 28
24 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
AppendixA ...............................................A1
Appendix B Public Health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bl
� j
0/-3 3 ►
�
PREAMBLE
This Agreement is entered into between the City of Saint Paul, hereinafter referred to as
either the "Employer" or the "City," and the City of Saint Paul Professional Employees
Association, Inc., hereinafter referred to as the "Association," for the purpose of fostering and
promoting harmonious relations between the City and the Association in order that a high level
of public service can be provided to the citizens of the City.
This Agreement attempts to accomplish this purpose by providing a fulier and more
�
complete understanding on the part of both the City and the Associafion of their respective rights
and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the
Employer, the Association or the employees as established under the provisions of the Public
Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time
to time.
�
0�-331
. ARTICLE 1- RECOGNITION
1.1 The City recognizes the Association as the exclusive representative for The Classified
Professional Employees Bazgainiug Unit, as certified by the State of Minnesota Bureau of
Mediation Services, dated November 5, 1985, Case No. 85-PR-775-A.
Employees shall be included in this certification in accordance with the Public
Employment Labor Relations Act, Mimiesota Statute CA.179A, as it may be amended
from time to time.
1.2 The City also recognizes the Association as the exclusive representative for non-
classified employees in the City Attorney's Office, as certified by the State of Minnesota
Bureau of Mediation Services, dated August, 12, 1999, Case No. 99-PCL-464. These
employees are not covered by the City's Civil Service Rules. It is recognized that
temporary employees in the City Attorney's Office that aze within the unit are covered by
this Agreement if they work for more than 67 days per calendaz year or are anticipated
upon hire to be employed greater than 67 days, and meet the hours requirements of
Minnesota Statute 179A.03, subd. 14. A temporary employee, for purposes of this
contract, is a person employed to fill a position of a specific limited duration, not to
exceed one year. Temporary employees shall not be eligible for vacation accrual, holiday
pay, sick leave accrual, health or other insurance premium contributions by the Empioyer,
except as are specifically provided for elsewhere in this Agreement.
• ARTICLE 2 - MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in
all respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not o�cially abridged, delegated or
modified by this Agreement are retained by the Employer.
2.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such azeas of discretion or policy
as the functions and programs of the Employer, its overall budget, utilization of
technology, organizationai structure and selecfion and direction and number of personnel.
ARTICLE 3- MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
vacations and all other general working conditions, except as modified by this agreement,
shall be maintained at not less than the highest minimum standazd as set forth in the Civil
Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Pau1 Salary
Plan and Rates of Compensation at the tnne of the signing of this Agreement, and the
conditions of employment shall be improved wherever specific provisions for
� improvement aze made elsewhere in this Agreement.
2
ol- 3 3 )
ARTICLE 4- CHECK OFF
• 4.1 The Employer agrees to deduct the Association membership initiation fee assessments
and, once each month, dues from the pay of those employees who individually request, in
writing, that such deduetions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
4.2 Any present or future empioyee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall deduct said fee from the eamings o£the employee
and transmit the same to the Association. In no event shall the fair shaze fee exceed 85%
of the regulaz membership dues. It is also understood that in the event the Employer shall
make an improper fair share deduction from the eamings of an employee, the Association
shall be obligated to make the Employer whole to the ea�tent that the Employer shall be
required to reimburse such employee for any amount improperly withheld. This
provision shall remain operative only so long as specifically provided by Minnesota law
and as otherwise legal.
43 The Association agrees to indemnify and hold the Employer harmless against any and all
� claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
ARTICLE 5- HOURS OF WORK AND OVERTIME
5.1 The normal hours of work for the employees shali be a minimum of seven and
three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirry-eight and
three-fourths (38 3/4) hours in a seven (7) day period , excluding a forry-five (45) minute
lunch period, fifieen (15) minutes of which shall be paid. For employees on a shift basis
this shall be construed to mean a minimum average of thirty-eight and three-fourths (38
3f4) hours a week.
5.2 An employee working in a class title which is in Salary Grade 11 or below shall receive
overtime compensation in accordance with the Fair Labor 5tandards Act (FLSA). The
method of this compensation shall be deternuned solely by the Employer. It is understood
that the FLSA provides overtime compensation only after 40 hours worked (not paid).
An employee working in a class title which is in Grade 12 or above and who, in other
than normai circumstances, works more than their assigned normal work day or
assigned normal work week shali receive compensatory time or pay on a straight time
basis for the extra hours worked. The method of compensation shall be determined solely
� by the Employer.
3
ol�33z
� ARTICLE 5- HOURS OF WORK AND OVERTIME (Continued)
53 It is understood by the parties that Section 28H - Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
5.4 Notwithstanding Article 5.1, employees may, through mutual agreement with the
Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4)
consecutive hours in a twenty-four (24) hour period and a normal work week of
thiriy-nine (39) hours in a seven (7) day period , excluding a forry-five (45) minute lunch
period, fifteen (15) minutes of which shall be paid. Employees working more than their
assigned hours shall receive compensation in accordance with Article 5.2, above.
5.5 For employees who wish to shaze a position, the employer will attempt to provide options
for implementing a sharing arrangement. Such an arrangement must be mutually agreed
upon by the Employer and the employees involved. Vacafion, holiday and sick leave
benefits for employees who shaze a position shali be pro-rated based upon the percent of
hours worked. Health insurance benefits shall be administered in accordance with the
provisions of Article 13 of this Agreement. In the event that one of the employees
participating in the shazed position is ternunated or terminates employment, the Empioyer
shall post the job shazing vacancy for a period of ten (10) days. If, at the end of ten (10)
days, such vacancy cannot be filled, the Employer shall have the option of increasing the
remaining employee's work hours.
� 5.6 Article 5.5 shall not be subject to the provisions of Article 10 of this Agreement.
5.7 The Employer may provide flex-time for those employees who request it. Employees
working more than their assigned hours shall receive compensation in accordance with
Article 5.2.
5.8 Effective 1/1/2001 the president ofthe Professional Employee's Association, shall
receive straight-time pay for tune spent in contract negotiation with the Employer up to 8
hours per day.
ARTICLE 6 - SENIORITY
6.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of
continuous, regulaz and probationary service with the Employer from the date an
employee was first certified and appointed to a class title covered by this Agreement, it
being further understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees are appointed to the same class title
on the same date, the seniority shail be determined by the employee's rank on the eligible
list from which certification was made.
�
0
b �-33t
� ARTICLE 6 - SEIVIORITY (Continued)
6.2 Seniority shall temunate when an empioyee retires, resigns or is discharged.
63 In the event it is determined by the Employer that it is necessary to reduce the work force,
employees will be laid off by class title within each Department based on inverse length
of seniority as defined in Article 6.1 above. The Human Resources Department will
identify such least senior employee in the title in which there is to be a lay-off in the
Department reducing positions, and shall notify said employee of his/her reduction from
the Depamnent. If there aze any vacancies in that title in any other City Department, the
Human Resources Department shall place the affected employee in such vacancy. If two
or more vacant positions aze available, the Human Resources Department shall decide
which vacant position the affected employee shall fill.
If no vacancy exists in such tifle, then the least senior employee in the City in such title
shall be identified, and if the employee affected by the original Departmental reduction is
more senior, he/she shall have the right to claim that position and the least senior
employee in the City, in that title, shall be laid off. For the putpose of this Article, the
Board of Education is not considered a City Department nor is a Boazd of Education
employee considered a City empioyee.
6.4 In cases where there are promotional series, such as Engineer I, II, III, etc., when the
� number of employees in the higher titles is to be reduced, employees will be offered
reductions to the highest title to which ciass senioriry would keep them from being laid
off, before layoffs are made by any class title in any Department.
6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two yeazs of layof€ It is understood that such employees will pick up their former
seniority date in any class that they previously held.
6.6 To the extent possible, vacafion period shall be assigned on the basis of seniority. It is
however, understood that vacation assignment sha11 be subject to the ability of the
Employer to maintain operations.
6.7 In the event the Employer believes it is necessary to merge, contract out or sub-contract
any public work performed by employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forty-five (45) calendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and
discuss possible options to contracting out or ways and means to minimize the
elimination of positions.
�
5
�
.
�
•
7.1 Employer shall avoid, whenever possible, working an employee in an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class
assignment is defined as an assignment of an employee to perform, on a full time basis,
all of the significant duties and responsibilities of a position different from the employee's
regulaz 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 regulaz appoinhnent to
the higher classification.
ARTICLE 7— WORHING OUT OF CLASSIFICATION
ARTICLE 8 — DISCIPLINE
8.1
The employer will discipline employees for just cause only. Discipline will be in the
form of:
8.1(1) Oral Reprimand
8.1(2) WrittenReprimand
8.1(3) Suspension
8.1(4) Reduction
8.1(5) Dischazge
�
E:�c3
E:�!
The listing above of 8.1(1) through 81(5) does not indicate that such forms of discipline
must be progressive and in such order for any one employee.
Suspensions, reductions and dischazges will be in written form.
Employees and the Association wili receive copies of written reprimands and notices of
suspension, reduction and dischazge.
Employees sha11 have the right to exunine all information in their personnel files. Files
may be examined at reasonable times under supervision of the Employer.
8.5 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Association may request and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to dischazge. During said five (5) working day period, the Employer may affirm,
modify or withdraw the suspension and discharge.
8.6 An employee to be questioned conceming an investigation of disciplinary action shall
have the right to request that an Association representative be present.
�
e�- 3 3 j
�
ARTICLE 9 - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty, the
Employer shall defend, save hazmless and indenuiify an employee ancUor hisiher estate,
against any claim or demand, whether groundiess or otherwise, arising out of an alleged
act or omission occumng in the performance and scope of the employee's duries.
9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legal service arising from any legal action where the
employee is the Plaintiff.
ARTICLE 10 - GRIEVANCE PROCEDURE
10.1 The Employer shall recognize stewazds selected in accordance with the Association rules
and regulations as the grievance representative of the bargaining unit. The Associafion
shall notify the Employer, in writing, of the names of the stewards and of their
� successors, when so named.
10.2 It is recognized and accepted by the Empioyer and the Association that the processing of
grievances, as hereinafter provided, is limited by the job duties and responsibilities of the
employees and shall therefore be accompiished during working hours, only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
103 For the purposes of this Article, a grievance is defined as an alleged violation of the terms
and conditions of this Agreement. The procedure established by this Article shall be the
sole and exciusive procedure for the processing of grievances arising from this
Agreement or arising from terms and conditions of employment in the City of Saint Paul
Civil Service Rules and Salary Plan and Rates of Compensation.
�
7
t�l-33
C�
ARTICLE 10 - GRIEVANCE PROCEDURE (Continued}
1 Q.4 A grievance shall be resolved in conformance with the following proceduzes:
Step 1. Upon the occurrence of an alleged violation of this Agreement, the
employee involved shall attempt, with or without the steward, to resolve
the matter on an inforuial basis with the employee's supervisor. If the
matter is not resolved to the employee's satisfaction by the informal
discussion, the Associarion may refer the grievance to Step 2 by sending a
written grievance to the Empioyer designated representative and a copy to
the Office of Labor Relations. The written grievance shall set forth
the nature of the grievance, the facts on which it is based, the specific
sections of the Agreement alleged to be violated and the relief requested.
The Association shall refer the grievance to Step 2 within fourteen (14)
wark days of an alleged violation giving rise to such grievance, or the
grievance shall be considered waived.
�
Step 2. The Employer designated representative sha11, within seven (7) work days
following receipt of the grievance, meet with the Association stewazd and
attempt to resolve the grievance. The AssociaYion may refer
the grievance to the Office of Labor Relations for Step 3 under the
following conditions:
a)
�:
c)
Seven (7) work days have passed since the Employer received the
cvritten grievance and no meeting has occurred; or
Seven (7) work days have passed since the meeting and the
Employer has not responded; or
the Employer has responded and the issue remains unresolved.
Any grievance not referred to 5tep 3 within fourteen (14) work days of the existence of
any of the above three conditions shall be considered waived.
�
Step 3. A representative from the Office of Labor Relations shall, within seven (7)
work days following receipt of a Step 3 grievance, meet with the
Association's representative and the grievant and shall attempt to resolve
the issue. The Association may request arbitration of the grievance to Step
4 if any of the above conditions (a, b or c) exist following the referral of
the grievance to Step 3. If withiu fourteen (14) work days of the
occurrence of the above listed conditions (a, b or c), the Associafion has
failed to give written notice to the Office of Labor Relations of the
Association's intent to refer the grievance to Step 4, the grievance shall be
considered waived.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
� Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the Union or
the Employer may, within ten (10) calendar days, request mediation. If the
parties agree that the grievance is suitable for mediation, the parties shall submit a
joint request to the Minnesota Bureau of Mediation Services for the assignment of
a mediator. Grievance mediation shall be completed within tt�irty (30) days of
the assignment unless the parties mutually agree to lengthen the rime limit.
2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance azbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to arbitration shall be delayed for the period of inediation.
The grievance mediation process shall be informal. Rules of evidence shail not
apply and no record shall be made of the proceeding. Both sides shall be provided
ample opportunity to present the evidence and azgument to support their case.
The mediator may meet with the parties in joint session or in separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
� settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
5. The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept the
outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
6. If the grievance is not resolved and is subsequentiy moved to arbitration, such
proceeding shall be de novo. I�othing said or done by the parties ar the mediator
during grievance mediation, with respect to their positions concerning resolution
or offers of settlement, may be used or referred to during azbitration.
�
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
• Step 4. If the grievance remains unresolved at Step 3, the parties may azbitrate the
grievance. The azbitration proceedings shall be conducted by an azbitratoz
who will be selected from a percuauent panel of five (5) arbitrators within
riventy (20) work days after notice has been given. This permanent panei
of azbitrators shall be mutually agreed to by the Employer and the
Association no later than the date this Agreement is signed by the
Employer and the Association. In the event the Employer and the
Association cannot mutually agree to five (5) azbitrators for the permanent
panel, the parties will petition the Bureau of Mediation
Services for a list of ten (10) arbitrators for each panel member for which
the parties did not mutually agree. The parties shall alternately strike
names from such list(s), the Employer striking first, until one (1) name
remains.
Vacancies occurring on the permanent panel during the life of this
Agreement shall be fiiled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph.
� This arbitrator selection process shall be effecfive only for the duration
of this Agreement unless both parties mutually agree to extend such
provisions.
At any time prior to the opening of an azbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediation
Services to attempt to mediate a resolution of the dispute.
10.5 The time limits established in each step of the procedure may be extended by mutual
agreement of the Employer and the Association.
10.6 The arbivator shall have no right to amend, modify, nullify, ignore, add to or subtract
from the provisions of this Agreement. The arbitrator sha11 consider and decide only the
specific issue submitted in writing by the Employer and the Association and shali have
no authority to make a decision on any other issue not so submitted. The arbitrator shall
be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules or regulations having the force and
effect of law.
\J
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�
�
ARTICLE 10 - GRIEVANCE PROCEDURE (Conrinued)
The arbitrator's decision shall be submitted in writing within thirry (30} days following
close of the hearing or the submission of briefs by the parties, whichever is later, uniess
the parties agree to an ea�tension. The decision shall be based solely on the arbitrator's
interpretation or application of the express terms of this Agreement and to the facts of the
grievance presented. The decision of the azbitrator shall be final and binding on the
Employer, the Association and the employees.
10.7 The fees and expenses for the azbitrator's services and proceedings shali be borne equally
by the Employer and the Association, provided that each party shall be responsible for
compensating its own representatives and witnesses. If either patty desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for the
record.
ARTICLE 11- WAGES
ll.l Effective December 30, 2000, all salary rates applicable to titles in this bargaining unit
shall be increased by 2.95 percent (2.95%).
11.2 Effective December 29, 2001, all salary rates applicable to titles in this bazgaining unit
shall be increased by 3.2 percent (3.2%).
11.2(1) Effective December 29, 2001, an increase of 35% shall be added to the
fifteen (15) yeaz step in addition to the above stated increase in 11.2.
113 The wage schedule, for purposes of this contract, shall be Appendix "A," attached hereto.
Both parties agree that the inclusion of the classifications and salary ranges in Appendix
"A" does not preclude the Employer from the following:
1. Reorganizing
2. Abolishing
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying posirions
�
11.4 Retroactive wage adjustments shall only apply to employees who were employed by the
City as of the date of signing this Agreement.
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� ARTICLE 12 - SAVINGS CLAUSE
12.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In
the event any provisions of this Agreement shall be held to be contrary to law by a court
of competent jurisdiction from whose final judgment or decree no appeal has been taken
within the time provided, such provisions shall be voided. All other provisions shall
continue in full force and effect. The voided provision may be renegotiated at the written
request of either pariy.
ARTICLE l3 - INSURANCE
13.1 The insurance plans, premiums far coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer wiil attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements. The Employer's Cafeteria Plan Document and IRS rules and
regulations shall govern the Employer grovided health and welfaze benefit program.
Employer contributions under this Articie shall not be considered salary.
13.2 For the purpose of this Article, full-time employment is defined as appearing on the
� payroll an average of at least thiriy-two (32) hours per week for the twelve (12) month
period preceding the annual open enrollment or special enrollments or the six (6) month
period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroll an average of at
least twenty-six (26) hours per week but less than thirty-two (32) hours per week for the
twelve (12) month period preceding the annual open enrollment or special enrollments or
the six (6) month period preceding initial enrollment.
Half-time employment is defined as appeazing on the payroll an average of at least
twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve
(12) month period preceding the annual open enrollment or special enrollments or the six
(6) month period preceding initial enrollment.
13.3 Effective January 1, 2001, for each eligible employee covered by this Agreement who is
employed full-time and who selects single employee health insurance coverage provided
by the Employer, the Employer agrees to contribute $295.Q0 per month. For three-quarter
time employees, the Employer's contribution shali be $221.25 per month and, for
half-time employees, the Employer s contribution shall be $147.50 per month. The
maximum pre-taac dollaz for life insurance shall be limited to the IRS qualification.
Effective for January 1, 2002, the Employers contribution for single employee health
insurance coverage shall remaiu the same as in 2001.
� 12
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ARTICLE 13 - INSURANCE (Confinued)
. 13.4 Effective for the January, 2001 insurance premiums, for each eligible full-time
employee who selects family health insurance coverage, the Empioyer will
contribute $375.57 [amount of 2000 family premitun] plus an amount equal to the 2001
single health insurance premium increase up to forty ($40.00)dollazs. If the 2001 single
health insurance premium increase is over forry ($40.00}dollazs, the Employer will
contribute 50% of the amount over forty ($40.00) doliars. [For 2001, because the increase
in the single premium is $18.22/month, the Employer's contribuuon to the family
premium will be $393.79].
Effective for the January, 2QQ2 insurance premiums, for each eligible full-tune employee
who selects family health inswance coverage, the Employer will contribute the 2001
contribution plus 60% of the family premium increase in 2002 up to $60.00. If the 2002
family premium increase exceeds $100, the Ciry will pay 40% of the excess increase.
For three-quarter time employees the contribution shall be 75% of the full-time family
amount and for half time employees the contribution shall be 50% of the full-time family
amount far family health insurance coverage.
• 135 Notwithstanding Articles 133 and 13.4, an employee covered by this Agreement who
was employed at least twenty (20) hours but less than thirty-two (32) hours per week
during the month of December, 1988, shall receive the same contzibutions as a full-time
employee. This Article 13.5 shall continue to apply only as long as such employee
remains continuously employed at least twenty (20) hours but less than thirty-two (32)
hours per week.
13.6 Under the "Cafeteria Plan" a11 benefit eligible employees, (i.e. 40 hrs/pay period or
more), regardless of the number of average hours worked, must select at least single
coverage hospital-medical insurance and employee life insurance in an amount equal to
the employee's annual salary to the neazest thousand dollars. Any unused portion of the
Employer's contribution, for which an employee is eligible, is defined as unused benefit
dollars, not salary, and shall be paid to the employee as ta�cable income. Such payment
will be made during the month of December for the insurance year. For employees who
terminate their employment with the City of Saint Paul, such payment shall be made
within ninety (90) days following termination.
13.6(1) Employees who waive parkicipation in the "Cafeteria Plan" shall be eligible to
participate in optional coverages at the employee's expense if the employee is
benefit eligible for each of the preceding twelve months.
• 13
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ARTICLE 13 - INSiTRANCE (Continued)
• 13.7 For employees who, after fifteen (15) yeazs of service become disabied and aze eligible
for a disability pension from a retirement fund to which the City of Saint Paul has
contributed, the Employer shall contribute toward the hospital-medical insurance program
offered by the Employer in accordance with the retiree insurance provisions of this
Agreement.
13.8 Employees who retire must meet the following conditions at the time of retirement in
order to be eligible for the Employer contributions, listed in Sections 13.9 through 13.19
below, towazd a heaith insurance plan offered by the Employer:
13.8(1) Be receiving benefits from a Pubiic Employee Retirement Act at the time
of retizement, and
13.8(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct.
13.8(3) Employment with School District No. 625 will not be counted towazd the
service requirement for employees hired afrer October i, 1997, towazd
yeazs of service for retiree health eligibility.
• 13.8(4) If an empioyee does not meet the years of service requirements in sections
13.10 through 13.17, but does satisfy the conditions in 13.8(1), (2) and (3)
he/she may purchase single or family health insurance coverage through
the Employer's insurance program. The total cost of such insurance
coverage shall be paid by the retiree.
139 The definition of full-time, three-quarter time, and half-time shall be as per Secfion 13.2.
�
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ARTICLE 13 - INSURANCE (Continued)
S Early Retirees
li.10 This Section applies to employees who:
13.10 (1) Retire on or after January 1, 1996, and
13.10 (2) Have compieted twenty (20) years full-time with the City of Saint Paul,
and
13.10 (3) Were appointed prior to January 1,1990, and
13.10 (4) Have not attained age sixty-five (65) at retirement, and
13.10 (5) Meet the terms set forth in Section 13.8 above, and
13.10 (6) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to
contribute a maximum of $350.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the
Employer will contribute the cost for $5,000 life insurance coverage until the retiree
attains the age of sixty-five (65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.12 shall
apply.
� 13.11 This Section shall apply to employees who:
13.11 (1) Retire on or after January 1, 1996, and have completed riventy-five (25)
years full-time with the City of Saint Paul, and
1311 (2) Were appointed on or after January 1, 1990, and
13.11 (3) Have not attained age sixty-five (65) at retirement, and
13.11 (4) Meet the conditions of Section 13.8 above, and
13.11 (5) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month towazd the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addiuon, the
Employer will contribute the cost for $S,OOO life insurance until the retiree attains the age
of sixty-five (65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.15 shall
apply.
�
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ARTICLE 13 - INSURANCE (Continued)
� Regular Retirees (Age 65 and over)
1312 This Section shall apply to full-time employees who:
13.12 (1) Retire on or after January 1, 1996, and
1312 (2) Were appointed prior to January 1, 1990, and
13.12 (3) Have completed twenty (20) yeazs full-time with the City of Saint Paul,
and
13.12 (4) Have attained age sixty-five (65) at retirement, and
13.12 (5) Meet the conditions of Section 13.8 above, and
13.12 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maYimum of $500.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
13.13 This Section shall apply to three-quarter time empioyees who:
1313 (1) Retire on or after January l, 1996, and
13.13 (2) Were appointed prior to 7anuary 1, 1990, and
� li.li (3) Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
13.13 (4) Have attained age sixty-five (65) at retirement, and
13.13 (5) Meet the conditions of Section 13.8 above, and
13.13.(6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $375.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
r 1
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16
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i
ARTICLE 13 - INSURANCE (Continued)
13.14 Tlus Section shall apply to half-tune empioyees who:
13.14 (1) Retire on or after January 1, 1996, and
13.14 (2) Were appointed prior to January l, 1990, and
13.14 (3) Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
13.14 (4) Have attained age sixty-five (65) at retirement, and
13.14 (5) Meet the conditions of Section 13.8 above, and
li.14 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maYimum of $250.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
�
13.15 This Section shall apply to full-time employees who:
13.15 (1) Retire on or after January 1, 1996, and
13.15 (2) Were appointed on or after January 1, 1990, and
13.1 S(3) Have completed twenty (20) yeazs full-time with the City of Saint Paul,
and
13.15 (4) Have attained age sixty-five (65) at retirement, and
13.15 (5) Meet the conditions of Section 13.8 above, and
li.15 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a mazcimum of $300.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage wili be provided.
•
13.16 This Section shall appiy to three-quarter time employees who:
1316 (1)
13.16 (2)
13.16 (S)
13.16 (4)
13.16 (5)
13.16 (6)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1990, and prior to January l, 1996,
and
Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medicat plan for
the five (5) yeazs priar to retirement, and
Have attained age sia�ty-five (65) at retirement, and
Meet the conditions of Section 13.8 above, and
Select a health insurance pian offered by the Employer.
17
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ARTICLE 13 - INSURANCE (Continued)
• The Employer agrees to contdbute up to a maximum of $225.00 per month toward the
cost of single or fanuly health insurance coverage. Any unused poriion shali not be paid
to the retiree. 230 life insurance coverage will be provided.
13.17 This Section shall apply to one-half time employees who:
13.17 (1)
13.17 (2)
13.17 (3)
13.17 (4)
13.17 (5)
13.17 (6)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1990, and prior to January 1, 1996,
and
Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
Have attained age sixTy-five (65) at retirement, and
Meet the conditions of Section 13.8 above, and
Select a health inswance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $150.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage wili be provided.
• 13.18 In the event of reduction of hours of employment for budgetary reasons during the last
twelve (12) months of employment, the eligibility will be determined by the previous
forty-eight (48) months before the reduction.
13.19 Employees who have completed twenty (20) yeazs of full-time service with the City of
Saint Paul and reduce to part-time prior to retirement and who aze eligibie and enrolled in
the City's medical plan continuously until retirement sha11 be eligible for full-time
benefits at retirement.
13.20 The following list of employees is a good faith effort by the City and the Association to
identify employees, as of this contract date, who were hired priar to January 1, 1990, and
who have less than twenty (20) years of service upon reaching the age of sixty-five (65).
The intention of the parties is to include only those employees that aze represented by the
Association prior to January 1, 1996, and aze still employed by the City as of the signing
of this Agreement.
i
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� ARTICLE 13 - INSURANCE (Continued)
13.20(1) The following employee will qualify for up to the following dollar amount
at the age of si�cty-five (65) with a m;n;mum of ten (i 0} yeazs of service.
The requirements of Secrion 13.8 must be met by the employee. If the
following empioyee chooses to continue her employment beyond age
sixty-five (65) with twenty (20) yeazs of service with the City, she may
qualify as provided for under this Agreement.
Karen Koeppe $187.50
Survivor Insurattce
13.21 The surviving spouse of an employee carrying family coverage at the time of his/her
death due to a job connected injury or illness, which was determined to have arisen out of
and in the course of his/her employment under worker's compensation law, shall continue
to be eligible for City contribution in the same proportions as is provided for retired
employees.
In the event of the death of an early retiree or a regulaz retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
� premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event o£
13.21 (1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
13.21 (2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain CiTy health insurance for the first ninety (90)
days of said employment.
13.22 A retiree may not carry his/her spouse as a dependent if such sgouse is also a City retiree
or City employee and eligible for and is enrolled in the City health insurance Program.
13.23 The contributions indicated in this Article shall be paid to the Employer's third parry
administrator.
13.24 Empioyees covered by this Agreement shall be eligible to participate in the Flexible
Spending Account as offered by the Employer. The service fee chazged to participating
� employees shall be paid by the Employer.
19
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•
ARTICLE 13 - INSURANCE (Continued)
13.25 Employees covered by this Agreement shall be eligibie to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
13.26 A retiree's participation in the City's health insurance plan must be continuous.
The retiree must be participating in a City health insurance plan at the time of retuement.
If a retiree chooses not to participate at the time of his/her retirement or if a retiree
discontinues his/her participation at a later date, such retiree will not be eligible for any
future participation or for any Employer contribution.
13.27 Additional dependants beyond those of record at the time of retirement may not
be added to the retiree's health insurance plan at City expense after retirement.
ARTICLE 14 - VACATION
14.1 The following schedule will apply to fixll-time employees:
Years of Service
Year one through yeaz four
Year five through seven
Year eight through year fifteen
Year sixteen through year nineteen
Year twenty and beyond
14.2
143
Vacation Granted
15 days
18 days
22 days
25 days
26 days
The Department Head may permit an employee to carry over into the foilowing year up
to fifteen (15) days vacation.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subdivision H.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
eighty days, he/she may convert any part of such excess to vacation at the rate of one-half
day of vacation for each day of sick leave credit. No employee may convert more than
ten (10) days of sick leave in each IRS payroll reporting yeaz under this provision.
20
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• ARTICLE 14 - VACATION (Continued)
14.5 Employees may request compensation in cash for up to one week of unused vacation
within each IRS payroll reporting yeaz. Payment will be at the discrerion of the
Departsnent Head and additionally, limited by the availability of funds in the
Department's Budget. Such election must be made in writing on or before December 1 of
each IRS payroll reporting year. If the employee elects to sell vacation, the payment for
such sold vacation shali be made in a lump sum in the neazest full payroil period
following the election date. The payment shall be in an amount equal to the number of
hours sold tunes the employees regulaz rate of pay in effect as of the date of such
election. Article 14.5 shali not be subject to the provisions of Article 10 of this
Agreement.
ARTICLE 15 - HOLIDAYS
15.1 Holidays recognized and observed. The following days shall be recognized and observed
as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Veterans' Day
Presidents' Day Thatilcsgiving Day
� Memorial Day Day after Thanksgiving*
Independence Day Christmas Day
Two floating holidays
Eligible employees shall receive pay for each of the holidays listed above, on which they
perform no work. Whenever any of the holidays listed above shall fa11 on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
15.2 The floating holidays set forth in Section 15.1 above may be taken at anytime during the
contract year, subject to the approval of the Deparlment Head of the employee.
153 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee
must be employed as of the date of the holiday and have paid hours on the payroll for that
pay period. The amount of holiday time earned shall be based upon the number of non-
holiday hours paid to the employee during that pay period (see proration charts in Salary
Plan and Rates of Compensation). For the purpose of this section oniy, non-holiday
hours paid includes hours actually worked, vacation time, compensatory time, paid leave
and sick leave. It is further understood that neither temporary nor other employees, not
heretofore eligibie, shallreceive holiday pay.
• 21
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ARTICLE 15- HOLIDAYS (Continued)
� 15.4 Employees required to work on a holiday shall be compensated in accordance with
Section II of the Saint Paul Salary Plan and Rates of Compensauon.
15.5'� For all employees assigned to the Library, the Day After Thanksgiving shall be
considered a normat work day, and Christmas Eve Day shall be recognized and observed
as a paid minor holiday. This language regazding the Library shall not be effective until
and unless the other relevant collective bargaining agreements (AFSCME 2508 & 1842,
SPSO) negotiate corresponding language.
ARTICLE 16 - CITY MILEAGE
16.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions aze adopted.
16.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type l. If an employee is required to use his/her own automobile OCCASIONALLY
� during employment, the employee shall be reimbursed at the rate of $4.00 per day
for each day the employee's vehicle is actually used in performing the duties of
the employee's position. In addition, the employee shall be reimbursed $0.20 per
mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative determines that an employer
vehicle is available for the employee's use but the employee desires to use his/her
own automobile, then the employee shall be reimbursed at the rate of $0.20 per
mile driven and shall not be eligible for any per diem.
Type 2. If an employee is required to use his/her own automobile REGULARLY during
employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addition, the employee shall be reimbursed $Q.20 per mile
for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative detennines that an employer
vehicle is available for the employee's use but the empioyee desires to use his/her
own automobile, then the employee shall be reimbursed at the rate of $0.20 per
mile driven and shall not be eligible for any per diem.
� 22
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� ARTICLE 16 - CITY MILEAGE (Continued)
163 The City will provide pazking at the RiverCentre Pazking Ramp for City employees on
either of the above mentioned types of reimbursement plans who aze required to have
their personal car availabie for City business. Such pazking will be provided oniy for the
days the employee is required to have his/her own personal caz available.
16.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the
procedures for automobile reimbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly �davits stating the number of days worked and the number of miles driven and
further require that they maintain automobile liability insurance in amounts of not less
than $100,000/$300,000 for personal injury and $25,000 for property damage or liability
insurance in amounts not less than $300,000 single limit coverage, with the City of Saint
Paul named as an additional insured. These rules and regulations, together with the
amendment thereto, shall be maintained on file with the City Clerk.
ARTICLE 17 - NONDISCRIMINATION
17.1 The terms and conditions of this Agreement will be applied to employees equally without
regard to, or discrimination for or against, any individual because of race, color, creed,
� religion sex, age, sexual orientation, disabiliry, national origin or because of inembership
or non-membership in the Association.
17.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general pubiic.
17.3 Employees covered by this contract will be covered by the City policy regarding
nondiscrimination and sexual harassment, as well as applicable local, state and federal
laws.
ARTICLE 18 - SICK LEAVE
18.1 Sick leave shall be eamed and granted in accordance with the Civil Service Rules. The
accrual rate for eligible employees shail be .0576 of a working hour for each fuli hour on
the payroll, excluding overtime.
18.2 In the case of a serious illness or disability of an employee's child, pazent or household
member, the Department Head shall grant leave with pay in order for the employee to
caze for or make arrangements for the caze of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
� sick leave shall be limited to forty (40) hours per incident.
23
p�. 3 3 �
ARTICLE 18 - SICK LEAVE (Continued)
� 183 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, shall be granted up to three days of sick leave to attend the funeral of the
employee's grandparent or grandchild.
18.4 Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick
leave and unpaid leave-of-absence in the same manner as any other disabled or ill City
employee. Such paid sick leave eligibility shall begin upon certificarion by the
employee's attending physician that the employee is disabled in terms of her ability to
perform the duties of her position.
18.5 The Department Head or the Human Resources Duector may require a physician's
certificate or additional certificates at any time during an employee's use of
sick leave for the purposes stated in 18.2 above. Ali such certificates shall be fonuazded
by the appointing officer to the Human Resources Office. If an employee is absent
because of the provisions of Article 18.2 above for three (3) or fewer calendaz days he/she
shall submit to the Department Head a certificate signed by the employee stating the
nature of the child, parent or household member's sickness. If the sickness continues for
more than three (3) calendar days, no fiirther sick leave sha11 be granted unless or until a
physician is consulted. The sick leave may be confinued from and include the day of
consultation, but only if a certificate signed by the physician certifying to the nature and
� period of the person's sickness is submitted and approved by the Department Head and
forwarded to the Human Resources Office.
18.6 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessity for the absence not later than one-half hour after
his/her regularly scheduled time to report for work, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excusabie.
18.7 An employee shall be paid under the provisions of this paragraph only for the number of
days or hours for which he/she would normally have been paid if he/she had not been on
sick leave.
•
►�
�l_33i
ARTICLE 19 - LEAVE OF ABSENCE
� 191 A twelve (12) month Pazental leave-of-absence without pay shall be granted to a natural
pazent or an adoptive pazent, who requests such leave in conjuncfion with the birth or
adoption of a child. Such leave may be extended an addifional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an extension of such leave shall not be subject to the provisions of
Article 10 of this Agreement.
Empioyees who return following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the begimiiug
of their leave.
19.2 Leave-of-absence for the adoption of a child or for patemity leave shall be in accordance
with applicable laws.
19.3 In case of an employee adoption of a child up to five (5) yeazs of age, employees shall be
permitted to carry over into the following fiscal year up to eighty (80) additional hours of
accrued vacation time each year up to a total of two hundred forty (240) hours.
This Article 193 shall appiy only to one City employee in the event that both adoptive
parents aze City employees.
19.4 A Fuli-Time employee may be granted up to four hundred eighty (480) hours of
� voluntazy leave-of-absence without pay during the fiscal year. During such leave-of-
absence, the employee shall continue to earn and accrue vacation and sick leave, seniority
credits and maintain insurance eligibility as though he/she was on the payroll. Any leave-
of-absence granted under this provision is subject to the approval of the Deparhnent
Head.
ARTICLE 20 - NO STRIKE, NO LOCKOUT
20.1 The Association and the Employer agree that there shall be no strikes, work stoppages,
slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's
business or affairs by any of said Association and/or members thereof, and there sha11 be
no bannering during existence of ttus Agreement without first using all possible means of
peaceful settlement of any controversy which may azise. Employees engaging in same
shall be liable for discipiinary action.
•
25
al-33y
�
ARTICLE 21 - SEVERANCE PAY
21.1 The Employer shall provide two distinct severance pay plans as set forth in this Article.
Eligibility Requirements
21.2 To be eligible for either of the severance pay plans, an employee must meet the following
requirements:
21.2(1) The employee must be voluntarily separated from City empioyment or
have been subject to separation by lay-off or compulsory retirement.
Those empioyees who are dischazged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason aze not eligible for either of
the severance pay plans.
21.2(2) The employee must file a waiver of re-employment with the Director of
Human Resources, which wili cleazly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or re-employment (of
any type), with the City.
21.2(3) The employee must have accumulated a minimum of eighty (80) days of
sick leave credits at the time of his/her sepazation from service.
�
Severance Pay Plan 1
213 In addition to the requirements listed in 21.2, an employee must meet the following
requirements:
213(I)
21.3 (2)
The empioyee must have at least ten (10) yeazs of consecutive service
under the classified or unclassified Civil Service at the time of sepazation.
The maacimum amount of money that any employee may obtain through
this severance pay plan is $7,000 to be calculated as set forth in Section
21.5 below.
Severance Pay Plan 2(PERA Qualified)
21.4 Effective January 1, 1997, the Employer shall provide a severance pay plan as set forth in
this Section 21.4. In addition to the requirements listed in 21.2, an employee must meet
the following requirements:
21.4(1) The employee must be 58 years of age or older or be eligible for pension
under the provisions of the Public Employees Retirement Association
(PERA). The PERA eligibility rules also apply to empioyees covered by a
public pension plan other than PERA.
�
�
ARTICLE 21- SEVERANCE PAY (Continued) p - 3 3 �
� 21.4(2) The employee must have at least twenty (20) yeazs of service under the
classified or unclassified Civil Service at the time of sepazation, the last
five of which must be consecutive.
21.4(3) The maximum amount of money that any employee may obtain through
this severance pay plan is $10,000 to be calculated as set forth in Section
21.5 below.
21.5 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave.
21.6 For the purpose of this severance program, an employee who voluntarily separates from
employment with the City of Saint Paui for employment with Independent School
District No. 625 shall be eligible for severance pay if the employee meets the eligibility
requirements set forth above.
21.7 For the purpose of this Article, for those employees hired by the City before October 1,
1497, employment in either the City or in the Independent School District No. 625 may
be used in meeting the years of service requirement in either Section 213 or Section
� 21.4. Employees hired by the City on or after October i, 1997 may not use employment
in the Independent School District No. 625 in meeting the years of service requirement in
either Section 213 or Section 21.4.
21.8 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 16303 except in those cases where the specific provisions
of this Article conflict with said ordinance, and in such cases, the provisions of
this Article shall control.
21.9 For the purpose of either severance pay pian, the death of an employee shall be
considered as separation of employment and if the employee wouid have met a11 of the
requirements set forth above, (at the time of his/her death), payment of the severance pay
shall be made to the employee's spouse or estate.
21.10 Employees may qualify for either Severance Pay Plan 1(Section 213) or Severance Pay
Plan 2(Section 21.4). An election by an employee to draw severance pay under one
Section shall constitute a baz to drawing severance pay under any other provision set forth
in this agreement.
•
27
ARTICLE 22 - SAFETY FOOTWEAR
�1�
� 22.1 For those employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $50.00 per calendaz yeaz toward the repair, replacement or
purchase of such shoes or boots. During the life of this Agreement, Employees may
accrue a total of $100.00 for the purchase, replacement or repair of such shoes or boot.
22.2 Fue Protecrion Engineers who aze required to weaz a specified uniform shall receive an
allowance of $394.25 per calendaz yeaz, from the Fire Department.
�
�
ARTICLE 23 - LICENSING/CERTIFICATION REQUIREMENTS
23.1 The City shall pay or reimburse the employee for all continuing education tuition costs
that are required for any employee to maintain his ar her license or registration as
mandated in the employee's job description. The minimum qualifications will determine
whether the professionallicense or registration is a mandatory job requirement.
ARTICLE 24 - DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shall be effective as of January 1, 2001, and
shall continue in full force and effect through December 31, 2002, and thereafter until
modified or amended by mutual agreement of the parties. Either pariy desiring to amend
or modify this Agreement shall notify the other in writing so as to comply with the
provisions of the Public Employment Labor Relations Act, Minnesota Statute CH. 179A,
as it may be amended from time to time.
24.2 This constitutes a tentative agreement between the parties which will be recommended by
the Director of Labor Relations, but is subject to the approval of the Administration of the
City, the City Council and is also subject to ratification by the Association.
WITNESSES:
CITY OF SAINT PAUL
_� _ 1 I�
Terry Haltiner
Manager, Office of Labor Relations
DATED: March�_, 2001
CITY OF SA1NT PAUL
PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.
.1�.,f,� � �� 3 /�✓��l
Steven R. Roy, Pres' ent
�� /zi�o/
Mike Wilde, Business Representative/
Legal Counsel
:
e
�
APPENDIX A
GRADE 001
407A CHILD CARE ENRICHI�NT INSTRUCT
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1089.03 1132.79 1179.01 1236.10 1298.13 1364_97 1430.58 1475.61 1516.90
12/29f01 1123.88 1169.04 1216.74 1275.66 1339.67 1408.65 1476.36 1522.83 1570.92
GRADE 002
496A ARCH/LAND ARCH/CIVIL ENG TRAZN
12/30/00 1121.84 1165.64 1214.22 1273.77 1338.21 1403.86 1475.61 1519.33 1564.28
12/29f01 1157.74 1202.94 1253.08 1314.53 1381.03 1448.78 1522.83 1567.95 1619.99
�
12/30/00
12/29/O1
GI2ADE 003
372A *LIBRARY SPECIALIST
408A CHILD CARE PROGR.AM COORDINATOR
693A LEGAL ASSISTANT I (1/27/O1)
697A LAW CLERK (1/27/O1)
1155.89 1202.10 1249.47 1312.67 1377.06 1447.63 1519.33 1565.47 1609.25
1192.88 1240.57 1289.45 1354.68 1421.13 1493.95 1567.95 1615.57 1666.56
GRADE 004
12/30/00 1189.91 1237.31 1287.12 1350.34 1419.65 1491.32 1565.97 1610.46 1659.05
12/29/Ol 1227.99 1276.90 1328.31 1393.55 1465.08 1539.04 1615.57 1661.99 1718.13
GRADE 005
007A *LIBRARY SPECIALIST I
009A *SUBSTI'PCT'PE LIBRARY SPECIALIST
165A MANAGEMENT ASSISTANT 2
165M MODIFIED DUTY WORKER-MGMT ASST. I
263A VOLUNi'EER COORDINATOR
933 CITY PLP.NNER
106B ENVIRONMENTAL RESOURCE SPEC.
12/30/00 1227.61 1276.23 1324.86 1394.07 1462.15 1535.10 1610.46 1659.05 1706.48
12f29f01 1266.89 1317.07 1367.26 1438.68 1508.94 1584.22 1661.99 1712.14 1767.25
�
a�'��1
A-1
�
GRP.DE 006
886 ECONOMIC DEVLMT SPECIALIST I
976 GRAPHIC ARTZST 2
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1262.83 1313.89 1366.17 1435.44 1507.17 1581.29 1659.05 1710.09 1758.73
12/29/O1 1303.24 1355.93 1409.89 1481.37 1555.40 1631.89 1712.14 1764.51 1821.36
GRADE 007
008A *LIBRARY SPECIALIST 22
001 ACWUNTANT I
542A flUMAN RESOURCES SPECIALIST I
581A LIBRARY VOLUNTEER COORDINATOR
375A MIINICIPAL EQUIPMENT COORDINATR
012A PROJECT MANAGER I
038A PUBLIC INFO SPECIALIST I
392 RESEARCH ANALYST 2
12/30/00 1299.30 1351.56 1407.51 1476.74 1552.13 1629.95 1710.09 1761.16 1812.21
12/29/O1 1340.88 1394.81 1452.55 1524.00 1601.80 1682.11 1764.81 1817.52 1876.75
�
GRADE 008
306A BUSINESS ASSISTANCE SPECIALIST
249 LIBRARIAN I
220A VIDEO PRODUCTION SPECIALIST
647A DESIGN ASSOCIATE I
12/30/00 1339.39 1394.07 1449.99 1521.75 1595-85 1677.33 1761.05 1814.66 1866.91
12/29/O1 1382.25 1438.68 1496.39 1570.45 1646.92 1731.00 1817.40 1872.73 1933.39
GRADE 009
128 CRIMINALIST 2
908 EMPLOYMENT AND TRNG PLP.NNER
828 GRANTS ASSISTANT
977 GRAPHIC ARTIST II
575 HEALTH EDUCATOR I
896 LANDSCAPE ARCHITECT I
166A MANAGEMENT ASSISTANP II
520 WATER QUALITY SPECIALIST I
694A LEGAL ASSZ5TANT 22 (1/27/O1)
12/30/00
12/29/O1
•
1378.27 1435.44 1492.55 1566.75 1645.71 1728.38 1814.66 1866.91 1921.61
1422.37 1481.37 1540.31 1616.89 1698.37 1783.69 1872.73 1926.65 1990.04
D 1�33i
A-2
.
�
GRP.DE O10
684 PS2BORIST
934 CITY PLANNER II
887 ECONOMIC DEVLMT SPECIALIST 22
425A HEALTH & FITNESS SPECIALIST
233 HEALTH STATISTICIAN
114A MEDICAL RECORDS ADMINISTRATOR
013A PROJECT M2INAGER II
393 RESEARCH ANALYST II
424A RESEARCH LIBRARIAN
633A LIBRARY TRNG & ORG DEV COORD
113B NUTRITIONIST I- COMM EDUC
114B NVPRITZONIST 2 - WIC
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1422.08 1476.74 1535.10 1612.88 1694.31 1779.40 1866.91 1924.03 1981.20
12/29/O1 1467.59 1524.00 1584.22 1664.49 1748.53 1836.34 1926.65 1985.60 2051.76
GRADE O11
133A *OFFICE SERVICES ADMIN-SUPERV
� 002 ACCOUNTANT II
O11 ARCHITECT I
370A CITIZEN SERVICE SENIOR ANALYST
105 CIVIL ENGINEER 2
659 CIVIL ENGINEER I--WATER UTZL
130A COUNCIL RESEARCH ANALYST
SOlA CRIME PREVENTION COORDINATOR
255A ENVIRONMENTAL HEALTH SPEC I
257A ENVIRONPIENTAL HEALTH SUPV
543A HUMAN RESOURCES SPECIALIST II
12/30/00 1463.41 1522.95 1583.71 1662.69 1745.35 1834.13 1924.03 1977.54 2040.73
12/29/O1 1510.24 1571.68 1634.39 1715.90 1801.20 1692.82 1985.60 2040.82 2113.40
GRADE 012
395A HUMAN RIGHTS SPECIALIST
383 RECREATION DIRECTOR II
12/30/00 1508.32 1567.94 1631.11 1711.36 1797.66 1887.58 1981.20 2043.15 2101.53
12/29/O1 1556.59 1618.11 1683.31 1766.12 1655.19 1947.98 2044.60 2108.53 2176.37
C�
�!-3 3 l
A-3
o1�
i
GRADE 12T
710A IS SYSTEMS CONSULTANT I
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1508.32 1567.94 1631.11 1671.23 1711.36 1754.50 1797.66 1862_68 1927_71
4.5-yr 5-yr 5.5-yr 6-yr 6.5-yr 7-yr 10-yr 15-yr
(10) (11) (12) (13) (14) (15) (16) (17)
1975.72 2023.'S 2074.15 2124.59 2178.08 2231.55 2297.22 2364.05
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 1556.59 1618.11 1683.31 1724.71 1766.12 1810.64 1855.19 1922.29 1989.40
4.5-yr 5-yr 5.5-yr 6-yr 6.5-yr 7-yr 10-yr 15-yr
(10) (11) (12) (13) (14) (15) (16) (17)
2038.94 2088.51 2140.52 2192.58 2247.78 2302.96 2370.73 2446.24
• GRADE 013
888 ECONOMIC DEVLMT SPECIALIST III
256A ENVIRONMENTAL HEALTH SPEC II
829 GRANTS SPECIALIST
576 HEALTH EDUCATOR II
167A MPNAGEMENT ASSISTANT 222
296A MEDICAL TECHNOLOGZST
821 NUTRITIONIST II
974 OCCUP SAFETY & HEALTH ANALYST
039A PL7BLIC INFO SPECIALIST II
288A SAFETY OFFICER
909 SENIOR EMPLOYMENT & TRNG PLNNR
330A VIDEO PRODUCTION COORDINATOR
521 WATER QUALITY SPECIAI,IST II
648A DESIGN ASSOCIATE II
695A LEGAL ASSISTPNT III (1/27/O1)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1553.32 1614.09 1679.74 1764.81 1849.90 1943.52 2043.15 2102.73 2162.22
12/29/O1 1603.03 1665.74 1733.49 1821.28 1909.10 2005.71 2108.53 2170.02 2239.22
C I
�
p � �33j
� GRADE 014
• 598 CITZZEN PPI2TICIPATION COORD
935 CITY PLAND7ER III
544A HUMAN RESOURCES SPECIALZST III
250 LIBRARIAN II
139A NURSE PRACTITIONER-OB GYN
565 PUBLIC HEALTH NL7RSE
39A RESEARCH ANALYST 22I
658 SOCIAL WORKER
121B ADMIN/LEGISLATIVE ASST-PED
12/30/00 1599.52 1662.69 1729.54 1815.91 1908.27 2001.85 2102.73 2164.70 2229.14
12/29/Ol 1650.70 1715.90 1784.89 1874.02 1969.33 2065.91 2170.02 2233.97 2308.52
��
GRADE O15
246 **LANDSCAPE ARCHITECT II
003 ACCOUNTANT III
012 ARCHITECT II
026 ASSISTANT CHIEF SURVEYOR
106 CIVIL ENGINEER II
108 CIVIL ENGINEER II--WATER UTIL
129 CRZMINALIST II
129A ENVIRON HEAI,TH ADM ANALYST
110A HEALTH ANALYST
530A PUBLIC EDUCATION OFFICER - FIRE DEPT.
623A FLEET SERVICES COORDINATOR
119B HISTORIC PRESERVATION SPEC.
897 LANDSCAPE ARCHITECT II
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) �5) (6) l7) (8) (9)
12/30/00 1648.11 1714.97 1751.84 1869.38 1964.15 2061.39 2164.70 2231.55 2297.22
12/29/O1 1700.85 1769.85 1838.86 1929.20 2027.00 212'I.35 2233.97 2302.96 2379.03
GRADE 016
092A ADMIN ASSISTANT--FIRE DEPT
321A AF2TS DEVELOPMENT MANAGER
391A EDP DATABASE COORDINATOR
204A MANAGEMENT ANALYST
610A MANAGEMENT ASSISTANT IV
088A PHYSICAL FITNESS COORDINATOR
776 PROGRAM COORDINATOR
014A PROJECT MANAGER III
413A SELECTION & VAI,ZDATION SPEC
100B ADMIN ASST-DEPT OF I-IUMAN RGHTS
12/30/00 1697.96 1766.05 1835.33 1927.71 2023.75 2124.59 2231.55 2297.22 2364.05
12/29/Ol 1752.29 1822.56 1894.06 1989.40 2088.51 2192.58 2302.96 2370.73 2448.24
•
��
���3 3 i
�
.
GRADE 017
389A CHILD CARE COORDINATOR
517A PHYSICIAN ASSISTAN'P
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1749.01 1818.32 1891.21 1983.64 2062.03 2187.81 2297.22 2367.69 2438.20
12/29/O1 1804.98 1876.51 1951.73 2047.12 2148.65 2257.82 2370.73 2443_46 2525.03
GRADE 018
081A EPIDEMIOLOGIST
379A LIBRARIAN III
611A WATER QUALITY SPECIALIST ZIS
12/30/00 1801.31 1871.76 1945.94 2045.54 2146.49 2255.86 2367.69 2439.39 2507.47
12/29/Ol 1858.95 1931.66 2008.21 2111.00 2215.18 2328.05 2443.46 2517.45 2596.77
GRADE 019
280A FIIIMPN RIGHTS PROGRAM ANALYST
803A LIBRARY INFORMATION RES. COOR
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
/30/00 1855.97 1928.88 2004.23 2105.15 2210.87 2321.49 2439.39 2508.65 2584.00
/29/Ol 1915.36 1990.60 2068.37 2172.51 2261.62 2395.78 2517.45 2588.93 2676.02
GRADE 020
013 ARCHITECT III
591 CITY PLP.NNER IV
107 CIVIL ENGINEER III
109 CIVIL ENGINEER III--WATER UTIL
889 ECONOMIC DEVLMT SPECIALIST IV
117A ECONOMIC PLPS7NER
454A EDP DATABASE ADMINISTRATOR
186A EDP SYSTEMS ANALYST III
160 ELECTRICAL ENGINEER III
533A FIRE PROTECTION ENGINEER
830 GRANTS MPSTAGER
251 LZBR.ARIAN III
395 RESEARCH ANALYST IV
444 STRUCTURAL ENGINEER
898 LPSTDSCAPE ARCHITECT III
12/30/00 1910.72 1987.23 2066.26 2169.58 2277.74 2391.96 2511.12 2585.26 2661.82
12/29/O1 1971.86 2050.82 2132.38 2239.01 2350.63 2468.50 2591.48 2667.99 2756.61
•
�.Q�
��
GRADE 20T
709A IS INFO/TECH ANALYST V
711A IS SYSTEMS CONSULTANT II
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1910.72 1987.23 2066.26 2117.93 2169.58 2223.65 2277.74 2334.85 2391.96
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2451.55 2511.12 2585.26 2661.82
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) IS) (6) (7) (8) (9)
12f29f01 1971.86 2Q50.82 2132.38 2185.70 2239.�1 2294.81 2350.63 2409.57 2468.50
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2530.00 2591.48 2667.99 2756.61
GRADE 021
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
� /30/00 1966.58 2046.80 2127.05 2234.00 2345.83 2464.90 2585.26 2663.01 2742.03
/29/Ol 2029.51 2112.30 2195.12 2305.49 2420.90 2543.78 2667.99 2748.23 2839.67
GRADE 022
879 PROJECT MANAGER IV
294A PROJECT MANAGER IV--PITBLIC WKS
660A GIS SYSTEMS DEVELOPER
12/30/00 2026.15 2106.36 2191.45 2300.82 2416.31 2536.61 2663.01 2743.26 2823.47
12/29/O1 2090.99 2173.76 2261.58 2374.45 2493.63 2617.78 2748.23 2831.04 2924.02
•
D 1�33i
A-7
D �_3�I
�
� J
GRADE 22T
712A IS SYSTEMS CONSULTANT I22
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2026.15 2106.36 2191.45 2267.88 2300_82 2358.57 2416.31 2476.46 2536.61
4.5-yx' S-yr 10-yr 15-yr
(10) (11) (12) (13)
2599.81 2663.01 2743.26 2823.47
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 2090.99 2173.76 2261.58 2340.45 2374.45 2434.04 2493.63 2555.71 2617.78
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2683.00 2748.23 2831.04 2924.02
GRADE 023
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2088.17 2170.79 2258.62 2370.11 2487.20 2614.44 2743.26 2827.12 2909.77
•/29/O1 2154.99 2240.26 2330.90 2445.95 2566.79 2698.10 2831.04 2917.59 3013.39
GRADE 024 ,
12/30/00 2148.92 2235.18 2323 93 2441.80 2563.36 2690.99 2827.12 2909.77 2993.63
12/29/O1 2217.69 2306.71 2398.30 2519.94 2645.39 2777.10 2917.59 3002.88 3100.24
GRADE 025
A B C D E E G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2213.29 2304.47 2395.63 2514.76 2638.69 2771.22 2909.77 2995.47 3084.79
12/29/O1 2284.12 2378.21 2472.29 2595.23 2723.13 2859.90 3002.88 3094.42 3194.64
GRADE 026
12/30/00 2281.40 2371.31 2468.55 2567.67 2720.19 2856.28 2998.47 3088.46 3177.17
12/29/01 2354.40 2447.19 2547.54 2670.48 2807.24 2947.68 3094.42 3187.29 3290.32
GRADE 027
12/30/00 2348.24 2443.05 2540.28 2667.89 2800.36 2941.37 3068.46 3179.60 3273.15
•/29/O1 2423.38 2521.23 2621.57 2753.26 2889.97 3035.49 3187.29 3281.35 3389.71
�
� GRADE 028
� /30/00 2419.95 2515.98 2616.89 2748.13 2886.66 3027.71 3179.60 3276.81 3371.65
/29/O1 2497.39 2596.49 2700.63 2836.07 2979.03 3124.60 3281.35 3381.67 3491.72
GRADE 029
12/30/00 2492.84 2591.29 2695.65 2829 55 2970.53 3121.23 3276.81 3374.07 3472.47
12J29/01 2572.61 2674.21 2782.12 2920.10 3065.59 3221.11 3381.67 3482.04 3596.13
GRADE 030
12/30/00 2567.04 2670.33 2777 27 2914.67 3059.25 3213.67 3374.07 3472.47 3578.24
12/29/Ol 2649.19 2755.78 2866.14 3007.94 3157.15 3316.51 3482.04 3583.59 3705.66
GRP.DE 031
12/30/00 2644.81 2749.28 2859 92 3003.34 3152.85 3309.63 3474.91 3579.46 3683.45
12/29/O1 2729.A4 2837.26 2951.44 3099.45 3253.74 3415.54 3586.11 3694.00 3814.32
GRADE 032
12/30/00 2723.84 2830.74 2943 82 3093.29 3247.65 3410.51 3579.46 3687.66 3793.40
12/29/O1 2811.00 2921.32 3038.02 3192.28 3351.57 3519.65 3694.00 3805.67 3928.49
r
GRADE 033
12/30/00 2805.20 2902.47 3032 55 3185.67 3344.87 3513.83 3687.66 3798.27 3908.86
12/29/Ol 2894.97 2995.35 3129.59 3287.61 3451.91 3626.27 3805.67 3919.81 4048.06
GRADE 03A
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2889.11 3003.34 3123.69 3281.67 3445.76 3617.14 3798.27 3911.32 4028.00
12/29/O1 2981.56 3099.45 3223.65 3386.66 3556.02 3732.89 3919.81 4036.48 4171.45
GRADE 035
12/30/00 2976.61 3094.56 3218.49 3381.38 3547.86 3725.35 3911.32 4030.41 4147.11
12/29/O1 3071.86 3193.59 3321.48 3489.58 3661.39 3844.56 4036.48 4159.38 4294.80
GRADE 036
12/30/00 3066.55 3186.89 3314.49 3479 83 3654.83 3838.37 4029.17 4149.56 4269.64
•/29/Ol 3164.68 3288.87 3420.55 3591.18 3771.78 3961.20 4158.10 4282.35 4421.89
p1-331
�
• GRADE 037
� /30/00 3155.30 3282.88 3414.17 3584 33 3763.01 3952.61 4149.56 4274.72 4398.66
/29/O1 3256.27 3387.93 3523.42 3699.03 3583.43 4079.09 4282.35 4411.51 4555.31
GRADE 038
12/30/00 3253.78 3382.54 3517 46 3692.51 3877.25 4070.50 4274.72 4403.51 4529.91
12/29/O1 3357.90 3490.78 3630.02 3810.67 4001.32 4200.76 4411.51 4544.42 4691.23
GRADE 039
12/30/00 3348.53 3482.23 3622 13 3803 15 3992.74 4194.48 4403.51 4533.62 4667.29
12/29/Ol 3455.68 3593.66 3738.04 3924.85 4120.51 4328.70 4544.42 4678.70 4833.50
GRADE 040
12/30/00 3448.25 3587.95 3731 44 3918.58 4114.28 4317.26 4536.03 4679.49 4807.09
12/29/O1 3558.59 3702.76 3850.85 4043.97 4245.94 4455.41 4681.18 4829.23 4978.28
GRADE 041
12/30/00 3551.53 3693.69 3842 02 4035.27 4235.79 4447.30 4669.77 4817.98 4949.28
12/29/O1 3665.18 3811.89 3964.96 4164.40 4371.34 4589.61 4819.20 4972.16 5125.54
•
GRADE 042
12/30/00 3660.34 3805.54 3958 67 4154.39 4362.21 4579.81 4809.53 4962.62 5098.74
12/29/Ol 3777.47 3927.32 4085.35 4287.33 4501.80 4726.36 4963.43 5121.42 5280.32
•ia� � �
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 3767.89 3919.80 4075.45 4260.77 4493.50 4718.33 4955.33 5112.17 5251.92
12/29f�1 3888.46 4�45.23 4205.86 4417.75 4637.29 4864.32 5113.90 5275.76 5448.98
GRADE 044
12/30/00 3880.94 4037.71 4198.12 4408.43 4629.64 4861.76 5103.62 5265.29 5409.88
12/29/01 4005.13 4166.92 4332.46 4549.50 4777.79 5017.34 5266.94 5433.78 5602_54
GRADE 045
12/30/00 3996.40 4156.'76 4325.74 4540.86 4767.01 5004.86 5255.56 5422.09 5571.58
•/29/O1 4124.28 4289.78 4464.16 4686.17 4919.55 5165.02 5423.74 5595.60 5769.99
p [-33i
A-10
Appendig B
•
MEMORANDUM OF AGREEMENT BETWEEN
THE CITY OF SAINT PAUL
AND
PROFESSIONAL EMPLOYEES ASSOCIATION
���3��
This agreement is entered into by and between the City of Saint Paul (City) and Professional Employees
Association (Union) to mutually agree to amend the coliective bargaining agreement language regarding Kay
Wittgenstein's employment at the Department of Health.
The parties aa ee that, due to Ms. Wittgenstein's unique position as the oniy Social Worker at the Department of
Health who is still a City employee, the following provisions for on call pay have been arranged:
When Ms. Wittgenstein is working with the FORCE program, she shall receive $3/hour for on call time
and $25/hour if actually called to work. It is understood that this payment anangement specifically
supercedes and replaces the overtime provisions of the collective bazgaining agreement with respect to
this employee and her work with the FORCE program.
The parties agree that this language is not precedential and sha11 only apply to Ms. Wittgenstein's work for the
Ramsey County FORCE program.
s language shall remain in force until Ms. Wittgenstein is no longer employed with the FORCE program or
til either party acts affirmafively to remove this language during collective bargaining, whichever comes first.
� � Date � 2.7 0 �
Ten Haltiner
Manager, Labor Relations O�ce
City of St Paul
C �
J
v� Date �3 �
teve Roy
President, PEA
;v ��kv W /x°'r Date 3 � i�p�
Mike Wiide
Business Representative/Legal Counsel, PEA
i
Councit File # (?/ �
OR(GINAL
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Presented
Referred To
Green Sheet # 106828
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
January 1, 2001 through December 31, 2002 Collective Bazgaining Agreement between the City of Saint
Paul and The City of Saint Paul Professional Employees Association, Inc.
Yeas Na s Absent
Benanav �
Blakey
Bostrom �
Coleman �/
Harris �
Lanffy
Reiter
O
Adopted by Council: Date {-..\, � � �2.0 p`
T �
Adoption Certified by Council Secretary
By: � � . �
�T � �/ �/�,
Approved by Mayor: Date _�ri� �( Gg.(� �
By: ;
� ,,
Requested by Department of.
Office of Labor Relations
B � /J,��
Form App oved by Ci Attorney
By: �� `�/ - "�"I 3(�G�Oi
Appmved by Mayor fo�x �Su to Council
By: ��`:�1`�' /l�'d�..�---
0l-3
DEPARI'MENf/OFFICE/COUNCIL: DATE IlVII7ATED GREEN SHEET No.• 106828
LABOR RELATIOI3S March 23, 2001 '
CONTACi' PERSON & PHONE: p INlTwimA1E iNiTw/ppTE
JULIE KRAUS 266-6513 �I� I DEPARTMENT DIIt � a cirY courrcu.
p�IplrlgER 2 Cri'Y ATTORNEY CLCY CLERK
MUSC BE ON COUNCII, AGENDA BX (DA1'E� FOR BUDGEI DIIL FIN. & MGT. SERV[CE DIIL
ROUTING 3 �+YOR (OR ASSf.)�
ORDER
TOTAL # OF SIGNATURE PAGFS,1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acxiox �QZ�srEn: This resolution approves the attached January 1, 2001 through December 31, 2002 Collective
Bazgaining Agreement between the City of Saint Paul and the City of Saint Paul Professional Employees
Association.
RECOMMENDATTONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACfS M[JST ANSWER THE FOLLOWING
QUE5CIONS:
_PLANNINGCOMbIISSION CIVILSERVICE COMIvIISSION 1. Hasthispe�son/firmeverwockedunderaconhactforthisdepartment4
_CIB COMMITTEE Yes No
_STAFF 2. Has this pecson/fiIm ever been a city employee?
DISTRICI' COURT Yes No
SUPPORTS WHICH COLJNCII.OBIECTIVE? 3. Does this person/fvm possess a skitl not no:mal(y possessed by any current city employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORT17NI71' (K'ho, Whay W6en, Where, Why):
ADVANTAGES [F APPROVED: AIl AgLeCTT1CIIY SII PI3CC Y.�'ll'OUgll DCCCITIUCI' 31 � 2��2.
DISADVANTAGES IF APPROYED:
DISADVANTAGES IF NOT APPAOVED:
TOTAL AMOUN'I' OF TRANSACTION: $ COST/REVENOE BUDGETED:
F[1NDING SOURCE: ACLNITY NUMBER:
FINANCIAL INFORMATION: (F.XPLAIN) -
�+OSS� �€3a'L�,t C��?2i
���� � � ���°�
D�� 33i
ATTACHIv1ENT TO THE GREEN SHEET
The City of Saint Paul Professional Employees Association, Inc.
Below is a summary of the changes in the Coliective Bazgaining Agreement between the City
and the Saint Paul Professional Employees Association, Inc. The new contract is for the period
of January 1, 2001 through December 31, 2002.
Wages:
2001: 2.95%
2002: 3.2%
35% addition to the 15yr step funded by additional cost savings in freezing single health
insurance coverage in 2001 and 2002.
Health Insurance:
2001 Single $295.00 per month (no change)*
Family $393.79 per month
2002 Single $295.00 per month (no change)*
Family 60% of family premium increase up to an increase of $100.00 and 40% of any
increase over $100.00.
* This will mean a reduction in the unused benefit dollar amount returned to employees at the
end of the yeaz and helps accomplish the City's goal of paying benefit dollars exclusively for
benefits. Doliazs saved under this proposal were applied towazd salary dollars.
The City agreed to assume the administrative cost ($2.10 cost to the City per month) for those
employees who choose to participate in a Flexible Spending Account as offered by the Employer.
The City agreed to a11ow employees who waive insurance coverage the access to optional
coverages at the employees expense if qualified in the 12 months preceeding the City's
enrollment period.
The Union agreed to prohibit the addirion of new dependants to a retiree's insurance if the
individuals were not dependants at the tnne of retirement.
The City agreed to lower the benefit quatification period for disabiliry retirement insurance from
20 yrs to 15 yrs.
0/-33/
Attachment to the Green Sheet
The City of Saint Paul Professional Employee Association, Inc.
Page 2
Holidays
The Union agreed to simpiified holiday eligibility language and the use of pro-ration charts.
The City and Union agreed to swap the Day after Thanksgiving for Christmas Eve Day for
Library employees to better serve the public at the request of the Library Labor/Management
Comtnittee.
Costs:
Wages:
Family Health
Insurance:
Total:
2001
$ 414,175.01
$ 19,021.68
$ 433,196.69
2002
$ 480,151.77
$ actuals unknown at this time
$ 480,151.77 + insurance costs
Language Changes (summary)
The contract includes other changes to contract language which aze basically of a housekeeping
nature for clarification and clean up.
• ' ' '
i
i
�
2001= 2002
�1����� � �
��� � � � � � COI.LECTIVE BARGAINII�TG AGREEMENT _ � -
BETWEEN
� _ � __ �� � '�H��Ci`�`i' OF SA�NT P�UL � ;� � - � � �
� _ _ �.
�_. � Al�� : �
„_ �
THE CITY OF S�iINT PAUL ; PROFESSIUIYAL
':�MP�OYEES ASSOCTA'TION, INC.
� --
QI-33f
��
�`L_�1��:�
ARTICLE TITLE PAGE
Preambie..................................................1
1 Recognition ................................................2
2 ManagementRights ..........................................2
3 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Check Offand Service Fee ....................................3
5 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
6 Seniority ...................................................4
7 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
8 Discipline ..................................................6
9 LegalServices ..............................................7
10 Grievance Procedure .........................................7
11 Wages ....................................................11
12 Saving Clause ..............................................12
� 13 Insurance .................................................12
14 Vacation ..................................................20
15 Holidays ..................................................20
16 City Mileage ...............................................22
17 Nondiscrimination ..........................................23
18 Sick Leave ................................................23
19 Leave ofAbsence ...........................................25
20 No Strlke, No Lockout .......................................25
21 Severance Pay .............................................26
22 Safety Footweaz ............................................28
23 Licensing and Certification Requirements . . . . . . . . . . . . . . . . .. . . . . . 28
24 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
AppendixA ...............................................A1
Appendix B Public Health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bl
� j
0/-3 3 ►
�
PREAMBLE
This Agreement is entered into between the City of Saint Paul, hereinafter referred to as
either the "Employer" or the "City," and the City of Saint Paul Professional Employees
Association, Inc., hereinafter referred to as the "Association," for the purpose of fostering and
promoting harmonious relations between the City and the Association in order that a high level
of public service can be provided to the citizens of the City.
This Agreement attempts to accomplish this purpose by providing a fulier and more
�
complete understanding on the part of both the City and the Associafion of their respective rights
and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the
Employer, the Association or the employees as established under the provisions of the Public
Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time
to time.
�
0�-331
. ARTICLE 1- RECOGNITION
1.1 The City recognizes the Association as the exclusive representative for The Classified
Professional Employees Bazgainiug Unit, as certified by the State of Minnesota Bureau of
Mediation Services, dated November 5, 1985, Case No. 85-PR-775-A.
Employees shall be included in this certification in accordance with the Public
Employment Labor Relations Act, Mimiesota Statute CA.179A, as it may be amended
from time to time.
1.2 The City also recognizes the Association as the exclusive representative for non-
classified employees in the City Attorney's Office, as certified by the State of Minnesota
Bureau of Mediation Services, dated August, 12, 1999, Case No. 99-PCL-464. These
employees are not covered by the City's Civil Service Rules. It is recognized that
temporary employees in the City Attorney's Office that aze within the unit are covered by
this Agreement if they work for more than 67 days per calendaz year or are anticipated
upon hire to be employed greater than 67 days, and meet the hours requirements of
Minnesota Statute 179A.03, subd. 14. A temporary employee, for purposes of this
contract, is a person employed to fill a position of a specific limited duration, not to
exceed one year. Temporary employees shall not be eligible for vacation accrual, holiday
pay, sick leave accrual, health or other insurance premium contributions by the Empioyer,
except as are specifically provided for elsewhere in this Agreement.
• ARTICLE 2 - MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in
all respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not o�cially abridged, delegated or
modified by this Agreement are retained by the Employer.
2.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such azeas of discretion or policy
as the functions and programs of the Employer, its overall budget, utilization of
technology, organizationai structure and selecfion and direction and number of personnel.
ARTICLE 3- MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
vacations and all other general working conditions, except as modified by this agreement,
shall be maintained at not less than the highest minimum standazd as set forth in the Civil
Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Pau1 Salary
Plan and Rates of Compensation at the tnne of the signing of this Agreement, and the
conditions of employment shall be improved wherever specific provisions for
� improvement aze made elsewhere in this Agreement.
2
ol- 3 3 )
ARTICLE 4- CHECK OFF
• 4.1 The Employer agrees to deduct the Association membership initiation fee assessments
and, once each month, dues from the pay of those employees who individually request, in
writing, that such deduetions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
4.2 Any present or future empioyee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall deduct said fee from the eamings o£the employee
and transmit the same to the Association. In no event shall the fair shaze fee exceed 85%
of the regulaz membership dues. It is also understood that in the event the Employer shall
make an improper fair share deduction from the eamings of an employee, the Association
shall be obligated to make the Employer whole to the ea�tent that the Employer shall be
required to reimburse such employee for any amount improperly withheld. This
provision shall remain operative only so long as specifically provided by Minnesota law
and as otherwise legal.
43 The Association agrees to indemnify and hold the Employer harmless against any and all
� claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
ARTICLE 5- HOURS OF WORK AND OVERTIME
5.1 The normal hours of work for the employees shali be a minimum of seven and
three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirry-eight and
three-fourths (38 3/4) hours in a seven (7) day period , excluding a forry-five (45) minute
lunch period, fifieen (15) minutes of which shall be paid. For employees on a shift basis
this shall be construed to mean a minimum average of thirty-eight and three-fourths (38
3f4) hours a week.
5.2 An employee working in a class title which is in Salary Grade 11 or below shall receive
overtime compensation in accordance with the Fair Labor 5tandards Act (FLSA). The
method of this compensation shall be deternuned solely by the Employer. It is understood
that the FLSA provides overtime compensation only after 40 hours worked (not paid).
An employee working in a class title which is in Grade 12 or above and who, in other
than normai circumstances, works more than their assigned normal work day or
assigned normal work week shali receive compensatory time or pay on a straight time
basis for the extra hours worked. The method of compensation shall be determined solely
� by the Employer.
3
ol�33z
� ARTICLE 5- HOURS OF WORK AND OVERTIME (Continued)
53 It is understood by the parties that Section 28H - Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
5.4 Notwithstanding Article 5.1, employees may, through mutual agreement with the
Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4)
consecutive hours in a twenty-four (24) hour period and a normal work week of
thiriy-nine (39) hours in a seven (7) day period , excluding a forry-five (45) minute lunch
period, fifteen (15) minutes of which shall be paid. Employees working more than their
assigned hours shall receive compensation in accordance with Article 5.2, above.
5.5 For employees who wish to shaze a position, the employer will attempt to provide options
for implementing a sharing arrangement. Such an arrangement must be mutually agreed
upon by the Employer and the employees involved. Vacafion, holiday and sick leave
benefits for employees who shaze a position shali be pro-rated based upon the percent of
hours worked. Health insurance benefits shall be administered in accordance with the
provisions of Article 13 of this Agreement. In the event that one of the employees
participating in the shazed position is ternunated or terminates employment, the Empioyer
shall post the job shazing vacancy for a period of ten (10) days. If, at the end of ten (10)
days, such vacancy cannot be filled, the Employer shall have the option of increasing the
remaining employee's work hours.
� 5.6 Article 5.5 shall not be subject to the provisions of Article 10 of this Agreement.
5.7 The Employer may provide flex-time for those employees who request it. Employees
working more than their assigned hours shall receive compensation in accordance with
Article 5.2.
5.8 Effective 1/1/2001 the president ofthe Professional Employee's Association, shall
receive straight-time pay for tune spent in contract negotiation with the Employer up to 8
hours per day.
ARTICLE 6 - SENIORITY
6.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of
continuous, regulaz and probationary service with the Employer from the date an
employee was first certified and appointed to a class title covered by this Agreement, it
being further understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees are appointed to the same class title
on the same date, the seniority shail be determined by the employee's rank on the eligible
list from which certification was made.
�
0
b �-33t
� ARTICLE 6 - SEIVIORITY (Continued)
6.2 Seniority shall temunate when an empioyee retires, resigns or is discharged.
63 In the event it is determined by the Employer that it is necessary to reduce the work force,
employees will be laid off by class title within each Department based on inverse length
of seniority as defined in Article 6.1 above. The Human Resources Department will
identify such least senior employee in the title in which there is to be a lay-off in the
Department reducing positions, and shall notify said employee of his/her reduction from
the Depamnent. If there aze any vacancies in that title in any other City Department, the
Human Resources Department shall place the affected employee in such vacancy. If two
or more vacant positions aze available, the Human Resources Department shall decide
which vacant position the affected employee shall fill.
If no vacancy exists in such tifle, then the least senior employee in the City in such title
shall be identified, and if the employee affected by the original Departmental reduction is
more senior, he/she shall have the right to claim that position and the least senior
employee in the City, in that title, shall be laid off. For the putpose of this Article, the
Board of Education is not considered a City Department nor is a Boazd of Education
employee considered a City empioyee.
6.4 In cases where there are promotional series, such as Engineer I, II, III, etc., when the
� number of employees in the higher titles is to be reduced, employees will be offered
reductions to the highest title to which ciass senioriry would keep them from being laid
off, before layoffs are made by any class title in any Department.
6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two yeazs of layof€ It is understood that such employees will pick up their former
seniority date in any class that they previously held.
6.6 To the extent possible, vacafion period shall be assigned on the basis of seniority. It is
however, understood that vacation assignment sha11 be subject to the ability of the
Employer to maintain operations.
6.7 In the event the Employer believes it is necessary to merge, contract out or sub-contract
any public work performed by employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forty-five (45) calendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and
discuss possible options to contracting out or ways and means to minimize the
elimination of positions.
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7.1 Employer shall avoid, whenever possible, working an employee in an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class
assignment is defined as an assignment of an employee to perform, on a full time basis,
all of the significant duties and responsibilities of a position different from the employee's
regulaz 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 regulaz appoinhnent to
the higher classification.
ARTICLE 7— WORHING OUT OF CLASSIFICATION
ARTICLE 8 — DISCIPLINE
8.1
The employer will discipline employees for just cause only. Discipline will be in the
form of:
8.1(1) Oral Reprimand
8.1(2) WrittenReprimand
8.1(3) Suspension
8.1(4) Reduction
8.1(5) Dischazge
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The listing above of 8.1(1) through 81(5) does not indicate that such forms of discipline
must be progressive and in such order for any one employee.
Suspensions, reductions and dischazges will be in written form.
Employees and the Association wili receive copies of written reprimands and notices of
suspension, reduction and dischazge.
Employees sha11 have the right to exunine all information in their personnel files. Files
may be examined at reasonable times under supervision of the Employer.
8.5 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Association may request and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to dischazge. During said five (5) working day period, the Employer may affirm,
modify or withdraw the suspension and discharge.
8.6 An employee to be questioned conceming an investigation of disciplinary action shall
have the right to request that an Association representative be present.
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ARTICLE 9 - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty, the
Employer shall defend, save hazmless and indenuiify an employee ancUor hisiher estate,
against any claim or demand, whether groundiess or otherwise, arising out of an alleged
act or omission occumng in the performance and scope of the employee's duries.
9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legal service arising from any legal action where the
employee is the Plaintiff.
ARTICLE 10 - GRIEVANCE PROCEDURE
10.1 The Employer shall recognize stewazds selected in accordance with the Association rules
and regulations as the grievance representative of the bargaining unit. The Associafion
shall notify the Employer, in writing, of the names of the stewards and of their
� successors, when so named.
10.2 It is recognized and accepted by the Empioyer and the Association that the processing of
grievances, as hereinafter provided, is limited by the job duties and responsibilities of the
employees and shall therefore be accompiished during working hours, only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
103 For the purposes of this Article, a grievance is defined as an alleged violation of the terms
and conditions of this Agreement. The procedure established by this Article shall be the
sole and exciusive procedure for the processing of grievances arising from this
Agreement or arising from terms and conditions of employment in the City of Saint Paul
Civil Service Rules and Salary Plan and Rates of Compensation.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued}
1 Q.4 A grievance shall be resolved in conformance with the following proceduzes:
Step 1. Upon the occurrence of an alleged violation of this Agreement, the
employee involved shall attempt, with or without the steward, to resolve
the matter on an inforuial basis with the employee's supervisor. If the
matter is not resolved to the employee's satisfaction by the informal
discussion, the Associarion may refer the grievance to Step 2 by sending a
written grievance to the Empioyer designated representative and a copy to
the Office of Labor Relations. The written grievance shall set forth
the nature of the grievance, the facts on which it is based, the specific
sections of the Agreement alleged to be violated and the relief requested.
The Association shall refer the grievance to Step 2 within fourteen (14)
wark days of an alleged violation giving rise to such grievance, or the
grievance shall be considered waived.
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Step 2. The Employer designated representative sha11, within seven (7) work days
following receipt of the grievance, meet with the Association stewazd and
attempt to resolve the grievance. The AssociaYion may refer
the grievance to the Office of Labor Relations for Step 3 under the
following conditions:
a)
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c)
Seven (7) work days have passed since the Employer received the
cvritten grievance and no meeting has occurred; or
Seven (7) work days have passed since the meeting and the
Employer has not responded; or
the Employer has responded and the issue remains unresolved.
Any grievance not referred to 5tep 3 within fourteen (14) work days of the existence of
any of the above three conditions shall be considered waived.
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Step 3. A representative from the Office of Labor Relations shall, within seven (7)
work days following receipt of a Step 3 grievance, meet with the
Association's representative and the grievant and shall attempt to resolve
the issue. The Association may request arbitration of the grievance to Step
4 if any of the above conditions (a, b or c) exist following the referral of
the grievance to Step 3. If withiu fourteen (14) work days of the
occurrence of the above listed conditions (a, b or c), the Associafion has
failed to give written notice to the Office of Labor Relations of the
Association's intent to refer the grievance to Step 4, the grievance shall be
considered waived.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
� Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the Union or
the Employer may, within ten (10) calendar days, request mediation. If the
parties agree that the grievance is suitable for mediation, the parties shall submit a
joint request to the Minnesota Bureau of Mediation Services for the assignment of
a mediator. Grievance mediation shall be completed within tt�irty (30) days of
the assignment unless the parties mutually agree to lengthen the rime limit.
2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance azbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to arbitration shall be delayed for the period of inediation.
The grievance mediation process shall be informal. Rules of evidence shail not
apply and no record shall be made of the proceeding. Both sides shall be provided
ample opportunity to present the evidence and azgument to support their case.
The mediator may meet with the parties in joint session or in separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
� settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
5. The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept the
outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
6. If the grievance is not resolved and is subsequentiy moved to arbitration, such
proceeding shall be de novo. I�othing said or done by the parties ar the mediator
during grievance mediation, with respect to their positions concerning resolution
or offers of settlement, may be used or referred to during azbitration.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
• Step 4. If the grievance remains unresolved at Step 3, the parties may azbitrate the
grievance. The azbitration proceedings shall be conducted by an azbitratoz
who will be selected from a percuauent panel of five (5) arbitrators within
riventy (20) work days after notice has been given. This permanent panei
of azbitrators shall be mutually agreed to by the Employer and the
Association no later than the date this Agreement is signed by the
Employer and the Association. In the event the Employer and the
Association cannot mutually agree to five (5) azbitrators for the permanent
panel, the parties will petition the Bureau of Mediation
Services for a list of ten (10) arbitrators for each panel member for which
the parties did not mutually agree. The parties shall alternately strike
names from such list(s), the Employer striking first, until one (1) name
remains.
Vacancies occurring on the permanent panel during the life of this
Agreement shall be fiiled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph.
� This arbitrator selection process shall be effecfive only for the duration
of this Agreement unless both parties mutually agree to extend such
provisions.
At any time prior to the opening of an azbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediation
Services to attempt to mediate a resolution of the dispute.
10.5 The time limits established in each step of the procedure may be extended by mutual
agreement of the Employer and the Association.
10.6 The arbivator shall have no right to amend, modify, nullify, ignore, add to or subtract
from the provisions of this Agreement. The arbitrator sha11 consider and decide only the
specific issue submitted in writing by the Employer and the Association and shali have
no authority to make a decision on any other issue not so submitted. The arbitrator shall
be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules or regulations having the force and
effect of law.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Conrinued)
The arbitrator's decision shall be submitted in writing within thirry (30} days following
close of the hearing or the submission of briefs by the parties, whichever is later, uniess
the parties agree to an ea�tension. The decision shall be based solely on the arbitrator's
interpretation or application of the express terms of this Agreement and to the facts of the
grievance presented. The decision of the azbitrator shall be final and binding on the
Employer, the Association and the employees.
10.7 The fees and expenses for the azbitrator's services and proceedings shali be borne equally
by the Employer and the Association, provided that each party shall be responsible for
compensating its own representatives and witnesses. If either patty desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for the
record.
ARTICLE 11- WAGES
ll.l Effective December 30, 2000, all salary rates applicable to titles in this bargaining unit
shall be increased by 2.95 percent (2.95%).
11.2 Effective December 29, 2001, all salary rates applicable to titles in this bazgaining unit
shall be increased by 3.2 percent (3.2%).
11.2(1) Effective December 29, 2001, an increase of 35% shall be added to the
fifteen (15) yeaz step in addition to the above stated increase in 11.2.
113 The wage schedule, for purposes of this contract, shall be Appendix "A," attached hereto.
Both parties agree that the inclusion of the classifications and salary ranges in Appendix
"A" does not preclude the Employer from the following:
1. Reorganizing
2. Abolishing
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying posirions
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11.4 Retroactive wage adjustments shall only apply to employees who were employed by the
City as of the date of signing this Agreement.
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� ARTICLE 12 - SAVINGS CLAUSE
12.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In
the event any provisions of this Agreement shall be held to be contrary to law by a court
of competent jurisdiction from whose final judgment or decree no appeal has been taken
within the time provided, such provisions shall be voided. All other provisions shall
continue in full force and effect. The voided provision may be renegotiated at the written
request of either pariy.
ARTICLE l3 - INSURANCE
13.1 The insurance plans, premiums far coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer wiil attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements. The Employer's Cafeteria Plan Document and IRS rules and
regulations shall govern the Employer grovided health and welfaze benefit program.
Employer contributions under this Articie shall not be considered salary.
13.2 For the purpose of this Article, full-time employment is defined as appearing on the
� payroll an average of at least thiriy-two (32) hours per week for the twelve (12) month
period preceding the annual open enrollment or special enrollments or the six (6) month
period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroll an average of at
least twenty-six (26) hours per week but less than thirty-two (32) hours per week for the
twelve (12) month period preceding the annual open enrollment or special enrollments or
the six (6) month period preceding initial enrollment.
Half-time employment is defined as appeazing on the payroll an average of at least
twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve
(12) month period preceding the annual open enrollment or special enrollments or the six
(6) month period preceding initial enrollment.
13.3 Effective January 1, 2001, for each eligible employee covered by this Agreement who is
employed full-time and who selects single employee health insurance coverage provided
by the Employer, the Employer agrees to contribute $295.Q0 per month. For three-quarter
time employees, the Employer's contribution shali be $221.25 per month and, for
half-time employees, the Employer s contribution shall be $147.50 per month. The
maximum pre-taac dollaz for life insurance shall be limited to the IRS qualification.
Effective for January 1, 2002, the Employers contribution for single employee health
insurance coverage shall remaiu the same as in 2001.
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ARTICLE 13 - INSURANCE (Confinued)
. 13.4 Effective for the January, 2001 insurance premiums, for each eligible full-time
employee who selects family health insurance coverage, the Empioyer will
contribute $375.57 [amount of 2000 family premitun] plus an amount equal to the 2001
single health insurance premium increase up to forty ($40.00)dollazs. If the 2001 single
health insurance premium increase is over forry ($40.00}dollazs, the Employer will
contribute 50% of the amount over forty ($40.00) doliars. [For 2001, because the increase
in the single premium is $18.22/month, the Employer's contribuuon to the family
premium will be $393.79].
Effective for the January, 2QQ2 insurance premiums, for each eligible full-tune employee
who selects family health inswance coverage, the Employer will contribute the 2001
contribution plus 60% of the family premium increase in 2002 up to $60.00. If the 2002
family premium increase exceeds $100, the Ciry will pay 40% of the excess increase.
For three-quarter time employees the contribution shall be 75% of the full-time family
amount and for half time employees the contribution shall be 50% of the full-time family
amount far family health insurance coverage.
• 135 Notwithstanding Articles 133 and 13.4, an employee covered by this Agreement who
was employed at least twenty (20) hours but less than thirty-two (32) hours per week
during the month of December, 1988, shall receive the same contzibutions as a full-time
employee. This Article 13.5 shall continue to apply only as long as such employee
remains continuously employed at least twenty (20) hours but less than thirty-two (32)
hours per week.
13.6 Under the "Cafeteria Plan" a11 benefit eligible employees, (i.e. 40 hrs/pay period or
more), regardless of the number of average hours worked, must select at least single
coverage hospital-medical insurance and employee life insurance in an amount equal to
the employee's annual salary to the neazest thousand dollars. Any unused portion of the
Employer's contribution, for which an employee is eligible, is defined as unused benefit
dollars, not salary, and shall be paid to the employee as ta�cable income. Such payment
will be made during the month of December for the insurance year. For employees who
terminate their employment with the City of Saint Paul, such payment shall be made
within ninety (90) days following termination.
13.6(1) Employees who waive parkicipation in the "Cafeteria Plan" shall be eligible to
participate in optional coverages at the employee's expense if the employee is
benefit eligible for each of the preceding twelve months.
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ARTICLE 13 - INSiTRANCE (Continued)
• 13.7 For employees who, after fifteen (15) yeazs of service become disabied and aze eligible
for a disability pension from a retirement fund to which the City of Saint Paul has
contributed, the Employer shall contribute toward the hospital-medical insurance program
offered by the Employer in accordance with the retiree insurance provisions of this
Agreement.
13.8 Employees who retire must meet the following conditions at the time of retirement in
order to be eligible for the Employer contributions, listed in Sections 13.9 through 13.19
below, towazd a heaith insurance plan offered by the Employer:
13.8(1) Be receiving benefits from a Pubiic Employee Retirement Act at the time
of retizement, and
13.8(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct.
13.8(3) Employment with School District No. 625 will not be counted towazd the
service requirement for employees hired afrer October i, 1997, towazd
yeazs of service for retiree health eligibility.
• 13.8(4) If an empioyee does not meet the years of service requirements in sections
13.10 through 13.17, but does satisfy the conditions in 13.8(1), (2) and (3)
he/she may purchase single or family health insurance coverage through
the Employer's insurance program. The total cost of such insurance
coverage shall be paid by the retiree.
139 The definition of full-time, three-quarter time, and half-time shall be as per Secfion 13.2.
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ARTICLE 13 - INSURANCE (Continued)
S Early Retirees
li.10 This Section applies to employees who:
13.10 (1) Retire on or after January 1, 1996, and
13.10 (2) Have compieted twenty (20) years full-time with the City of Saint Paul,
and
13.10 (3) Were appointed prior to January 1,1990, and
13.10 (4) Have not attained age sixty-five (65) at retirement, and
13.10 (5) Meet the terms set forth in Section 13.8 above, and
13.10 (6) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to
contribute a maximum of $350.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the
Employer will contribute the cost for $5,000 life insurance coverage until the retiree
attains the age of sixty-five (65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.12 shall
apply.
� 13.11 This Section shall apply to employees who:
13.11 (1) Retire on or after January 1, 1996, and have completed riventy-five (25)
years full-time with the City of Saint Paul, and
1311 (2) Were appointed on or after January 1, 1990, and
13.11 (3) Have not attained age sixty-five (65) at retirement, and
13.11 (4) Meet the conditions of Section 13.8 above, and
13.11 (5) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month towazd the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addiuon, the
Employer will contribute the cost for $S,OOO life insurance until the retiree attains the age
of sixty-five (65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.15 shall
apply.
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ARTICLE 13 - INSURANCE (Continued)
� Regular Retirees (Age 65 and over)
1312 This Section shall apply to full-time employees who:
13.12 (1) Retire on or after January 1, 1996, and
1312 (2) Were appointed prior to January 1, 1990, and
13.12 (3) Have completed twenty (20) yeazs full-time with the City of Saint Paul,
and
13.12 (4) Have attained age sixty-five (65) at retirement, and
13.12 (5) Meet the conditions of Section 13.8 above, and
13.12 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maYimum of $500.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
13.13 This Section shall apply to three-quarter time empioyees who:
1313 (1) Retire on or after January l, 1996, and
13.13 (2) Were appointed prior to 7anuary 1, 1990, and
� li.li (3) Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
13.13 (4) Have attained age sixty-five (65) at retirement, and
13.13 (5) Meet the conditions of Section 13.8 above, and
13.13.(6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $375.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
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ARTICLE 13 - INSURANCE (Continued)
13.14 Tlus Section shall apply to half-tune empioyees who:
13.14 (1) Retire on or after January 1, 1996, and
13.14 (2) Were appointed prior to January l, 1990, and
13.14 (3) Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
13.14 (4) Have attained age sixty-five (65) at retirement, and
13.14 (5) Meet the conditions of Section 13.8 above, and
li.14 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maYimum of $250.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
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13.15 This Section shall apply to full-time employees who:
13.15 (1) Retire on or after January 1, 1996, and
13.15 (2) Were appointed on or after January 1, 1990, and
13.1 S(3) Have completed twenty (20) yeazs full-time with the City of Saint Paul,
and
13.15 (4) Have attained age sixty-five (65) at retirement, and
13.15 (5) Meet the conditions of Section 13.8 above, and
li.15 (6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a mazcimum of $300.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage wili be provided.
•
13.16 This Section shall appiy to three-quarter time employees who:
1316 (1)
13.16 (2)
13.16 (S)
13.16 (4)
13.16 (5)
13.16 (6)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1990, and prior to January l, 1996,
and
Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medicat plan for
the five (5) yeazs priar to retirement, and
Have attained age sia�ty-five (65) at retirement, and
Meet the conditions of Section 13.8 above, and
Select a health insurance pian offered by the Employer.
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ARTICLE 13 - INSURANCE (Continued)
• The Employer agrees to contdbute up to a maximum of $225.00 per month toward the
cost of single or fanuly health insurance coverage. Any unused poriion shali not be paid
to the retiree. 230 life insurance coverage will be provided.
13.17 This Section shall apply to one-half time employees who:
13.17 (1)
13.17 (2)
13.17 (3)
13.17 (4)
13.17 (5)
13.17 (6)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1990, and prior to January 1, 1996,
and
Have completed twenty (20) yeazs with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) yeazs prior to retirement, and
Have attained age sixTy-five (65) at retirement, and
Meet the conditions of Section 13.8 above, and
Select a health inswance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $150.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage wili be provided.
• 13.18 In the event of reduction of hours of employment for budgetary reasons during the last
twelve (12) months of employment, the eligibility will be determined by the previous
forty-eight (48) months before the reduction.
13.19 Employees who have completed twenty (20) yeazs of full-time service with the City of
Saint Paul and reduce to part-time prior to retirement and who aze eligibie and enrolled in
the City's medical plan continuously until retirement sha11 be eligible for full-time
benefits at retirement.
13.20 The following list of employees is a good faith effort by the City and the Association to
identify employees, as of this contract date, who were hired priar to January 1, 1990, and
who have less than twenty (20) years of service upon reaching the age of sixty-five (65).
The intention of the parties is to include only those employees that aze represented by the
Association prior to January 1, 1996, and aze still employed by the City as of the signing
of this Agreement.
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� ARTICLE 13 - INSURANCE (Continued)
13.20(1) The following employee will qualify for up to the following dollar amount
at the age of si�cty-five (65) with a m;n;mum of ten (i 0} yeazs of service.
The requirements of Secrion 13.8 must be met by the employee. If the
following empioyee chooses to continue her employment beyond age
sixty-five (65) with twenty (20) yeazs of service with the City, she may
qualify as provided for under this Agreement.
Karen Koeppe $187.50
Survivor Insurattce
13.21 The surviving spouse of an employee carrying family coverage at the time of his/her
death due to a job connected injury or illness, which was determined to have arisen out of
and in the course of his/her employment under worker's compensation law, shall continue
to be eligible for City contribution in the same proportions as is provided for retired
employees.
In the event of the death of an early retiree or a regulaz retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
� premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event o£
13.21 (1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
13.21 (2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain CiTy health insurance for the first ninety (90)
days of said employment.
13.22 A retiree may not carry his/her spouse as a dependent if such sgouse is also a City retiree
or City employee and eligible for and is enrolled in the City health insurance Program.
13.23 The contributions indicated in this Article shall be paid to the Employer's third parry
administrator.
13.24 Empioyees covered by this Agreement shall be eligible to participate in the Flexible
Spending Account as offered by the Employer. The service fee chazged to participating
� employees shall be paid by the Employer.
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ARTICLE 13 - INSURANCE (Continued)
13.25 Employees covered by this Agreement shall be eligibie to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
13.26 A retiree's participation in the City's health insurance plan must be continuous.
The retiree must be participating in a City health insurance plan at the time of retuement.
If a retiree chooses not to participate at the time of his/her retirement or if a retiree
discontinues his/her participation at a later date, such retiree will not be eligible for any
future participation or for any Employer contribution.
13.27 Additional dependants beyond those of record at the time of retirement may not
be added to the retiree's health insurance plan at City expense after retirement.
ARTICLE 14 - VACATION
14.1 The following schedule will apply to fixll-time employees:
Years of Service
Year one through yeaz four
Year five through seven
Year eight through year fifteen
Year sixteen through year nineteen
Year twenty and beyond
14.2
143
Vacation Granted
15 days
18 days
22 days
25 days
26 days
The Department Head may permit an employee to carry over into the foilowing year up
to fifteen (15) days vacation.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subdivision H.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
eighty days, he/she may convert any part of such excess to vacation at the rate of one-half
day of vacation for each day of sick leave credit. No employee may convert more than
ten (10) days of sick leave in each IRS payroll reporting yeaz under this provision.
20
p�-33)
• ARTICLE 14 - VACATION (Continued)
14.5 Employees may request compensation in cash for up to one week of unused vacation
within each IRS payroll reporting yeaz. Payment will be at the discrerion of the
Departsnent Head and additionally, limited by the availability of funds in the
Department's Budget. Such election must be made in writing on or before December 1 of
each IRS payroll reporting year. If the employee elects to sell vacation, the payment for
such sold vacation shali be made in a lump sum in the neazest full payroil period
following the election date. The payment shall be in an amount equal to the number of
hours sold tunes the employees regulaz rate of pay in effect as of the date of such
election. Article 14.5 shali not be subject to the provisions of Article 10 of this
Agreement.
ARTICLE 15 - HOLIDAYS
15.1 Holidays recognized and observed. The following days shall be recognized and observed
as paid holidays:
New Year's Day Labor Day
Martin Luther King Day Veterans' Day
Presidents' Day Thatilcsgiving Day
� Memorial Day Day after Thanksgiving*
Independence Day Christmas Day
Two floating holidays
Eligible employees shall receive pay for each of the holidays listed above, on which they
perform no work. Whenever any of the holidays listed above shall fa11 on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
15.2 The floating holidays set forth in Section 15.1 above may be taken at anytime during the
contract year, subject to the approval of the Deparlment Head of the employee.
153 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee
must be employed as of the date of the holiday and have paid hours on the payroll for that
pay period. The amount of holiday time earned shall be based upon the number of non-
holiday hours paid to the employee during that pay period (see proration charts in Salary
Plan and Rates of Compensation). For the purpose of this section oniy, non-holiday
hours paid includes hours actually worked, vacation time, compensatory time, paid leave
and sick leave. It is further understood that neither temporary nor other employees, not
heretofore eligibie, shallreceive holiday pay.
• 21
Dl-3
ARTICLE 15- HOLIDAYS (Continued)
� 15.4 Employees required to work on a holiday shall be compensated in accordance with
Section II of the Saint Paul Salary Plan and Rates of Compensauon.
15.5'� For all employees assigned to the Library, the Day After Thanksgiving shall be
considered a normat work day, and Christmas Eve Day shall be recognized and observed
as a paid minor holiday. This language regazding the Library shall not be effective until
and unless the other relevant collective bargaining agreements (AFSCME 2508 & 1842,
SPSO) negotiate corresponding language.
ARTICLE 16 - CITY MILEAGE
16.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions aze adopted.
16.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type l. If an employee is required to use his/her own automobile OCCASIONALLY
� during employment, the employee shall be reimbursed at the rate of $4.00 per day
for each day the employee's vehicle is actually used in performing the duties of
the employee's position. In addition, the employee shall be reimbursed $0.20 per
mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative determines that an employer
vehicle is available for the employee's use but the employee desires to use his/her
own automobile, then the employee shall be reimbursed at the rate of $0.20 per
mile driven and shall not be eligible for any per diem.
Type 2. If an employee is required to use his/her own automobile REGULARLY during
employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addition, the employee shall be reimbursed $Q.20 per mile
for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative detennines that an employer
vehicle is available for the employee's use but the empioyee desires to use his/her
own automobile, then the employee shall be reimbursed at the rate of $0.20 per
mile driven and shall not be eligible for any per diem.
� 22
a
� ARTICLE 16 - CITY MILEAGE (Continued)
163 The City will provide pazking at the RiverCentre Pazking Ramp for City employees on
either of the above mentioned types of reimbursement plans who aze required to have
their personal car availabie for City business. Such pazking will be provided oniy for the
days the employee is required to have his/her own personal caz available.
16.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the
procedures for automobile reimbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly �davits stating the number of days worked and the number of miles driven and
further require that they maintain automobile liability insurance in amounts of not less
than $100,000/$300,000 for personal injury and $25,000 for property damage or liability
insurance in amounts not less than $300,000 single limit coverage, with the City of Saint
Paul named as an additional insured. These rules and regulations, together with the
amendment thereto, shall be maintained on file with the City Clerk.
ARTICLE 17 - NONDISCRIMINATION
17.1 The terms and conditions of this Agreement will be applied to employees equally without
regard to, or discrimination for or against, any individual because of race, color, creed,
� religion sex, age, sexual orientation, disabiliry, national origin or because of inembership
or non-membership in the Association.
17.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general pubiic.
17.3 Employees covered by this contract will be covered by the City policy regarding
nondiscrimination and sexual harassment, as well as applicable local, state and federal
laws.
ARTICLE 18 - SICK LEAVE
18.1 Sick leave shall be eamed and granted in accordance with the Civil Service Rules. The
accrual rate for eligible employees shail be .0576 of a working hour for each fuli hour on
the payroll, excluding overtime.
18.2 In the case of a serious illness or disability of an employee's child, pazent or household
member, the Department Head shall grant leave with pay in order for the employee to
caze for or make arrangements for the caze of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
� sick leave shall be limited to forty (40) hours per incident.
23
p�. 3 3 �
ARTICLE 18 - SICK LEAVE (Continued)
� 183 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, shall be granted up to three days of sick leave to attend the funeral of the
employee's grandparent or grandchild.
18.4 Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick
leave and unpaid leave-of-absence in the same manner as any other disabled or ill City
employee. Such paid sick leave eligibility shall begin upon certificarion by the
employee's attending physician that the employee is disabled in terms of her ability to
perform the duties of her position.
18.5 The Department Head or the Human Resources Duector may require a physician's
certificate or additional certificates at any time during an employee's use of
sick leave for the purposes stated in 18.2 above. Ali such certificates shall be fonuazded
by the appointing officer to the Human Resources Office. If an employee is absent
because of the provisions of Article 18.2 above for three (3) or fewer calendaz days he/she
shall submit to the Department Head a certificate signed by the employee stating the
nature of the child, parent or household member's sickness. If the sickness continues for
more than three (3) calendar days, no fiirther sick leave sha11 be granted unless or until a
physician is consulted. The sick leave may be confinued from and include the day of
consultation, but only if a certificate signed by the physician certifying to the nature and
� period of the person's sickness is submitted and approved by the Department Head and
forwarded to the Human Resources Office.
18.6 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessity for the absence not later than one-half hour after
his/her regularly scheduled time to report for work, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excusabie.
18.7 An employee shall be paid under the provisions of this paragraph only for the number of
days or hours for which he/she would normally have been paid if he/she had not been on
sick leave.
•
►�
�l_33i
ARTICLE 19 - LEAVE OF ABSENCE
� 191 A twelve (12) month Pazental leave-of-absence without pay shall be granted to a natural
pazent or an adoptive pazent, who requests such leave in conjuncfion with the birth or
adoption of a child. Such leave may be extended an addifional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an extension of such leave shall not be subject to the provisions of
Article 10 of this Agreement.
Empioyees who return following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the begimiiug
of their leave.
19.2 Leave-of-absence for the adoption of a child or for patemity leave shall be in accordance
with applicable laws.
19.3 In case of an employee adoption of a child up to five (5) yeazs of age, employees shall be
permitted to carry over into the following fiscal year up to eighty (80) additional hours of
accrued vacation time each year up to a total of two hundred forty (240) hours.
This Article 193 shall appiy only to one City employee in the event that both adoptive
parents aze City employees.
19.4 A Fuli-Time employee may be granted up to four hundred eighty (480) hours of
� voluntazy leave-of-absence without pay during the fiscal year. During such leave-of-
absence, the employee shall continue to earn and accrue vacation and sick leave, seniority
credits and maintain insurance eligibility as though he/she was on the payroll. Any leave-
of-absence granted under this provision is subject to the approval of the Deparhnent
Head.
ARTICLE 20 - NO STRIKE, NO LOCKOUT
20.1 The Association and the Employer agree that there shall be no strikes, work stoppages,
slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's
business or affairs by any of said Association and/or members thereof, and there sha11 be
no bannering during existence of ttus Agreement without first using all possible means of
peaceful settlement of any controversy which may azise. Employees engaging in same
shall be liable for discipiinary action.
•
25
al-33y
�
ARTICLE 21 - SEVERANCE PAY
21.1 The Employer shall provide two distinct severance pay plans as set forth in this Article.
Eligibility Requirements
21.2 To be eligible for either of the severance pay plans, an employee must meet the following
requirements:
21.2(1) The employee must be voluntarily separated from City empioyment or
have been subject to separation by lay-off or compulsory retirement.
Those empioyees who are dischazged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason aze not eligible for either of
the severance pay plans.
21.2(2) The employee must file a waiver of re-employment with the Director of
Human Resources, which wili cleazly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or re-employment (of
any type), with the City.
21.2(3) The employee must have accumulated a minimum of eighty (80) days of
sick leave credits at the time of his/her sepazation from service.
�
Severance Pay Plan 1
213 In addition to the requirements listed in 21.2, an employee must meet the following
requirements:
213(I)
21.3 (2)
The empioyee must have at least ten (10) yeazs of consecutive service
under the classified or unclassified Civil Service at the time of sepazation.
The maacimum amount of money that any employee may obtain through
this severance pay plan is $7,000 to be calculated as set forth in Section
21.5 below.
Severance Pay Plan 2(PERA Qualified)
21.4 Effective January 1, 1997, the Employer shall provide a severance pay plan as set forth in
this Section 21.4. In addition to the requirements listed in 21.2, an employee must meet
the following requirements:
21.4(1) The employee must be 58 years of age or older or be eligible for pension
under the provisions of the Public Employees Retirement Association
(PERA). The PERA eligibility rules also apply to empioyees covered by a
public pension plan other than PERA.
�
�
ARTICLE 21- SEVERANCE PAY (Continued) p - 3 3 �
� 21.4(2) The employee must have at least twenty (20) yeazs of service under the
classified or unclassified Civil Service at the time of sepazation, the last
five of which must be consecutive.
21.4(3) The maximum amount of money that any employee may obtain through
this severance pay plan is $10,000 to be calculated as set forth in Section
21.5 below.
21.5 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave.
21.6 For the purpose of this severance program, an employee who voluntarily separates from
employment with the City of Saint Paui for employment with Independent School
District No. 625 shall be eligible for severance pay if the employee meets the eligibility
requirements set forth above.
21.7 For the purpose of this Article, for those employees hired by the City before October 1,
1497, employment in either the City or in the Independent School District No. 625 may
be used in meeting the years of service requirement in either Section 213 or Section
� 21.4. Employees hired by the City on or after October i, 1997 may not use employment
in the Independent School District No. 625 in meeting the years of service requirement in
either Section 213 or Section 21.4.
21.8 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 16303 except in those cases where the specific provisions
of this Article conflict with said ordinance, and in such cases, the provisions of
this Article shall control.
21.9 For the purpose of either severance pay pian, the death of an employee shall be
considered as separation of employment and if the employee wouid have met a11 of the
requirements set forth above, (at the time of his/her death), payment of the severance pay
shall be made to the employee's spouse or estate.
21.10 Employees may qualify for either Severance Pay Plan 1(Section 213) or Severance Pay
Plan 2(Section 21.4). An election by an employee to draw severance pay under one
Section shall constitute a baz to drawing severance pay under any other provision set forth
in this agreement.
•
27
ARTICLE 22 - SAFETY FOOTWEAR
�1�
� 22.1 For those employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $50.00 per calendaz yeaz toward the repair, replacement or
purchase of such shoes or boots. During the life of this Agreement, Employees may
accrue a total of $100.00 for the purchase, replacement or repair of such shoes or boot.
22.2 Fue Protecrion Engineers who aze required to weaz a specified uniform shall receive an
allowance of $394.25 per calendaz yeaz, from the Fire Department.
�
�
ARTICLE 23 - LICENSING/CERTIFICATION REQUIREMENTS
23.1 The City shall pay or reimburse the employee for all continuing education tuition costs
that are required for any employee to maintain his ar her license or registration as
mandated in the employee's job description. The minimum qualifications will determine
whether the professionallicense or registration is a mandatory job requirement.
ARTICLE 24 - DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shall be effective as of January 1, 2001, and
shall continue in full force and effect through December 31, 2002, and thereafter until
modified or amended by mutual agreement of the parties. Either pariy desiring to amend
or modify this Agreement shall notify the other in writing so as to comply with the
provisions of the Public Employment Labor Relations Act, Minnesota Statute CH. 179A,
as it may be amended from time to time.
24.2 This constitutes a tentative agreement between the parties which will be recommended by
the Director of Labor Relations, but is subject to the approval of the Administration of the
City, the City Council and is also subject to ratification by the Association.
WITNESSES:
CITY OF SAINT PAUL
_� _ 1 I�
Terry Haltiner
Manager, Office of Labor Relations
DATED: March�_, 2001
CITY OF SA1NT PAUL
PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.
.1�.,f,� � �� 3 /�✓��l
Steven R. Roy, Pres' ent
�� /zi�o/
Mike Wilde, Business Representative/
Legal Counsel
:
e
�
APPENDIX A
GRADE 001
407A CHILD CARE ENRICHI�NT INSTRUCT
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1089.03 1132.79 1179.01 1236.10 1298.13 1364_97 1430.58 1475.61 1516.90
12/29f01 1123.88 1169.04 1216.74 1275.66 1339.67 1408.65 1476.36 1522.83 1570.92
GRADE 002
496A ARCH/LAND ARCH/CIVIL ENG TRAZN
12/30/00 1121.84 1165.64 1214.22 1273.77 1338.21 1403.86 1475.61 1519.33 1564.28
12/29f01 1157.74 1202.94 1253.08 1314.53 1381.03 1448.78 1522.83 1567.95 1619.99
�
12/30/00
12/29/O1
GI2ADE 003
372A *LIBRARY SPECIALIST
408A CHILD CARE PROGR.AM COORDINATOR
693A LEGAL ASSISTANT I (1/27/O1)
697A LAW CLERK (1/27/O1)
1155.89 1202.10 1249.47 1312.67 1377.06 1447.63 1519.33 1565.47 1609.25
1192.88 1240.57 1289.45 1354.68 1421.13 1493.95 1567.95 1615.57 1666.56
GRADE 004
12/30/00 1189.91 1237.31 1287.12 1350.34 1419.65 1491.32 1565.97 1610.46 1659.05
12/29/Ol 1227.99 1276.90 1328.31 1393.55 1465.08 1539.04 1615.57 1661.99 1718.13
GRADE 005
007A *LIBRARY SPECIALIST I
009A *SUBSTI'PCT'PE LIBRARY SPECIALIST
165A MANAGEMENT ASSISTANT 2
165M MODIFIED DUTY WORKER-MGMT ASST. I
263A VOLUNi'EER COORDINATOR
933 CITY PLP.NNER
106B ENVIRONMENTAL RESOURCE SPEC.
12/30/00 1227.61 1276.23 1324.86 1394.07 1462.15 1535.10 1610.46 1659.05 1706.48
12f29f01 1266.89 1317.07 1367.26 1438.68 1508.94 1584.22 1661.99 1712.14 1767.25
�
a�'��1
A-1
�
GRP.DE 006
886 ECONOMIC DEVLMT SPECIALIST I
976 GRAPHIC ARTZST 2
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1262.83 1313.89 1366.17 1435.44 1507.17 1581.29 1659.05 1710.09 1758.73
12/29/O1 1303.24 1355.93 1409.89 1481.37 1555.40 1631.89 1712.14 1764.51 1821.36
GRADE 007
008A *LIBRARY SPECIALIST 22
001 ACWUNTANT I
542A flUMAN RESOURCES SPECIALIST I
581A LIBRARY VOLUNTEER COORDINATOR
375A MIINICIPAL EQUIPMENT COORDINATR
012A PROJECT MANAGER I
038A PUBLIC INFO SPECIALIST I
392 RESEARCH ANALYST 2
12/30/00 1299.30 1351.56 1407.51 1476.74 1552.13 1629.95 1710.09 1761.16 1812.21
12/29/O1 1340.88 1394.81 1452.55 1524.00 1601.80 1682.11 1764.81 1817.52 1876.75
�
GRADE 008
306A BUSINESS ASSISTANCE SPECIALIST
249 LIBRARIAN I
220A VIDEO PRODUCTION SPECIALIST
647A DESIGN ASSOCIATE I
12/30/00 1339.39 1394.07 1449.99 1521.75 1595-85 1677.33 1761.05 1814.66 1866.91
12/29/O1 1382.25 1438.68 1496.39 1570.45 1646.92 1731.00 1817.40 1872.73 1933.39
GRADE 009
128 CRIMINALIST 2
908 EMPLOYMENT AND TRNG PLP.NNER
828 GRANTS ASSISTANT
977 GRAPHIC ARTIST II
575 HEALTH EDUCATOR I
896 LANDSCAPE ARCHITECT I
166A MANAGEMENT ASSISTANP II
520 WATER QUALITY SPECIALIST I
694A LEGAL ASSZ5TANT 22 (1/27/O1)
12/30/00
12/29/O1
•
1378.27 1435.44 1492.55 1566.75 1645.71 1728.38 1814.66 1866.91 1921.61
1422.37 1481.37 1540.31 1616.89 1698.37 1783.69 1872.73 1926.65 1990.04
D 1�33i
A-2
.
�
GRP.DE O10
684 PS2BORIST
934 CITY PLANNER II
887 ECONOMIC DEVLMT SPECIALIST 22
425A HEALTH & FITNESS SPECIALIST
233 HEALTH STATISTICIAN
114A MEDICAL RECORDS ADMINISTRATOR
013A PROJECT M2INAGER II
393 RESEARCH ANALYST II
424A RESEARCH LIBRARIAN
633A LIBRARY TRNG & ORG DEV COORD
113B NUTRITIONIST I- COMM EDUC
114B NVPRITZONIST 2 - WIC
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1422.08 1476.74 1535.10 1612.88 1694.31 1779.40 1866.91 1924.03 1981.20
12/29/O1 1467.59 1524.00 1584.22 1664.49 1748.53 1836.34 1926.65 1985.60 2051.76
GRADE O11
133A *OFFICE SERVICES ADMIN-SUPERV
� 002 ACCOUNTANT II
O11 ARCHITECT I
370A CITIZEN SERVICE SENIOR ANALYST
105 CIVIL ENGINEER 2
659 CIVIL ENGINEER I--WATER UTZL
130A COUNCIL RESEARCH ANALYST
SOlA CRIME PREVENTION COORDINATOR
255A ENVIRONMENTAL HEALTH SPEC I
257A ENVIRONPIENTAL HEALTH SUPV
543A HUMAN RESOURCES SPECIALIST II
12/30/00 1463.41 1522.95 1583.71 1662.69 1745.35 1834.13 1924.03 1977.54 2040.73
12/29/O1 1510.24 1571.68 1634.39 1715.90 1801.20 1692.82 1985.60 2040.82 2113.40
GRADE 012
395A HUMAN RIGHTS SPECIALIST
383 RECREATION DIRECTOR II
12/30/00 1508.32 1567.94 1631.11 1711.36 1797.66 1887.58 1981.20 2043.15 2101.53
12/29/O1 1556.59 1618.11 1683.31 1766.12 1655.19 1947.98 2044.60 2108.53 2176.37
C�
�!-3 3 l
A-3
o1�
i
GRADE 12T
710A IS SYSTEMS CONSULTANT I
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1508.32 1567.94 1631.11 1671.23 1711.36 1754.50 1797.66 1862_68 1927_71
4.5-yr 5-yr 5.5-yr 6-yr 6.5-yr 7-yr 10-yr 15-yr
(10) (11) (12) (13) (14) (15) (16) (17)
1975.72 2023.'S 2074.15 2124.59 2178.08 2231.55 2297.22 2364.05
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 1556.59 1618.11 1683.31 1724.71 1766.12 1810.64 1855.19 1922.29 1989.40
4.5-yr 5-yr 5.5-yr 6-yr 6.5-yr 7-yr 10-yr 15-yr
(10) (11) (12) (13) (14) (15) (16) (17)
2038.94 2088.51 2140.52 2192.58 2247.78 2302.96 2370.73 2446.24
• GRADE 013
888 ECONOMIC DEVLMT SPECIALIST III
256A ENVIRONMENTAL HEALTH SPEC II
829 GRANTS SPECIALIST
576 HEALTH EDUCATOR II
167A MPNAGEMENT ASSISTANT 222
296A MEDICAL TECHNOLOGZST
821 NUTRITIONIST II
974 OCCUP SAFETY & HEALTH ANALYST
039A PL7BLIC INFO SPECIALIST II
288A SAFETY OFFICER
909 SENIOR EMPLOYMENT & TRNG PLNNR
330A VIDEO PRODUCTION COORDINATOR
521 WATER QUALITY SPECIAI,IST II
648A DESIGN ASSOCIATE II
695A LEGAL ASSISTPNT III (1/27/O1)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1553.32 1614.09 1679.74 1764.81 1849.90 1943.52 2043.15 2102.73 2162.22
12/29/O1 1603.03 1665.74 1733.49 1821.28 1909.10 2005.71 2108.53 2170.02 2239.22
C I
�
p � �33j
� GRADE 014
• 598 CITZZEN PPI2TICIPATION COORD
935 CITY PLAND7ER III
544A HUMAN RESOURCES SPECIALZST III
250 LIBRARIAN II
139A NURSE PRACTITIONER-OB GYN
565 PUBLIC HEALTH NL7RSE
39A RESEARCH ANALYST 22I
658 SOCIAL WORKER
121B ADMIN/LEGISLATIVE ASST-PED
12/30/00 1599.52 1662.69 1729.54 1815.91 1908.27 2001.85 2102.73 2164.70 2229.14
12/29/Ol 1650.70 1715.90 1784.89 1874.02 1969.33 2065.91 2170.02 2233.97 2308.52
��
GRADE O15
246 **LANDSCAPE ARCHITECT II
003 ACCOUNTANT III
012 ARCHITECT II
026 ASSISTANT CHIEF SURVEYOR
106 CIVIL ENGINEER II
108 CIVIL ENGINEER II--WATER UTIL
129 CRZMINALIST II
129A ENVIRON HEAI,TH ADM ANALYST
110A HEALTH ANALYST
530A PUBLIC EDUCATION OFFICER - FIRE DEPT.
623A FLEET SERVICES COORDINATOR
119B HISTORIC PRESERVATION SPEC.
897 LANDSCAPE ARCHITECT II
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) �5) (6) l7) (8) (9)
12/30/00 1648.11 1714.97 1751.84 1869.38 1964.15 2061.39 2164.70 2231.55 2297.22
12/29/O1 1700.85 1769.85 1838.86 1929.20 2027.00 212'I.35 2233.97 2302.96 2379.03
GRADE 016
092A ADMIN ASSISTANT--FIRE DEPT
321A AF2TS DEVELOPMENT MANAGER
391A EDP DATABASE COORDINATOR
204A MANAGEMENT ANALYST
610A MANAGEMENT ASSISTANT IV
088A PHYSICAL FITNESS COORDINATOR
776 PROGRAM COORDINATOR
014A PROJECT MANAGER III
413A SELECTION & VAI,ZDATION SPEC
100B ADMIN ASST-DEPT OF I-IUMAN RGHTS
12/30/00 1697.96 1766.05 1835.33 1927.71 2023.75 2124.59 2231.55 2297.22 2364.05
12/29/Ol 1752.29 1822.56 1894.06 1989.40 2088.51 2192.58 2302.96 2370.73 2448.24
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GRADE 017
389A CHILD CARE COORDINATOR
517A PHYSICIAN ASSISTAN'P
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1749.01 1818.32 1891.21 1983.64 2062.03 2187.81 2297.22 2367.69 2438.20
12/29/O1 1804.98 1876.51 1951.73 2047.12 2148.65 2257.82 2370.73 2443_46 2525.03
GRADE 018
081A EPIDEMIOLOGIST
379A LIBRARIAN III
611A WATER QUALITY SPECIALIST ZIS
12/30/00 1801.31 1871.76 1945.94 2045.54 2146.49 2255.86 2367.69 2439.39 2507.47
12/29/Ol 1858.95 1931.66 2008.21 2111.00 2215.18 2328.05 2443.46 2517.45 2596.77
GRADE 019
280A FIIIMPN RIGHTS PROGRAM ANALYST
803A LIBRARY INFORMATION RES. COOR
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
/30/00 1855.97 1928.88 2004.23 2105.15 2210.87 2321.49 2439.39 2508.65 2584.00
/29/Ol 1915.36 1990.60 2068.37 2172.51 2261.62 2395.78 2517.45 2588.93 2676.02
GRADE 020
013 ARCHITECT III
591 CITY PLP.NNER IV
107 CIVIL ENGINEER III
109 CIVIL ENGINEER III--WATER UTIL
889 ECONOMIC DEVLMT SPECIALIST IV
117A ECONOMIC PLPS7NER
454A EDP DATABASE ADMINISTRATOR
186A EDP SYSTEMS ANALYST III
160 ELECTRICAL ENGINEER III
533A FIRE PROTECTION ENGINEER
830 GRANTS MPSTAGER
251 LZBR.ARIAN III
395 RESEARCH ANALYST IV
444 STRUCTURAL ENGINEER
898 LPSTDSCAPE ARCHITECT III
12/30/00 1910.72 1987.23 2066.26 2169.58 2277.74 2391.96 2511.12 2585.26 2661.82
12/29/O1 1971.86 2050.82 2132.38 2239.01 2350.63 2468.50 2591.48 2667.99 2756.61
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GRADE 20T
709A IS INFO/TECH ANALYST V
711A IS SYSTEMS CONSULTANT II
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 1910.72 1987.23 2066.26 2117.93 2169.58 2223.65 2277.74 2334.85 2391.96
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2451.55 2511.12 2585.26 2661.82
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) IS) (6) (7) (8) (9)
12f29f01 1971.86 2Q50.82 2132.38 2185.70 2239.�1 2294.81 2350.63 2409.57 2468.50
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2530.00 2591.48 2667.99 2756.61
GRADE 021
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
� /30/00 1966.58 2046.80 2127.05 2234.00 2345.83 2464.90 2585.26 2663.01 2742.03
/29/Ol 2029.51 2112.30 2195.12 2305.49 2420.90 2543.78 2667.99 2748.23 2839.67
GRADE 022
879 PROJECT MANAGER IV
294A PROJECT MANAGER IV--PITBLIC WKS
660A GIS SYSTEMS DEVELOPER
12/30/00 2026.15 2106.36 2191.45 2300.82 2416.31 2536.61 2663.01 2743.26 2823.47
12/29/O1 2090.99 2173.76 2261.58 2374.45 2493.63 2617.78 2748.23 2831.04 2924.02
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GRADE 22T
712A IS SYSTEMS CONSULTANT I22
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2026.15 2106.36 2191.45 2267.88 2300_82 2358.57 2416.31 2476.46 2536.61
4.5-yx' S-yr 10-yr 15-yr
(10) (11) (12) (13)
2599.81 2663.01 2743.26 2823.47
Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/29/O1 2090.99 2173.76 2261.58 2340.45 2374.45 2434.04 2493.63 2555.71 2617.78
4.5-yr 5-yr 10-yr 15-yr
(10) (11) (12) (13)
2683.00 2748.23 2831.04 2924.02
GRADE 023
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2088.17 2170.79 2258.62 2370.11 2487.20 2614.44 2743.26 2827.12 2909.77
•/29/O1 2154.99 2240.26 2330.90 2445.95 2566.79 2698.10 2831.04 2917.59 3013.39
GRADE 024 ,
12/30/00 2148.92 2235.18 2323 93 2441.80 2563.36 2690.99 2827.12 2909.77 2993.63
12/29/O1 2217.69 2306.71 2398.30 2519.94 2645.39 2777.10 2917.59 3002.88 3100.24
GRADE 025
A B C D E E G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2213.29 2304.47 2395.63 2514.76 2638.69 2771.22 2909.77 2995.47 3084.79
12/29/O1 2284.12 2378.21 2472.29 2595.23 2723.13 2859.90 3002.88 3094.42 3194.64
GRADE 026
12/30/00 2281.40 2371.31 2468.55 2567.67 2720.19 2856.28 2998.47 3088.46 3177.17
12/29/01 2354.40 2447.19 2547.54 2670.48 2807.24 2947.68 3094.42 3187.29 3290.32
GRADE 027
12/30/00 2348.24 2443.05 2540.28 2667.89 2800.36 2941.37 3068.46 3179.60 3273.15
•/29/O1 2423.38 2521.23 2621.57 2753.26 2889.97 3035.49 3187.29 3281.35 3389.71
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� GRADE 028
� /30/00 2419.95 2515.98 2616.89 2748.13 2886.66 3027.71 3179.60 3276.81 3371.65
/29/O1 2497.39 2596.49 2700.63 2836.07 2979.03 3124.60 3281.35 3381.67 3491.72
GRADE 029
12/30/00 2492.84 2591.29 2695.65 2829 55 2970.53 3121.23 3276.81 3374.07 3472.47
12J29/01 2572.61 2674.21 2782.12 2920.10 3065.59 3221.11 3381.67 3482.04 3596.13
GRADE 030
12/30/00 2567.04 2670.33 2777 27 2914.67 3059.25 3213.67 3374.07 3472.47 3578.24
12/29/Ol 2649.19 2755.78 2866.14 3007.94 3157.15 3316.51 3482.04 3583.59 3705.66
GRP.DE 031
12/30/00 2644.81 2749.28 2859 92 3003.34 3152.85 3309.63 3474.91 3579.46 3683.45
12/29/O1 2729.A4 2837.26 2951.44 3099.45 3253.74 3415.54 3586.11 3694.00 3814.32
GRADE 032
12/30/00 2723.84 2830.74 2943 82 3093.29 3247.65 3410.51 3579.46 3687.66 3793.40
12/29/O1 2811.00 2921.32 3038.02 3192.28 3351.57 3519.65 3694.00 3805.67 3928.49
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GRADE 033
12/30/00 2805.20 2902.47 3032 55 3185.67 3344.87 3513.83 3687.66 3798.27 3908.86
12/29/Ol 2894.97 2995.35 3129.59 3287.61 3451.91 3626.27 3805.67 3919.81 4048.06
GRADE 03A
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 2889.11 3003.34 3123.69 3281.67 3445.76 3617.14 3798.27 3911.32 4028.00
12/29/O1 2981.56 3099.45 3223.65 3386.66 3556.02 3732.89 3919.81 4036.48 4171.45
GRADE 035
12/30/00 2976.61 3094.56 3218.49 3381.38 3547.86 3725.35 3911.32 4030.41 4147.11
12/29/O1 3071.86 3193.59 3321.48 3489.58 3661.39 3844.56 4036.48 4159.38 4294.80
GRADE 036
12/30/00 3066.55 3186.89 3314.49 3479 83 3654.83 3838.37 4029.17 4149.56 4269.64
•/29/Ol 3164.68 3288.87 3420.55 3591.18 3771.78 3961.20 4158.10 4282.35 4421.89
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� /30/00 3155.30 3282.88 3414.17 3584 33 3763.01 3952.61 4149.56 4274.72 4398.66
/29/O1 3256.27 3387.93 3523.42 3699.03 3583.43 4079.09 4282.35 4411.51 4555.31
GRADE 038
12/30/00 3253.78 3382.54 3517 46 3692.51 3877.25 4070.50 4274.72 4403.51 4529.91
12/29/O1 3357.90 3490.78 3630.02 3810.67 4001.32 4200.76 4411.51 4544.42 4691.23
GRADE 039
12/30/00 3348.53 3482.23 3622 13 3803 15 3992.74 4194.48 4403.51 4533.62 4667.29
12/29/Ol 3455.68 3593.66 3738.04 3924.85 4120.51 4328.70 4544.42 4678.70 4833.50
GRADE 040
12/30/00 3448.25 3587.95 3731 44 3918.58 4114.28 4317.26 4536.03 4679.49 4807.09
12/29/O1 3558.59 3702.76 3850.85 4043.97 4245.94 4455.41 4681.18 4829.23 4978.28
GRADE 041
12/30/00 3551.53 3693.69 3842 02 4035.27 4235.79 4447.30 4669.77 4817.98 4949.28
12/29/O1 3665.18 3811.89 3964.96 4164.40 4371.34 4589.61 4819.20 4972.16 5125.54
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GRADE 042
12/30/00 3660.34 3805.54 3958 67 4154.39 4362.21 4579.81 4809.53 4962.62 5098.74
12/29/Ol 3777.47 3927.32 4085.35 4287.33 4501.80 4726.36 4963.43 5121.42 5280.32
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A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9)
12/30/00 3767.89 3919.80 4075.45 4260.77 4493.50 4718.33 4955.33 5112.17 5251.92
12/29f�1 3888.46 4�45.23 4205.86 4417.75 4637.29 4864.32 5113.90 5275.76 5448.98
GRADE 044
12/30/00 3880.94 4037.71 4198.12 4408.43 4629.64 4861.76 5103.62 5265.29 5409.88
12/29/01 4005.13 4166.92 4332.46 4549.50 4777.79 5017.34 5266.94 5433.78 5602_54
GRADE 045
12/30/00 3996.40 4156.'76 4325.74 4540.86 4767.01 5004.86 5255.56 5422.09 5571.58
•/29/O1 4124.28 4289.78 4464.16 4686.17 4919.55 5165.02 5423.74 5595.60 5769.99
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A-10
Appendig B
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MEMORANDUM OF AGREEMENT BETWEEN
THE CITY OF SAINT PAUL
AND
PROFESSIONAL EMPLOYEES ASSOCIATION
���3��
This agreement is entered into by and between the City of Saint Paul (City) and Professional Employees
Association (Union) to mutually agree to amend the coliective bargaining agreement language regarding Kay
Wittgenstein's employment at the Department of Health.
The parties aa ee that, due to Ms. Wittgenstein's unique position as the oniy Social Worker at the Department of
Health who is still a City employee, the following provisions for on call pay have been arranged:
When Ms. Wittgenstein is working with the FORCE program, she shall receive $3/hour for on call time
and $25/hour if actually called to work. It is understood that this payment anangement specifically
supercedes and replaces the overtime provisions of the collective bazgaining agreement with respect to
this employee and her work with the FORCE program.
The parties agree that this language is not precedential and sha11 only apply to Ms. Wittgenstein's work for the
Ramsey County FORCE program.
s language shall remain in force until Ms. Wittgenstein is no longer employed with the FORCE program or
til either party acts affirmafively to remove this language during collective bargaining, whichever comes first.
� � Date � 2.7 0 �
Ten Haltiner
Manager, Labor Relations O�ce
City of St Paul
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v� Date �3 �
teve Roy
President, PEA
;v ��kv W /x°'r Date 3 � i�p�
Mike Wiide
Business Representative/Legal Counsel, PEA
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