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01-383Council File # Ol— 3t3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Refened To Committee Date 2 0 Green Sheet # 106835 � RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and Local Union #2508 (Clerical), District Council No. 14 of the American Federation of State, County and Municipal Employees AFL-CIO. Requested by Deparhnent of: of Labor Relations Form App ved by ttorney ' B � ✓✓'��`'�=�tiJ„Sor Adopted by Council: Date �,��5� � Approved by Mayor for Submission to Council _.� ,l Adoption Certified by Council Secretary B: �''��M�{ '��Z� `"° BY' �� (/� Approved by Mayor: Date ___�� By: �\ DEPARTMENT/OFFICE/COUNCII.: DATE INITIATED GREEN SHEET No.:106835 st`1� LABOR RELATIONS Apri19, 2001 CONTACf PERSON & PHONE: � ATE INITInLrDATE JULIE KRAUS 266-6513 pgSIGN i Dsrnx�rn�rrr nm a c��rr cocnacu. NUhIBER 2 CTl'Y ATTORNEY CITY CLERK MUSI BE ON COUNCII, AGEIVDA BY (DATE) FOR BS7DGEf DIIL � FIN_ & MGT. SERVICE DIR. ROUTA`G 3 MAYOR (OR ASST.) ORDER TOTAL # OF SIGNATURE PAGES_I (CLIP AI.I, LOCATIONS FOR SIGNAT[1RE) ncr[ox xEQuesrEn: This resolution approves the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and the Local Union 2508 (Clerical), District Counci114 of the American Federation of State, County and Municipal Employees, AFL CIO. RECOMIvfENDA1TONS: Approve (A) or Reject (R) PERSONAI. SERVICE CON712AGTS MUST ANSWER TIIE FOLLOWIIVG QUESTIONS: _PLANNING COMMISSION _CIVIL SERVICE COMMISSION I. Has this person/fum ever worked under a contract for ihis depaztrnent? _CIB WMA9TTEE Yes No STAFF 2. Has ihis penoNSrtn ever bern a ciTy employee? DISTRICT COURT Yes No SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/fiIm possess a skitl not nolmally possessed by any curzent ciTy employee? Yes No � Eaplain aIl yes aoswers on separate sheet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, What, Wheo, Where, Why): Current agreement expired December 31, 2000. anv,�xACES � wrrxovEn. An agreement in place through December 31, 2002. This agreement has been ratified by the union members. _ �,��,'��s , e-,,,c��i€.at �� . . DISADVANTAGES IF APPROVED: � c � �S � None �°� `� � � �� DISADVANTAGES IF NOT APPROVED: °' No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACTYON: $ , COSTlAEVENUE BUDGETED: FUNDING SOURCE: ACTIViTY NUMBER: FINANCIe1L INFORD7ATION: (EXPLAIl� ATTACHMENT TO TI� GREEN SHEET o�-ag3 LOCAL UNiON 2508 DISTRICT COUNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COUNTY AND NICJNICIPAL EMPLOYEES, AFL-CIO Below is a siuiunary of the changes in the Collective Bazgaining Agreement between the City and the Local Union 2508, Distdct Council 14 of the American Federation of State, CounTy and Municipal Empioyees, AFL-CIO. Durafion: January 1, 2001 through December 31, 2002. Wages: 2001: 2.725°l0* 2002: 3.0% Health Insurance: The insurance contribution increases follow the same pattern as previously negotiated agreements with other bargaining units and/or as found in the mediator's proposal with regard to Single insurance in 2002. (monthly rates) 2001 Single: $211.62 + first $40 of any increase (which was $18.22) = 229.84 Family: $406.02 plus $2.90* plus the increase in single insurance up to $40.00 (which was $18.22) = 427.74 2002 - first half of the year Single: $229.84 + first $40 of any increase and 50% of the increase over $40. 2002 - second half of the year Singie: $229.84 + full amount of 2002 premium increase 2002 - all year Family: The 2001 family contribution plus 60% of the family premium increase for 2002 up to $60.00. If the increase exceeds $100 the City will pay 40% of the excess increase. * The Union reduced the across-the-boazd wage increase in the year 2001, by 0.025% in order to receive an extra $2.90/month on family, prior to the pattern language. Agreement on the Health Insurance article also included the signing of a renewed commitment by both parties to work together on the Health Insurance Labor Management Committee. Agreed to decrease the years of service required for employees receiving a disability pension. Agreed to prohibit the addition of new dependents (beyond those of record at the time of retirement) to the retiree's health insurance plan at City expense after retirement. Employees will no longer be charged for participating in the Flexible Spending Account. o�-�r3 Attachment to the Crreen Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 2 Deferred Compensation: Agreed to a$75/yeaz deferred compensation match, begimuug in 2002 for all eligible employees with twenty or more yeazs of service at the beginning of the yeaz. Eliminafion of ISD#625 time for purposes of length of service: For employees who are hired/transfer to the City after 3/31/O1, any time spent working for the School District will not count towazd their length of service for either retiree insurance or severance pay. Mileage: Agreement to convene a Labor Management Committee on mileage, upon Union request, in 2002. Reclassification: Agreed to a rewrite of the language regazding reclassification requests. The rewrite includes additional deadlines for the completion of job studies by managers/supervisors, as well as the Office of Human Resources. Uniform Allowances: Agreed to increase the size of each uniform allowance on the first day of each year of the contract by the same percentage amount as the general increase. This agreement was made, in part, in exchange for the City having control over the rp ocess for the payment of uniform allowances. Safety Shoes: Agreed to pay $75/calendar year towazd the purchase of one pair of safety shoes for eligible employees (this represents an increase of $35/eligible employee). Holidavs• Agreed to a change in the process for holiday eligibility determinafion. This change will make the administration of holidays easier for Payroll staff. Agreed that empioyees at the Library will swap the Day after Thanksgiving holiday for a Christmas Eve Day holiday to better serve the public at the request of the Library Labor/Management Committee. Other language changes: Other language changes (inclusion of MOUs on On Call pay and Golf uniforms, rewrites of portions of the insurance and uniform allowance articles, elimination of redundant artic2es, and reordering of articles) are of a housekeeping nature for clarification and clean up. Attachment to the Green Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 3 Costs: 2001 2002 Wages Health Insurance Increased uniform costs Addl Family insurance Deferred Compensation Total: $ $437,500 $ 80,460 $ 2,377 $ 4,385 $ $524,722 $481,700 $ actuals unl�own at this time $ - $ - 7 695 $489,395 + insurance costs O�•��'� 4 _ a�-�8� � 2001- 2002 AGI2EEMENT � � BETR'EEN � � � � ' � � � - - �� " . � � - �° � � TI�E_ CITI' �-(3F SAIl�T PAUL" _ � � _ � � � � : � �� ; � _ � - � � _ - � � � � �tD . �_ �, �� - � �, � � , ;� .. �,OCAL UN�QlY 2508 � .� _ � _� � . � �� DIST�ZICT��Ul�T�I�.� 14 � : - � �. _ - OF THE'A�ElbICAN FEDERATION OF:STATE, ;. _ - � COUl�TY AND lYICTNTCIPAI, EM�LOYEES; AFL-CIO. - �.. � - � : � � � � � IM �I�J ARTICLE • TITLE c9l 3g3 PAGE Preamble............................................................. ii 1 Recognition ............................................................1 2 Check Off ..............................................................2 3 Hoiusof Work ..........................................................3 4 Work Breaks ...........................................................4 5 Holidays ...............................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ............................................................8 8 Residence .................••------.....................................9 9 Vacation --• ............................................................ 10 Insuzance ..............................................................9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 13 Bulletin Boazds ........................................................15 14 Wages ................................................................16 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 16 LeavesofAbsence ......................................................17 � Military Leave of Absence ................................................19 Management Rights .....................................................19 19 Seniority ..............................................................i9 20 Discipline .............................................................21 21 Vacancies .............................................................22 22 No Strike-No Lockout ...................................................22 23 Severance Pay ...................................:.....................23 24 Temporary Employees ...................................................25 25 Nondiscrimination ......................................................26 26 LegalServices .........................................................26 27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 28 Safery ................................................................27 29 Uniform Reimbursement .................................................27 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 31 Termsof Agreement ....................................................28 AppendixA ......................................................... AI Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C 1 • i PREAMBLE 0�-38 3 . This agreement entered into by the City of Saint Paul, hereinafter referred to as the Empioyer, and Local Union 2508 affiliated with Counci114 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. � �� L� ii o I -3s�3 ARTICLE 1 - RECOGNITION �1 The Emplo}�er recognizes the Union as the sole and exclusive bazgaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Secrion 1.2 below. 1.2 The bargaining unit covered by this agreement shall consist of the following: All office. clerical, and administrarive personnel who aze employed by the City of Saint Paul or who ha��e their "terms and conditions of employment" established by the goveming body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per yeaz, in the classifications of: Accounting Clerk I Accounting Cierk II Animal Control Officer Asst. Supv. of Water Biiling Building Permit Clerk Cashier � Chief Meter Reader Clerical Supervisor Clerical Trainee Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-StenographerII Clerk-StenographerIII Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Entry Operator I Data Entry Operator II Duplicating Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant IS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-time License Clerk LIEP Help Desk Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Pazk Concession Supervisor Park Guide Pazking Enforcement Officer Pazking Enforcement Officer -- Police Pazking Meter Collector I Pazking Meter Collector II *Pazking Meter Monitor Payroll Audit Clerk Payroll Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Properiy Clerk Refectory Attendant Employment Testing Coordinator Fire Properry Clerk � Human Resources Records Clerk IS Systems Support Speciatist I ARTICLE 1 - RECOGNITION (Continued) Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Trainee (Storehouse) Treasury Clerk Vehicle Maintenance Clerk Water Billing Supervisor Zoo Keeper i Swimming Pool Supervisor -- Oxford Pool Technical Trainee 1.3 Any present or future empioyee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the eamings of the empioyee and transmit the same to the Union. In no instance shall the required wntribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shail remain operative only so long as specifically provided by Minnesota law, and as othercvise legal. 1.4 The Union agrees to indemnify and hoid hazmless the Employer against any and all clauns, sui� 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 Section 13 of this Article. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a represeniative ai the Unioa�and�-�e� aggreg�te ded�ctioas� �af atl e�ptoyees� shal�l •be� re�reitte3 � together with an itemized statement to the representative by the fust of the succeeding monYh after such deductions aze made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold harmless the Employer 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. 2 l.� o� 3�3 ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/<) consecutive hours per day, excluding • a forty-five (45) minute lunch period, 15 (fifteen) minutes of wluch shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three-fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shali be computed on the basis of 1/80th of the biweekly rate. 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on all department builetin boards at all times. It is also understood that deviation from posted work � schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement with the Employer, work schedules other than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 33. Overtime compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standazds Act. 3.9 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 mutualiy agreed upon by the Employer and the employees invoived. Vacation, holiday and sick leave benefits for employees w•ho share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this agreement. In the event that one of the employees participating in the shazed position is terminated ar terminates employment, the Employer shall post the job sharing 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. 3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. � 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 Ai least fourteen (14) calendaz days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regazding the need for the progosed chang� and the possibility of other alternatives. It is also understood that deviation from such notice shall be permissibie due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among empioyees. Volunteers must be able to perform the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differenfial of five percent (5 %) for the entire shift. To any employee who works on a shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., but less than five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duries, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standard hour shift for all continuous hours � worked during the snow emergency. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - A11 employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 42 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting time, he/she shall be enfitied to the rest penod"tfiat occ g" `d fialf sTii'ft. "° '' ius'�dunn"' saz' �_� � � � ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving* ChrisUnas Day Two floating holidays � � Dl-3 8'3 ARTICLE 5 - HOLIDAYS (Continued) Eligible employees shall receive pay for each of the holidays listed above on which they perform � no work. VJhenever any of the holidays listed above falls on a Saturday, the holiday shall be obserned on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shali be observed on the succeeding Monday. For employees assigned to a work week other than Monday through Friday, the holiday shail be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 53 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. T`he amount of holiday time earned shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). Paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notw�ithstanding Section 53, a temporary employee shail be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligibie for any floating holidays. � 5.�. *For all employees assigned to the Library, the Day After Thanksgiving shall be considered a normal work day and Christmas Eve 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 (PEA, SPSO, AFSCME 1842) negotiate corresponding language. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewazds selected in accordance with Union rules and regulations as the grievance representatives of the bazgaining unit. The Ilnion shall notify the Empioyer in writing of the names of the stewazds and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employees' duties and responsibilities. The stewazd 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 wouid not be detrimental to the work programs of the Employer. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 63 The procedure estabiished by this Article shall be the sole and exclusive procedure for the � processing of grievances, which aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under appiicable Veterans' statutes. 6.4 Grievances shall be resolved in conformance with the following procedure: Step 1- Upon the occurrence of an alleged violation of this agreement, the employee involved (with or without the steward) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and refened to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the ageement violated, and relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) work days of the first occunence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Stewazd and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within seven (7) work days following this meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) work days following receijs of the Employer's answer shall be considered waived. Step 3- Within seven (7) work days following receipt of a grievance referred from Step 2, a designated Empioyer supervisor shall meet with the Union Business Manager or his/her designated representative, the Employee and the Stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Employer shall reply in writing to the Union stating the Employer's answer concerning the gievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any � �grie�ancenotreferredin�wt�i�rcg�b�y��he�F3�errr•t�'�S�iep�4�wifih�m�seveII�•(�'�)�w�kdays€o3lau�ng receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The azbitration proceedings shall be conducted by an azbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union caanoY muYt2ally agree to $ve (5) arbitrators for the permanent panel, the parties will petition the Director of the Bureau of Mediation Services for a list of ten (10) azbitrators 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 o� (1) name remains. Vacancies occurring on the permanent panel during the life of this agreeme . shall be filled by mutual agreement of the parties. C''. ol 3�3 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) • 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 effective_ only for the daration of this aereement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration 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. 6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. The azbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shalt 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. The azbitrator's decision shail be submitted in writing within thirty {30) days foliowing close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shail be based solely on the azbitrator's interpretation or application of the e�cpress terms of this agreement and to the facts of the grievance presented. The decision of the azbitrator shail be final and binding on the Employer, the Union, and the empioyees. 6.6 The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the � Employer and the Union, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievartce procedure of ttus contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for azbitration under the Civil Service Rules. If an issue is detertnined by the provisions of the Civil Service Rules it shall not again be submitted for azbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Section 3.9 of this agreement. 6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section sha11 not be grievabie. LJ 7 ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and emgloyees � for the use of their own automobiles in the perforxnance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type i- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shail be reimbutsed at the rate of $4.00 per day for each day the employee's vehicie is actually used in performing the duties of the employee's position. In addition, the empioyee 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 Departrnent 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 shalt be reimbursed $020 per mile for each mile actuaily driven. If such employee is required to drive an automobile during employment and the Deparhnent � Head or designated representative deternunes that an Employer vehicle is available for the employee s use, but the employee desires to use hislher 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. This Section 7.2 shall become effective February l, 1994. 73 The City will provide pazking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz a��ailable for City business. Such parking will be provided only for the days the employee is u r her own personal caz available. . . . _, req ired to have his o L 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement. Such rules and regulations shall contain the requirement that recipients shail file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and shall 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 properry 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. 7.5 Labor Management Committee. As part ofnegotiafion of the 2001-2002 collective bazgaining agreement, the parties to this contract agreed to convene a labor-management committee to discuss issues related to mileage reimbursement. This committee wilt be convened in 2002 � upon the request ofthe Union. T'his azticle 7.5 shall expire 12/31/02 unless affirniatively renewed by the parties. f:3 b�-3 � � � � � � � ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. ARTICLE 9 - VACATION 9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service i st year thru 4th yeaz Sth yeaz thru 9th yeaz l Oth yeaz thru 15th yeaz l bth yeaz thru 23rd yeaz 24th year and thereafter � L�? Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) The Head of the Deparcment may permit an employee to carry over up to one hundred and t��enty (120) hours of vacation into the following "vacation yeaz." For the purpose of this article the "vacation year" shall be the fiscal yeaz (IRS payroll reporting yeaz). The above provisions of vacation shall be subject to the Saint Paul Salary Pian and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as aze provided by the Employer at the time of execution of this agreement. 10.? Effective for the January, 2001 insurance premiums, for each eligibie employee covered by this agreement who is employed full-time and who selects singie employee health insurance coverage provided by the Employer, the Employer agrees to contribute $211.62 [amount of 2000 single premium� per month plus any increase in the 2001 single health insurance premium up to $40.00 per month. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the Employer wiIl contribute 50% of the amount over forty ($40.00) dollars. [For 2001, because the increase to the single premium is $18.22/month, the City continues to pay 100% of the single premium]. E ARTICLE 10 - INSURANCE (Continued) For each eligible full-time employee who selects family health insurance coverage, the Employ w�ill contribute $406.62 [amount of 2000 family premium] per month plus $2.90 plus an amoun� equal to the 2001 single health insurance premium increase up to for[y ($40.00) dollazs. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the Employer will contribute 50% of the amount over forty ($40.00} doIlazs. [For 2001, because the increase in the single premium is $18.22/month, the Employer's contribution to the family premium will be $427.74]. 10.3 The parties agree to the following arrangement for 2002 single insurance premiuxns with the explicit understanding that language agreed to for any time period during 2002 sets no precedent one way or another with regazd to 2003. The parties must renegotiate the method for determining the Employer contribution for 2003. If an agreement on the level of contribution for 2003 is not reached by the beginning of the 2003 insurance yeaz, the City will follow its standazd procedure for processing of the premiums until an agreement is reached (i.e. City follows language in effect on 12/31l02 until a successor agreement is reached): Effective for the January 1, 2002 - June 3Q 2002 insurance premiums, for each eligible employee co�-ered 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 the 2001 contribution plus an increase up to foriy ($40.00) dollars per month. If the single health insurance premium increase for 2001 exceeds forty ($40.U0) per month, the Employer will contribute 50°to of the amount over forty ($40.00) dollazs. Effective for the July 1, 2002- December 31, 2002 insurance premiums, for each eligible � emplo}�ee covered by this agreement who is empioyed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 contribution plus an increase up to the full cost/month of the 2002 premium. For each eligible full-time employee who selects family health insurance 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 City will pay 40% of the excess increzse. ,_. , � ,., , If in either yeaz the number of plans increases, the increase will be based on ttte average premium. 10.4 For the purpose of this Article, full-time employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initiai enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period � preceding initial enrollment. 10 a� 383 ARTICLE 10 - INSURANCE (Continued) Half-time employment is defined as appearing on the payroll an average of at least 40 hours, but � less than 52 hours, per biweekly pay period for the rivelve (12) month period preceding the annual open enroilment or special enrollments or six (6) month period preceding initial enrollment. Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position afrer the commencement of the plan yeaz, shall be made eligible for the fuli-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanentIy appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz shall be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting empIoyee coverage in the same insurance plan. For each half-time employee who selects family health insurance coverage, tYte Employer will � contribute fifty percent (50%) of the amount contributed for full-time employees selecting family health insurance coverage in the same insurance plan. For each eligibie employee covered by this agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-tnne employees selecting employee coverage. For each three-quarter time emptoyee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-tune employees selecting family health insurance coverage. 10.6 Not��ithstanding Section 10.5, employees covered by this agreement and employed half-time prior to January l, 1986 shall receive the same health insurance contributions as full-time employees. This Section 10.6 applies only to employees who were employed half-time during the month of December, 1985 and shall continue to apply only as long as such employees remain continuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Plan. � 16.9 Any cost of any premium for any City offered employee or family insurance coverage in excess of the dollaz amounts stated in this Article 10 shall be paid by the employee. 11 ARTICLE 10 - INSURANCE (Continued) 10.10 The Empioyer will provide a system whereby the employee's contribution toward the premium for the employee selected heaith insurance coverages can be paid on a pre-taai basis while the � employee is receiving taxable income through the City payroll system. Employees covered by this agreement will 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. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Emgloyer. Retiree Insurance 10.12 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 10.13 through 10.16 below, towazd a health insurance plan offered by the Employer: 10.12(1) 10.12(2) Be receiving benefits from a public employee rerirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Aave completed at least 20 yeazs with the City of Saint Paul or 15 yeazs if � receiving a disabiliry pension, excluding years of service with Independent School District #625 for employees hired by or transferred to the City after Mazch 31, 2001. Early Retirees 10.13 This Section shall apply to full time employees who: 10.23(I j Retire oa or aiter 3anuary'1, 2996, and � �� 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and I O.li(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Emgloyer Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $350 per month toward the cost of single or family health insurance coverage. Any unused portion of the Employer's contabution shall not be paid to the retiree. When such early reriree attains age 65, the provisions of Section 10.15 will apply. � 12 01-3�3 � ARTICLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full time employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10.14(4) Meet the conditions of Section 10_12 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $300.00 per month towatd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 10.16 shall apply. � Regular Retirees (Age 65 and over) 10.1 � This Section shall apply to fuli time employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before December 31, 1995, and 10.15(3) Have attained age 65 at retirement, and 10.15(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance pian offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month towazd the premium for sinale or family health insurance coverage offered by the Employer to regulaz retirees and their dependents. Any unused portion of the Empioyer's contribution shall not be paid to the retiree. This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shall apply to full time employees who: 10.16(1) Retire on or after January 1, 1996, and 10.16(2) Were appointed on or afcer January 1, 2996, and ] 0.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maYimum of $300.00 per month toward the cost of single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion shall not be paid to the retiree. CJ This Section shall also apply to early retirees who retired under the provisions of Section 10.14 when such eazly retirees attain age 65. 13 ARTICLE 10 - INSURANCE (Continued) 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten � (10) years of service with the City, 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. 10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or CiTy employee and eligible for and is enrolled in the City health insurance program. 10.19 Survivor Insurance: 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 eazly 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 of: 10.19(1) Subsequent remamage of the surviving spouse of the deceased employee or retiree. � 10.19(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group prograni 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. 10.20 Additional dependants beyand those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. At't i YCi,�, i i- i�O�iiTG O�; i aF C�,t�SSI�I�ATI�N 11.1 The Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a year 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 assignxnent. For purposes of this Article, an out-of-class assigilinent 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 appointment to the higher classification. 14 OC-3�3 ARTICLE 11 - WORKING OUT OF CLASSIFICATION (Continued) 11.2 For the following classifications, the provisions of Section 11.1 shall not apply to perforxnance of � the duties of the next higher ciassification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I ZookeeperI ARTICLE 12 - DEFERRED COMPENSATION 12.1 Beginning January 1, 2002, employees who have completed twenty (20) years of service shall have a$75.00 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 12.2 The Employer will match contributions by the first paycheck closest to October 1 of the plan year. 12.3 Eligibility Requirements: A. Employees must have been in the Clerical bazgaining unit effec6ve 1/1 of the plan yeaz. � B. Qualifying yeazs of service (determined by date of hire) must have been attained by 1/1 of the plan year. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the pIan yeaz. D. Employees must have the full amount ($75.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of sepazation from this bazgaining unit, if such separation occurs before September 1) in order to receive the Employer match. E. Employees separated for cause from this bazgaining unit are specifically excluded from the Employer match program. ARTICLE 13 - BULLETIN BOARDS 13.1 The Employer shall provide reasonabie bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin boazd space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin boazd is subject to approval of the Deparcment Head. � 15 ARTICLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both par[ies agree that the inclusion of the classifications and salary ranges in Appendix "A" does no� preclude the Employer from the foilowing: l. Reorganizing 2. Abolishing classifications 3. Establishing new ciassifications 4. Regrading classifications 5. Reclassifying positions 14.2 Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. Individual employees may request an audit of their position whenever the nature of the work and/or responsibilities in their posirion have substantially changed. When an employee has submitted a fully completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shall have forty (40) calendaz days to complete their portion of the JAQ and forward it to the Office of Human Resources. The staff of the Office of Human Resources will complete the study within fifty (50) days after the fully completed job profile is submitted to Human Resources by the employee's supervisors. � If the employer fmds the employee has assutned a higher level of responsibility but does not want the employee working at that level on a permanent basis, the employer will present the employee with a written list of duties which the employee is expected to cease performing. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vac,ations and all other,general working, conditions shall, be maintained at not less than the highest minimum standazd set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of tY�e signing of this agreement, and the conditions of employment shall be improved wherever specific provisions for improvement aze made elsewhere in this agreement. � 16 bl-3g3 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application for a • leave of absence not to exceed one yeaz. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 162 Sick Leave - Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accutnulation is uniimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendaz days, the Employer shatt require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to return to his or her position. The Employer's requirement of a certificate under this section shall not be arbitrable. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave ��ith pay for such period of Ume as the Head of the Department deems necessary on account of sickness or injury of The employee, quazantine established by a public health enforcemenT a�ency, death of the empioyee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. � 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declazed by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise aliowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. Such teaaes of absence as are granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.5 Jury Duty - Employees who are required during regulaz working hours to appear in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regular pay while so engaged, provided that any fees that employees may receive &om the court for such services shall be paid to the City and be deposiYed with the City Finance Director. Employees scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appeaz in court as a juror or witness. 16.6 Funeral Leave - Any employee who has acctunulated sick leave credits, as provided in the Civil Service Rules, shail be granted one day of such leave to attend the funeral of the employee's �randparent or grandchild. � 16.7 An employee elected or appointed to a fuil time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive represeniaYive. 17 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.8 Maternity and Parental Leave - 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 certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shall be granted to a natural pazent or an adoptive parent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additionat riveive (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an eactension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who retum following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the empioyee's own illness or in}ury. This secuon applies only to personal sick leave benefits payable to the employee from the employer's general assets. For purposes of this section, "personal sick leave benefits" means time accrued and available to� an employee to be used as a result of absence from work due to personal illness or injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An empioyee shall be granted up to a total of sixteen (16) hours during a school yeaz to attend school conferences or classroom activifies related to the employee's_ child, provided the conferences or classroom activities cannot be scheduled during non-work hours. W�ien the_leave can�ot be, schg,�lul�d during �nqn-tuozk.hours�and.Lt+� need fo*..tl�e leave is � foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Bmployer. An employee shall be allowed to use vacation or compensatory time for this leave; otherwise, this leave shall be without pay. 16.1 I Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary 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, senioriry credits and maintain insurance eligibiIity as though he or she were on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. � � 41-38� ARTICLE 17 - MILITARY LEAVE OF ABSENCE 17.1 Pap Allowance - Any employee who shall be a member of the National Guard, the Naval Militia � or any other component of the militia of the State, now or hereafter organized or constituted under state or federal iaw, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tnne when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar yeaz and, furtl�er provided that such leave shall be allowed oniy in case the required military or naval service is satisfactorily performed, which shall be presumed unless ihe conYrary is established. Such leave shall not be allowed unless the employee (i) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of tune herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. ARTICLE 18 - MANAGEMENT RIGHTS . 18.1 The Union recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this agreement aze retained by the City. 18.2 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 overail budget, utilizaUon of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Senioriry, for the purpose of this agreement, shall be defined as fo2lows: The length of continuous, regulaz and probationary service with the Employer from the date an employee was first certified and appointed to a class titie covered by this agreement, it being further understood that seniority is confined to the current ciass assignment held by an employee. In cases where two or more employees aze appointed to the same class tifle on the same date, the senioriTy shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is dischazged. 193 In the event it is determined by the Empioyer that it is necessary to reduce the work force, . employees will be laid offby class title within each department based on inverse length of seniority as defined above. 19 ARTICLE 19 - SENIORITY (Continued) However, when layoff occurs in any of the titles listed below under Column A, layoff shall be � based on inverse length of total seniority in ali titles listed on the corresponding line under Column B. The Human Resources Department will identify such least senior employee in that tifle in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the tifles under Column B on which seniority was based, in any other City Departrnent, the Human Resources Department shall pIace the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such tides 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 City employee in such titles shall be the employee laid off: For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Accounting Machine Operator I Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Data Entry Operator I Column B Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenogapher I, Clerk-Stenographer II Data Entry Operator I, Data Entry Operator II � 19.4 employe sh n these hi e er hfles is to be redu �•ch as Clerk I, , , romotional senes, su III etc when the number o gh ' ced, employees who have held lower t�tles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class Gtle within any departrnent. 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the titie within the bazgaining unit to wlrich he/she was regulazly appointed immediately prior to his/lier curient tide, so long as there is either'a vacancy' or, if no vacancy e�usts, a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regulaz appointment to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formeriy held must safisfactorily complete a six-month • probationary period in such title. 20 �1-3�3 ARTICLE 19 - SENIORITY (Continued) If the probationary period is not satisfactory, the employee shall, at any tune during the • probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name wi;l be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Boazd of Education for Boazd of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Fducation employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions which they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 19.8 Employees assigned to these divisions in the police Department: Impound Lot, Properiy Room, Communication Center, and/or Records, shall be allowed to bid for work shifrs (i.e. midnights, days and afternoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 199 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by empioyees 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 minunize the elimination of positions. ARTICLE 20 - DISCIPLINE 20.1 The Empioyer will discipline employees for just cause only. Discipline will be in the form o£ 20.1(1) Oral reprimand; 20.1(2) Written reprimand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Dischazge 20.2 Suspensions, reductions and dischazges will be in written form. 203 Employees and the Union will receive copies of written reprimands and notices of suspension and dischazge. • 21 ARTICLE 20 - DISCIPLINE (Continued) 20.4 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any materiai piaced in the employee's personnel file, after first giving proper� notice to the supervisor in custody of such file. 20.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to, a meeting with the Employer representative who initiated the suspension wifh intent to discharge. During said five (5) working day period, the Employer may affirni, modify or withdraw the suspension and dischazge. 20.6 An employee to be questioned conceming an investigation of disciplinary action shall have the right to request that a Union representative be present. 20.7 Grievances relating to this Article shail be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bargaining Unit which is filed with tl�e O�ce of Human Resources or within any Ciry department shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. ARTICLE 21- VACANCIES 21.1 The Office of Human Resources will inform all departments that the department's timekeeper � shall post notices of all job vacancies in their degartment at least five days before submitting a requisition to the Office of Human Resources. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this agreement will engage in, encourage, sanction or support any strike, or the withhotding in whole or in part of the full,p„e;fp;R�ance o,f their d,uties during the life of ih�s,_agreement„except,,as, s�ecif cally allowed , by the Public Employment Labor Relations Act In the event of a violation of this Article, the Empioyer will warn empioyees of the consequences of their action and shall instruct them to inunediately return to their normal duties. Any empIoyee who fails to return to his/her duties within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing aufhorities during the tife of Yhis agreement. \J 22 bl-3Sr� � � ARTICLE 23 - SEVERANCE PAY 23.1 23.2 The Employer shall provide a severance pay program as set forth in this Article. To be eligible for the severance pay program, an employee must meet the following requirements: 23.2( I) The employee must be 58 yeazs of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily sepazated from City empioyment or have been subject to separation by lay-offor compuisory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 23.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the time of sepazation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) yeaz service requirement. Xeazs of service with ISD #625 will be excluded for employees hired by or transferred to the City of St. Paul after 3/31 /2001. 23.2(4) 23.2(5) The employee must file with the Director of Human Resources a waiver of re - employment which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City or with Independent School District No. 625. The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her sepazation from service. 233 If an empIoyee requests severance pay and if the employee meets fhe eligibility requirements set forth above, he or 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 sepazation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met a11 of the requirements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 For the purpose of this severance program, a transfer from the City of Saint Paui employment to � Independent School District No. 625 employment is not considered a sepazation of employment, and such transferee shall not be eligible for the City severance program. 23 ARTICLE 23 - SEVERANCE PAY (Continued) 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of Cit}� Ordinance No. 11490. � 23.8 This severance pay program shall be subjectto and govemed by the provisions of City Ordinance No. 11490, 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 conuol. 23.9 The provisions of this Article shall be effective as of December 24, 1983. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, sec6on 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article or the ordinance shall constitute a baz to receiving severance pay from the other. Any employee hired after December 31, 1983 shalk only be entitled to the benefiYS of this Article upon meeting the qualifications herein. 23.11 Sections 23.12 through 23.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. 23.12 The Employer shall provide a severance pay progratn as set forth in Sections 23.13 ihrough 23.20. 23.13 To be eligible for the severance pay program, an employee must meet the foilowing � requirements: � 23.13(1) The employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other discipiinary reason aze not eligible for the City severance pay program. 23.13(2) The employee must file with the D'uector of Human Resources a waiver of re- employment which will cleazly indicate that by requesting severance pay, the employee waives att' claims'to reinstaYemenY''o'r re=empio;�rienY�'�o�''�ii� typ'ej; v�*ith'fIiz'Crty'or ' with Independent School District No. 625. 23.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or 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 sepatation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service in the CiTy. • 24 �C-383 ARTICLE 23 - SEVERANCE PAY (Continued) Years of Sen�ice with the City Maximum Severance Pay � At Least 20 $ 5,000 2I 6,000 22 7,000 23 8,000 24 9,000 25 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met all of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. 23.16 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a sepazation of employment, and such transferee shall not be eligible for the City severance program. 23.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 2318 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. ll 490 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. 23.19 Notwithstanding Section 23.11, employees appointed prior to January l, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Section 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall constitute a bar to drawing severance pay vnder any other provision sei forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement shall not be eli�ible for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 24.1 It is recognized that temporary employees aze within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary empioyees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. � 25 ARTICLE 25 - NONDISCRIMINATION 25.1 The terxns and conditions of ttus agreement will be applied equally to employees without regard to, or discrimination for or against any individual because of race, color, creed, sex, age, �, disability, or because of inembership or non-membership in the Union. 25.2 Employees will perform their duties and responsibiIities in a nondiscriminatory manner as such duties and responsibilities involve other empioyees and the generat pubiic. 253 Any member of the bazgauring unit may file a grievance or discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmiess and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties. 26.2 Notwithstanding Section 26.1, 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 empioyee is the Plaintiff. ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE • 27.1 In the case of a serious illness or disability of a parent or household member, the Head of the Department 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 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forry (40) hours per incident to azrange for the caze of a seriously' i�l or d'isabled ctu'Id. "'' _ .� 27.2 The Head of the Departrnent or the Human Resources Director 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 Section 27.1 above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendar days he/she shall submit to the Head of the Department 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 calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and peri� of the person's sickness is submitted and approved by the Head of the Department and forwaz to the Human Resources O�ce. 26 Ol- 383 ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) 27.3 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 regulaziy scheduled time to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 27.4 An empioyee shall be paid under the provisions of this pazagraph only for the number of days or hours for which he/she would normaliy have been paid if he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and employees shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his/her work duties or responsibilities require such empioyee to be in a situation that violates state safety laws or legally promulgated standazds, the matter shall be immediately considered by the Employer. 28.2 For those employees required by the Employer to weaz safety shoes or boots, the Employer a�rees to contribute $75.00 per calendaz yeaz towazd the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that year. Employees may carry over up to a total of $150 far the purchase of shoes. Reimbursement shall be made only after investigation and approval by the immediate supervisor of the employees. 28.3(a) When the Employer establishes Labor/Management Safety Committees, the Union � will select its� own members to participate. 28.3(b) R'hen the Employer establishes Accident and Incident Review Boards, the Unions will not be required to participate. ARTICLE 29 - UNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shall increase on the first day of each year of the conuact by the same percentage amount as the general increase. 29.2 Employees working in the title of Animal Control Officer and who aze required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $360.00 per calendaz year. 293 Technical Trainees who aze required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $80.00 per calendaz yeaz. 29.4 Zoo Keeper IPs who are required to wear a specified uniform shall be reimbursed for uniform items purchased up to $350.00 per calendaz yeaz. 29.5 Pazking Enforcement Officers who aze required to weaz a specified uniform shall receive a one- � time uniform reimbursement for uniform items purchased up to $800.00. 27 ARTICLE 29 - IJNIFORM REIMBURSEMENT (Continued) 29.6 Meter Readers who are required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $184.44 per calendar yeaz. � 29.7 Maintenance Trainees shall receive a clothing reimbursement of $259.45 per yeaz. 29.8 The Employer shall provide each employee in the title of Park Concession Supervisor, Refectory Supervisor and Refectory Attendant who is required to wear a specified uniform with four (4} uniforms for full-time employees and two (2) uniforms for part-time employees. The uniform will consist of either a shirt or sweatshirt selected by the Employer. 29.9 Employees in the above sections of this article will be required to weaz the uniform while on duty and w�ill be responsible for the caze and upkeep of their uniforms. 29.10 The Employer shall deternune the process for the reimbursement of uniform items purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special Employment" titles recognized by the Bureau of Mediation Services as being appropriately included in this bargaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. ARTICLE 31 - TERMS OF AGREEMENT � 311 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resuited in this agreement, each had the unlimited right and opporiunity to make requests and proposals with respect to any subject or matter not removed by law &om the area of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to`auy'snbject or rriatter'referied f'o or covered in'tTus agreemenf. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. . F�3 % 01-3ss3 u ARTICLE 31 - TERMS OF AGREEMENT (Continued) 31.3 Terxn of Agreement - This agreement shall be in full force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from yeaz to year thereafter unless either pariy sha11 notify the other in writing that it desires to modify or teiviinate this agreement. In witness whereof, the parties have caused this agreement to be executed this� day of April, 2001. (The date was handwrittett in the original signature copy.) 31.4 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 and the City Council, and is also subject to ratification by Local Union No. 2508. �1. �/ Y I I � 1 �.` � .y � f .� FOR THE CITY � � Kathexine L. Meg �� Director of Labor elario s LOCAL UNION NO. 2508, DISTRICT COUNCIL NO. 14 OF THE ANIERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO -� ��" 1 Kurt Errickson Business Representative � j q/o l lg r- J�Y�;y,e,,, Yli � � 6 t $ob Steiner President � 29 6�-3 �'3 APPENDIX A BIWEEKLY RATES • Salary ranges applicable to titles covered by this Agreement shall be as shown below: Effective January 1, 2001 (closest pay period) 2.725% increase Effective January 1, 2002 (closest pay period) 3% increase GRPDE OlA 526A MODIFIED DUTY WORKER CLERICAL (SAL.ARY STEPS CREATED AS NEEDED - SSTLE USED ONLY UPON INSTRUCTIONS FROM - WORKER'S COMP) GRADE 001 A B C D E F 10-yr. 15-yr. 20-yr_ 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 669.38 689.39 711.51 738.93 761.07 784.24 802.13 829.20 841.25 853.31 12/29/O1 689.46 710.07 732.86 761.10 783.90 807.77 826.19 854.08 866.49 878.91 GRADE 002 /30/00 683.76 704.17 727.34 748.42 774.76 800.04 815.85 646.47 660.46 872.54 2/29/O1 704.29 725.30 749.16 770.67 798.00 824.04 840.33 873.92 866.29 898.72 GRADE 003 12/30/00 696.77 715.75 741.03 765.27 792.70 815.85 835,90 864.48 876.52 888.60 12/29/O1 717.67 737.22 763.26 788.23 816.46 840.33 860.98 890.41 902.82 915.26 GRP.DE 004 12/30/00 707.32 730.51 752.48 780.03 806.39 835.90 851.70 862.67 894.71 906.76 12/29/O1 728.54 752.43 775.05 803.43 830.58 660.98 877.25 909.15 921.55 933.96 GRADE 04U 318 REFECTORY ATTENDANP A (1) 12/30/00 9.42 �/29/O1 9.70 r� GRP.DE 005 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. • (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 719.97 744.17 769.51 797.96 624.33 849.59 868.55 896.54 908.60 920.66 12/29/OS 741.57 766.50 792.60 821.90 849.06 875.08 894.61 923.44 935.86 948.28 GRADE 006 12/30/00 734.72 760.01 784.24 809.50 638.00 668.55 883.30 915.8I 927.84 939.91 12/29/O1 756.76 782.61 807.77 833.'I9 863_14 694.61 909.80 943.28 955.68 968.11 GRADE 06U 972 LIBRARY AIDE A (1) 12/30/00 9.16 12/29/Ol 9.43 B (2) 9.50 9.79 C (3) 9.80 10.09 D E (4) (5) 10.13 10.48 10.43 10.79 GRPDE 007 804 CLERZCAL TRAINEE 242 LABORATORY HELPER 083A MAINTENANCE TRAINEE 807 TRAINEE(STOREHOUSE) � 12/30/00 748.42 774.76 600.04 828.52 856.97 889.62 906.53 940_45 952_50 964.52 12/29/O1 770.87 798.00 824.04 853.38 862.66 916.31 933.73 968.66 981.08 993.46 GRADE 008 084A COUNSELOR AIDE TRAINEE A A, TNF'R 067A TECHNICAL TRAINEE 12/30/00 765.27 792.70 815.85 844.33 876.97 906.53 926.54 960.75 972.81 984.66 12/29/O1 788.23 816.48 840.33 869.66 903.26 933.73 954.34 989.57 1001.99 1014.41 C� �.d� • GRADE 009 111 CLERK Z 585A LIERARY CLERK �PART TIME) 972A LIERPRY CLERX (PART TIME) 111M MODIFIED DUTY WORKER-CLERZCAL 46- ��3 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 780.03 806.39 835.90 863.30 895.95 926.54 946.56 9$3.61 995.87 1007.92 12/29/Ol 803.43 830.58 860.98 889.20 922.83 954.34 974.96 1013.32 1025.75 1038.16 GRADE O10 100 SERVSCE WORKER SS 12/30/00 797.96 824.33 849.59 880.17 908.61 942.33 966.13 1006.90 1016.96 1031.02 12/29/O1 821.90 849.06 875.08 906.58 935.87 970.60 997.17 1037.11 1049.53 1061.95 GRADE O11 121 CLERK-TYPIST I 314M MODIFIED DTTfY WORKER-CLERICAL 314 PARK GUIDE 22/30/00 809.50 838.00 869.55 898.06 930.70 968.13 992.02 1028.85 1040.89 1052.93 12/29/O1 833.79 863.14 694.61 925.00 956.62 997.17 1021.76 1059.72 1072.12 1084.52 � GRADE O15 12/30/00 880.17 909.61 942.33 981.77 1021.59 1069.97 1094.56 1139.65 1151.72 1163.75 �/29/O1 906.58 935.87 970,60 1011.22 1052.24 1102.07 1127.40 1173.84 1166.27 1198.66 GRADE 012 579 DATA ENTRY OPERATOR 2 12/30/00 828.52 656.97 869.62 921.24 954.45 992.02 1013.64 1054.83 1066.66 1078.92 12/29/O1 853.38 682.68 916.31 948.88 983.06 1021.78 1044.05 1086.47 1098.87 1111.29 GR.ADE 013 155 DUPL EQUIP OPR TRAINEE 12/30/00 844.33 876.97 906.53 939.16 976.07 1016.18 1040.46 1087.23 1099.28 1111.34 12/29/Ol 869.66 903.26 933.73 967.33 1005.35 1046.73 1071.69 1119.85 1132.26 1144.68 GRADE 014 Z2/30/00 863.30 895.95 926.54 962.41 997.68 1039.25 1069.97 1110.99 1123.02 1135.09 12/29/Ol 689.20 922.63 954.34 991.28 1027.61 1070.43 1102.07 1144.32 1156.71 1169.14 r� GRADE 016 112 CLERK II 118 CLERK-STENOGRAPFIER I 112M MODIFIED DUTY WORKER-CLERICAL 329A STOREROOM ASSISTANT A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. tl) t2) (3) I4) (5) (6) (7) t8) (9) (10) I.2/30f00 900.19 933.89 969.28 1QQ6.78 1050_29 1094.56 1122.79 1172.08 1184.15 1196.19 12/29/Ol 927.20 961.91 998.36 1036.98 1081.80 1127.4Q 1156.47 1207.24 1219.67 2232.D8 GRADE 017 511 *PARKING METER MONITOR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER 12f30f00 921.29 954.45 992.02 1030,72 1076.13 1124.10 1157.24 1203.26 1215.32 1227.38 12/29/Ol 948.88 983.08 1021.78 1061.64 1108.41 1157.82 1191.96 1239.36 1251.78 1264.20 GRADE 018 122 CLERY.-TYPIST II 480A CLERK-TYPIST II (BILINGUAL) 391 REGISTRATION CL RRK � 12/30/00 939.16 971.60 1018.16 1060.15 1104.39 1154.76 1184.28 1234.49 1246.54 1258.59� 12/29/O1 967.33 1000.75 1048.73 1091.95 1137.52 1169.40 1219.81 1271.52 1283.94 1296.35 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 12j30j00 962.41 997.68 1039.25 1085.94 1133.91 1184.28 1216.25 1265.67 1277.72 1289.77 12/29/O1 991.28 1027.61 1070.43 1118.52 1167.93 1219.81 1252.74 I303_64 13�16.0,5"1326.46 GRFIDE �2� 970 FIRE PROPERTY CLERK 12/30/00 982.90 IO29.86 1071.16 1116.69 1165.82 1217.46 1250.65 1303.09 1315.14 1327.29 12/29/O1 1012.39 1060.76 1103.29 1150.19 1200.79 1253.96 1288.17 1342.18 1354.59 1367.01 u �OQ� �J GRADE 021 119 CLERK-STENOGRAPHER 22 176A COMPUTER OPERATIONS ASST--LIB 142A REFECTORY SUPERVISOR O1-383 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. . (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1006.78 1050.29 1094.56 1142.51 1195.31 1246.98 1281.40 1335.54 1347.61 1359.67 12/29/O1 1036.98 1081.80 112'I.40 1176.79 1231.17 1284.39 1319.84 1375.61 1386.04 1400.46 GRP.DE 022 580 DATA ENTRY OPERATOR II 681 PROPERTY CLERK 438 STORES CLERK 12/30/00 1030.72 1076.13 1124.10 1179.37 1230.97 1285.07 1320.73 1376.70 1388.78 1400.81 12/29/O1 1061.64 1108.41 1157.82 1214.75 1267.90 1323.62 1360.35 1418.00 1430.44 1442,83 GRADE 22P 12/30/00 1061.32 1109.28 1158.46 1206.40 1262.92 1333.00 1388.32 1481.51 1493.56 1505.62 12/29/O1 1093.16 1142.56 1193.21 1242.59 1300.81 1372.99 1429.97 1525,96 1536.37 1550.79 � GRADE_023 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMMING POOL SUP--OXFORD POOL 12/30/00 1060.15 1104.39 1154.76 1205.20 1260,51 1313.34 1350.21 1405.39 1417.43 1429.49 12/29/O1 1091.95 1137.52 1189.40 1241.36 1298.33 1352,74 1390.72 1447.55 1459.95 1472.37 GRADE 024 004 ACCOUNTING CLERK II 123 CLERK-TYPIST IZI 374A EDP AIDE 570A LEGAL CLERK-TYPIST 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 12/30/00 1088.39 1137.55 1185.49 1239.57 1297.38 1352.68 I390.75 1449.06 1461.11 1473.15 12/29/O1 1121,04 1171.68 1221.05 1276.76 1336.30 1393_26 1432.47 1492.53 1504.94 1517.34 n LJ �:� GRADE 025 044 ASSISTANT SUPV OF WTR BILLING 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE REP 156 DUPL EQUIP OPERATOR 147B RISK MGMT CLERK • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4� (51 (6) (7J (8) (9) (10) 12/30/00 1115.46 1163.38 1216.25 1269.11 1323.16 1382.19 1421.49 1481.51 1493.56 1505.62 (11) (12) **** 1540.47 A B C D E F 10-yr 15-yr 20-yr 25-yr 12/29/O1 1148.92 1198.28 1252.74 1307.18 1362.85 1423.66 1464.13 1525.96 1538.37 1550.79 (11) (12) **** 1586.68 GRADE 25T 700A IS SYSTEMS SUPPORT SPEC I Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1115.46 1163.38 1216.25 1242.67 1269.11 1296.14 1323.16 1352.67 1382.19 1421.49 15-yr 2o-yr 25-yr � (11) (12) (13) 1481.51 1493.56 1505.62 Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3_5-yr 4-yr 10-yr 12/29/O1 1148.92 1198.28 1252.74 1279.95 1307.18 1335.02 1362.85 1393.25 1423.66 1464.13 15-yr 20-yr 25-yr (11) (12) (13) 1525.96 1538.37 1550.79 GR21DE 026 166 COMPUTER OPERATOR 320 PARKING METER COLLECTOR II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1146.20 1197.74 1250.65 1307.19 1366.19 1426.41 1464.53 1527.70 1539.76 1551.79 12f29/01 1180.59 1233.67 1288_17 1346_41 1407.18 1469.20 1508.47 1573.53 1585_95 1596.34 GRI�DE 027 12/30/00 1146.20 1201.47 1255.60 1313.34 1376.03 1438.72 1480.45 1543.90 1555.96 1568.� 12/29/01 1180.59 1237.51 1293.27 1352.74 1417.31 1481.87 1524.86 1590.22 1602.64 1615. . � Ol-3�'� • GRP.DE 028 434 CASHIER 433M MODIFIED DUTY WORKER-CLERI 433 STOREKEEPER A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1179.37 1230.97 1265.07 1346.50 1405.52 1470.67 1511.24 1581.32 1593.38 1605.42 12/29/Ol 1214.75 1267.90 1323.62 1386.90 1447.69 1514.79 1556.58 1628.76 1641_18 1653.58 GRP.DE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (B) (9) (10) 12/30/00 1179.37 1230.97 1265.07 1315.79 1346.50 1376.00 1405.52 1438_11 1470.67 1511.24 15-yr 20-yr 25-yr (11) (12) (13) 1581.32 1593.38 1605.42 Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/29/O1 1214.75 1267.90 1323.62 1355.26 1366.90 1417.28 1447.69 1481.25 1514.79 1556.58 15-yr 20-yr 25-yr (11) (12) (13) � 1628.76 1641.18 1653.58 GRADE 029 045A CLERK ZV 423A PAYROLL CLERK 129B ZOO KEEPER A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) I7) (B) (9) (10) 12/30/00 1207.62 1266.64 1323.16 1387.13 1449.79 1516.59 1561.65 1627.47 1639.51 1651.58 12/29/O1 1243.85 1304.64 1362.85 1428.74 1493.28 1564.15 1608.50 1676.29 16B8.70 1701.13 GRADE 030 203A ANIMAL CONTROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 12/30/00 1243.32 1298.62 1357.55 1425.21 1490.33 1559.21 1602.20 1672.41 1684.45 1696.51 12/29/Ol 1280.62 1337.58 1398.28 1467.97 1535.04 1605.99 1650.27 1722.58 1734.98 1747.41 � J r•� GRADE 031 073 BUILD PERMIT CLERK 070 CHSEF METER READER 541A AUMAN RESOIIRCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) IS) (6) (7) (8) (9) (10) 12/30/00 1276.44 1333.00 1395.70 1459.63 1529.68 1600.98 1646.41 1714.83 1726.87 1738.94 12/29/O1 1314.73 1372.99 1437.57 1503.42 1575.57 1649.01 1695.80 1766.27 1778_68 1791.11 GRADE 032 150A PROCURII��NT SPECIALIST 249A SECRETARY (STENOGRAPHER) 431A SENIOR COMPUTER OPERATOR 541 STOREROOM SUPERVISOR 202A TELECONIMUNICATOR 12J30J00 1312.06 1374.78 1436.26 1503.88 1573.94 1647.70 1695.62 1769.71 1781.78 1743.80 12/29/O1 1351.44 1416.02 1479.35 1549.00 1621.16 1697.13 1746.49 1822.80 1835.23 1847.61 GRADE 033 382A C[JSTOMER SERVICE SENIOR REP � 157 DUPL EQUIP OPR SUPERVISOR 136M MODIFZED DUTY WORKER-CLER2 305A PAYROLL SYSTEM SUPERVISOR 664A SENIOR ANIMAL CONTROL OFFICER 136A VEHICLE MAINT CLERK 12/3�/00 1347.74 1412.91 1478.07 1545.64 1618.19 1645.62 1743.55 1818.35 183�.38 1842.44 12/29/O1 1388.17 1455.30 1522.41 1592.01 1666.74 1746.49 1795.86 1872.90 1885.29 1697.71 r �� ,�. �, �� ,GR,ADE 03�3 �� ,,__.��. ,��._„�. �.�.,..��- ,:- � ��_,,...�.��..-,.:_ .. � 506 CLERICAL SUPERVISOR 12/30/00 1387.13 1449.79 1516.59 1587.47 1662.41 1743.55 1791.47 1869.52 1861.53 1893.64 12j29/O1 1428.74 1493.28 1564.Z5 1635.09 1712.28 1795.86 1845_21 1925.61 1937.98 1950.45 GRADE 035 12/30/00 1425.21 1490.33 1559.21 1634.19 1710.37 1791.47 1841.89 1924.44 1936.49 1946.54 12/29/O1 1467.97 1535.04 1605.99 1683.22 1761.68 1645.21 1897.15 1982.17 1994.58 2007.00 • �.��j D!- 3 g3 GRADE 036 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1464.53 1534.61 1603.41 1680.86 1762.03 1643.13 1897.21 1960.55 1992.61 2004.64 12/29/O1 1508.47 1560.65 1651.51 1731,29 1814.69 1898.42 1954.13 2039.97 2052.39 2064.78 GRADE 037 473 WATER BSLLING SUPERVSSOR 12/30/00 1505.11 1576.40 1648.93 1726.38 1608.69 1695.99 1948.78 2034.22 2046.28 2058.34 12/29/O1 1550.26 1623.69 1698.40 1778.17 1862.95 1952.87 2007.24 2095.25 2107.67 2120.09 GRADE 37A 276A EMPLOYI�NT TESTING COORDINATOR 12/30/00 1504.73 1576.56 1647.13 1726.46 1809.69 1929.84 1971.33 2054.61 2066.10 2077.57 12/29/O1 1549.87 1623.86 1696.54 1778.27 1663.96 1967.74 2030.47 2116.25 2126.08 2139.90 GRADE 038 12/30/00 1549.36 1619.38 1696.82 1776.75 1859.12 1948.78 2004.15 2090.33 2102.37 2114.43 �2/29/O1 1595.84 1667.96 1747.72 1830.05 1914.89 2007.24 2064.27 2153.04 2165.44 2177.86 GRADE 039 12/30/00 1593.58 1666.14 1744.78 1628.38 1913.18 2004.15 2059.44 2150.23 2162.30 2174.32 12/29/O1 1641.39 1716.12 1797.12 1863.23 1970.58 2064.27 2121.22 2214.74 2227.17 2239.55 GRADE 040 12/30/00 1640.34 1716.53 1795.23 1878.74 1969.75 2065.59 2122.20 2216.36 2228.43 2240.47 12/29/O1 1689.55 1768.03 1849.09 1935.10 2028.84 2127.56 2185.87 2262.85 2295.28 2307.68 GRADE 041 12/30/00 1684.56 1763.24 1848.06 1932.84 2025.04 2112.45 2163.62 2282.47 2294.53 2306.61 12/29/O1 1735.10 1816.14 1903.50 1990.83 2085.79 2175.82 2249.13 2350.94 2363.37 2375.81 GRFIDE 042 12/30/00 1731.26 1813.62 1899.68 1989.40 2082.79 2183.62 2248.75 2344.66 2356.91 2366.96 12/29/O1 1783.20 1868.03 1956.67 2049.08 2145.27 2249.13 2316.21 2415.21 2427.62 2440.03 • � GRADE 043 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr . (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1782.87 1865.25 1952.50 2043.47 2141.81 2247.50 2309.03 2409.73 2421.77 2433.83 12/29/O1 1836.36 1921.21 2011.06 2104.77 2206.06 2314.93 2376.30 2462.02 2494_42 2506.84 GRADE 044 12/30/00 1832.08 1920.54 2010.29 2108.65 2205.72 2310.20 2377.80 2482.09 2494.15 2506.22 12/29/O1 1887.D4 1978.16 207D.60 2171.91 2271.89 2379.51 2449.13 2556.55 2568.97 2581.41 GR}1DE 045 12/30/00 1882.47 1972.19 2066.83 2163.91 2269.64 2379.08 2447.85 2559.46 2571.48 2563_55 12/29/O1 1938.94 2031.36 2128.83 2228.83 2337.73 2450.45 2521.29 2636.24 2648.62 2661.06 GRADE 046 12/30/00 1938.91 2031.36 2128.80 2226.83 2337.73 2450.44 2521.28 2636.24 2648_29 2660.31 12/29/O1 1997.08 2092.30 2192.66 2295.69 2407.86 2523.95 2596.92 2715.33 2727.74 2740.12 � GRADE 047 12/30/00 1997.11 2092.31 2192.70 2295.68 2407.84 2523.96 2596.93 2715.32 2727.39 2739.42 12/29/O1 2057.02 2155.08 2258.48 2364.55 2480.08 2599.68 2674.84 2796.78 2809.21 2621.60 GRADE 048 �12/30/00 2057.00�2155.06 2258.49 2364.60 2480.08 2599.67 2674.�84 2796.�80 2808.83 282�0.9 0 12/29/O1 2116.71 2219.71 2326.24 2435.54 2554.48 2677.66 2755.09 2880.70 2893.09 2905.53 GR1�1L)E 049 12/30/00 2118.71 2219.73 2326.22 2435.50 2554.49 2677.70 2755.07 2880.69 2892.73 2904.80 12/29/Ol 2182.27 2286.32 2396.01 2508.57 2631.12 2758.03 2837.72 2967.11 2979.51 2991.94 GRADE O50 12/30/00 2182.27 2286.30 2396.00 2508.59 2631.13 2758.03 2837.71 2967.10 2979.14 2991.� 12/29/O1 2247.74 2354.89 2467.68 2583.85 2710.06 2840.77 2922.64 3056.11 3068.51 3080. A-10 0l-3� 3 APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY � MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL and AFSCME CLERICAL AND TECI�IICAL IJNITS This agreement is entered into by and between the Ciry of Saint Paul, Division of Information Services and the AFSCME Clerical and Technical bargaining units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and are subsequently requested to resolve a critical information system problem, sha11 be granted two hours xninimum compensation either in compensatory time or pay for their efforts per incident. An incident shall begin when the telephone or page is answered and end when the problem is either resolved or further efForts are deemed futile. This means multiple calls regazding the same problem are considered one incident. 2. If the IS empioyee is represented by the AFSCME Clerical or Technical bargaining unit and resolution of the problem takes less than one and one half hours, the employee will be paid straight time for the two hour minimum. If the resolution of the problem takes more than one and one half hours, then the overtime provisions of the contract will apply. The City and the Union agree that this language is experimental and shali not extend beyond the term of tl�is Agreement unless botk parties act affirmatively to renew or modify this clause in bargaining for the � next contract. CITY OF SAINT PAUL �� /� a at erine L. Megarry, ` � � Labor Relations Dire or � LOCAL LTNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. I4 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MiJNICIPAL EMPLOYEES LEGAL �„�— �,._.--'� �� ld� Kurt Errickson, Business Agent l�„�t- �.`�;..L., wl ��l o t Robert Steiner, President, Loca12508 C/ --�4�-+� V � �e�.� Robin Madsen, President, Local 1842 : O!-3g� APPENDIX C- COMMITMENT TO LMCHI �'his letter confinns that the parties entered into the 2001-2002 ageement with the following intentions and expectations regazding the health insurance issues that face the City: The rising cost of health insurance is an issue of vital importance to both the City and its employees. The responsibility to contain these costs fa11s jointly on the City, its Unions and the employees. The City's Joint Labor-Management Committee on Aealth Insurance (LMCHI) is a longstanding forum that has successfully resolved issues of joint concern in the past. The parties to this letter believe the LMCHI is a forum that must continue to be supported. By signing this letter, the parties hereby renew their commitxnent to work in good faith on the LMCHI and support the bylaws of the committee which encourages the Administration of the City to seek a consensus recommendation from all the Unions prior to making any changes in plan design. CITY OF SAINT PAUL � � � �r �� l atherine L. Megarry� abor Relations Direc or LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND Iv1IJNICIPAL EMPLOYEES LEGAL �'�-- � �i�� Kurt Errickson, Business Agent �� '"� � �!�(u�b � T rry Haltiner Labor Relations Manager Mgmt Co-Chair' of LMCHI . , _. � Ron Gu��oile Risk Manager ' - ` �. _ _. � R„�,� �„ K!l �Jct Robert Steiner, President, Loca12508 �� Robin Madsen, President, Local 1842 C1 Council File # Ol— 3t3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Refened To Committee Date 2 0 Green Sheet # 106835 � RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and Local Union #2508 (Clerical), District Council No. 14 of the American Federation of State, County and Municipal Employees AFL-CIO. Requested by Deparhnent of: of Labor Relations Form App ved by ttorney ' B � ✓✓'��`'�=�tiJ„Sor Adopted by Council: Date �,��5� � Approved by Mayor for Submission to Council _.� ,l Adoption Certified by Council Secretary B: �''��M�{ '��Z� `"° BY' �� (/� Approved by Mayor: Date ___�� By: �\ DEPARTMENT/OFFICE/COUNCII.: DATE INITIATED GREEN SHEET No.:106835 st`1� LABOR RELATIONS Apri19, 2001 CONTACf PERSON & PHONE: � ATE INITInLrDATE JULIE KRAUS 266-6513 pgSIGN i Dsrnx�rn�rrr nm a c��rr cocnacu. NUhIBER 2 CTl'Y ATTORNEY CITY CLERK MUSI BE ON COUNCII, AGEIVDA BY (DATE) FOR BS7DGEf DIIL � FIN_ & MGT. SERVICE DIR. ROUTA`G 3 MAYOR (OR ASST.) ORDER TOTAL # OF SIGNATURE PAGES_I (CLIP AI.I, LOCATIONS FOR SIGNAT[1RE) ncr[ox xEQuesrEn: This resolution approves the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and the Local Union 2508 (Clerical), District Counci114 of the American Federation of State, County and Municipal Employees, AFL CIO. RECOMIvfENDA1TONS: Approve (A) or Reject (R) PERSONAI. SERVICE CON712AGTS MUST ANSWER TIIE FOLLOWIIVG QUESTIONS: _PLANNING COMMISSION _CIVIL SERVICE COMMISSION I. Has this person/fum ever worked under a contract for ihis depaztrnent? _CIB WMA9TTEE Yes No STAFF 2. Has ihis penoNSrtn ever bern a ciTy employee? DISTRICT COURT Yes No SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/fiIm possess a skitl not nolmally possessed by any curzent ciTy employee? Yes No � Eaplain aIl yes aoswers on separate sheet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, What, Wheo, Where, Why): Current agreement expired December 31, 2000. anv,�xACES � wrrxovEn. An agreement in place through December 31, 2002. This agreement has been ratified by the union members. _ �,��,'��s , e-,,,c��i€.at �� . . DISADVANTAGES IF APPROVED: � c � �S � None �°� `� � � �� DISADVANTAGES IF NOT APPROVED: °' No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACTYON: $ , COSTlAEVENUE BUDGETED: FUNDING SOURCE: ACTIViTY NUMBER: FINANCIe1L INFORD7ATION: (EXPLAIl� ATTACHMENT TO TI� GREEN SHEET o�-ag3 LOCAL UNiON 2508 DISTRICT COUNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COUNTY AND NICJNICIPAL EMPLOYEES, AFL-CIO Below is a siuiunary of the changes in the Collective Bazgaining Agreement between the City and the Local Union 2508, Distdct Council 14 of the American Federation of State, CounTy and Municipal Empioyees, AFL-CIO. Durafion: January 1, 2001 through December 31, 2002. Wages: 2001: 2.725°l0* 2002: 3.0% Health Insurance: The insurance contribution increases follow the same pattern as previously negotiated agreements with other bargaining units and/or as found in the mediator's proposal with regard to Single insurance in 2002. (monthly rates) 2001 Single: $211.62 + first $40 of any increase (which was $18.22) = 229.84 Family: $406.02 plus $2.90* plus the increase in single insurance up to $40.00 (which was $18.22) = 427.74 2002 - first half of the year Single: $229.84 + first $40 of any increase and 50% of the increase over $40. 2002 - second half of the year Singie: $229.84 + full amount of 2002 premium increase 2002 - all year Family: The 2001 family contribution plus 60% of the family premium increase for 2002 up to $60.00. If the increase exceeds $100 the City will pay 40% of the excess increase. * The Union reduced the across-the-boazd wage increase in the year 2001, by 0.025% in order to receive an extra $2.90/month on family, prior to the pattern language. Agreement on the Health Insurance article also included the signing of a renewed commitment by both parties to work together on the Health Insurance Labor Management Committee. Agreed to decrease the years of service required for employees receiving a disability pension. Agreed to prohibit the addition of new dependents (beyond those of record at the time of retirement) to the retiree's health insurance plan at City expense after retirement. Employees will no longer be charged for participating in the Flexible Spending Account. o�-�r3 Attachment to the Crreen Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 2 Deferred Compensation: Agreed to a$75/yeaz deferred compensation match, begimuug in 2002 for all eligible employees with twenty or more yeazs of service at the beginning of the yeaz. Eliminafion of ISD#625 time for purposes of length of service: For employees who are hired/transfer to the City after 3/31/O1, any time spent working for the School District will not count towazd their length of service for either retiree insurance or severance pay. Mileage: Agreement to convene a Labor Management Committee on mileage, upon Union request, in 2002. Reclassification: Agreed to a rewrite of the language regazding reclassification requests. The rewrite includes additional deadlines for the completion of job studies by managers/supervisors, as well as the Office of Human Resources. Uniform Allowances: Agreed to increase the size of each uniform allowance on the first day of each year of the contract by the same percentage amount as the general increase. This agreement was made, in part, in exchange for the City having control over the rp ocess for the payment of uniform allowances. Safety Shoes: Agreed to pay $75/calendar year towazd the purchase of one pair of safety shoes for eligible employees (this represents an increase of $35/eligible employee). Holidavs• Agreed to a change in the process for holiday eligibility determinafion. This change will make the administration of holidays easier for Payroll staff. Agreed that empioyees at the Library will swap the Day after Thanksgiving holiday for a Christmas Eve Day holiday to better serve the public at the request of the Library Labor/Management Committee. Other language changes: Other language changes (inclusion of MOUs on On Call pay and Golf uniforms, rewrites of portions of the insurance and uniform allowance articles, elimination of redundant artic2es, and reordering of articles) are of a housekeeping nature for clarification and clean up. Attachment to the Green Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 3 Costs: 2001 2002 Wages Health Insurance Increased uniform costs Addl Family insurance Deferred Compensation Total: $ $437,500 $ 80,460 $ 2,377 $ 4,385 $ $524,722 $481,700 $ actuals unl�own at this time $ - $ - 7 695 $489,395 + insurance costs O�•��'� 4 _ a�-�8� � 2001- 2002 AGI2EEMENT � � BETR'EEN � � � � ' � � � - - �� " . � � - �° � � TI�E_ CITI' �-(3F SAIl�T PAUL" _ � � _ � � � � : � �� ; � _ � - � � _ - � � � � �tD . �_ �, �� - � �, � � , ;� .. �,OCAL UN�QlY 2508 � .� _ � _� � . � �� DIST�ZICT��Ul�T�I�.� 14 � : - � �. _ - OF THE'A�ElbICAN FEDERATION OF:STATE, ;. _ - � COUl�TY AND lYICTNTCIPAI, EM�LOYEES; AFL-CIO. - �.. � - � : � � � � � IM �I�J ARTICLE • TITLE c9l 3g3 PAGE Preamble............................................................. ii 1 Recognition ............................................................1 2 Check Off ..............................................................2 3 Hoiusof Work ..........................................................3 4 Work Breaks ...........................................................4 5 Holidays ...............................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ............................................................8 8 Residence .................••------.....................................9 9 Vacation --• ............................................................ 10 Insuzance ..............................................................9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 13 Bulletin Boazds ........................................................15 14 Wages ................................................................16 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 16 LeavesofAbsence ......................................................17 � Military Leave of Absence ................................................19 Management Rights .....................................................19 19 Seniority ..............................................................i9 20 Discipline .............................................................21 21 Vacancies .............................................................22 22 No Strike-No Lockout ...................................................22 23 Severance Pay ...................................:.....................23 24 Temporary Employees ...................................................25 25 Nondiscrimination ......................................................26 26 LegalServices .........................................................26 27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 28 Safery ................................................................27 29 Uniform Reimbursement .................................................27 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 31 Termsof Agreement ....................................................28 AppendixA ......................................................... AI Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C 1 • i PREAMBLE 0�-38 3 . This agreement entered into by the City of Saint Paul, hereinafter referred to as the Empioyer, and Local Union 2508 affiliated with Counci114 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. � �� L� ii o I -3s�3 ARTICLE 1 - RECOGNITION �1 The Emplo}�er recognizes the Union as the sole and exclusive bazgaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Secrion 1.2 below. 1.2 The bargaining unit covered by this agreement shall consist of the following: All office. clerical, and administrarive personnel who aze employed by the City of Saint Paul or who ha��e their "terms and conditions of employment" established by the goveming body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per yeaz, in the classifications of: Accounting Clerk I Accounting Cierk II Animal Control Officer Asst. Supv. of Water Biiling Building Permit Clerk Cashier � Chief Meter Reader Clerical Supervisor Clerical Trainee Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-StenographerII Clerk-StenographerIII Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Entry Operator I Data Entry Operator II Duplicating Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant IS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-time License Clerk LIEP Help Desk Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Pazk Concession Supervisor Park Guide Pazking Enforcement Officer Pazking Enforcement Officer -- Police Pazking Meter Collector I Pazking Meter Collector II *Pazking Meter Monitor Payroll Audit Clerk Payroll Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Properiy Clerk Refectory Attendant Employment Testing Coordinator Fire Properry Clerk � Human Resources Records Clerk IS Systems Support Speciatist I ARTICLE 1 - RECOGNITION (Continued) Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Trainee (Storehouse) Treasury Clerk Vehicle Maintenance Clerk Water Billing Supervisor Zoo Keeper i Swimming Pool Supervisor -- Oxford Pool Technical Trainee 1.3 Any present or future empioyee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the eamings of the empioyee and transmit the same to the Union. In no instance shall the required wntribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shail remain operative only so long as specifically provided by Minnesota law, and as othercvise legal. 1.4 The Union agrees to indemnify and hoid hazmless the Employer against any and all clauns, sui� 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 Section 13 of this Article. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a represeniative ai the Unioa�and�-�e� aggreg�te ded�ctioas� �af atl e�ptoyees� shal�l •be� re�reitte3 � together with an itemized statement to the representative by the fust of the succeeding monYh after such deductions aze made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold harmless the Employer 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. 2 l.� o� 3�3 ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/<) consecutive hours per day, excluding • a forty-five (45) minute lunch period, 15 (fifteen) minutes of wluch shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three-fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shali be computed on the basis of 1/80th of the biweekly rate. 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on all department builetin boards at all times. It is also understood that deviation from posted work � schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement with the Employer, work schedules other than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 33. Overtime compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standazds Act. 3.9 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 mutualiy agreed upon by the Employer and the employees invoived. Vacation, holiday and sick leave benefits for employees w•ho share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this agreement. In the event that one of the employees participating in the shazed position is terminated ar terminates employment, the Employer shall post the job sharing 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. 3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. � 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 Ai least fourteen (14) calendaz days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regazding the need for the progosed chang� and the possibility of other alternatives. It is also understood that deviation from such notice shall be permissibie due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among empioyees. Volunteers must be able to perform the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differenfial of five percent (5 %) for the entire shift. To any employee who works on a shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., but less than five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duries, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standard hour shift for all continuous hours � worked during the snow emergency. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - A11 employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 42 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting time, he/she shall be enfitied to the rest penod"tfiat occ g" `d fialf sTii'ft. "° '' ius'�dunn"' saz' �_� � � � ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving* ChrisUnas Day Two floating holidays � � Dl-3 8'3 ARTICLE 5 - HOLIDAYS (Continued) Eligible employees shall receive pay for each of the holidays listed above on which they perform � no work. VJhenever any of the holidays listed above falls on a Saturday, the holiday shall be obserned on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shali be observed on the succeeding Monday. For employees assigned to a work week other than Monday through Friday, the holiday shail be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 53 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. T`he amount of holiday time earned shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). Paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notw�ithstanding Section 53, a temporary employee shail be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligibie for any floating holidays. � 5.�. *For all employees assigned to the Library, the Day After Thanksgiving shall be considered a normal work day and Christmas Eve 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 (PEA, SPSO, AFSCME 1842) negotiate corresponding language. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewazds selected in accordance with Union rules and regulations as the grievance representatives of the bazgaining unit. The Ilnion shall notify the Empioyer in writing of the names of the stewazds and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employees' duties and responsibilities. The stewazd 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 wouid not be detrimental to the work programs of the Employer. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 63 The procedure estabiished by this Article shall be the sole and exclusive procedure for the � processing of grievances, which aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under appiicable Veterans' statutes. 6.4 Grievances shall be resolved in conformance with the following procedure: Step 1- Upon the occurrence of an alleged violation of this agreement, the employee involved (with or without the steward) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and refened to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the ageement violated, and relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) work days of the first occunence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Stewazd and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within seven (7) work days following this meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) work days following receijs of the Employer's answer shall be considered waived. Step 3- Within seven (7) work days following receipt of a grievance referred from Step 2, a designated Empioyer supervisor shall meet with the Union Business Manager or his/her designated representative, the Employee and the Stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Employer shall reply in writing to the Union stating the Employer's answer concerning the gievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any � �grie�ancenotreferredin�wt�i�rcg�b�y��he�F3�errr•t�'�S�iep�4�wifih�m�seveII�•(�'�)�w�kdays€o3lau�ng receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The azbitration proceedings shall be conducted by an azbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union caanoY muYt2ally agree to $ve (5) arbitrators for the permanent panel, the parties will petition the Director of the Bureau of Mediation Services for a list of ten (10) azbitrators 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 o� (1) name remains. Vacancies occurring on the permanent panel during the life of this agreeme . shall be filled by mutual agreement of the parties. C''. ol 3�3 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) • 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 effective_ only for the daration of this aereement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration 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. 6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. The azbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shalt 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. The azbitrator's decision shail be submitted in writing within thirty {30) days foliowing close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shail be based solely on the azbitrator's interpretation or application of the e�cpress terms of this agreement and to the facts of the grievance presented. The decision of the azbitrator shail be final and binding on the Employer, the Union, and the empioyees. 6.6 The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the � Employer and the Union, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievartce procedure of ttus contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for azbitration under the Civil Service Rules. If an issue is detertnined by the provisions of the Civil Service Rules it shall not again be submitted for azbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Section 3.9 of this agreement. 6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section sha11 not be grievabie. LJ 7 ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and emgloyees � for the use of their own automobiles in the perforxnance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type i- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shail be reimbutsed at the rate of $4.00 per day for each day the employee's vehicie is actually used in performing the duties of the employee's position. In addition, the empioyee 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 Departrnent 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 shalt be reimbursed $020 per mile for each mile actuaily driven. If such employee is required to drive an automobile during employment and the Deparhnent � Head or designated representative deternunes that an Employer vehicle is available for the employee s use, but the employee desires to use hislher 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. This Section 7.2 shall become effective February l, 1994. 73 The City will provide pazking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz a��ailable for City business. Such parking will be provided only for the days the employee is u r her own personal caz available. . . . _, req ired to have his o L 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement. Such rules and regulations shall contain the requirement that recipients shail file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and shall 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 properry 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. 7.5 Labor Management Committee. As part ofnegotiafion of the 2001-2002 collective bazgaining agreement, the parties to this contract agreed to convene a labor-management committee to discuss issues related to mileage reimbursement. This committee wilt be convened in 2002 � upon the request ofthe Union. T'his azticle 7.5 shall expire 12/31/02 unless affirniatively renewed by the parties. f:3 b�-3 � � � � � � � ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. ARTICLE 9 - VACATION 9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service i st year thru 4th yeaz Sth yeaz thru 9th yeaz l Oth yeaz thru 15th yeaz l bth yeaz thru 23rd yeaz 24th year and thereafter � L�? Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) The Head of the Deparcment may permit an employee to carry over up to one hundred and t��enty (120) hours of vacation into the following "vacation yeaz." For the purpose of this article the "vacation year" shall be the fiscal yeaz (IRS payroll reporting yeaz). The above provisions of vacation shall be subject to the Saint Paul Salary Pian and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as aze provided by the Employer at the time of execution of this agreement. 10.? Effective for the January, 2001 insurance premiums, for each eligibie employee covered by this agreement who is employed full-time and who selects singie employee health insurance coverage provided by the Employer, the Employer agrees to contribute $211.62 [amount of 2000 single premium� per month plus any increase in the 2001 single health insurance premium up to $40.00 per month. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the Employer wiIl contribute 50% of the amount over forty ($40.00) dollars. [For 2001, because the increase to the single premium is $18.22/month, the City continues to pay 100% of the single premium]. E ARTICLE 10 - INSURANCE (Continued) For each eligible full-time employee who selects family health insurance coverage, the Employ w�ill contribute $406.62 [amount of 2000 family premium] per month plus $2.90 plus an amoun� equal to the 2001 single health insurance premium increase up to for[y ($40.00) dollazs. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the Employer will contribute 50% of the amount over forty ($40.00} doIlazs. [For 2001, because the increase in the single premium is $18.22/month, the Employer's contribution to the family premium will be $427.74]. 10.3 The parties agree to the following arrangement for 2002 single insurance premiuxns with the explicit understanding that language agreed to for any time period during 2002 sets no precedent one way or another with regazd to 2003. The parties must renegotiate the method for determining the Employer contribution for 2003. If an agreement on the level of contribution for 2003 is not reached by the beginning of the 2003 insurance yeaz, the City will follow its standazd procedure for processing of the premiums until an agreement is reached (i.e. City follows language in effect on 12/31l02 until a successor agreement is reached): Effective for the January 1, 2002 - June 3Q 2002 insurance premiums, for each eligible employee co�-ered 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 the 2001 contribution plus an increase up to foriy ($40.00) dollars per month. If the single health insurance premium increase for 2001 exceeds forty ($40.U0) per month, the Employer will contribute 50°to of the amount over forty ($40.00) dollazs. Effective for the July 1, 2002- December 31, 2002 insurance premiums, for each eligible � emplo}�ee covered by this agreement who is empioyed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 contribution plus an increase up to the full cost/month of the 2002 premium. For each eligible full-time employee who selects family health insurance 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 City will pay 40% of the excess increzse. ,_. , � ,., , If in either yeaz the number of plans increases, the increase will be based on ttte average premium. 10.4 For the purpose of this Article, full-time employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initiai enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period � preceding initial enrollment. 10 a� 383 ARTICLE 10 - INSURANCE (Continued) Half-time employment is defined as appearing on the payroll an average of at least 40 hours, but � less than 52 hours, per biweekly pay period for the rivelve (12) month period preceding the annual open enroilment or special enrollments or six (6) month period preceding initial enrollment. Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position afrer the commencement of the plan yeaz, shall be made eligible for the fuli-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanentIy appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz shall be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting empIoyee coverage in the same insurance plan. For each half-time employee who selects family health insurance coverage, tYte Employer will � contribute fifty percent (50%) of the amount contributed for full-time employees selecting family health insurance coverage in the same insurance plan. For each eligibie employee covered by this agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-tnne employees selecting employee coverage. For each three-quarter time emptoyee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-tune employees selecting family health insurance coverage. 10.6 Not��ithstanding Section 10.5, employees covered by this agreement and employed half-time prior to January l, 1986 shall receive the same health insurance contributions as full-time employees. This Section 10.6 applies only to employees who were employed half-time during the month of December, 1985 and shall continue to apply only as long as such employees remain continuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Plan. � 16.9 Any cost of any premium for any City offered employee or family insurance coverage in excess of the dollaz amounts stated in this Article 10 shall be paid by the employee. 11 ARTICLE 10 - INSURANCE (Continued) 10.10 The Empioyer will provide a system whereby the employee's contribution toward the premium for the employee selected heaith insurance coverages can be paid on a pre-taai basis while the � employee is receiving taxable income through the City payroll system. Employees covered by this agreement will 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. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Emgloyer. Retiree Insurance 10.12 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 10.13 through 10.16 below, towazd a health insurance plan offered by the Employer: 10.12(1) 10.12(2) Be receiving benefits from a public employee rerirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Aave completed at least 20 yeazs with the City of Saint Paul or 15 yeazs if � receiving a disabiliry pension, excluding years of service with Independent School District #625 for employees hired by or transferred to the City after Mazch 31, 2001. Early Retirees 10.13 This Section shall apply to full time employees who: 10.23(I j Retire oa or aiter 3anuary'1, 2996, and � �� 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and I O.li(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Emgloyer Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $350 per month toward the cost of single or family health insurance coverage. Any unused portion of the Employer's contabution shall not be paid to the retiree. When such early reriree attains age 65, the provisions of Section 10.15 will apply. � 12 01-3�3 � ARTICLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full time employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10.14(4) Meet the conditions of Section 10_12 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $300.00 per month towatd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 10.16 shall apply. � Regular Retirees (Age 65 and over) 10.1 � This Section shall apply to fuli time employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before December 31, 1995, and 10.15(3) Have attained age 65 at retirement, and 10.15(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance pian offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month towazd the premium for sinale or family health insurance coverage offered by the Employer to regulaz retirees and their dependents. Any unused portion of the Empioyer's contribution shall not be paid to the retiree. This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shall apply to full time employees who: 10.16(1) Retire on or after January 1, 1996, and 10.16(2) Were appointed on or afcer January 1, 2996, and ] 0.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maYimum of $300.00 per month toward the cost of single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion shall not be paid to the retiree. CJ This Section shall also apply to early retirees who retired under the provisions of Section 10.14 when such eazly retirees attain age 65. 13 ARTICLE 10 - INSURANCE (Continued) 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten � (10) years of service with the City, 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. 10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or CiTy employee and eligible for and is enrolled in the City health insurance program. 10.19 Survivor Insurance: 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 eazly 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 of: 10.19(1) Subsequent remamage of the surviving spouse of the deceased employee or retiree. � 10.19(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group prograni 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. 10.20 Additional dependants beyand those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. At't i YCi,�, i i- i�O�iiTG O�; i aF C�,t�SSI�I�ATI�N 11.1 The Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a year 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 assignxnent. For purposes of this Article, an out-of-class assigilinent 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 appointment to the higher classification. 14 OC-3�3 ARTICLE 11 - WORKING OUT OF CLASSIFICATION (Continued) 11.2 For the following classifications, the provisions of Section 11.1 shall not apply to perforxnance of � the duties of the next higher ciassification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I ZookeeperI ARTICLE 12 - DEFERRED COMPENSATION 12.1 Beginning January 1, 2002, employees who have completed twenty (20) years of service shall have a$75.00 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 12.2 The Employer will match contributions by the first paycheck closest to October 1 of the plan year. 12.3 Eligibility Requirements: A. Employees must have been in the Clerical bazgaining unit effec6ve 1/1 of the plan yeaz. � B. Qualifying yeazs of service (determined by date of hire) must have been attained by 1/1 of the plan year. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the pIan yeaz. D. Employees must have the full amount ($75.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of sepazation from this bazgaining unit, if such separation occurs before September 1) in order to receive the Employer match. E. Employees separated for cause from this bazgaining unit are specifically excluded from the Employer match program. ARTICLE 13 - BULLETIN BOARDS 13.1 The Employer shall provide reasonabie bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin boazd space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin boazd is subject to approval of the Deparcment Head. � 15 ARTICLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both par[ies agree that the inclusion of the classifications and salary ranges in Appendix "A" does no� preclude the Employer from the foilowing: l. Reorganizing 2. Abolishing classifications 3. Establishing new ciassifications 4. Regrading classifications 5. Reclassifying positions 14.2 Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. Individual employees may request an audit of their position whenever the nature of the work and/or responsibilities in their posirion have substantially changed. When an employee has submitted a fully completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shall have forty (40) calendaz days to complete their portion of the JAQ and forward it to the Office of Human Resources. The staff of the Office of Human Resources will complete the study within fifty (50) days after the fully completed job profile is submitted to Human Resources by the employee's supervisors. � If the employer fmds the employee has assutned a higher level of responsibility but does not want the employee working at that level on a permanent basis, the employer will present the employee with a written list of duties which the employee is expected to cease performing. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vac,ations and all other,general working, conditions shall, be maintained at not less than the highest minimum standazd set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of tY�e signing of this agreement, and the conditions of employment shall be improved wherever specific provisions for improvement aze made elsewhere in this agreement. � 16 bl-3g3 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application for a • leave of absence not to exceed one yeaz. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 162 Sick Leave - Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accutnulation is uniimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendaz days, the Employer shatt require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to return to his or her position. The Employer's requirement of a certificate under this section shall not be arbitrable. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave ��ith pay for such period of Ume as the Head of the Department deems necessary on account of sickness or injury of The employee, quazantine established by a public health enforcemenT a�ency, death of the empioyee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. � 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declazed by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise aliowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. Such teaaes of absence as are granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.5 Jury Duty - Employees who are required during regulaz working hours to appear in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regular pay while so engaged, provided that any fees that employees may receive &om the court for such services shall be paid to the City and be deposiYed with the City Finance Director. Employees scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appeaz in court as a juror or witness. 16.6 Funeral Leave - Any employee who has acctunulated sick leave credits, as provided in the Civil Service Rules, shail be granted one day of such leave to attend the funeral of the employee's �randparent or grandchild. � 16.7 An employee elected or appointed to a fuil time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive represeniaYive. 17 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.8 Maternity and Parental Leave - 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 certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shall be granted to a natural pazent or an adoptive parent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additionat riveive (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an eactension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who retum following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the empioyee's own illness or in}ury. This secuon applies only to personal sick leave benefits payable to the employee from the employer's general assets. For purposes of this section, "personal sick leave benefits" means time accrued and available to� an employee to be used as a result of absence from work due to personal illness or injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An empioyee shall be granted up to a total of sixteen (16) hours during a school yeaz to attend school conferences or classroom activifies related to the employee's_ child, provided the conferences or classroom activities cannot be scheduled during non-work hours. W�ien the_leave can�ot be, schg,�lul�d during �nqn-tuozk.hours�and.Lt+� need fo*..tl�e leave is � foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Bmployer. An employee shall be allowed to use vacation or compensatory time for this leave; otherwise, this leave shall be without pay. 16.1 I Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary 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, senioriry credits and maintain insurance eligibiIity as though he or she were on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. � � 41-38� ARTICLE 17 - MILITARY LEAVE OF ABSENCE 17.1 Pap Allowance - Any employee who shall be a member of the National Guard, the Naval Militia � or any other component of the militia of the State, now or hereafter organized or constituted under state or federal iaw, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tnne when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar yeaz and, furtl�er provided that such leave shall be allowed oniy in case the required military or naval service is satisfactorily performed, which shall be presumed unless ihe conYrary is established. Such leave shall not be allowed unless the employee (i) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of tune herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. ARTICLE 18 - MANAGEMENT RIGHTS . 18.1 The Union recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this agreement aze retained by the City. 18.2 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 overail budget, utilizaUon of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Senioriry, for the purpose of this agreement, shall be defined as fo2lows: The length of continuous, regulaz and probationary service with the Employer from the date an employee was first certified and appointed to a class titie covered by this agreement, it being further understood that seniority is confined to the current ciass assignment held by an employee. In cases where two or more employees aze appointed to the same class tifle on the same date, the senioriTy shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is dischazged. 193 In the event it is determined by the Empioyer that it is necessary to reduce the work force, . employees will be laid offby class title within each department based on inverse length of seniority as defined above. 19 ARTICLE 19 - SENIORITY (Continued) However, when layoff occurs in any of the titles listed below under Column A, layoff shall be � based on inverse length of total seniority in ali titles listed on the corresponding line under Column B. The Human Resources Department will identify such least senior employee in that tifle in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the tifles under Column B on which seniority was based, in any other City Departrnent, the Human Resources Department shall pIace the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such tides 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 City employee in such titles shall be the employee laid off: For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Accounting Machine Operator I Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Data Entry Operator I Column B Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenogapher I, Clerk-Stenographer II Data Entry Operator I, Data Entry Operator II � 19.4 employe sh n these hi e er hfles is to be redu �•ch as Clerk I, , , romotional senes, su III etc when the number o gh ' ced, employees who have held lower t�tles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class Gtle within any departrnent. 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the titie within the bazgaining unit to wlrich he/she was regulazly appointed immediately prior to his/lier curient tide, so long as there is either'a vacancy' or, if no vacancy e�usts, a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regulaz appointment to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formeriy held must safisfactorily complete a six-month • probationary period in such title. 20 �1-3�3 ARTICLE 19 - SENIORITY (Continued) If the probationary period is not satisfactory, the employee shall, at any tune during the • probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name wi;l be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Boazd of Education for Boazd of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Fducation employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions which they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 19.8 Employees assigned to these divisions in the police Department: Impound Lot, Properiy Room, Communication Center, and/or Records, shall be allowed to bid for work shifrs (i.e. midnights, days and afternoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 199 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by empioyees 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 minunize the elimination of positions. ARTICLE 20 - DISCIPLINE 20.1 The Empioyer will discipline employees for just cause only. Discipline will be in the form o£ 20.1(1) Oral reprimand; 20.1(2) Written reprimand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Dischazge 20.2 Suspensions, reductions and dischazges will be in written form. 203 Employees and the Union will receive copies of written reprimands and notices of suspension and dischazge. • 21 ARTICLE 20 - DISCIPLINE (Continued) 20.4 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any materiai piaced in the employee's personnel file, after first giving proper� notice to the supervisor in custody of such file. 20.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to, a meeting with the Employer representative who initiated the suspension wifh intent to discharge. During said five (5) working day period, the Employer may affirni, modify or withdraw the suspension and dischazge. 20.6 An employee to be questioned conceming an investigation of disciplinary action shall have the right to request that a Union representative be present. 20.7 Grievances relating to this Article shail be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bargaining Unit which is filed with tl�e O�ce of Human Resources or within any Ciry department shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. ARTICLE 21- VACANCIES 21.1 The Office of Human Resources will inform all departments that the department's timekeeper � shall post notices of all job vacancies in their degartment at least five days before submitting a requisition to the Office of Human Resources. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this agreement will engage in, encourage, sanction or support any strike, or the withhotding in whole or in part of the full,p„e;fp;R�ance o,f their d,uties during the life of ih�s,_agreement„except,,as, s�ecif cally allowed , by the Public Employment Labor Relations Act In the event of a violation of this Article, the Empioyer will warn empioyees of the consequences of their action and shall instruct them to inunediately return to their normal duties. Any empIoyee who fails to return to his/her duties within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing aufhorities during the tife of Yhis agreement. \J 22 bl-3Sr� � � ARTICLE 23 - SEVERANCE PAY 23.1 23.2 The Employer shall provide a severance pay program as set forth in this Article. To be eligible for the severance pay program, an employee must meet the following requirements: 23.2( I) The employee must be 58 yeazs of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily sepazated from City empioyment or have been subject to separation by lay-offor compuisory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 23.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the time of sepazation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) yeaz service requirement. Xeazs of service with ISD #625 will be excluded for employees hired by or transferred to the City of St. Paul after 3/31 /2001. 23.2(4) 23.2(5) The employee must file with the Director of Human Resources a waiver of re - employment which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City or with Independent School District No. 625. The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her sepazation from service. 233 If an empIoyee requests severance pay and if the employee meets fhe eligibility requirements set forth above, he or 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 sepazation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met a11 of the requirements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 For the purpose of this severance program, a transfer from the City of Saint Paui employment to � Independent School District No. 625 employment is not considered a sepazation of employment, and such transferee shall not be eligible for the City severance program. 23 ARTICLE 23 - SEVERANCE PAY (Continued) 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of Cit}� Ordinance No. 11490. � 23.8 This severance pay program shall be subjectto and govemed by the provisions of City Ordinance No. 11490, 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 conuol. 23.9 The provisions of this Article shall be effective as of December 24, 1983. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, sec6on 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article or the ordinance shall constitute a baz to receiving severance pay from the other. Any employee hired after December 31, 1983 shalk only be entitled to the benefiYS of this Article upon meeting the qualifications herein. 23.11 Sections 23.12 through 23.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. 23.12 The Employer shall provide a severance pay progratn as set forth in Sections 23.13 ihrough 23.20. 23.13 To be eligible for the severance pay program, an employee must meet the foilowing � requirements: � 23.13(1) The employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other discipiinary reason aze not eligible for the City severance pay program. 23.13(2) The employee must file with the D'uector of Human Resources a waiver of re- employment which will cleazly indicate that by requesting severance pay, the employee waives att' claims'to reinstaYemenY''o'r re=empio;�rienY�'�o�''�ii� typ'ej; v�*ith'fIiz'Crty'or ' with Independent School District No. 625. 23.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or 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 sepatation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service in the CiTy. • 24 �C-383 ARTICLE 23 - SEVERANCE PAY (Continued) Years of Sen�ice with the City Maximum Severance Pay � At Least 20 $ 5,000 2I 6,000 22 7,000 23 8,000 24 9,000 25 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met all of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. 23.16 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a sepazation of employment, and such transferee shall not be eligible for the City severance program. 23.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 2318 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. ll 490 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. 23.19 Notwithstanding Section 23.11, employees appointed prior to January l, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Section 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall constitute a bar to drawing severance pay vnder any other provision sei forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement shall not be eli�ible for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 24.1 It is recognized that temporary employees aze within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary empioyees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. � 25 ARTICLE 25 - NONDISCRIMINATION 25.1 The terxns and conditions of ttus agreement will be applied equally to employees without regard to, or discrimination for or against any individual because of race, color, creed, sex, age, �, disability, or because of inembership or non-membership in the Union. 25.2 Employees will perform their duties and responsibiIities in a nondiscriminatory manner as such duties and responsibilities involve other empioyees and the generat pubiic. 253 Any member of the bazgauring unit may file a grievance or discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmiess and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties. 26.2 Notwithstanding Section 26.1, 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 empioyee is the Plaintiff. ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE • 27.1 In the case of a serious illness or disability of a parent or household member, the Head of the Department 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 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forry (40) hours per incident to azrange for the caze of a seriously' i�l or d'isabled ctu'Id. "'' _ .� 27.2 The Head of the Departrnent or the Human Resources Director 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 Section 27.1 above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendar days he/she shall submit to the Head of the Department 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 calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and peri� of the person's sickness is submitted and approved by the Head of the Department and forwaz to the Human Resources O�ce. 26 Ol- 383 ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) 27.3 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 regulaziy scheduled time to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 27.4 An empioyee shall be paid under the provisions of this pazagraph only for the number of days or hours for which he/she would normaliy have been paid if he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and employees shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his/her work duties or responsibilities require such empioyee to be in a situation that violates state safety laws or legally promulgated standazds, the matter shall be immediately considered by the Employer. 28.2 For those employees required by the Employer to weaz safety shoes or boots, the Employer a�rees to contribute $75.00 per calendaz yeaz towazd the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that year. Employees may carry over up to a total of $150 far the purchase of shoes. Reimbursement shall be made only after investigation and approval by the immediate supervisor of the employees. 28.3(a) When the Employer establishes Labor/Management Safety Committees, the Union � will select its� own members to participate. 28.3(b) R'hen the Employer establishes Accident and Incident Review Boards, the Unions will not be required to participate. ARTICLE 29 - UNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shall increase on the first day of each year of the conuact by the same percentage amount as the general increase. 29.2 Employees working in the title of Animal Control Officer and who aze required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $360.00 per calendaz year. 293 Technical Trainees who aze required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $80.00 per calendaz yeaz. 29.4 Zoo Keeper IPs who are required to wear a specified uniform shall be reimbursed for uniform items purchased up to $350.00 per calendaz yeaz. 29.5 Pazking Enforcement Officers who aze required to weaz a specified uniform shall receive a one- � time uniform reimbursement for uniform items purchased up to $800.00. 27 ARTICLE 29 - IJNIFORM REIMBURSEMENT (Continued) 29.6 Meter Readers who are required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $184.44 per calendar yeaz. � 29.7 Maintenance Trainees shall receive a clothing reimbursement of $259.45 per yeaz. 29.8 The Employer shall provide each employee in the title of Park Concession Supervisor, Refectory Supervisor and Refectory Attendant who is required to wear a specified uniform with four (4} uniforms for full-time employees and two (2) uniforms for part-time employees. The uniform will consist of either a shirt or sweatshirt selected by the Employer. 29.9 Employees in the above sections of this article will be required to weaz the uniform while on duty and w�ill be responsible for the caze and upkeep of their uniforms. 29.10 The Employer shall deternune the process for the reimbursement of uniform items purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special Employment" titles recognized by the Bureau of Mediation Services as being appropriately included in this bargaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. ARTICLE 31 - TERMS OF AGREEMENT � 311 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resuited in this agreement, each had the unlimited right and opporiunity to make requests and proposals with respect to any subject or matter not removed by law &om the area of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to`auy'snbject or rriatter'referied f'o or covered in'tTus agreemenf. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. . F�3 % 01-3ss3 u ARTICLE 31 - TERMS OF AGREEMENT (Continued) 31.3 Terxn of Agreement - This agreement shall be in full force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from yeaz to year thereafter unless either pariy sha11 notify the other in writing that it desires to modify or teiviinate this agreement. In witness whereof, the parties have caused this agreement to be executed this� day of April, 2001. (The date was handwrittett in the original signature copy.) 31.4 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 and the City Council, and is also subject to ratification by Local Union No. 2508. �1. �/ Y I I � 1 �.` � .y � f .� FOR THE CITY � � Kathexine L. Meg �� Director of Labor elario s LOCAL UNION NO. 2508, DISTRICT COUNCIL NO. 14 OF THE ANIERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO -� ��" 1 Kurt Errickson Business Representative � j q/o l lg r- J�Y�;y,e,,, Yli � � 6 t $ob Steiner President � 29 6�-3 �'3 APPENDIX A BIWEEKLY RATES • Salary ranges applicable to titles covered by this Agreement shall be as shown below: Effective January 1, 2001 (closest pay period) 2.725% increase Effective January 1, 2002 (closest pay period) 3% increase GRPDE OlA 526A MODIFIED DUTY WORKER CLERICAL (SAL.ARY STEPS CREATED AS NEEDED - SSTLE USED ONLY UPON INSTRUCTIONS FROM - WORKER'S COMP) GRADE 001 A B C D E F 10-yr. 15-yr. 20-yr_ 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 669.38 689.39 711.51 738.93 761.07 784.24 802.13 829.20 841.25 853.31 12/29/O1 689.46 710.07 732.86 761.10 783.90 807.77 826.19 854.08 866.49 878.91 GRADE 002 /30/00 683.76 704.17 727.34 748.42 774.76 800.04 815.85 646.47 660.46 872.54 2/29/O1 704.29 725.30 749.16 770.67 798.00 824.04 840.33 873.92 866.29 898.72 GRADE 003 12/30/00 696.77 715.75 741.03 765.27 792.70 815.85 835,90 864.48 876.52 888.60 12/29/O1 717.67 737.22 763.26 788.23 816.46 840.33 860.98 890.41 902.82 915.26 GRP.DE 004 12/30/00 707.32 730.51 752.48 780.03 806.39 835.90 851.70 862.67 894.71 906.76 12/29/O1 728.54 752.43 775.05 803.43 830.58 660.98 877.25 909.15 921.55 933.96 GRADE 04U 318 REFECTORY ATTENDANP A (1) 12/30/00 9.42 �/29/O1 9.70 r� GRP.DE 005 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. • (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 719.97 744.17 769.51 797.96 624.33 849.59 868.55 896.54 908.60 920.66 12/29/OS 741.57 766.50 792.60 821.90 849.06 875.08 894.61 923.44 935.86 948.28 GRADE 006 12/30/00 734.72 760.01 784.24 809.50 638.00 668.55 883.30 915.8I 927.84 939.91 12/29/O1 756.76 782.61 807.77 833.'I9 863_14 694.61 909.80 943.28 955.68 968.11 GRADE 06U 972 LIBRARY AIDE A (1) 12/30/00 9.16 12/29/Ol 9.43 B (2) 9.50 9.79 C (3) 9.80 10.09 D E (4) (5) 10.13 10.48 10.43 10.79 GRPDE 007 804 CLERZCAL TRAINEE 242 LABORATORY HELPER 083A MAINTENANCE TRAINEE 807 TRAINEE(STOREHOUSE) � 12/30/00 748.42 774.76 600.04 828.52 856.97 889.62 906.53 940_45 952_50 964.52 12/29/O1 770.87 798.00 824.04 853.38 862.66 916.31 933.73 968.66 981.08 993.46 GRADE 008 084A COUNSELOR AIDE TRAINEE A A, TNF'R 067A TECHNICAL TRAINEE 12/30/00 765.27 792.70 815.85 844.33 876.97 906.53 926.54 960.75 972.81 984.66 12/29/O1 788.23 816.48 840.33 869.66 903.26 933.73 954.34 989.57 1001.99 1014.41 C� �.d� • GRADE 009 111 CLERK Z 585A LIERARY CLERK �PART TIME) 972A LIERPRY CLERX (PART TIME) 111M MODIFIED DUTY WORKER-CLERZCAL 46- ��3 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 780.03 806.39 835.90 863.30 895.95 926.54 946.56 9$3.61 995.87 1007.92 12/29/Ol 803.43 830.58 860.98 889.20 922.83 954.34 974.96 1013.32 1025.75 1038.16 GRADE O10 100 SERVSCE WORKER SS 12/30/00 797.96 824.33 849.59 880.17 908.61 942.33 966.13 1006.90 1016.96 1031.02 12/29/O1 821.90 849.06 875.08 906.58 935.87 970.60 997.17 1037.11 1049.53 1061.95 GRADE O11 121 CLERK-TYPIST I 314M MODIFIED DTTfY WORKER-CLERICAL 314 PARK GUIDE 22/30/00 809.50 838.00 869.55 898.06 930.70 968.13 992.02 1028.85 1040.89 1052.93 12/29/O1 833.79 863.14 694.61 925.00 956.62 997.17 1021.76 1059.72 1072.12 1084.52 � GRADE O15 12/30/00 880.17 909.61 942.33 981.77 1021.59 1069.97 1094.56 1139.65 1151.72 1163.75 �/29/O1 906.58 935.87 970,60 1011.22 1052.24 1102.07 1127.40 1173.84 1166.27 1198.66 GRADE 012 579 DATA ENTRY OPERATOR 2 12/30/00 828.52 656.97 869.62 921.24 954.45 992.02 1013.64 1054.83 1066.66 1078.92 12/29/O1 853.38 682.68 916.31 948.88 983.06 1021.78 1044.05 1086.47 1098.87 1111.29 GR.ADE 013 155 DUPL EQUIP OPR TRAINEE 12/30/00 844.33 876.97 906.53 939.16 976.07 1016.18 1040.46 1087.23 1099.28 1111.34 12/29/Ol 869.66 903.26 933.73 967.33 1005.35 1046.73 1071.69 1119.85 1132.26 1144.68 GRADE 014 Z2/30/00 863.30 895.95 926.54 962.41 997.68 1039.25 1069.97 1110.99 1123.02 1135.09 12/29/Ol 689.20 922.63 954.34 991.28 1027.61 1070.43 1102.07 1144.32 1156.71 1169.14 r� GRADE 016 112 CLERK II 118 CLERK-STENOGRAPFIER I 112M MODIFIED DUTY WORKER-CLERICAL 329A STOREROOM ASSISTANT A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. tl) t2) (3) I4) (5) (6) (7) t8) (9) (10) I.2/30f00 900.19 933.89 969.28 1QQ6.78 1050_29 1094.56 1122.79 1172.08 1184.15 1196.19 12/29/Ol 927.20 961.91 998.36 1036.98 1081.80 1127.4Q 1156.47 1207.24 1219.67 2232.D8 GRADE 017 511 *PARKING METER MONITOR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER 12f30f00 921.29 954.45 992.02 1030,72 1076.13 1124.10 1157.24 1203.26 1215.32 1227.38 12/29/Ol 948.88 983.08 1021.78 1061.64 1108.41 1157.82 1191.96 1239.36 1251.78 1264.20 GRADE 018 122 CLERY.-TYPIST II 480A CLERK-TYPIST II (BILINGUAL) 391 REGISTRATION CL RRK � 12/30/00 939.16 971.60 1018.16 1060.15 1104.39 1154.76 1184.28 1234.49 1246.54 1258.59� 12/29/O1 967.33 1000.75 1048.73 1091.95 1137.52 1169.40 1219.81 1271.52 1283.94 1296.35 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 12j30j00 962.41 997.68 1039.25 1085.94 1133.91 1184.28 1216.25 1265.67 1277.72 1289.77 12/29/O1 991.28 1027.61 1070.43 1118.52 1167.93 1219.81 1252.74 I303_64 13�16.0,5"1326.46 GRFIDE �2� 970 FIRE PROPERTY CLERK 12/30/00 982.90 IO29.86 1071.16 1116.69 1165.82 1217.46 1250.65 1303.09 1315.14 1327.29 12/29/O1 1012.39 1060.76 1103.29 1150.19 1200.79 1253.96 1288.17 1342.18 1354.59 1367.01 u �OQ� �J GRADE 021 119 CLERK-STENOGRAPHER 22 176A COMPUTER OPERATIONS ASST--LIB 142A REFECTORY SUPERVISOR O1-383 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. . (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1006.78 1050.29 1094.56 1142.51 1195.31 1246.98 1281.40 1335.54 1347.61 1359.67 12/29/O1 1036.98 1081.80 112'I.40 1176.79 1231.17 1284.39 1319.84 1375.61 1386.04 1400.46 GRP.DE 022 580 DATA ENTRY OPERATOR II 681 PROPERTY CLERK 438 STORES CLERK 12/30/00 1030.72 1076.13 1124.10 1179.37 1230.97 1285.07 1320.73 1376.70 1388.78 1400.81 12/29/O1 1061.64 1108.41 1157.82 1214.75 1267.90 1323.62 1360.35 1418.00 1430.44 1442,83 GRADE 22P 12/30/00 1061.32 1109.28 1158.46 1206.40 1262.92 1333.00 1388.32 1481.51 1493.56 1505.62 12/29/O1 1093.16 1142.56 1193.21 1242.59 1300.81 1372.99 1429.97 1525,96 1536.37 1550.79 � GRADE_023 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMMING POOL SUP--OXFORD POOL 12/30/00 1060.15 1104.39 1154.76 1205.20 1260,51 1313.34 1350.21 1405.39 1417.43 1429.49 12/29/O1 1091.95 1137.52 1189.40 1241.36 1298.33 1352,74 1390.72 1447.55 1459.95 1472.37 GRADE 024 004 ACCOUNTING CLERK II 123 CLERK-TYPIST IZI 374A EDP AIDE 570A LEGAL CLERK-TYPIST 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 12/30/00 1088.39 1137.55 1185.49 1239.57 1297.38 1352.68 I390.75 1449.06 1461.11 1473.15 12/29/O1 1121,04 1171.68 1221.05 1276.76 1336.30 1393_26 1432.47 1492.53 1504.94 1517.34 n LJ �:� GRADE 025 044 ASSISTANT SUPV OF WTR BILLING 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE REP 156 DUPL EQUIP OPERATOR 147B RISK MGMT CLERK • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4� (51 (6) (7J (8) (9) (10) 12/30/00 1115.46 1163.38 1216.25 1269.11 1323.16 1382.19 1421.49 1481.51 1493.56 1505.62 (11) (12) **** 1540.47 A B C D E F 10-yr 15-yr 20-yr 25-yr 12/29/O1 1148.92 1198.28 1252.74 1307.18 1362.85 1423.66 1464.13 1525.96 1538.37 1550.79 (11) (12) **** 1586.68 GRADE 25T 700A IS SYSTEMS SUPPORT SPEC I Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1115.46 1163.38 1216.25 1242.67 1269.11 1296.14 1323.16 1352.67 1382.19 1421.49 15-yr 2o-yr 25-yr � (11) (12) (13) 1481.51 1493.56 1505.62 Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3_5-yr 4-yr 10-yr 12/29/O1 1148.92 1198.28 1252.74 1279.95 1307.18 1335.02 1362.85 1393.25 1423.66 1464.13 15-yr 20-yr 25-yr (11) (12) (13) 1525.96 1538.37 1550.79 GR21DE 026 166 COMPUTER OPERATOR 320 PARKING METER COLLECTOR II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1146.20 1197.74 1250.65 1307.19 1366.19 1426.41 1464.53 1527.70 1539.76 1551.79 12f29/01 1180.59 1233.67 1288_17 1346_41 1407.18 1469.20 1508.47 1573.53 1585_95 1596.34 GRI�DE 027 12/30/00 1146.20 1201.47 1255.60 1313.34 1376.03 1438.72 1480.45 1543.90 1555.96 1568.� 12/29/01 1180.59 1237.51 1293.27 1352.74 1417.31 1481.87 1524.86 1590.22 1602.64 1615. . � Ol-3�'� • GRP.DE 028 434 CASHIER 433M MODIFIED DUTY WORKER-CLERI 433 STOREKEEPER A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1179.37 1230.97 1265.07 1346.50 1405.52 1470.67 1511.24 1581.32 1593.38 1605.42 12/29/Ol 1214.75 1267.90 1323.62 1386.90 1447.69 1514.79 1556.58 1628.76 1641_18 1653.58 GRP.DE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (B) (9) (10) 12/30/00 1179.37 1230.97 1265.07 1315.79 1346.50 1376.00 1405.52 1438_11 1470.67 1511.24 15-yr 20-yr 25-yr (11) (12) (13) 1581.32 1593.38 1605.42 Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/29/O1 1214.75 1267.90 1323.62 1355.26 1366.90 1417.28 1447.69 1481.25 1514.79 1556.58 15-yr 20-yr 25-yr (11) (12) (13) � 1628.76 1641.18 1653.58 GRADE 029 045A CLERK ZV 423A PAYROLL CLERK 129B ZOO KEEPER A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) I7) (B) (9) (10) 12/30/00 1207.62 1266.64 1323.16 1387.13 1449.79 1516.59 1561.65 1627.47 1639.51 1651.58 12/29/O1 1243.85 1304.64 1362.85 1428.74 1493.28 1564.15 1608.50 1676.29 16B8.70 1701.13 GRADE 030 203A ANIMAL CONTROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 12/30/00 1243.32 1298.62 1357.55 1425.21 1490.33 1559.21 1602.20 1672.41 1684.45 1696.51 12/29/Ol 1280.62 1337.58 1398.28 1467.97 1535.04 1605.99 1650.27 1722.58 1734.98 1747.41 � J r•� GRADE 031 073 BUILD PERMIT CLERK 070 CHSEF METER READER 541A AUMAN RESOIIRCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) IS) (6) (7) (8) (9) (10) 12/30/00 1276.44 1333.00 1395.70 1459.63 1529.68 1600.98 1646.41 1714.83 1726.87 1738.94 12/29/O1 1314.73 1372.99 1437.57 1503.42 1575.57 1649.01 1695.80 1766.27 1778_68 1791.11 GRADE 032 150A PROCURII��NT SPECIALIST 249A SECRETARY (STENOGRAPHER) 431A SENIOR COMPUTER OPERATOR 541 STOREROOM SUPERVISOR 202A TELECONIMUNICATOR 12J30J00 1312.06 1374.78 1436.26 1503.88 1573.94 1647.70 1695.62 1769.71 1781.78 1743.80 12/29/O1 1351.44 1416.02 1479.35 1549.00 1621.16 1697.13 1746.49 1822.80 1835.23 1847.61 GRADE 033 382A C[JSTOMER SERVICE SENIOR REP � 157 DUPL EQUIP OPR SUPERVISOR 136M MODIFZED DUTY WORKER-CLER2 305A PAYROLL SYSTEM SUPERVISOR 664A SENIOR ANIMAL CONTROL OFFICER 136A VEHICLE MAINT CLERK 12/3�/00 1347.74 1412.91 1478.07 1545.64 1618.19 1645.62 1743.55 1818.35 183�.38 1842.44 12/29/O1 1388.17 1455.30 1522.41 1592.01 1666.74 1746.49 1795.86 1872.90 1885.29 1697.71 r �� ,�. �, �� ,GR,ADE 03�3 �� ,,__.��. ,��._„�. �.�.,..��- ,:- � ��_,,...�.��..-,.:_ .. � 506 CLERICAL SUPERVISOR 12/30/00 1387.13 1449.79 1516.59 1587.47 1662.41 1743.55 1791.47 1869.52 1861.53 1893.64 12j29/O1 1428.74 1493.28 1564.Z5 1635.09 1712.28 1795.86 1845_21 1925.61 1937.98 1950.45 GRADE 035 12/30/00 1425.21 1490.33 1559.21 1634.19 1710.37 1791.47 1841.89 1924.44 1936.49 1946.54 12/29/O1 1467.97 1535.04 1605.99 1683.22 1761.68 1645.21 1897.15 1982.17 1994.58 2007.00 • �.��j D!- 3 g3 GRADE 036 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1464.53 1534.61 1603.41 1680.86 1762.03 1643.13 1897.21 1960.55 1992.61 2004.64 12/29/O1 1508.47 1560.65 1651.51 1731,29 1814.69 1898.42 1954.13 2039.97 2052.39 2064.78 GRADE 037 473 WATER BSLLING SUPERVSSOR 12/30/00 1505.11 1576.40 1648.93 1726.38 1608.69 1695.99 1948.78 2034.22 2046.28 2058.34 12/29/O1 1550.26 1623.69 1698.40 1778.17 1862.95 1952.87 2007.24 2095.25 2107.67 2120.09 GRADE 37A 276A EMPLOYI�NT TESTING COORDINATOR 12/30/00 1504.73 1576.56 1647.13 1726.46 1809.69 1929.84 1971.33 2054.61 2066.10 2077.57 12/29/O1 1549.87 1623.86 1696.54 1778.27 1663.96 1967.74 2030.47 2116.25 2126.08 2139.90 GRADE 038 12/30/00 1549.36 1619.38 1696.82 1776.75 1859.12 1948.78 2004.15 2090.33 2102.37 2114.43 �2/29/O1 1595.84 1667.96 1747.72 1830.05 1914.89 2007.24 2064.27 2153.04 2165.44 2177.86 GRADE 039 12/30/00 1593.58 1666.14 1744.78 1628.38 1913.18 2004.15 2059.44 2150.23 2162.30 2174.32 12/29/O1 1641.39 1716.12 1797.12 1863.23 1970.58 2064.27 2121.22 2214.74 2227.17 2239.55 GRADE 040 12/30/00 1640.34 1716.53 1795.23 1878.74 1969.75 2065.59 2122.20 2216.36 2228.43 2240.47 12/29/O1 1689.55 1768.03 1849.09 1935.10 2028.84 2127.56 2185.87 2262.85 2295.28 2307.68 GRADE 041 12/30/00 1684.56 1763.24 1848.06 1932.84 2025.04 2112.45 2163.62 2282.47 2294.53 2306.61 12/29/O1 1735.10 1816.14 1903.50 1990.83 2085.79 2175.82 2249.13 2350.94 2363.37 2375.81 GRFIDE 042 12/30/00 1731.26 1813.62 1899.68 1989.40 2082.79 2183.62 2248.75 2344.66 2356.91 2366.96 12/29/O1 1783.20 1868.03 1956.67 2049.08 2145.27 2249.13 2316.21 2415.21 2427.62 2440.03 • � GRADE 043 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr . (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1782.87 1865.25 1952.50 2043.47 2141.81 2247.50 2309.03 2409.73 2421.77 2433.83 12/29/O1 1836.36 1921.21 2011.06 2104.77 2206.06 2314.93 2376.30 2462.02 2494_42 2506.84 GRADE 044 12/30/00 1832.08 1920.54 2010.29 2108.65 2205.72 2310.20 2377.80 2482.09 2494.15 2506.22 12/29/O1 1887.D4 1978.16 207D.60 2171.91 2271.89 2379.51 2449.13 2556.55 2568.97 2581.41 GR}1DE 045 12/30/00 1882.47 1972.19 2066.83 2163.91 2269.64 2379.08 2447.85 2559.46 2571.48 2563_55 12/29/O1 1938.94 2031.36 2128.83 2228.83 2337.73 2450.45 2521.29 2636.24 2648.62 2661.06 GRADE 046 12/30/00 1938.91 2031.36 2128.80 2226.83 2337.73 2450.44 2521.28 2636.24 2648_29 2660.31 12/29/O1 1997.08 2092.30 2192.66 2295.69 2407.86 2523.95 2596.92 2715.33 2727.74 2740.12 � GRADE 047 12/30/00 1997.11 2092.31 2192.70 2295.68 2407.84 2523.96 2596.93 2715.32 2727.39 2739.42 12/29/O1 2057.02 2155.08 2258.48 2364.55 2480.08 2599.68 2674.84 2796.78 2809.21 2621.60 GRADE 048 �12/30/00 2057.00�2155.06 2258.49 2364.60 2480.08 2599.67 2674.�84 2796.�80 2808.83 282�0.9 0 12/29/O1 2116.71 2219.71 2326.24 2435.54 2554.48 2677.66 2755.09 2880.70 2893.09 2905.53 GR1�1L)E 049 12/30/00 2118.71 2219.73 2326.22 2435.50 2554.49 2677.70 2755.07 2880.69 2892.73 2904.80 12/29/Ol 2182.27 2286.32 2396.01 2508.57 2631.12 2758.03 2837.72 2967.11 2979.51 2991.94 GRADE O50 12/30/00 2182.27 2286.30 2396.00 2508.59 2631.13 2758.03 2837.71 2967.10 2979.14 2991.� 12/29/O1 2247.74 2354.89 2467.68 2583.85 2710.06 2840.77 2922.64 3056.11 3068.51 3080. A-10 0l-3� 3 APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY � MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL and AFSCME CLERICAL AND TECI�IICAL IJNITS This agreement is entered into by and between the Ciry of Saint Paul, Division of Information Services and the AFSCME Clerical and Technical bargaining units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and are subsequently requested to resolve a critical information system problem, sha11 be granted two hours xninimum compensation either in compensatory time or pay for their efforts per incident. An incident shall begin when the telephone or page is answered and end when the problem is either resolved or further efForts are deemed futile. This means multiple calls regazding the same problem are considered one incident. 2. If the IS empioyee is represented by the AFSCME Clerical or Technical bargaining unit and resolution of the problem takes less than one and one half hours, the employee will be paid straight time for the two hour minimum. If the resolution of the problem takes more than one and one half hours, then the overtime provisions of the contract will apply. The City and the Union agree that this language is experimental and shali not extend beyond the term of tl�is Agreement unless botk parties act affirmatively to renew or modify this clause in bargaining for the � next contract. CITY OF SAINT PAUL �� /� a at erine L. Megarry, ` � � Labor Relations Dire or � LOCAL LTNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. I4 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MiJNICIPAL EMPLOYEES LEGAL �„�— �,._.--'� �� ld� Kurt Errickson, Business Agent l�„�t- �.`�;..L., wl ��l o t Robert Steiner, President, Loca12508 C/ --�4�-+� V � �e�.� Robin Madsen, President, Local 1842 : O!-3g� APPENDIX C- COMMITMENT TO LMCHI �'his letter confinns that the parties entered into the 2001-2002 ageement with the following intentions and expectations regazding the health insurance issues that face the City: The rising cost of health insurance is an issue of vital importance to both the City and its employees. The responsibility to contain these costs fa11s jointly on the City, its Unions and the employees. The City's Joint Labor-Management Committee on Aealth Insurance (LMCHI) is a longstanding forum that has successfully resolved issues of joint concern in the past. The parties to this letter believe the LMCHI is a forum that must continue to be supported. By signing this letter, the parties hereby renew their commitxnent to work in good faith on the LMCHI and support the bylaws of the committee which encourages the Administration of the City to seek a consensus recommendation from all the Unions prior to making any changes in plan design. CITY OF SAINT PAUL � � � �r �� l atherine L. Megarry� abor Relations Direc or LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND Iv1IJNICIPAL EMPLOYEES LEGAL �'�-- � �i�� Kurt Errickson, Business Agent �� '"� � �!�(u�b � T rry Haltiner Labor Relations Manager Mgmt Co-Chair' of LMCHI . , _. � Ron Gu��oile Risk Manager ' - ` �. _ _. � R„�,� �„ K!l �Jct Robert Steiner, President, Loca12508 �� Robin Madsen, President, Local 1842 C1 Council File # Ol— 3t3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Refened To Committee Date 2 0 Green Sheet # 106835 � RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and Local Union #2508 (Clerical), District Council No. 14 of the American Federation of State, County and Municipal Employees AFL-CIO. Requested by Deparhnent of: of Labor Relations Form App ved by ttorney ' B � ✓✓'��`'�=�tiJ„Sor Adopted by Council: Date �,��5� � Approved by Mayor for Submission to Council _.� ,l Adoption Certified by Council Secretary B: �''��M�{ '��Z� `"° BY' �� (/� Approved by Mayor: Date ___�� By: �\ DEPARTMENT/OFFICE/COUNCII.: DATE INITIATED GREEN SHEET No.:106835 st`1� LABOR RELATIONS Apri19, 2001 CONTACf PERSON & PHONE: � ATE INITInLrDATE JULIE KRAUS 266-6513 pgSIGN i Dsrnx�rn�rrr nm a c��rr cocnacu. NUhIBER 2 CTl'Y ATTORNEY CITY CLERK MUSI BE ON COUNCII, AGEIVDA BY (DATE) FOR BS7DGEf DIIL � FIN_ & MGT. SERVICE DIR. ROUTA`G 3 MAYOR (OR ASST.) ORDER TOTAL # OF SIGNATURE PAGES_I (CLIP AI.I, LOCATIONS FOR SIGNAT[1RE) ncr[ox xEQuesrEn: This resolution approves the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and the Local Union 2508 (Clerical), District Counci114 of the American Federation of State, County and Municipal Employees, AFL CIO. RECOMIvfENDA1TONS: Approve (A) or Reject (R) PERSONAI. SERVICE CON712AGTS MUST ANSWER TIIE FOLLOWIIVG QUESTIONS: _PLANNING COMMISSION _CIVIL SERVICE COMMISSION I. Has this person/fum ever worked under a contract for ihis depaztrnent? _CIB WMA9TTEE Yes No STAFF 2. Has ihis penoNSrtn ever bern a ciTy employee? DISTRICT COURT Yes No SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/fiIm possess a skitl not nolmally possessed by any curzent ciTy employee? Yes No � Eaplain aIl yes aoswers on separate sheet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, What, Wheo, Where, Why): Current agreement expired December 31, 2000. anv,�xACES � wrrxovEn. An agreement in place through December 31, 2002. This agreement has been ratified by the union members. _ �,��,'��s , e-,,,c��i€.at �� . . DISADVANTAGES IF APPROVED: � c � �S � None �°� `� � � �� DISADVANTAGES IF NOT APPROVED: °' No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACTYON: $ , COSTlAEVENUE BUDGETED: FUNDING SOURCE: ACTIViTY NUMBER: FINANCIe1L INFORD7ATION: (EXPLAIl� ATTACHMENT TO TI� GREEN SHEET o�-ag3 LOCAL UNiON 2508 DISTRICT COUNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COUNTY AND NICJNICIPAL EMPLOYEES, AFL-CIO Below is a siuiunary of the changes in the Collective Bazgaining Agreement between the City and the Local Union 2508, Distdct Council 14 of the American Federation of State, CounTy and Municipal Empioyees, AFL-CIO. Durafion: January 1, 2001 through December 31, 2002. Wages: 2001: 2.725°l0* 2002: 3.0% Health Insurance: The insurance contribution increases follow the same pattern as previously negotiated agreements with other bargaining units and/or as found in the mediator's proposal with regard to Single insurance in 2002. (monthly rates) 2001 Single: $211.62 + first $40 of any increase (which was $18.22) = 229.84 Family: $406.02 plus $2.90* plus the increase in single insurance up to $40.00 (which was $18.22) = 427.74 2002 - first half of the year Single: $229.84 + first $40 of any increase and 50% of the increase over $40. 2002 - second half of the year Singie: $229.84 + full amount of 2002 premium increase 2002 - all year Family: The 2001 family contribution plus 60% of the family premium increase for 2002 up to $60.00. If the increase exceeds $100 the City will pay 40% of the excess increase. * The Union reduced the across-the-boazd wage increase in the year 2001, by 0.025% in order to receive an extra $2.90/month on family, prior to the pattern language. Agreement on the Health Insurance article also included the signing of a renewed commitment by both parties to work together on the Health Insurance Labor Management Committee. Agreed to decrease the years of service required for employees receiving a disability pension. Agreed to prohibit the addition of new dependents (beyond those of record at the time of retirement) to the retiree's health insurance plan at City expense after retirement. Employees will no longer be charged for participating in the Flexible Spending Account. o�-�r3 Attachment to the Crreen Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 2 Deferred Compensation: Agreed to a$75/yeaz deferred compensation match, begimuug in 2002 for all eligible employees with twenty or more yeazs of service at the beginning of the yeaz. Eliminafion of ISD#625 time for purposes of length of service: For employees who are hired/transfer to the City after 3/31/O1, any time spent working for the School District will not count towazd their length of service for either retiree insurance or severance pay. Mileage: Agreement to convene a Labor Management Committee on mileage, upon Union request, in 2002. Reclassification: Agreed to a rewrite of the language regazding reclassification requests. The rewrite includes additional deadlines for the completion of job studies by managers/supervisors, as well as the Office of Human Resources. Uniform Allowances: Agreed to increase the size of each uniform allowance on the first day of each year of the contract by the same percentage amount as the general increase. This agreement was made, in part, in exchange for the City having control over the rp ocess for the payment of uniform allowances. Safety Shoes: Agreed to pay $75/calendar year towazd the purchase of one pair of safety shoes for eligible employees (this represents an increase of $35/eligible employee). Holidavs• Agreed to a change in the process for holiday eligibility determinafion. This change will make the administration of holidays easier for Payroll staff. Agreed that empioyees at the Library will swap the Day after Thanksgiving holiday for a Christmas Eve Day holiday to better serve the public at the request of the Library Labor/Management Committee. Other language changes: Other language changes (inclusion of MOUs on On Call pay and Golf uniforms, rewrites of portions of the insurance and uniform allowance articles, elimination of redundant artic2es, and reordering of articles) are of a housekeeping nature for clarification and clean up. Attachment to the Green Sheet Local Union 2508, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 3 Costs: 2001 2002 Wages Health Insurance Increased uniform costs Addl Family insurance Deferred Compensation Total: $ $437,500 $ 80,460 $ 2,377 $ 4,385 $ $524,722 $481,700 $ actuals unl�own at this time $ - $ - 7 695 $489,395 + insurance costs O�•��'� 4 _ a�-�8� � 2001- 2002 AGI2EEMENT � � BETR'EEN � � � � ' � � � - - �� " . � � - �° � � TI�E_ CITI' �-(3F SAIl�T PAUL" _ � � _ � � � � : � �� ; � _ � - � � _ - � � � � �tD . �_ �, �� - � �, � � , ;� .. �,OCAL UN�QlY 2508 � .� _ � _� � . � �� DIST�ZICT��Ul�T�I�.� 14 � : - � �. _ - OF THE'A�ElbICAN FEDERATION OF:STATE, ;. _ - � COUl�TY AND lYICTNTCIPAI, EM�LOYEES; AFL-CIO. - �.. � - � : � � � � � IM �I�J ARTICLE • TITLE c9l 3g3 PAGE Preamble............................................................. ii 1 Recognition ............................................................1 2 Check Off ..............................................................2 3 Hoiusof Work ..........................................................3 4 Work Breaks ...........................................................4 5 Holidays ...............................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ............................................................8 8 Residence .................••------.....................................9 9 Vacation --• ............................................................ 10 Insuzance ..............................................................9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 13 Bulletin Boazds ........................................................15 14 Wages ................................................................16 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 16 LeavesofAbsence ......................................................17 � Military Leave of Absence ................................................19 Management Rights .....................................................19 19 Seniority ..............................................................i9 20 Discipline .............................................................21 21 Vacancies .............................................................22 22 No Strike-No Lockout ...................................................22 23 Severance Pay ...................................:.....................23 24 Temporary Employees ...................................................25 25 Nondiscrimination ......................................................26 26 LegalServices .........................................................26 27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 28 Safery ................................................................27 29 Uniform Reimbursement .................................................27 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 31 Termsof Agreement ....................................................28 AppendixA ......................................................... AI Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C 1 • i PREAMBLE 0�-38 3 . This agreement entered into by the City of Saint Paul, hereinafter referred to as the Empioyer, and Local Union 2508 affiliated with Counci114 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. � �� L� ii o I -3s�3 ARTICLE 1 - RECOGNITION �1 The Emplo}�er recognizes the Union as the sole and exclusive bazgaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Secrion 1.2 below. 1.2 The bargaining unit covered by this agreement shall consist of the following: All office. clerical, and administrarive personnel who aze employed by the City of Saint Paul or who ha��e their "terms and conditions of employment" established by the goveming body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per yeaz, in the classifications of: Accounting Clerk I Accounting Cierk II Animal Control Officer Asst. Supv. of Water Biiling Building Permit Clerk Cashier � Chief Meter Reader Clerical Supervisor Clerical Trainee Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-StenographerII Clerk-StenographerIII Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Entry Operator I Data Entry Operator II Duplicating Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant IS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-time License Clerk LIEP Help Desk Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Pazk Concession Supervisor Park Guide Pazking Enforcement Officer Pazking Enforcement Officer -- Police Pazking Meter Collector I Pazking Meter Collector II *Pazking Meter Monitor Payroll Audit Clerk Payroll Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Properiy Clerk Refectory Attendant Employment Testing Coordinator Fire Properry Clerk � Human Resources Records Clerk IS Systems Support Speciatist I ARTICLE 1 - RECOGNITION (Continued) Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Trainee (Storehouse) Treasury Clerk Vehicle Maintenance Clerk Water Billing Supervisor Zoo Keeper i Swimming Pool Supervisor -- Oxford Pool Technical Trainee 1.3 Any present or future empioyee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the eamings of the empioyee and transmit the same to the Union. In no instance shall the required wntribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shail remain operative only so long as specifically provided by Minnesota law, and as othercvise legal. 1.4 The Union agrees to indemnify and hoid hazmless the Employer against any and all clauns, sui� 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 Section 13 of this Article. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a represeniative ai the Unioa�and�-�e� aggreg�te ded�ctioas� �af atl e�ptoyees� shal�l •be� re�reitte3 � together with an itemized statement to the representative by the fust of the succeeding monYh after such deductions aze made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold harmless the Employer 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. 2 l.� o� 3�3 ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/<) consecutive hours per day, excluding • a forty-five (45) minute lunch period, 15 (fifteen) minutes of wluch shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three-fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shali be computed on the basis of 1/80th of the biweekly rate. 3.7 Normal work schedules showing the employee's shifts, work days and hours shall be posted on all department builetin boards at all times. It is also understood that deviation from posted work � schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement with the Employer, work schedules other than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 33. Overtime compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standazds Act. 3.9 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 mutualiy agreed upon by the Employer and the employees invoived. Vacation, holiday and sick leave benefits for employees w•ho share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this agreement. In the event that one of the employees participating in the shazed position is terminated ar terminates employment, the Employer shall post the job sharing 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. 3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. � 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 Ai least fourteen (14) calendaz days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regazding the need for the progosed chang� and the possibility of other alternatives. It is also understood that deviation from such notice shall be permissibie due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among empioyees. Volunteers must be able to perform the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differenfial of five percent (5 %) for the entire shift. To any employee who works on a shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., but less than five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duries, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standard hour shift for all continuous hours � worked during the snow emergency. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - A11 employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 42 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting time, he/she shall be enfitied to the rest penod"tfiat occ g" `d fialf sTii'ft. "° '' ius'�dunn"' saz' �_� � � � ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving* ChrisUnas Day Two floating holidays � � Dl-3 8'3 ARTICLE 5 - HOLIDAYS (Continued) Eligible employees shall receive pay for each of the holidays listed above on which they perform � no work. VJhenever any of the holidays listed above falls on a Saturday, the holiday shall be obserned on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shali be observed on the succeeding Monday. For employees assigned to a work week other than Monday through Friday, the holiday shail be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 53 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. T`he amount of holiday time earned shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). Paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notw�ithstanding Section 53, a temporary employee shail be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligibie for any floating holidays. � 5.�. *For all employees assigned to the Library, the Day After Thanksgiving shall be considered a normal work day and Christmas Eve 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 (PEA, SPSO, AFSCME 1842) negotiate corresponding language. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewazds selected in accordance with Union rules and regulations as the grievance representatives of the bazgaining unit. The Ilnion shall notify the Empioyer in writing of the names of the stewazds and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employees' duties and responsibilities. The stewazd 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 wouid not be detrimental to the work programs of the Employer. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 63 The procedure estabiished by this Article shall be the sole and exclusive procedure for the � processing of grievances, which aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under appiicable Veterans' statutes. 6.4 Grievances shall be resolved in conformance with the following procedure: Step 1- Upon the occurrence of an alleged violation of this agreement, the employee involved (with or without the steward) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and refened to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the ageement violated, and relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) work days of the first occunence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Stewazd and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within seven (7) work days following this meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) work days following receijs of the Employer's answer shall be considered waived. Step 3- Within seven (7) work days following receipt of a grievance referred from Step 2, a designated Empioyer supervisor shall meet with the Union Business Manager or his/her designated representative, the Employee and the Stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Employer shall reply in writing to the Union stating the Employer's answer concerning the gievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any � �grie�ancenotreferredin�wt�i�rcg�b�y��he�F3�errr•t�'�S�iep�4�wifih�m�seveII�•(�'�)�w�kdays€o3lau�ng receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The azbitration proceedings shall be conducted by an azbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union caanoY muYt2ally agree to $ve (5) arbitrators for the permanent panel, the parties will petition the Director of the Bureau of Mediation Services for a list of ten (10) azbitrators 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 o� (1) name remains. Vacancies occurring on the permanent panel during the life of this agreeme . shall be filled by mutual agreement of the parties. C''. ol 3�3 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) • 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 effective_ only for the daration of this aereement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration 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. 6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. The azbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shalt 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. The azbitrator's decision shail be submitted in writing within thirty {30) days foliowing close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shail be based solely on the azbitrator's interpretation or application of the e�cpress terms of this agreement and to the facts of the grievance presented. The decision of the azbitrator shail be final and binding on the Employer, the Union, and the empioyees. 6.6 The fees and expenses for the azbitrator's services and proceedings shall be borne equally by the � Employer and the Union, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievartce procedure of ttus contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for azbitration under the Civil Service Rules. If an issue is detertnined by the provisions of the Civil Service Rules it shall not again be submitted for azbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Section 3.9 of this agreement. 6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section sha11 not be grievabie. LJ 7 ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and emgloyees � for the use of their own automobiles in the perforxnance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type i- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shail be reimbutsed at the rate of $4.00 per day for each day the employee's vehicie is actually used in performing the duties of the employee's position. In addition, the empioyee 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 Departrnent 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 shalt be reimbursed $020 per mile for each mile actuaily driven. If such employee is required to drive an automobile during employment and the Deparhnent � Head or designated representative deternunes that an Employer vehicle is available for the employee s use, but the employee desires to use hislher 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. This Section 7.2 shall become effective February l, 1994. 73 The City will provide pazking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz a��ailable for City business. Such parking will be provided only for the days the employee is u r her own personal caz available. . . . _, req ired to have his o L 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement. Such rules and regulations shall contain the requirement that recipients shail file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and shall 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 properry 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. 7.5 Labor Management Committee. As part ofnegotiafion of the 2001-2002 collective bazgaining agreement, the parties to this contract agreed to convene a labor-management committee to discuss issues related to mileage reimbursement. This committee wilt be convened in 2002 � upon the request ofthe Union. T'his azticle 7.5 shall expire 12/31/02 unless affirniatively renewed by the parties. f:3 b�-3 � � � � � � � ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. ARTICLE 9 - VACATION 9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service i st year thru 4th yeaz Sth yeaz thru 9th yeaz l Oth yeaz thru 15th yeaz l bth yeaz thru 23rd yeaz 24th year and thereafter � L�? Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) The Head of the Deparcment may permit an employee to carry over up to one hundred and t��enty (120) hours of vacation into the following "vacation yeaz." For the purpose of this article the "vacation year" shall be the fiscal yeaz (IRS payroll reporting yeaz). The above provisions of vacation shall be subject to the Saint Paul Salary Pian and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as aze provided by the Employer at the time of execution of this agreement. 10.? Effective for the January, 2001 insurance premiums, for each eligibie employee covered by this agreement who is employed full-time and who selects singie employee health insurance coverage provided by the Employer, the Employer agrees to contribute $211.62 [amount of 2000 single premium� per month plus any increase in the 2001 single health insurance premium up to $40.00 per month. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the Employer wiIl contribute 50% of the amount over forty ($40.00) dollars. [For 2001, because the increase to the single premium is $18.22/month, the City continues to pay 100% of the single premium]. E ARTICLE 10 - INSURANCE (Continued) For each eligible full-time employee who selects family health insurance coverage, the Employ w�ill contribute $406.62 [amount of 2000 family premium] per month plus $2.90 plus an amoun� equal to the 2001 single health insurance premium increase up to for[y ($40.00) dollazs. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the Employer will contribute 50% of the amount over forty ($40.00} doIlazs. [For 2001, because the increase in the single premium is $18.22/month, the Employer's contribution to the family premium will be $427.74]. 10.3 The parties agree to the following arrangement for 2002 single insurance premiuxns with the explicit understanding that language agreed to for any time period during 2002 sets no precedent one way or another with regazd to 2003. The parties must renegotiate the method for determining the Employer contribution for 2003. If an agreement on the level of contribution for 2003 is not reached by the beginning of the 2003 insurance yeaz, the City will follow its standazd procedure for processing of the premiums until an agreement is reached (i.e. City follows language in effect on 12/31l02 until a successor agreement is reached): Effective for the January 1, 2002 - June 3Q 2002 insurance premiums, for each eligible employee co�-ered 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 the 2001 contribution plus an increase up to foriy ($40.00) dollars per month. If the single health insurance premium increase for 2001 exceeds forty ($40.U0) per month, the Employer will contribute 50°to of the amount over forty ($40.00) dollazs. Effective for the July 1, 2002- December 31, 2002 insurance premiums, for each eligible � emplo}�ee covered by this agreement who is empioyed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 contribution plus an increase up to the full cost/month of the 2002 premium. For each eligible full-time employee who selects family health insurance 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 City will pay 40% of the excess increzse. ,_. , � ,., , If in either yeaz the number of plans increases, the increase will be based on ttte average premium. 10.4 For the purpose of this Article, full-time employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initiai enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period � preceding initial enrollment. 10 a� 383 ARTICLE 10 - INSURANCE (Continued) Half-time employment is defined as appearing on the payroll an average of at least 40 hours, but � less than 52 hours, per biweekly pay period for the rivelve (12) month period preceding the annual open enroilment or special enrollments or six (6) month period preceding initial enrollment. Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position afrer the commencement of the plan yeaz, shall be made eligible for the fuli-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanentIy appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz shall be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting empIoyee coverage in the same insurance plan. For each half-time employee who selects family health insurance coverage, tYte Employer will � contribute fifty percent (50%) of the amount contributed for full-time employees selecting family health insurance coverage in the same insurance plan. For each eligibie employee covered by this agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-tnne employees selecting employee coverage. For each three-quarter time emptoyee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-tune employees selecting family health insurance coverage. 10.6 Not��ithstanding Section 10.5, employees covered by this agreement and employed half-time prior to January l, 1986 shall receive the same health insurance contributions as full-time employees. This Section 10.6 applies only to employees who were employed half-time during the month of December, 1985 and shall continue to apply only as long as such employees remain continuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Plan. � 16.9 Any cost of any premium for any City offered employee or family insurance coverage in excess of the dollaz amounts stated in this Article 10 shall be paid by the employee. 11 ARTICLE 10 - INSURANCE (Continued) 10.10 The Empioyer will provide a system whereby the employee's contribution toward the premium for the employee selected heaith insurance coverages can be paid on a pre-taai basis while the � employee is receiving taxable income through the City payroll system. Employees covered by this agreement will 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. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Emgloyer. Retiree Insurance 10.12 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 10.13 through 10.16 below, towazd a health insurance plan offered by the Employer: 10.12(1) 10.12(2) Be receiving benefits from a public employee rerirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Aave completed at least 20 yeazs with the City of Saint Paul or 15 yeazs if � receiving a disabiliry pension, excluding years of service with Independent School District #625 for employees hired by or transferred to the City after Mazch 31, 2001. Early Retirees 10.13 This Section shall apply to full time employees who: 10.23(I j Retire oa or aiter 3anuary'1, 2996, and � �� 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and I O.li(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Emgloyer Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $350 per month toward the cost of single or family health insurance coverage. Any unused portion of the Employer's contabution shall not be paid to the retiree. When such early reriree attains age 65, the provisions of Section 10.15 will apply. � 12 01-3�3 � ARTICLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full time employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10.14(4) Meet the conditions of Section 10_12 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $300.00 per month towatd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 10.16 shall apply. � Regular Retirees (Age 65 and over) 10.1 � This Section shall apply to fuli time employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before December 31, 1995, and 10.15(3) Have attained age 65 at retirement, and 10.15(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance pian offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month towazd the premium for sinale or family health insurance coverage offered by the Employer to regulaz retirees and their dependents. Any unused portion of the Empioyer's contribution shall not be paid to the retiree. This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shall apply to full time employees who: 10.16(1) Retire on or after January 1, 1996, and 10.16(2) Were appointed on or afcer January 1, 2996, and ] 0.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maYimum of $300.00 per month toward the cost of single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion shall not be paid to the retiree. CJ This Section shall also apply to early retirees who retired under the provisions of Section 10.14 when such eazly retirees attain age 65. 13 ARTICLE 10 - INSURANCE (Continued) 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten � (10) years of service with the City, 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. 10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or CiTy employee and eligible for and is enrolled in the City health insurance program. 10.19 Survivor Insurance: 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 eazly 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 of: 10.19(1) Subsequent remamage of the surviving spouse of the deceased employee or retiree. � 10.19(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group prograni 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. 10.20 Additional dependants beyand those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. At't i YCi,�, i i- i�O�iiTG O�; i aF C�,t�SSI�I�ATI�N 11.1 The Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a year 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 assignxnent. For purposes of this Article, an out-of-class assigilinent 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 appointment to the higher classification. 14 OC-3�3 ARTICLE 11 - WORKING OUT OF CLASSIFICATION (Continued) 11.2 For the following classifications, the provisions of Section 11.1 shall not apply to perforxnance of � the duties of the next higher ciassification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I ZookeeperI ARTICLE 12 - DEFERRED COMPENSATION 12.1 Beginning January 1, 2002, employees who have completed twenty (20) years of service shall have a$75.00 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 12.2 The Employer will match contributions by the first paycheck closest to October 1 of the plan year. 12.3 Eligibility Requirements: A. Employees must have been in the Clerical bazgaining unit effec6ve 1/1 of the plan yeaz. � B. Qualifying yeazs of service (determined by date of hire) must have been attained by 1/1 of the plan year. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the pIan yeaz. D. Employees must have the full amount ($75.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of sepazation from this bazgaining unit, if such separation occurs before September 1) in order to receive the Employer match. E. Employees separated for cause from this bazgaining unit are specifically excluded from the Employer match program. ARTICLE 13 - BULLETIN BOARDS 13.1 The Employer shall provide reasonabie bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin boazd space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin boazd is subject to approval of the Deparcment Head. � 15 ARTICLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both par[ies agree that the inclusion of the classifications and salary ranges in Appendix "A" does no� preclude the Employer from the foilowing: l. Reorganizing 2. Abolishing classifications 3. Establishing new ciassifications 4. Regrading classifications 5. Reclassifying positions 14.2 Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. Individual employees may request an audit of their position whenever the nature of the work and/or responsibilities in their posirion have substantially changed. When an employee has submitted a fully completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shall have forty (40) calendaz days to complete their portion of the JAQ and forward it to the Office of Human Resources. The staff of the Office of Human Resources will complete the study within fifty (50) days after the fully completed job profile is submitted to Human Resources by the employee's supervisors. � If the employer fmds the employee has assutned a higher level of responsibility but does not want the employee working at that level on a permanent basis, the employer will present the employee with a written list of duties which the employee is expected to cease performing. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vac,ations and all other,general working, conditions shall, be maintained at not less than the highest minimum standazd set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of tY�e signing of this agreement, and the conditions of employment shall be improved wherever specific provisions for improvement aze made elsewhere in this agreement. � 16 bl-3g3 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application for a • leave of absence not to exceed one yeaz. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 162 Sick Leave - Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accutnulation is uniimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendaz days, the Employer shatt require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to return to his or her position. The Employer's requirement of a certificate under this section shall not be arbitrable. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave ��ith pay for such period of Ume as the Head of the Department deems necessary on account of sickness or injury of The employee, quazantine established by a public health enforcemenT a�ency, death of the empioyee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. � 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declazed by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise aliowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. Such teaaes of absence as are granted under Article 17 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.5 Jury Duty - Employees who are required during regulaz working hours to appear in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regular pay while so engaged, provided that any fees that employees may receive &om the court for such services shall be paid to the City and be deposiYed with the City Finance Director. Employees scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appeaz in court as a juror or witness. 16.6 Funeral Leave - Any employee who has acctunulated sick leave credits, as provided in the Civil Service Rules, shail be granted one day of such leave to attend the funeral of the employee's �randparent or grandchild. � 16.7 An employee elected or appointed to a fuil time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive represeniaYive. 17 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.8 Maternity and Parental Leave - 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 certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shall be granted to a natural pazent or an adoptive parent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additionat riveive (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an eactension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who retum following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the empioyee's own illness or in}ury. This secuon applies only to personal sick leave benefits payable to the employee from the employer's general assets. For purposes of this section, "personal sick leave benefits" means time accrued and available to� an employee to be used as a result of absence from work due to personal illness or injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An empioyee shall be granted up to a total of sixteen (16) hours during a school yeaz to attend school conferences or classroom activifies related to the employee's_ child, provided the conferences or classroom activities cannot be scheduled during non-work hours. W�ien the_leave can�ot be, schg,�lul�d during �nqn-tuozk.hours�and.Lt+� need fo*..tl�e leave is � foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Bmployer. An employee shall be allowed to use vacation or compensatory time for this leave; otherwise, this leave shall be without pay. 16.1 I Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary 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, senioriry credits and maintain insurance eligibiIity as though he or she were on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. � � 41-38� ARTICLE 17 - MILITARY LEAVE OF ABSENCE 17.1 Pap Allowance - Any employee who shall be a member of the National Guard, the Naval Militia � or any other component of the militia of the State, now or hereafter organized or constituted under state or federal iaw, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the tnne when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar yeaz and, furtl�er provided that such leave shall be allowed oniy in case the required military or naval service is satisfactorily performed, which shall be presumed unless ihe conYrary is established. Such leave shall not be allowed unless the employee (i) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of tune herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. ARTICLE 18 - MANAGEMENT RIGHTS . 18.1 The Union recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this agreement aze retained by the City. 18.2 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 overail budget, utilizaUon of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Senioriry, for the purpose of this agreement, shall be defined as fo2lows: The length of continuous, regulaz and probationary service with the Employer from the date an employee was first certified and appointed to a class titie covered by this agreement, it being further understood that seniority is confined to the current ciass assignment held by an employee. In cases where two or more employees aze appointed to the same class tifle on the same date, the senioriTy shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is dischazged. 193 In the event it is determined by the Empioyer that it is necessary to reduce the work force, . employees will be laid offby class title within each department based on inverse length of seniority as defined above. 19 ARTICLE 19 - SENIORITY (Continued) However, when layoff occurs in any of the titles listed below under Column A, layoff shall be � based on inverse length of total seniority in ali titles listed on the corresponding line under Column B. The Human Resources Department will identify such least senior employee in that tifle in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the tifles under Column B on which seniority was based, in any other City Departrnent, the Human Resources Department shall pIace the affected employee in such vacancy. If two or more vacant positions aze available, the Human Resources Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such tides 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 City employee in such titles shall be the employee laid off: For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Accounting Machine Operator I Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Data Entry Operator I Column B Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenogapher I, Clerk-Stenographer II Data Entry Operator I, Data Entry Operator II � 19.4 employe sh n these hi e er hfles is to be redu �•ch as Clerk I, , , romotional senes, su III etc when the number o gh ' ced, employees who have held lower t�tles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class Gtle within any departrnent. 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the titie within the bazgaining unit to wlrich he/she was regulazly appointed immediately prior to his/lier curient tide, so long as there is either'a vacancy' or, if no vacancy e�usts, a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regulaz appointment to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formeriy held must safisfactorily complete a six-month • probationary period in such title. 20 �1-3�3 ARTICLE 19 - SENIORITY (Continued) If the probationary period is not satisfactory, the employee shall, at any tune during the • probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name wi;l be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Boazd of Education for Boazd of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Fducation employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions which they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 19.8 Employees assigned to these divisions in the police Department: Impound Lot, Properiy Room, Communication Center, and/or Records, shall be allowed to bid for work shifrs (i.e. midnights, days and afternoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 199 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by empioyees 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 minunize the elimination of positions. ARTICLE 20 - DISCIPLINE 20.1 The Empioyer will discipline employees for just cause only. Discipline will be in the form o£ 20.1(1) Oral reprimand; 20.1(2) Written reprimand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Dischazge 20.2 Suspensions, reductions and dischazges will be in written form. 203 Employees and the Union will receive copies of written reprimands and notices of suspension and dischazge. • 21 ARTICLE 20 - DISCIPLINE (Continued) 20.4 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any materiai piaced in the employee's personnel file, after first giving proper� notice to the supervisor in custody of such file. 20.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to, a meeting with the Employer representative who initiated the suspension wifh intent to discharge. During said five (5) working day period, the Employer may affirni, modify or withdraw the suspension and dischazge. 20.6 An employee to be questioned conceming an investigation of disciplinary action shall have the right to request that a Union representative be present. 20.7 Grievances relating to this Article shail be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bargaining Unit which is filed with tl�e O�ce of Human Resources or within any Ciry department shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. ARTICLE 21- VACANCIES 21.1 The Office of Human Resources will inform all departments that the department's timekeeper � shall post notices of all job vacancies in their degartment at least five days before submitting a requisition to the Office of Human Resources. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this agreement will engage in, encourage, sanction or support any strike, or the withhotding in whole or in part of the full,p„e;fp;R�ance o,f their d,uties during the life of ih�s,_agreement„except,,as, s�ecif cally allowed , by the Public Employment Labor Relations Act In the event of a violation of this Article, the Empioyer will warn empioyees of the consequences of their action and shall instruct them to inunediately return to their normal duties. Any empIoyee who fails to return to his/her duties within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing aufhorities during the tife of Yhis agreement. \J 22 bl-3Sr� � � ARTICLE 23 - SEVERANCE PAY 23.1 23.2 The Employer shall provide a severance pay program as set forth in this Article. To be eligible for the severance pay program, an employee must meet the following requirements: 23.2( I) The employee must be 58 yeazs of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily sepazated from City empioyment or have been subject to separation by lay-offor compuisory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 23.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the time of sepazation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) yeaz service requirement. Xeazs of service with ISD #625 will be excluded for employees hired by or transferred to the City of St. Paul after 3/31 /2001. 23.2(4) 23.2(5) The employee must file with the Director of Human Resources a waiver of re - employment which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City or with Independent School District No. 625. The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her sepazation from service. 233 If an empIoyee requests severance pay and if the employee meets fhe eligibility requirements set forth above, he or 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 sepazation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met a11 of the requirements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 For the purpose of this severance program, a transfer from the City of Saint Paui employment to � Independent School District No. 625 employment is not considered a sepazation of employment, and such transferee shall not be eligible for the City severance program. 23 ARTICLE 23 - SEVERANCE PAY (Continued) 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of Cit}� Ordinance No. 11490. � 23.8 This severance pay program shall be subjectto and govemed by the provisions of City Ordinance No. 11490, 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 conuol. 23.9 The provisions of this Article shall be effective as of December 24, 1983. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, sec6on 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article or the ordinance shall constitute a baz to receiving severance pay from the other. Any employee hired after December 31, 1983 shalk only be entitled to the benefiYS of this Article upon meeting the qualifications herein. 23.11 Sections 23.12 through 23.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. 23.12 The Employer shall provide a severance pay progratn as set forth in Sections 23.13 ihrough 23.20. 23.13 To be eligible for the severance pay program, an employee must meet the foilowing � requirements: � 23.13(1) The employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other discipiinary reason aze not eligible for the City severance pay program. 23.13(2) The employee must file with the D'uector of Human Resources a waiver of re- employment which will cleazly indicate that by requesting severance pay, the employee waives att' claims'to reinstaYemenY''o'r re=empio;�rienY�'�o�''�ii� typ'ej; v�*ith'fIiz'Crty'or ' with Independent School District No. 625. 23.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or 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 sepatation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service in the CiTy. • 24 �C-383 ARTICLE 23 - SEVERANCE PAY (Continued) Years of Sen�ice with the City Maximum Severance Pay � At Least 20 $ 5,000 2I 6,000 22 7,000 23 8,000 24 9,000 25 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the time of his/her death the employee would have met all of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. 23.16 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a sepazation of employment, and such transferee shall not be eligible for the City severance program. 23.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 2318 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. ll 490 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. 23.19 Notwithstanding Section 23.11, employees appointed prior to January l, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Section 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall constitute a bar to drawing severance pay vnder any other provision sei forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement shall not be eli�ible for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 24.1 It is recognized that temporary employees aze within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary empioyees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. � 25 ARTICLE 25 - NONDISCRIMINATION 25.1 The terxns and conditions of ttus agreement will be applied equally to employees without regard to, or discrimination for or against any individual because of race, color, creed, sex, age, �, disability, or because of inembership or non-membership in the Union. 25.2 Employees will perform their duties and responsibiIities in a nondiscriminatory manner as such duties and responsibilities involve other empioyees and the generat pubiic. 253 Any member of the bazgauring unit may file a grievance or discrimination complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmiess and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties. 26.2 Notwithstanding Section 26.1, 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 empioyee is the Plaintiff. ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE • 27.1 In the case of a serious illness or disability of a parent or household member, the Head of the Department 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 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forry (40) hours per incident to azrange for the caze of a seriously' i�l or d'isabled ctu'Id. "'' _ .� 27.2 The Head of the Departrnent or the Human Resources Director 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 Section 27.1 above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendar days he/she shall submit to the Head of the Department 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 calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and peri� of the person's sickness is submitted and approved by the Head of the Department and forwaz to the Human Resources O�ce. 26 Ol- 383 ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) 27.3 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 regulaziy scheduled time to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 27.4 An empioyee shall be paid under the provisions of this pazagraph only for the number of days or hours for which he/she would normaliy have been paid if he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and employees shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his/her work duties or responsibilities require such empioyee to be in a situation that violates state safety laws or legally promulgated standazds, the matter shall be immediately considered by the Employer. 28.2 For those employees required by the Employer to weaz safety shoes or boots, the Employer a�rees to contribute $75.00 per calendaz yeaz towazd the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that year. Employees may carry over up to a total of $150 far the purchase of shoes. Reimbursement shall be made only after investigation and approval by the immediate supervisor of the employees. 28.3(a) When the Employer establishes Labor/Management Safety Committees, the Union � will select its� own members to participate. 28.3(b) R'hen the Employer establishes Accident and Incident Review Boards, the Unions will not be required to participate. ARTICLE 29 - UNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shall increase on the first day of each year of the conuact by the same percentage amount as the general increase. 29.2 Employees working in the title of Animal Control Officer and who aze required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $360.00 per calendaz year. 293 Technical Trainees who aze required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $80.00 per calendaz yeaz. 29.4 Zoo Keeper IPs who are required to wear a specified uniform shall be reimbursed for uniform items purchased up to $350.00 per calendaz yeaz. 29.5 Pazking Enforcement Officers who aze required to weaz a specified uniform shall receive a one- � time uniform reimbursement for uniform items purchased up to $800.00. 27 ARTICLE 29 - IJNIFORM REIMBURSEMENT (Continued) 29.6 Meter Readers who are required to weaz a specified uniform shall be reimbursed for uniform items purchased up to $184.44 per calendar yeaz. � 29.7 Maintenance Trainees shall receive a clothing reimbursement of $259.45 per yeaz. 29.8 The Employer shall provide each employee in the title of Park Concession Supervisor, Refectory Supervisor and Refectory Attendant who is required to wear a specified uniform with four (4} uniforms for full-time employees and two (2) uniforms for part-time employees. The uniform will consist of either a shirt or sweatshirt selected by the Employer. 29.9 Employees in the above sections of this article will be required to weaz the uniform while on duty and w�ill be responsible for the caze and upkeep of their uniforms. 29.10 The Employer shall deternune the process for the reimbursement of uniform items purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special Employment" titles recognized by the Bureau of Mediation Services as being appropriately included in this bargaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. ARTICLE 31 - TERMS OF AGREEMENT � 311 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resuited in this agreement, each had the unlimited right and opporiunity to make requests and proposals with respect to any subject or matter not removed by law &om the area of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to`auy'snbject or rriatter'referied f'o or covered in'tTus agreemenf. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. . F�3 % 01-3ss3 u ARTICLE 31 - TERMS OF AGREEMENT (Continued) 31.3 Terxn of Agreement - This agreement shall be in full force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from yeaz to year thereafter unless either pariy sha11 notify the other in writing that it desires to modify or teiviinate this agreement. In witness whereof, the parties have caused this agreement to be executed this� day of April, 2001. (The date was handwrittett in the original signature copy.) 31.4 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 and the City Council, and is also subject to ratification by Local Union No. 2508. �1. �/ Y I I � 1 �.` � .y � f .� FOR THE CITY � � Kathexine L. Meg �� Director of Labor elario s LOCAL UNION NO. 2508, DISTRICT COUNCIL NO. 14 OF THE ANIERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO -� ��" 1 Kurt Errickson Business Representative � j q/o l lg r- J�Y�;y,e,,, Yli � � 6 t $ob Steiner President � 29 6�-3 �'3 APPENDIX A BIWEEKLY RATES • Salary ranges applicable to titles covered by this Agreement shall be as shown below: Effective January 1, 2001 (closest pay period) 2.725% increase Effective January 1, 2002 (closest pay period) 3% increase GRPDE OlA 526A MODIFIED DUTY WORKER CLERICAL (SAL.ARY STEPS CREATED AS NEEDED - SSTLE USED ONLY UPON INSTRUCTIONS FROM - WORKER'S COMP) GRADE 001 A B C D E F 10-yr. 15-yr. 20-yr_ 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 669.38 689.39 711.51 738.93 761.07 784.24 802.13 829.20 841.25 853.31 12/29/O1 689.46 710.07 732.86 761.10 783.90 807.77 826.19 854.08 866.49 878.91 GRADE 002 /30/00 683.76 704.17 727.34 748.42 774.76 800.04 815.85 646.47 660.46 872.54 2/29/O1 704.29 725.30 749.16 770.67 798.00 824.04 840.33 873.92 866.29 898.72 GRADE 003 12/30/00 696.77 715.75 741.03 765.27 792.70 815.85 835,90 864.48 876.52 888.60 12/29/O1 717.67 737.22 763.26 788.23 816.46 840.33 860.98 890.41 902.82 915.26 GRP.DE 004 12/30/00 707.32 730.51 752.48 780.03 806.39 835.90 851.70 862.67 894.71 906.76 12/29/O1 728.54 752.43 775.05 803.43 830.58 660.98 877.25 909.15 921.55 933.96 GRADE 04U 318 REFECTORY ATTENDANP A (1) 12/30/00 9.42 �/29/O1 9.70 r� GRP.DE 005 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. • (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 719.97 744.17 769.51 797.96 624.33 849.59 868.55 896.54 908.60 920.66 12/29/OS 741.57 766.50 792.60 821.90 849.06 875.08 894.61 923.44 935.86 948.28 GRADE 006 12/30/00 734.72 760.01 784.24 809.50 638.00 668.55 883.30 915.8I 927.84 939.91 12/29/O1 756.76 782.61 807.77 833.'I9 863_14 694.61 909.80 943.28 955.68 968.11 GRADE 06U 972 LIBRARY AIDE A (1) 12/30/00 9.16 12/29/Ol 9.43 B (2) 9.50 9.79 C (3) 9.80 10.09 D E (4) (5) 10.13 10.48 10.43 10.79 GRPDE 007 804 CLERZCAL TRAINEE 242 LABORATORY HELPER 083A MAINTENANCE TRAINEE 807 TRAINEE(STOREHOUSE) � 12/30/00 748.42 774.76 600.04 828.52 856.97 889.62 906.53 940_45 952_50 964.52 12/29/O1 770.87 798.00 824.04 853.38 862.66 916.31 933.73 968.66 981.08 993.46 GRADE 008 084A COUNSELOR AIDE TRAINEE A A, TNF'R 067A TECHNICAL TRAINEE 12/30/00 765.27 792.70 815.85 844.33 876.97 906.53 926.54 960.75 972.81 984.66 12/29/O1 788.23 816.48 840.33 869.66 903.26 933.73 954.34 989.57 1001.99 1014.41 C� �.d� • GRADE 009 111 CLERK Z 585A LIERARY CLERK �PART TIME) 972A LIERPRY CLERX (PART TIME) 111M MODIFIED DUTY WORKER-CLERZCAL 46- ��3 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 780.03 806.39 835.90 863.30 895.95 926.54 946.56 9$3.61 995.87 1007.92 12/29/Ol 803.43 830.58 860.98 889.20 922.83 954.34 974.96 1013.32 1025.75 1038.16 GRADE O10 100 SERVSCE WORKER SS 12/30/00 797.96 824.33 849.59 880.17 908.61 942.33 966.13 1006.90 1016.96 1031.02 12/29/O1 821.90 849.06 875.08 906.58 935.87 970.60 997.17 1037.11 1049.53 1061.95 GRADE O11 121 CLERK-TYPIST I 314M MODIFIED DTTfY WORKER-CLERICAL 314 PARK GUIDE 22/30/00 809.50 838.00 869.55 898.06 930.70 968.13 992.02 1028.85 1040.89 1052.93 12/29/O1 833.79 863.14 694.61 925.00 956.62 997.17 1021.76 1059.72 1072.12 1084.52 � GRADE O15 12/30/00 880.17 909.61 942.33 981.77 1021.59 1069.97 1094.56 1139.65 1151.72 1163.75 �/29/O1 906.58 935.87 970,60 1011.22 1052.24 1102.07 1127.40 1173.84 1166.27 1198.66 GRADE 012 579 DATA ENTRY OPERATOR 2 12/30/00 828.52 656.97 869.62 921.24 954.45 992.02 1013.64 1054.83 1066.66 1078.92 12/29/O1 853.38 682.68 916.31 948.88 983.06 1021.78 1044.05 1086.47 1098.87 1111.29 GR.ADE 013 155 DUPL EQUIP OPR TRAINEE 12/30/00 844.33 876.97 906.53 939.16 976.07 1016.18 1040.46 1087.23 1099.28 1111.34 12/29/Ol 869.66 903.26 933.73 967.33 1005.35 1046.73 1071.69 1119.85 1132.26 1144.68 GRADE 014 Z2/30/00 863.30 895.95 926.54 962.41 997.68 1039.25 1069.97 1110.99 1123.02 1135.09 12/29/Ol 689.20 922.63 954.34 991.28 1027.61 1070.43 1102.07 1144.32 1156.71 1169.14 r� GRADE 016 112 CLERK II 118 CLERK-STENOGRAPFIER I 112M MODIFIED DUTY WORKER-CLERICAL 329A STOREROOM ASSISTANT A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. tl) t2) (3) I4) (5) (6) (7) t8) (9) (10) I.2/30f00 900.19 933.89 969.28 1QQ6.78 1050_29 1094.56 1122.79 1172.08 1184.15 1196.19 12/29/Ol 927.20 961.91 998.36 1036.98 1081.80 1127.4Q 1156.47 1207.24 1219.67 2232.D8 GRADE 017 511 *PARKING METER MONITOR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER 12f30f00 921.29 954.45 992.02 1030,72 1076.13 1124.10 1157.24 1203.26 1215.32 1227.38 12/29/Ol 948.88 983.08 1021.78 1061.64 1108.41 1157.82 1191.96 1239.36 1251.78 1264.20 GRADE 018 122 CLERY.-TYPIST II 480A CLERK-TYPIST II (BILINGUAL) 391 REGISTRATION CL RRK � 12/30/00 939.16 971.60 1018.16 1060.15 1104.39 1154.76 1184.28 1234.49 1246.54 1258.59� 12/29/O1 967.33 1000.75 1048.73 1091.95 1137.52 1169.40 1219.81 1271.52 1283.94 1296.35 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 12j30j00 962.41 997.68 1039.25 1085.94 1133.91 1184.28 1216.25 1265.67 1277.72 1289.77 12/29/O1 991.28 1027.61 1070.43 1118.52 1167.93 1219.81 1252.74 I303_64 13�16.0,5"1326.46 GRFIDE �2� 970 FIRE PROPERTY CLERK 12/30/00 982.90 IO29.86 1071.16 1116.69 1165.82 1217.46 1250.65 1303.09 1315.14 1327.29 12/29/O1 1012.39 1060.76 1103.29 1150.19 1200.79 1253.96 1288.17 1342.18 1354.59 1367.01 u �OQ� �J GRADE 021 119 CLERK-STENOGRAPHER 22 176A COMPUTER OPERATIONS ASST--LIB 142A REFECTORY SUPERVISOR O1-383 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. . (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1006.78 1050.29 1094.56 1142.51 1195.31 1246.98 1281.40 1335.54 1347.61 1359.67 12/29/O1 1036.98 1081.80 112'I.40 1176.79 1231.17 1284.39 1319.84 1375.61 1386.04 1400.46 GRP.DE 022 580 DATA ENTRY OPERATOR II 681 PROPERTY CLERK 438 STORES CLERK 12/30/00 1030.72 1076.13 1124.10 1179.37 1230.97 1285.07 1320.73 1376.70 1388.78 1400.81 12/29/O1 1061.64 1108.41 1157.82 1214.75 1267.90 1323.62 1360.35 1418.00 1430.44 1442,83 GRADE 22P 12/30/00 1061.32 1109.28 1158.46 1206.40 1262.92 1333.00 1388.32 1481.51 1493.56 1505.62 12/29/O1 1093.16 1142.56 1193.21 1242.59 1300.81 1372.99 1429.97 1525,96 1536.37 1550.79 � GRADE_023 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMMING POOL SUP--OXFORD POOL 12/30/00 1060.15 1104.39 1154.76 1205.20 1260,51 1313.34 1350.21 1405.39 1417.43 1429.49 12/29/O1 1091.95 1137.52 1189.40 1241.36 1298.33 1352,74 1390.72 1447.55 1459.95 1472.37 GRADE 024 004 ACCOUNTING CLERK II 123 CLERK-TYPIST IZI 374A EDP AIDE 570A LEGAL CLERK-TYPIST 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 12/30/00 1088.39 1137.55 1185.49 1239.57 1297.38 1352.68 I390.75 1449.06 1461.11 1473.15 12/29/O1 1121,04 1171.68 1221.05 1276.76 1336.30 1393_26 1432.47 1492.53 1504.94 1517.34 n LJ �:� GRADE 025 044 ASSISTANT SUPV OF WTR BILLING 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE REP 156 DUPL EQUIP OPERATOR 147B RISK MGMT CLERK • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4� (51 (6) (7J (8) (9) (10) 12/30/00 1115.46 1163.38 1216.25 1269.11 1323.16 1382.19 1421.49 1481.51 1493.56 1505.62 (11) (12) **** 1540.47 A B C D E F 10-yr 15-yr 20-yr 25-yr 12/29/O1 1148.92 1198.28 1252.74 1307.18 1362.85 1423.66 1464.13 1525.96 1538.37 1550.79 (11) (12) **** 1586.68 GRADE 25T 700A IS SYSTEMS SUPPORT SPEC I Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1115.46 1163.38 1216.25 1242.67 1269.11 1296.14 1323.16 1352.67 1382.19 1421.49 15-yr 2o-yr 25-yr � (11) (12) (13) 1481.51 1493.56 1505.62 Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3_5-yr 4-yr 10-yr 12/29/O1 1148.92 1198.28 1252.74 1279.95 1307.18 1335.02 1362.85 1393.25 1423.66 1464.13 15-yr 20-yr 25-yr (11) (12) (13) 1525.96 1538.37 1550.79 GR21DE 026 166 COMPUTER OPERATOR 320 PARKING METER COLLECTOR II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1146.20 1197.74 1250.65 1307.19 1366.19 1426.41 1464.53 1527.70 1539.76 1551.79 12f29/01 1180.59 1233.67 1288_17 1346_41 1407.18 1469.20 1508.47 1573.53 1585_95 1596.34 GRI�DE 027 12/30/00 1146.20 1201.47 1255.60 1313.34 1376.03 1438.72 1480.45 1543.90 1555.96 1568.� 12/29/01 1180.59 1237.51 1293.27 1352.74 1417.31 1481.87 1524.86 1590.22 1602.64 1615. . � Ol-3�'� • GRP.DE 028 434 CASHIER 433M MODIFIED DUTY WORKER-CLERI 433 STOREKEEPER A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1179.37 1230.97 1265.07 1346.50 1405.52 1470.67 1511.24 1581.32 1593.38 1605.42 12/29/Ol 1214.75 1267.90 1323.62 1386.90 1447.69 1514.79 1556.58 1628.76 1641_18 1653.58 GRP.DE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (B) (9) (10) 12/30/00 1179.37 1230.97 1265.07 1315.79 1346.50 1376.00 1405.52 1438_11 1470.67 1511.24 15-yr 20-yr 25-yr (11) (12) (13) 1581.32 1593.38 1605.42 Start 6-mo 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/29/O1 1214.75 1267.90 1323.62 1355.26 1366.90 1417.28 1447.69 1481.25 1514.79 1556.58 15-yr 20-yr 25-yr (11) (12) (13) � 1628.76 1641.18 1653.58 GRADE 029 045A CLERK ZV 423A PAYROLL CLERK 129B ZOO KEEPER A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) I7) (B) (9) (10) 12/30/00 1207.62 1266.64 1323.16 1387.13 1449.79 1516.59 1561.65 1627.47 1639.51 1651.58 12/29/O1 1243.85 1304.64 1362.85 1428.74 1493.28 1564.15 1608.50 1676.29 16B8.70 1701.13 GRADE 030 203A ANIMAL CONTROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 12/30/00 1243.32 1298.62 1357.55 1425.21 1490.33 1559.21 1602.20 1672.41 1684.45 1696.51 12/29/Ol 1280.62 1337.58 1398.28 1467.97 1535.04 1605.99 1650.27 1722.58 1734.98 1747.41 � J r•� GRADE 031 073 BUILD PERMIT CLERK 070 CHSEF METER READER 541A AUMAN RESOIIRCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK • A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) IS) (6) (7) (8) (9) (10) 12/30/00 1276.44 1333.00 1395.70 1459.63 1529.68 1600.98 1646.41 1714.83 1726.87 1738.94 12/29/O1 1314.73 1372.99 1437.57 1503.42 1575.57 1649.01 1695.80 1766.27 1778_68 1791.11 GRADE 032 150A PROCURII��NT SPECIALIST 249A SECRETARY (STENOGRAPHER) 431A SENIOR COMPUTER OPERATOR 541 STOREROOM SUPERVISOR 202A TELECONIMUNICATOR 12J30J00 1312.06 1374.78 1436.26 1503.88 1573.94 1647.70 1695.62 1769.71 1781.78 1743.80 12/29/O1 1351.44 1416.02 1479.35 1549.00 1621.16 1697.13 1746.49 1822.80 1835.23 1847.61 GRADE 033 382A C[JSTOMER SERVICE SENIOR REP � 157 DUPL EQUIP OPR SUPERVISOR 136M MODIFZED DUTY WORKER-CLER2 305A PAYROLL SYSTEM SUPERVISOR 664A SENIOR ANIMAL CONTROL OFFICER 136A VEHICLE MAINT CLERK 12/3�/00 1347.74 1412.91 1478.07 1545.64 1618.19 1645.62 1743.55 1818.35 183�.38 1842.44 12/29/O1 1388.17 1455.30 1522.41 1592.01 1666.74 1746.49 1795.86 1872.90 1885.29 1697.71 r �� ,�. �, �� ,GR,ADE 03�3 �� ,,__.��. ,��._„�. �.�.,..��- ,:- � ��_,,...�.��..-,.:_ .. � 506 CLERICAL SUPERVISOR 12/30/00 1387.13 1449.79 1516.59 1587.47 1662.41 1743.55 1791.47 1869.52 1861.53 1893.64 12j29/O1 1428.74 1493.28 1564.Z5 1635.09 1712.28 1795.86 1845_21 1925.61 1937.98 1950.45 GRADE 035 12/30/00 1425.21 1490.33 1559.21 1634.19 1710.37 1791.47 1841.89 1924.44 1936.49 1946.54 12/29/O1 1467.97 1535.04 1605.99 1683.22 1761.68 1645.21 1897.15 1982.17 1994.58 2007.00 • �.��j D!- 3 g3 GRADE 036 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1464.53 1534.61 1603.41 1680.86 1762.03 1643.13 1897.21 1960.55 1992.61 2004.64 12/29/O1 1508.47 1560.65 1651.51 1731,29 1814.69 1898.42 1954.13 2039.97 2052.39 2064.78 GRADE 037 473 WATER BSLLING SUPERVSSOR 12/30/00 1505.11 1576.40 1648.93 1726.38 1608.69 1695.99 1948.78 2034.22 2046.28 2058.34 12/29/O1 1550.26 1623.69 1698.40 1778.17 1862.95 1952.87 2007.24 2095.25 2107.67 2120.09 GRADE 37A 276A EMPLOYI�NT TESTING COORDINATOR 12/30/00 1504.73 1576.56 1647.13 1726.46 1809.69 1929.84 1971.33 2054.61 2066.10 2077.57 12/29/O1 1549.87 1623.86 1696.54 1778.27 1663.96 1967.74 2030.47 2116.25 2126.08 2139.90 GRADE 038 12/30/00 1549.36 1619.38 1696.82 1776.75 1859.12 1948.78 2004.15 2090.33 2102.37 2114.43 �2/29/O1 1595.84 1667.96 1747.72 1830.05 1914.89 2007.24 2064.27 2153.04 2165.44 2177.86 GRADE 039 12/30/00 1593.58 1666.14 1744.78 1628.38 1913.18 2004.15 2059.44 2150.23 2162.30 2174.32 12/29/O1 1641.39 1716.12 1797.12 1863.23 1970.58 2064.27 2121.22 2214.74 2227.17 2239.55 GRADE 040 12/30/00 1640.34 1716.53 1795.23 1878.74 1969.75 2065.59 2122.20 2216.36 2228.43 2240.47 12/29/O1 1689.55 1768.03 1849.09 1935.10 2028.84 2127.56 2185.87 2262.85 2295.28 2307.68 GRADE 041 12/30/00 1684.56 1763.24 1848.06 1932.84 2025.04 2112.45 2163.62 2282.47 2294.53 2306.61 12/29/O1 1735.10 1816.14 1903.50 1990.83 2085.79 2175.82 2249.13 2350.94 2363.37 2375.81 GRFIDE 042 12/30/00 1731.26 1813.62 1899.68 1989.40 2082.79 2183.62 2248.75 2344.66 2356.91 2366.96 12/29/O1 1783.20 1868.03 1956.67 2049.08 2145.27 2249.13 2316.21 2415.21 2427.62 2440.03 • � GRADE 043 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr . (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1782.87 1865.25 1952.50 2043.47 2141.81 2247.50 2309.03 2409.73 2421.77 2433.83 12/29/O1 1836.36 1921.21 2011.06 2104.77 2206.06 2314.93 2376.30 2462.02 2494_42 2506.84 GRADE 044 12/30/00 1832.08 1920.54 2010.29 2108.65 2205.72 2310.20 2377.80 2482.09 2494.15 2506.22 12/29/O1 1887.D4 1978.16 207D.60 2171.91 2271.89 2379.51 2449.13 2556.55 2568.97 2581.41 GR}1DE 045 12/30/00 1882.47 1972.19 2066.83 2163.91 2269.64 2379.08 2447.85 2559.46 2571.48 2563_55 12/29/O1 1938.94 2031.36 2128.83 2228.83 2337.73 2450.45 2521.29 2636.24 2648.62 2661.06 GRADE 046 12/30/00 1938.91 2031.36 2128.80 2226.83 2337.73 2450.44 2521.28 2636.24 2648_29 2660.31 12/29/O1 1997.08 2092.30 2192.66 2295.69 2407.86 2523.95 2596.92 2715.33 2727.74 2740.12 � GRADE 047 12/30/00 1997.11 2092.31 2192.70 2295.68 2407.84 2523.96 2596.93 2715.32 2727.39 2739.42 12/29/O1 2057.02 2155.08 2258.48 2364.55 2480.08 2599.68 2674.84 2796.78 2809.21 2621.60 GRADE 048 �12/30/00 2057.00�2155.06 2258.49 2364.60 2480.08 2599.67 2674.�84 2796.�80 2808.83 282�0.9 0 12/29/O1 2116.71 2219.71 2326.24 2435.54 2554.48 2677.66 2755.09 2880.70 2893.09 2905.53 GR1�1L)E 049 12/30/00 2118.71 2219.73 2326.22 2435.50 2554.49 2677.70 2755.07 2880.69 2892.73 2904.80 12/29/Ol 2182.27 2286.32 2396.01 2508.57 2631.12 2758.03 2837.72 2967.11 2979.51 2991.94 GRADE O50 12/30/00 2182.27 2286.30 2396.00 2508.59 2631.13 2758.03 2837.71 2967.10 2979.14 2991.� 12/29/O1 2247.74 2354.89 2467.68 2583.85 2710.06 2840.77 2922.64 3056.11 3068.51 3080. A-10 0l-3� 3 APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY � MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL and AFSCME CLERICAL AND TECI�IICAL IJNITS This agreement is entered into by and between the Ciry of Saint Paul, Division of Information Services and the AFSCME Clerical and Technical bargaining units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and are subsequently requested to resolve a critical information system problem, sha11 be granted two hours xninimum compensation either in compensatory time or pay for their efforts per incident. An incident shall begin when the telephone or page is answered and end when the problem is either resolved or further efForts are deemed futile. This means multiple calls regazding the same problem are considered one incident. 2. If the IS empioyee is represented by the AFSCME Clerical or Technical bargaining unit and resolution of the problem takes less than one and one half hours, the employee will be paid straight time for the two hour minimum. If the resolution of the problem takes more than one and one half hours, then the overtime provisions of the contract will apply. The City and the Union agree that this language is experimental and shali not extend beyond the term of tl�is Agreement unless botk parties act affirmatively to renew or modify this clause in bargaining for the � next contract. CITY OF SAINT PAUL �� /� a at erine L. Megarry, ` � � Labor Relations Dire or � LOCAL LTNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. I4 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MiJNICIPAL EMPLOYEES LEGAL �„�— �,._.--'� �� ld� Kurt Errickson, Business Agent l�„�t- �.`�;..L., wl ��l o t Robert Steiner, President, Loca12508 C/ --�4�-+� V � �e�.� Robin Madsen, President, Local 1842 : O!-3g� APPENDIX C- COMMITMENT TO LMCHI �'his letter confinns that the parties entered into the 2001-2002 ageement with the following intentions and expectations regazding the health insurance issues that face the City: The rising cost of health insurance is an issue of vital importance to both the City and its employees. The responsibility to contain these costs fa11s jointly on the City, its Unions and the employees. The City's Joint Labor-Management Committee on Aealth Insurance (LMCHI) is a longstanding forum that has successfully resolved issues of joint concern in the past. The parties to this letter believe the LMCHI is a forum that must continue to be supported. By signing this letter, the parties hereby renew their commitxnent to work in good faith on the LMCHI and support the bylaws of the committee which encourages the Administration of the City to seek a consensus recommendation from all the Unions prior to making any changes in plan design. CITY OF SAINT PAUL � � � �r �� l atherine L. Megarry� abor Relations Direc or LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND Iv1IJNICIPAL EMPLOYEES LEGAL �'�-- � �i�� Kurt Errickson, Business Agent �� '"� � �!�(u�b � T rry Haltiner Labor Relations Manager Mgmt Co-Chair' of LMCHI . , _. � Ron Gu��oile Risk Manager ' - ` �. _ _. � R„�,� �„ K!l �Jct Robert Steiner, President, Loca12508 �� Robin Madsen, President, Local 1842 C1