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01-384Council File # C l- 3f1�'{ RESOLUTION OF SAINT PAUL, MINNESOTA Presented by Referred To Committee Date 1 2 3 Green Sheet # 106836 10 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 #1842 (Tecl�nical), District Council No. 14 of the American Federation of State, County and Municipal 4 Employees AFL-CIO. Requested by Deparhnentof. AdoptedbyCouncil: Date �,__.w�___�'S--) �_�O� Adoption Certified by Council Secretary � App� � Approved by�M yor for Submission to Council B �C '�� y � C YT�1 � .� Office of Labor Relations �( j{/ �., p DEPARTMENT/OPFICE/COUNCIL: DATE INTTIATED OI"� �Y LABOR RELATTONS Apri19, 2001 GREEN SHEET No.: 106836 CONTACI' PERSON & PHONE: � T�AIIDATE wi�IAL/DATE JiJLIE KRAUS 266-6513 �IGN 1 DEPAI2TMENC DIR 4 CITY COUNCIL NUIYIBER 2 CITY ATTORNEY CITY CLERK MOST BE ON COUNCII. AGEI�'DA BY (DaTE) FOR BUDGET DIIt. � FIN. & MGT. SERVICE DIR. ROL'TING 3 MAYOR (OR ASST.) ORDER TOTAL �t OF SIGNATURE PAGES_1 (CLLP ALL LOCATfONS FOR SIGNATURE) acr[ox �QV�es�v: This resolution approves the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and the Local Union 1842 (Technical), District Council 14 of the American Federation of State, County and Municipal Employees, AFL CIO. RECObIIvfENDA110NS: Approve (A) or Reject (R) PERSONAI, SERVICE CONTRACfS MUST ANSWER THE FOLLOWIIVG QUESTIONS: _PLANNING COMMISSION _CIVIL SERVICE COMMISSION I. Haz this person/firtn ever worked under a wntract for this depazlment? CIB COMT�IITCEE Yes No S'IAFF 2. Hu this person/fim ever bern a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COtJNCIL OBJECTIVE? 3. Does this person/firm possess a skill not nortnally possused by any current ciry employee? Yes No Explain alI yes answers on separate s6eet and attach ro green sheet INITtATING PROBLEM, ISSUE, OPPORI'l7NITY (Who, What, When, Where, Why). Current agreement expired December 31, 2000. � nnvnivrncES iF nrrxoven: An agreement in place through December 31, 2002. This agreement has been ratified by the union members. •y �""T `�` •; c`,�,�,W��.,i�; , .>w..�-. ym , rek3a. tid�'a`+�es+3: • Pez?C"°7 � �: � g ° r�. � > � DISADVANTAGESIFAPPROVED. ' None. DISADVANTAGES IF NOT APPROVED: No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACT[ON: $ COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIVITY N[7MBER: FINANCIAL INFORMATION: (EXPLAIIV) ATTACHIVIENT TO TI� GREEN SHEET O� -��`� LOCAL LJNION 1842 DISTRICT COUNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COLTNTY AND MUNICIPAL EMPLOYEES, AFL-CIO Below is a summary of the changes in the Collecfive Bargaining Agreement between the City and the Loca1 Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. Durafion: January 1, 2001 through December 31, 2002. Wa es: 2001: 2.725%* 2002: 3.0% Health Insurance: The insurance contribution increases follow the same pattern as previously negotiated agreements with other bazgaining units and/ar 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 yeaz Single: $229.84 + first $40 of any increase and 50% of the increase over $40. 2002 - second half of the yeaz Single: $229.84 +�Il amount of 2002 premium increase 2002 - all yeaz Family: The 2001 family contriburion 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-board wage increase in the yeaz 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. Attachment to the Crreen Sheet � $�{ Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Empioyees, AFL-CIO Page 2 Deferred Com�ensation: Agreed to a$75/yeaz deferred compensation match, begiuniug in 2002 for all eligible employees with twenty or more yeazs of service at the beginuing of the yeaz. Elimination of ISD#625 time for purposes of length of service: For employees who aze hired/transfer to the City after 3/31/Ol, any time spent worldng for the School District will not count toward 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 deadiines 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 rn ocess for the payment of uniform allowances. Safety Shoes: Agreed to pay $75/calendaz yeaz toward 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 determination. This change will make the administration of holidays easier for Payroll staff. Agreed that employees 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 langua�e changes: Other language changes (inclusion of MOUs on On Ca11 pay and Golf uniforms, rewrites of portions of the insurance and uniform allowance articles, elimination of redundant articles, and reordering of articles) aze of a housekeeping nature for clazification and clean up. Attachment to the Green Sheet Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 3 Costs: Wages Health Insurance Increased uniform costs Addl Family insurance Deferred Compensation Total: $ 2001 $484,750 $ 77,617 $ 2,289 $ 4,907 $ $569,563 2002 $533,800 $ actuals uuknown at this tune $ 7 830 $541,630 + insurance costs O1-'�� o�-��y � � Zooi - Zoo2 . AGREEMENT - _ � � - � � � �� BETWEEN ; � . : _ , -� TI�E CITY OF SA�NT- PAUL . � �. � � : � , � � ��A1�Tfl� � _ � ; � ��. � LOGAL UNTON 1842, DISTRICT COU�TCI� 14, OF THE AMERICAN FEDERATIQN OF STAT�; COUNTY ANI) MI�NIC�PAL EIVIPLOYE�S, AFL-CIO ._ , __ � . � - - .. ° - _ ��;� �_ � �. �. � � �.� � � � „ •1 � � � o l-�� ARTICLE TITLE PAGE Preamble....................................................... ii I Recognition ......................................................1 2 Check Off ........................................................3 3 Hoursof Work ....................................................3 4 Work Breaks .....................................................5 5 Holidays .........................................................5 6 Grievance Procedures ..............................................6 7 City Mileage ......................................................8 8 Residence .......................................................10 9 Vacation ........................................................10 10 Insurance .......................................................10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Seniority........................................................16 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Bulletin Boards ..................................................19 Wages..........................................................i9 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Leavesof Absence ................................................20 Military Leave ofAbsence ..........................................23 ManagementRights ...............................................23 Discipline................................:......................23 Vacancies.......................................................24 LegalServices ...................................................24 No Strike-No Lockout .............................................25 Severance Pay ...................................................25 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 26 Nondiscrimination ................................................28 27 Sick Leave Usagefor DependentCaze ................................28 28 Safety ..........................................................29 29 Uniform Reunbursement ...........................................30 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 31 TermsofAgreement ..............................................30 Appendix .................................................... A1 Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . C 1 i �� PREAMBLE 'I`his agreement entered into by the CITY of Saint Paui, hereinafter referred to as the Employer, and Local Union 1842, �liated with Council 14, and the American Federation of State, County and Municipai 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 rates of pay, hours of work, and other conditions of employment. ii 0�-�3� ARTICLE 1- RECOGNITION I.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the , purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as ouflined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and as set forth in Section 1.2 below. 1.2 � i The bazgaining unit covered by this agreement shali consist of the foliowing: All technical personnel who aze employed by the City of St. Paul or who have their "terms and conditions of employment" established by the goveming body of the City of St. 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 year, in the classifications of: Accounting Technician I Accounting Technician II Accounting Technician III Accounting Technician IV Adaptive Recreation Assistant Adaptive Recreation Director Aquatics Manager Architectural Drafter Trainee Architectural Drafter Business Relocation Specialist Citizen Service Analyst City Planning Aide City Planning Technician Clinic Nurse Community Education/Recreation Coordinator Communications Tech Trainee Community Liaison Officer Dental Assistant Dental Hygienist Duplicating Equipment Operator (Two-Color) Engineering Aide I Engineering Aide II Engineering Assistant Environmental Health Aide Environmental Health Inspector Environmental Health Inspection Supvr. Fire Aide Fue Communications Operator I Fire Communications Operator II Fire Prevention Inspector I Fire Prevention Inspector II Graphic Arts Technician--City Planning Health and Education Assistant Health and Education Assistant -Cambodian/English Heaith and Education Assistant -HmongBnglish Health and Education Assistant -Spanish/English Health Laboratory Technician II Housing Counselor Housing Rehabilitation Advisor I Housing Rehabilitation Advisor II Huxnan Rights Technician Human Resources Technician III Info & Control System Integrator Tech Info & Control System Integrator Trainee IS Inforxnation/Technical Analyst I IS Information/Technical Analyst II IS Information/Technical Analyst III IS Information/Technical Analyst IV IS Systems Support Specialist III IS Systems Support Specialist IV Laboratory Technician I Library Associate Library Associate (Part-tune) License and Permit Aide License and PermitInspector License Enforcement Auditor Lifeguazd -1- ARTICLE 1 - RECOGNITION (Continued) Loan Specialist I Real Estate Specialist I Loan Specialist II Recreation Center Director Recreafion Loan Specialist Assistant Leader Loan Specialist Assistant (Bilingaal) Registere@ Radiologica! Technologist Medical Assistant Rehabilitation Supervisor Medical Records Practitioner Modified Dury Worker (Technical) Nutrition Assistant I Nutrition Assistant I - Bilingual Hmong/English Nutrition Assistant I - Bilingual / Spanish/English Nutrition Assistant I - Lazge Nutrition Assistant I - Medium Nutrition Assistant I - Smal] Nutrition Assistant II Payroll System Technician Plan Examiner I Plan Examiner II *Plan Examiner III Practical t\rurse Project Facilitator I Project Facilitator II Project Management Technician Public Works Technician I Public Works Technician II Public Works Technician III *Title abolished except as to present incumbents. Senior Animal Control Officer Senior License Inspector Senior Plan Examiner Senior Pool Attendant Service Worker III Surveyor Swimmuig Pool Supervisor Valuation and Assessment Aide I Valuation and Assessment Aide II Valuation and Assessment Technician I Valuation and Assessment Technician II Valuation and Assessment Technician III Video Production Assistant Video Production Technician Water Safety Instructor Water Utility Technician I Water Utility Technician II Water Utility Technician III Water Laboratory Aide Water Meter Technician Zoning Aide Zoning Specialist 13 Any present or future employee 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 shail check off said fee from the eamings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of gievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as othercvise legal. � � 1.4 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 Secuon i 3 of this � Article. -Z- ARTICLE 2 - CHECK O�F � 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those empioyees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representauve of the Union and the aggregate deductions of ali employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 2.2 The t3nion agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the CiTy under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 3.2 33 � 3.4 3.5 � The normal work day shali be seven and three/fourths (7'/a) consecutive hours per day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. For employees on a shift basis, this shali be construed to mean an average of thirty-eight and three-fourths (38'/4) hours per week. This section shall not be construed as, and is not a guazantee of, any hours of work per normal work day or per normal work week. Time on the payroli in excess of the normal hours set forth above in this Article shall be "overtime work" and shali be done only by order of the Head of the Depattment. D l - � 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the norma] hours established above in this Articie 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 bulletin boazds at all times. It is also understood that deviation from posted work schedules shall be pernussible due to emergencies and acts of God, and overtime may be required. 3.8 Notw�ithstanding Sections 3.1 through 3.6, empioyees 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 3.3. Overtime compensation for employees working under such agreements shail be subject to the provisions of the Fair Labor Standazds Act. -3- ARTICLE 3- HOURS OF WORK (Continued) 3.9 For employees who wish to shaze a position, the EmpIoyer wiI1 attempt to provide • options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who shaze 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 Articte 2 0 of ttxis agreement. In the event that one of the employees participating in the shazed position is temvnated or ternunates empioyment, 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 opfion 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. 3.11 At least fourteen (14} calendaz days priar to changing the normal work day or the normat work week, the Employer and Union shall meet and confer regazding the need for the proposed change and the possibility of other alternatives. It is also understood that deviation from such notice shall be permissible 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 daytune, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perform the job duties ofthe position. � 3.13 Morning Differential: O�ord Pool employees represented by this unit in the titles of Life Guazd, Water Safety Instructor, Swimming Pool Supervisor and Senior Pool Attendant shall receive a moming differential of five percent (5%) for each hour worked between 2 a.m. and 2 p.m. This moming differential shall only be paid for hovrs worked between 2 a.m. and 2 p.m. during the school yeaz (after Labor Day and before Memorial Day). These employees shall not be eligible for the Night Differential described below. Night Differenrial: To any employee, except the Oxford Pool employees described ab'o'v"e,' who wo'rks"'on'a'sIv'ft'begmnirigeartiei'�ii2a 6:E)O a:m': or e�i�:-Iate: �haE: fi: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 differential of five percent (5 %) for the entire shift. To any employee who works on a shift be° nning 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 houts worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duties, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standazd hour shifc for all continuous hours worked during fhe snow emergency. • -4- d!-3�`� ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - All employees work schedules shall provide for a fifteen (15) 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. 4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting tune, he/she shall be entifled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving* Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above falls on a Saturday, the holiday shall be observed on the preceding Friday. VJhenever any of the holidays listed � above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz 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 yeaz, subject to approval of the Depar[ment Head of any employee. 5.3 Eligibility Requirements - In order to be eligibie for a holiday with pay, an employee must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time earned sha11 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 shali the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other empioyees not heretofore eligible shall receive holiday pay. 5.4 Noriuithstanding 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 empioyee shall be eligibie for any floating holidays. � -5- ARTICLE 5 - HOLIDAYS (Continued) 5.5. *For all employees assigned to the Library, the Day After Thanksgiving sha11 be � considered a normal work day, and Chrishnas Eve shall be recognized atxd observed as a paid minor hoIiday. Tfris language regarding the Library shali not be effective unril and unless the other relevant collective bargaining agreements (PEA, SPSO, AFSCME 2508) negotiate corresponding language. ARTICLE 6 - GRIEVANCE PROCEDURES 6.1 The EmpIoyer shall recognize stewazds selected in accordance with Union niles and regulations as the grievance representarives of the bazgaitting unit. The Union shall notify ttie Employer in writing of the names of the stewards 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 shali therefore be accomplished during working hours only when consistent wiTh such employee's duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the stewazd and the employee have norified and received the approval of the supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. � 63 The procedure established by this Article shali 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 veterans under applicable veterans' rights statutes. . • ' g P ure: �� 6.Q �GrieXan�es shall be,resolved m conform ce witti an : e o owm r .. ..� .._�� . Step 1- Upon the occurrence of an atleged violation of this agreement, the employee involved (with or without the stewazd) shall attempt to resolve the matter on an informal basis with tiie emp2oyee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it ma}� be reduced to writing and referred to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of tlie agreemem violated, and the relie£reqneste&: Any alleged violafion of , the agreement not reduced to wriring by the Union within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. � � U/-3�� ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) Step 2- Within seven (7) wark 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 resuit of this meeting, the grievance remains unsolved, the Employer shall reply in writing to the Union within seven (7) work days foilowing 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 receipt 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 Employer supervisor shall meet with the Llnion Business Manager or his/her designated representative, the empioyee 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 conceming the grievance. If, as a result of the written response the grievance remains unsolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within seven (7) work days following 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 afrer 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 arbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days aftex notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) azbitrators 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 shali alternately strike names from such list(s), the Employer striking first, until one (I) name remains. Vacancies occurring on the perxnanent panel during the life of this agreement shall be fill ed by mutuai agreement of the parties. If the parties cannot mutually agree, the vacancy shall be fiiled by the process noted in the preceding pazagraph. This azbitrator selection process shall be effective only for the duration of this agreement unless both parties mutually agzee 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. � -7- ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) 6.5 The arbitrator shafl 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 issues submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to 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 shall be submitted in writing within thirty (30) days following close of the hearing of the submission of briefs by the parties, whichever be later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the azbitrator shall be final and binding on the Employer, the Union and the employees. 6.6 The fees and expenses for the azbitrator s services and proceedings shall be bome equally by the Employer and the tTnion, provided fhat each party shatl be responsibie 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 lunits in each step of this procedure may be extended by mutual agreement of the Empioyer and the Union. � 6.8 It is understood by the Union and the Employer tYtat a grievance, other than a grievance arising from a disciplinary action, may be deternuned by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Panl. 6.9 The provisions of this Article b shatl not apply to Secrion 3.9 of this agreement. 6.10 The Employer agrees to provide wurtesy copies of all correspondence to The Union Business Manager or Assistant Director to the President of Local 1842. This section shall � not be grieva�l�e. � � . � � _ � � . � � � � � � � 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 employees for the use of their own automobiles in the performance of their duties, the follou�ing provisions aze adopted. � �3 O!- 3 $� ARTICLE 7 - CITY MILEAGE (Continued) 7.2 Method of Computation - To be eligible for such reimbursement, ail o�cers and employees must receive written authorization from the Department Head. � Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile duting empioyment and the department head or designated representative detertnines 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 rennbursed 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 hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicie 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. This Section 7.2 shall become effective February 1, 1994. 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to have his or her own personai caz ayailahle. 7.4 Rules and Regulations - The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and furttier require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the CiTy Clerk. 7.5 Labor Management Committee. As part of negotiation 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 will be � convened in 2002 upon the request of the Union. This article 7.5 shall expire 12/31/02 unless affirmatively renewed by the parties. � ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residence 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 Sen�ice 1 st yeaz thru 4th yeaz Sth year thru 9th yeaz l Oth year thru I Sth yeaz 16th year thru 23rd yeaz 24th year and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) 9.2 The Head of a Department may permit an employee to cany over up to one hundred and twenty (120) hours of vacafion into the following "vacation year." For the purpose of this Article the "vacation yeaz" shall be the fiscal yeaz (IRS payroll reporting yeaz). 9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. A.RTICLE 10 - INSURANCE Active Employee Insurance 10.1 10.2 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. Effective for the January, 2001 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects single employee health i e ge provided by the Employer, the Employer agrees to contribute $211.62 jamount of 2000 sin Ie p ]' msurance premium p to $ 0 0 per on � If the 2001 s'mg e'iri'the'2001 singie fieahn• p n incre th le health insurance premium increase is over forry ($40.00) dollazs, the Employer will contribute 50% of the amount over forty ($40.00) dollazs. [For 2001, because the increase to the single premium is $18.22/month, the City continues to pay I00% of the siagle premi�rt]. For each eligible full-time employee who selects fatnily health insurance coverage, the Employer will contribute $406.62 [amount of 2000 family premium] per month plus $2.90 glus an amouut equal to the 20Q1 single healtkinsetraaeepremiwn increase ap to forty ($40.00) dollazs. If the 2001 single health insurance premium increase is over foriy ($40.00) doltazs, the Emptoyer wiil contribute 50% of the amount over forty ($40.00) dollazs. [For 2001, because the increase in the single premium is $18.22/month, the Employer's contributian to the family premium will be $427.74]. I'�1 LJ � � -10- 0�-3�� ARTICLE 10 - INSURANCE (Continued) 10.3 The parties agree to the foliowing arrangement for 2062 single insurance premiums with � the explicit understanding that language agreed to for any time period during 2002 sets no precedent one way or another with regatd 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 foilow its standazd procedure for processing of the premiums until an agreement is reached (i.e. City follows language in effect on 12/31/02 until a successor agreement is reached): Effective for the January 1, 2002 - June 30, 2002 insurance premiums, for each eligible employee covered by this agreement who is employed fuli-time and who selects singie employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 contribution plus an increase up to forty ($40.00) dollars per month. If the single health insurance premium increase for 2001 exceeds forty ($40.00) per month, the Employer will contribute 50% of the amount over forry ($40.00) dollazs. Effective for the July 1, 2002- December 31, 2002 insurance premiums, for each eligibie employee covered by this agreement who is employed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 coniribution pius an increase up to the fuli cosUmonth 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 premiuxn increase exceeds $100, the City will pay 40% of the excess increase. If in either yeaz the number of plans increases, the increase will be based on the average premium. 10.4 For the purpose of this Articie, full-time employment is deffned as appearing on the payroll an average of at least 64 hours per biweekly pay period for the tweive (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 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. �Ialf-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 twelve (12) month period preceding the annuai open enrollment or special enrollments or six (6) month period � preceding initial enrollment. -11- ARTICLE 10 - INSURANCE (Continued) Part-time employees who aze permanently appointed to a full-time (80 hours per � biweekly pay period) posiuon after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at least forry hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan year, sHatl be reduced to the benefit level applicable for the hours scheduled by the depariment. Such reduction shall take effect on the fust 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 conh fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. For each half-time empfoyee who selects family health insurance coverage, the Employer �s�ill contribute fifry percent (50%) of the amount contributed for fuli-time employees selecting family health insurance coverage in the same insurance plan. For each eligible employee covered by this agreement who is employed three-quarter time and who se]ects emp]oyee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contdbuted for full-time employees � selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-time employees selecting family health insurance coverage. 10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed hatf-time prior to January t, 1986 shall receive the same healih insutance contributions as � �£ui} 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 WeIfare Plan. , 2 0.9 Any cost of any premium for aay City offered employee or faznily insurance coverage in excess of the dollaz amounts stated in this Article 10 shall be paid by the employee. � -12- vl-3�y� ARTICLE 10 - INSURANCE (Continued) 10.10 The Employer wili provide a system whereby the employee's contribution toward the � premiums for the employee selected health insurance coverages can be paid on a pre-taY basis while the employee is receiving taxable income through the City payroll system. Emplo}�ees covered by this agreement will be eligible to participate in the Fle�ble Spending Account as offered by the Employer. The service fee chatged to participating employees shall be paid hy the Employer. 10.11 Employees covered by this agreement shall be eligible to pazticipate in the Dependent Care Reimbursement Account offered by the Employer. The service fee chazged to participating employees shall be paid by the Employer. 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 heaith insurance plan offered by the Employer: 10.12(1) Be receiving benefits from a public employee retirement act at the time of retirement, and 10.12(2) Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and � 10.12(3) Have completed at least 20 yeazs with the City of Saint Paul or 15 yeazs if receiving a disability pension, excluding yeazs 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 fuil time employees who: 10.13(1) Retire on or after January l, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer Until such employees reach siaty-five (65) yeazs of age, the Employer agrees to contribute a maximuxn of $350 per month towazd the cost of singie or family insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Sec6on 10.15 will apply. • 13 ARTTCLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full tune employees who: 10.14(i) 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) years of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Section 10.16 shall apply. Regular Retirees (Age 65 and over) 10. ] 5 This Section shall apply to full tune 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 1015(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health insurance coverage offered by the Employer to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shalI not be paid to fhe retiree. This Section shal] aiso apply io eazly reiirees who retired under Yhe provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shail apply to full time employees who: 10.16(1) Retire on or after January I, I996, and 10.16(2) Were appointed on or a8er January 1,1996, and 10.16(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 maximum of $300.00 per month towatd 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. This Section shail also apply to early retirees who retired under the provisions of Section 10.14 when such eaziy retirees attain age 65. � � � . 14 ARTICLE 10 - INSURANCE (Continued) O�-3 �� 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 enrolied in the City health insurance program. 10.19 Survivor Insurance: The surviving spouse of an empioyee carrying family coverage at the time of hislher death due to a j ob 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 previousiy 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 remarriage 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 program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heaith insurance for the first ninety (90) days of said employment. 10.20 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. � 15 ARTICLE 11- WORKING OUT OF CLASSIFICATION i l. i 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 assignxnent for a period in excess of fifteen (15) consecutive working days during a year shatt receive the rate of pay for the out-of-class assignment in a higher classification not later than the siarteenth (16) day of such assignment. For purposes of this Article, an out assi gIllll ent is defrned 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 regutar positian, and which is in a classification higher tfian the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee woutd receive if such employee received a regular appointrnent to the higher classification. ARTICLE 12 - SENIORITY 12.1 Seniority, for the purpose of this agreement, shall be defined as follows: The length of continuous, regulaz and probationary service with the Employer from the date an employee was first certified and appointed to a cIass title covered by this agreement, it being further understood that senioriry is confined to the cua�cnt class assigRRlent heid 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 detemuned by employee's rank on the eligible list � from which certification was made. 12.2 Seniority shall ternunate when an employee retires, resigns, or is discharged. 123 In the event it is determined by the Employer that it is necessary to reduce the work force, employees will be laid off by class title wittrin each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse Tength of toYal seniority in all „ titles listed on the corresponding line under Colutnn B. The Human Resources � Deparfinen't �vill id'enrify such°I'east senioi�empl�oyee��in 4he�depar�nent�re��ci�g posi�i�o�s, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the tides under Column B on which seniority was based, in any other City department, the Human Resources Departrnent shall place tbe 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 rifles shall be idenrified, 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 Iaid off. For the purposes of this Article, the Board of Education is not � included as a City department nor is a Boazd of Education employee included as a City employee. 16 bl-3�� L� ARTICLE 12 - SENIORITY (Continued) Column A Column B Deput} License Inspector I Deputy License Inspector I, Deputy License Inspector II Deputy License Inspector II Deputy License Inspector I, Deputy License Inspector II Engineezing Aide I Engineering Aide II Fire Aide I Fire Aide II Housing Aide I Housing Aide II Housing Rehab Advisor I Housing Rehab Trainee Library Associate Library Associate (PT) Operations Asst- Town 8q. Pazk Planning AideI Planning Aide II Planning Assistant I Planning Assistant II Recreation Center Director Recreation Leader II Recreation Leader III Sanitarian Aide I Engineering Aide I, Engineering Aide II, Traffic Eng. Aide II, Engr. Draftsman Eng. Aide I, Eng. Aide II, Traffic Engr. Aide II, Engr. Draftsman Fire Aide I, Fire Aide II Fire Aide I, Fire Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Recreation Leader II, Rec. Leader I, Rec. Director I, Rec. Center Director Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Pianning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II, Planning Asst. I, Planning Asst. II Recreation Leader II, Rea Leader III Recreation Director I, Operations Asst,- Town Square Pazk Rec. Leader II, Rec. Leader III, Recreation D'uector I, Operations Asst: Town Squaze Pazk Rec. Leader II, Rec. Leader III, Recreation Director I, Operations . Asst.- Town Squaze Pazk Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II 17 ARTICLE 12 - SENIORITY (Continued) Sanitazian Aide II Tra�c Engr. Aide II Val. & Assess. Aide I Val. & Assess. Aide II Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II VaUAssess Aide I, VaI/Assess Aide II VallAssess Aide I, VaUAssess Aide II � 12.4 In cases where there aze promotional series, such as Technician I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held tower titles which are in tttis 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 aze made by any class title in any department. 12.5 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 12.7 Employees assigned to these divisions in the police Department: Impound Lot, Property Room, Communication Center, and/or Records, shaIl be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. � 12.8 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by emptoyees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendaz days in advance. During the forfy-five (45) days, the Employer wilI meet with the Union and discuss possible options to contracting out or ways and means to minimize the elimination of positions. AR�'i��LE � i�3 -�llE�'�RR�'� �CQ'.l�IPE�S��IQN � �. � �. � � � � � 13.1 Beginning January 1, 2002, employees who have their completed twenty (20) yeazs of service shall have a$75.00 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 13.2 The Employer will match contributions by the fust paycheck closest to October 1 of the plan yeaz. � � Dl-3 �� ARTICLE 13 - DEFERRED COMPENSATION (Continued) 133 Eligibility Requirements: • A. Employees must have been in the Technical bargaining unit effective 1/1 of the plan yeaz. B. Qualifying years of service (determined by date of hire) must have been attained by 1/1 of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the fuli amount ($75.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of separation 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 14 - BULLETIN BOARDS 14.1 The Employer shall provide reasonable bulletin space for use by the Union in posfing � 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 Department Head. ARTICLE 15 - WAGES 15.1 The wage schedule, for purposes of this conh shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix A does not preclude the Employer from the following: I 5.1(1) Reorganizing 15.1(2) Abolishing classifications 15.1(3) Establishing new classifications 15.1(4) Regrading classifications 15.1(5) Reclassifyingpositions Both parties also agree that ritles and grades in Appendix A refer to empioyees 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. � �� 19 ARTICLE 15 - WAGES (Continued) I5.2 Individual employees may request an audit of their position whenever the nature of the . work and/or responsibilities in their position have substantially changed. When an employee has submitted a fulIy completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shalI fiave forry (40) calendar 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 wilI complete the study witfiin fifry (50} days after t[ie fully compteted job profile is submitted to Human Resources by the employee's supervisors. If the Employer finds the employee has assumed a higher level of responsibility but does not want tfie empIoyee working at that level on a permanent basis, the EmpIoyer wiIl present the employee with a written list of duties which the employee is expected fo cease perfomung. ARTICLE 16 - MAINTENANCE OF STANDARDS 16.1 The parties agree that all conditions of employment relating to wages, hours of work, overtune differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this agreement, and the conditions of employment shall be � improved wherever specific provisions for improvement aze made elsewhere in this agreement. ARTICLE 17 - LEAVES OF ABSENCE 1'I.1 Leave of Absence - After three months of employment, an employee may make application for a leave of absence not to exceed one year. A Yeave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). ave sT� 17.2 �ck Leave - Sick Le all 'acc S' umiil'afe at tPi'e rate`"of :0'S'76''of'a vvorkiag hois foreactt ° full hour on the gayroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, employees must report to their supervisor no later than one-half hour past their tegular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolufion No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certif cate or additional certificates onty 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 shalt not be arbitrable. � 20 o�-�g� ARTICLE 17 - LEAVES OF ABSENCE (Continued) • 17.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of sickness or injury of the employee, quarantine established by a public health enforcement agency, death of the employee'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 actual3y necessary for office visits to a doctor, dentist, optometrist, etc. 17.4 Leave Without Pay - Any employee who engages in acrive service in time of war or other emergency declared 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 allowed by law shall be entitled to leave of absence from empioyment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article 18 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. 17.5 Jury Duty - Employees required during their regular working hours to appear in court as jurors or witnesses, except in theu own behalf against the City, shall be paid their regulaz pay while so engaged, provided that any fees that the employee may receive from the � court for such service shall be paid to the City and be deposited with the City Finance Director. Any employee scheduled to work a shift other than the normal daytime shift shall be rescheduled to work the norxnal daytune shift during such time as he/she is required to appear in court as a juror or witness. 17.6 Education Leave - Leave with pay may be granted for education purposes at the option of the Employer. 17.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 17.8 An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. � 21 ARTICLE 17 - LEAVES OF ABSENCE (Continued) 17.9 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 emptoyee's attending physician that the empIoyee is disabled in terms of her abiliry to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural pazent or an adoptive pazent, who requests such leave in conjuncrion with the birth or adoption of a chiId. Such leave xnay be eartended an additional twelve (12} months by mutual agreement between the emptoyee and the Employer. Refusal on the part of the Employer to grant an ea2ension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who return foliowing such Ieaves of absence shall be pIaced in a position of equivalent salary and tenwe as the one held just prior to the beginning of their leave. 17.10 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 employee's own illness or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's • general assets. For purposes of this section, "personat sick leave benefcts" 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 conunuation benefits. 17.11 An empioyee shali be granted up to a total of sixteen (16) hours during a school year to attend school conferences or classroom activities related to the employee's child, provided ""' ''' ' the°cdnferenee o� elassr�om actiuities..cann4t�be,.so�i�dµleddurin ,non,work hours When _.m� e_ . . �....�., the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonabte prior notice of tlie teave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Employer. An employee shall be allowed to use vacarion or compensatory time for this leave; otherwise, this leave shall be without pay. i'I.12 Voiuntary iTnpaid Leave of Absence - A full-time emptoyee may be ganted up to 480 hours of voluntary lea of absence without pay during the fiscal year. During such leave of absence, the employee shall continue to earn and accrue vacation'and sick leave; seniority credits and maintain insurance eligibility as though he or she were on the payroil. Any leave of absence granted under this provision is subject to approval of the Department Head. � 22 �� 3s � � ARTICLE 18 - MILITARY LEAVE OF ABSENCE 181 Pay� Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any oiher component of the militia of the state, now or hereafter organized or constituted under state or federai law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the 23avai Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hezeafter organized or consrituted 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 tune 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 shail not exceed a total of fifteen (15) days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (I) retums to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so retuming 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. � C , I ARTICLE 19 - MANAGEMENT RIGHTS 19.1 The Union recognizes the right of the Ciry to operate and manage its affairs in all respects in accordance with appiicable laws and regulations of appropriate authorities. Ail rights and authority which the City has not officially abridged, delegated or modified by this agreement aze retained by the City. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which inciude, but are not limited to, such azeas of discretion or policy as the functions and programs of the Employer, and organizazional structure and selection and direction and number of personnel. ARTICLE 2Q - 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; 201(3) Suspension; 20.1(4) Reduction; 20.1(5) Dischazge. 20.2 Suspensions, reductions and dischazges will be in written form. 23 ARTICLE 20 - DISCIPLINE (Continued) 203 Employees and the Union wili receive copies of written reprimands and notices of , suspension and discharge. 20.4 Any member of Yhe bargaining unit may, during usual working hours, with the approval of the supervisor, review any material placed 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 empioyee andJor Union may request, and shail be entitled to a meeting with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and dischazge. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representarive be present. 20.7 Grievances relating to this Article shall be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bazgaining Unit which is • filed with the Office of Human Resources or within any City 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 Human Resources Office will inform all departrnents that the departmenYs .,, { .� �.: � � r . . . , , s imek'eeper 'sh'afii post notices or all jov vacanc�es � iheu„ de.gartnient at least five day before submitting a requisition to the Human Resources Office. ARTICLE 22 - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save hannless, and indemnify empIoyees against tort claims or demands, whether groundless or otherwise, arising out of aIleged acts or omission occurring in the performance or scope of the employee's duties. 22.2 Notwithstanding Section 22.1, the Employer shall not be responsibie for paying any legal service fee or for providing any Iegal service arising from any legal ac6on where the employee is the Flaintiff. � 0�-3 s� � � � J � ARTICLE 23 - NO STRIKE - NO LOCKOUT 23.1 Neither the Union, its o�cers or agents, nor any of the employees covered by this agreement will engage in, encoutage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically ailowed by the Public Employment Labor Relations Act. In the event of a violation of this Article, the Employer will wam employees of the consequences of their action and shali instruct them to immediately retum to their normal duties. Any employee who faiis to retum to his/her full duties within twenty-four (24) hours of such waming may be subject to the penaities provided in the Public Employment Labor Relations Act. 23.2 No lockout, or refusal to aliow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 24 - SEVERANCE PAY 24.1 24.2 The Employer shall provide a severance pay program as set forth in this Article. To be eligibie for the severance pay program, an employee must meet the following requirements: 24.2(1) The employee must be 58 years 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 SS" or the "rule of 90" criteria shall also apply to employees covered by a public pension pian other than PERA. 24.2(2) The empioyee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 24.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the rime of separation. For the purpose of tkris Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service requirement. Yeazs of service with ISD #625 will be excluded for employees hired by or transferred to the City of St. Paul after 3/31/2001. 24.2(4) The employee must file with the Human Resources Director a waiver of re-empioyment 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. 25 ARTICLE 24 - SEVERANCE PAY (Continued) 24.2(5) The employee must have accumulated a minimum of sixty (60) days of � sick leave credits at the time of his/her sepazation from service. 243 If an employee requests severance pay and if the employee meets Ihe 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 separation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. 24.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 24S For the purpose of this severance program, a death of an employee shali be considered as sepazation of employment, and if at the rime of his/her death, the employee would have met aIl of the requirements set forth above, payment of the severance pay wil] be made to the employee's estate or spouse. 24.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School DistrictNo. 625 employment is not considered a sepazation of emptoyment, and such transferee shatl not be etigible for the City severance program. 24J The manner of payment of such severartce pay shaIl be made in accordance wiYti the provisions of City Ordinance No. 11490. 24.8 This severance pay program shall be sUbjeci Yo and governed 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 tfiis Ar[icle shall control. 24.9 The provisions of this Article shall be effective as of December 24, 1983. 24.10 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, Section 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, 198� shall only be entitled to the benefits of this Article upon meeting the 4ualifications herein. 24.11 Sections 24.12 througb 24.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreemettt. � 24.12 The Employer shall provide a severance pay program as set forth in Sections 24.13 � through 24.18. �'! vl�3S � • ARTICLE 24 - SEVERANCE PAY (Continued) 24.13 To be eligible for the severance pay grogram, an employee must meet the following requirements: 24.13(1) The employee must be voluntarily separated from City empioyment or have been subject to sepazation by lay-off or compulsory retirement. Those employees who aze discharged for cause, misconduct, ine�ciency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 24.13 (2) The employee must file a waiver of re-employment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives ali claims to reinstatement or re-emplogment (of any type), with the City or with Independent School District No. 625. 24.13(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. i 24.14 If an empioyee 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 sepazation for each day of accrued sick leave subject to a maYimum as shown below based on the number of years of service in the City. Years of 5ervice with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 . 10,000 24.15 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 or 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. 24.16 For the pwpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. i 24.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 24.18 This severance pay prograxn shall be subject to and govemed by the provisions of City Ordinance I3o. 11490, except in those cases where the specific provisions of this Article conflict with said ordinance. In such cases, the provisions of ttris Article shall control. 27 ARTICLE 24 - SEVERANCE PAY (Continued) 24.19 Notcvithstanding Secrion 24.11, any empioyee hired prior to January 1, 1990 may, upon • meeting the qualification of Section 24.13, draw severance pay in accordance with Section 24.14. However, an election by the empioyee to draw such severance pay sha11 constitute a bar to receiving severance pay from any other. Any employee hired on or after January 1, 1990 shall only be entifled to Ihe benefits of SecYions 24.12 Uuv 24.18. ARTTCLE 25 - TEMPORARY EMPLOYEES 25.1 It is recognized that temporary employees aze within the unit covered by this agreement, however, except as specificatly provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rutes and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE 26 - NONDISCRIMINATION 26.1 The terms and conditions of this agreement will be appiied equally to employees without regazd to, or discrimination for or against any individual because of race, coIor, creed, sex, age, disability, or because of inembership or nonmembership in the Union. 26.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. � 26.3 Any member of the bazgaining unit may file a grievance or discrimination complaint and there shall be no retaliation by the City of Saint Paui for such action. 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 � s acc h s'ck r di . ch paid leave shall be drawn from the employeeof su��a d ck lea � asran aments„fox..?he care SI sablede credifs: "U's"e`of such"si'ck t'eade strail be limited to 40 hours per incident. An empIoyee 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 arrange for the caze of a seriously ill or disabled child. 27.2 The Head of the Departrnent or the D'uector of Human Resources may require a physician`s certificate or additionaT certificates at any time during an emgioyee'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 Office of Human Resources. � � D�-3�� ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) If an employee is absent because of the provisions of Section 27.1 for three or fewer • calendaz days he/she shall submit to the Head of the Department a certificate signed by the empioyee stating the nature of the child, parent, or household member's siclrness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or untii 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 period of the person's sickness is submitted to and approved by the Head of the Deparhnent and fonvarded to the O�ce of Human Resources. 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 regularly scheduled time to report for work, unless he/she can show to the satisfaction of the Departrnent Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or houxs for which he/she wouid normally haue been paid if he/she had not been on sick leave. ARTICLE 28 SAFETY 28.1 The Employer and Emgloyee sha11 cooperate in the enforcement of al1 applicable regulations for the enforcement of job safety. If an employee feeis that his/her work � duties or responsibilities require such employee 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 wear safety shoes or boots, the Employer agrees to contribute $75.00 per calendaz yeaz toward the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that yeaz. Employees may carry over up to a total of $150 for the purchase of shoes. Reimbursement shall be made only after investigation and approvai 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. 283(b) When the Employer establishes Accident and Incident Review Boazds, the Unions will not be required to participate. C� 29 ARTICLE 29 - IJNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shali increase on the first day of each yeaz of the contract by the same percentage amount as the general increase. 29.2 Fire Inspectors who are required to wear a spec�ed vniform shall be reimbursed for uniform items purchased up to $425.25 per calendaz year. 293 Water Meter Technicians who aze required to wear a specified uniform shall receive an initial issue and, thereafter, a uniform reimbursement for uniform items purchased up to $258.96 per calendaz yeaz. 29.4 The Employer will pay the cost of laundering lab coats for Health Lab Technicians. 29.5 Community Liaison Officers who aze required to weaz a specified uniform shall receive a one-tnne uniform reimbursement for uniform items purchased up to $300.00 29.6 Employees in the above sections of this article will be required to weaz the uniform while on duty. Except for the Health Department Lab Technicians for whom the City provides lanndry service, employees will also be responsible for the care and upkeep of their iini forms. � 29.7 The Employer shall determine the process for the reunbursement of uniform items • purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES 30.1 Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special EmploymenY' ritles recognized by the Bureau of Mediation Services as being appropriately inciuded in this bazgaining unit shall be eligible for benefits under this �, �� , � ..- . �..� P � ment. agreement, on the, same basis as all other em „ loyees covered by tlus agree ARTICLE 31 - TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acl�owledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements amved at by the par�ies 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 unqual�edly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any � subject or matter referred to or covered in this agreement. fcZ] o�--3F � A,RTICLE 31 - TERMS OF AGREEMENT (Continued) 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 tune provided, such provision shall be voided. All other provisions shall continue in fuil force and effect. 313 Term of Agreement - This an eement shall be in fuli force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from year to yeaz thereafter unless either pariy sha11 notify the other in writing that it desires to modify or ternunate this agreeme Tn witness whereof, the parties have caused this agreement to be executed this____ day of April, 2001. (The date was handwritten in the original signature copy.) i 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. 1842. WITNESSES: FOR THE CITX � � �� Katherine L. Meg; Director of Labor elations • LOCAL UNION NO. 1842, DISTRICT COUNCIL N0.14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO �� --� �/l�/o / Kurt Errickson Business Representative � � J � Robin Madsen President 31 bl-3 APPENDIX A BTWEEKLY RATES �alary ranges applicable to titles covered by this Agreement shall be as shown below: Effective January 1, 2001 (closest pay period) 2.725% increase Effective 3anuary 1, 2002 (closest pay period) 3% increase GRADE OlA 527A MODIFIED DUTY WORRER-TECHNICAL SALARY STEPS CREATED AS NEEDED - TZTI.,E USED ONLY UPON INSTRUCTSON FROM - WORKER'S COMP. GRADE 001 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) I3) �4) (5) (6) (7) (8) (9) (10) 12/30/00 663.52 686.62 711.44 736.58 759.37 790.17 807.31 835.66 852.18 868.67 12/29/O1 683.43 709.28 732.76 758.68 782.15 813.86 831.53 660.75 877.75 694.73 GRADE 002 12/30/00 677.25 703.51 724.01 749.07 'I76.49 803.93 822.13 855.34 871.63 886.30 �/29/Ol 697.57 724.62 745.73 771.54 799.78 828.05 846.79 881.00 89�.98 914.95 GRADE 003 12/30/00 692.08 714.90 739.98 767.29 793.58 822.13 842.69 871.56 888.04 904.49 12/29/O1 712.84 736.35 762.18 790.31 817.39 846.79 867.97 897.71 914.68 931.62 GRP.DE 004 12/30/00 709.16 728.59 753.68 780.95 $13.02 842.69 858.68 890.07 906.57 923.06 12/29/Ol 730.46 750.45 776.29 804.38 837.41 867.97 884.44 916.77 933.77 950.75 GRP.DE 005 12/30/00 718.34 747.98 771.93 795.93 825.55 856.38 875.79 907.46 923.93 940.45 12/29/O1 734.69 770.42 795.09 819.81 850.32 882.07 902.06 934.68 951.65 968.66 GRP.DE 006 �2/30/00 734.29 757.14 787.88 814 12 844.92 875.79 894.04 929.44 945.94 962.41 12/29/O1 756.32 779.65 811.52 838.54 870.27 902.06 920.86 957.32 974.32 991.28 A-1 GRADE 007 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2? (3) (4) (5? (6) (7) (B) (9) (10) 12/30/00 750.24 776.49 803.93 631.19 863.24 896.31 919.12 953.77 970.28 986.76 12/29/O1 772.'75 799.78 828.05 856.13 869.14 923.20 946.69 982.38 999.39 I016.36 GRADE 008 12/30/00 768.52 793.56 824.11 851.69 BB3.72 919.12 939.70 973.46 989.97 1006.45 12/29/02 79I.56 827.39 848,83 877.24 910.23 946.69 967.89 1002.68 1019.67 1036.64 GRADE 009 12/30/00 782.19 813.02 842.69 669.96 902.03 939.70 959.09 996.66 1013.13 1029.61 12/29/O1 805.66 837.4Z 867.97 896.06 929.09 967.89 987.86 1026.56 1043_52 Z060.50 GRPDE O10 12/30/00 797.01 625.55 856.37 888.06 921.39 956.80 980.75 1017.44 1033.92 1050.42 12/29/02 820.92 850.32 882.06 914.70 949.03 985.50 1010_17 1047.96 1064.94 1081.93 GRADE lOR 548 RECREATION LEADER A 3mo. 6mo. 1-yr 2-yr 3-yr 4-yr 10-yr. 15-yr. 20-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/30/00 724.76 7'I6.99 629.25 881.47 913.16 946.51 981.92 1Q05.86 1042.56 1059.03 25-yr. (11) „ , ,,,, 1,075.54 ,� A 3mo. 6mo. 1-yr 2-yr 3-yr 4-yr 10-yr. 15-yr. 20-yr. � (1) 12j (3) (4j (5) (6) (7) (8? (9) (10) 12/29/Ol 746.50 800.30 854.13 907.91 940.55 974.91 1011.36 1036.04 1073.84 1090.80 25-yr. (11) 1107.81 GRADE 011 � 12/30/00 815.30 844.92 875.79 904.13 943.11 980.75 1002.41 1040.62 1057.11 1073.61 12/29/O1 639.76 870.27 902.06 931.25 971.40 1010.17 1032_48 1071.84 1088.82 1205.82 . A-2 D�-3�� GRADE 012 A B C D E F 10-yr_ 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) {9) (10) �/30/00 832.40 863.24 896.31 929.02 964.74 1002.41 1025.24 1064.97 1081.43 1097.92 12/29/O1 857.37 889.14 923.20 956.89 993.68 1032.48 1056.00 1096.92 1113.87 1130.86 GRADE 013 12/30/00 852.95 883_72 919.12 949.71 989_91 1027.50 1053.74 1093.88 1110.36 1126.87 12/29/O1 878.54 910_23 946.69 978.20 1019.61 1056.33 1085.35 1126.70 1143.67 1160.68 GRADE 014 12/30/DO 871.19 902.03 939.70 972.�3 1009.30 1049.20 1076.59 1115.92 1132.41 1148.88 12/29/Ol 897.33 929.09 967.89 1001.91 1039.58 1080.66 1108.69 1149.40 1166.38 1183.35 GRADE O15 340A VIDEO PRODUCTION ASSISTANP 12/30/00 889.49 921.39 956.80 993.31 1032.09 1076.59 1099.41 1142.54 1159.03 1175.50 12(29/O1 916.17 949.03 985.50 1023.11 1063.05 1108.89 1132.39 1176.82 1193.80 1210�.77 � GRADE 016 037A SERVICE WORKER III 12/30/00 912.27 945.36 981.92 1019.54 1058.32 1099.41 1125.65 1170.37 1186.84 1203.34 12/29/O1 939.64 973.72 1011.38 1050.13 1090.07 1132.39 1159.42 1205.48 1222.45 1239.44 GRADE 16U A (1) 12/30/00 11.42 12J29/Ol 11.76 B C (2) (3) 13.93 16.44 14.35 16.93 D (4) 18.92 19.49 GRADE 017 12/30/00 930.53 964.74 1002.41 1041.26 1082.28 1126.64 1157.60 1200.43 1216.91 1233.39 12J29/01 958.45 993.68 1032.48 1072.50 1114.75 1160.65 1192.33 1236.44 1253.42 1270.39 • ��j GRADE O18 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 951.08 989.91 1027.50 1D65.73 1109.68 1154.19 1161_57 1229.38 1245.89 1262.37 12/29/O1 979.61 I019.61 1058_33 1097.70 1142.97 1188.62 12I7.02 i266.26 1283.27 1300.24 GRP.DE 019 12/30/00 972.73 1009.30 1049.20 1091.77 1135.94 1181.57 1211.24 1258.37 1274.86 1291.34 12/29/O1 1001.91 1039.58 1080.68 1124,52 1170.02 1217.02 1247.58 1296.12 1313.11 1330.06 GRADE 020 12/30/00 995.58 1034.35 1Q77.72 1222.25 1165.62 1212_40 1243.20 1291.97 2308.45 1324.96 12/29/O1 1025.45 1065.38 1110.05 1155.92 1200.59 1248.77 1280.50 1330.73 1347.70 1364.71 GRADE 021 12/30/00 1019.54 1058.32 1099.41 114I.99 1I89.55 1239.77 1271.70 1322.07 1338.55 1355.06 12/29/O1 1050.13 1090.07 1132.39 1176.25 1225.24 1276.96 1309.65 1361.73 1378.71 1395.71 GRADE 022 � 121A ADAPTIVE RECREATION ASSISTAN'i' 264A CITY PLANNING AIDE 618 DENTAL ASSISTANT 167 ENGINEERING AIDE I 313A HEALTH & ED ASST-CANIDODZAN/ENG 312A HEALTH & ED ASST-HMONG/ENG 311A HEALTH & ED ASST-SPANISH/ENG 064A HfiALTH & fiDDCATION ASSISTANT �,� � � �� ._. .� 351A L NVf E ASS�T� D � , �" , �: ,"�. BILINGL7AL"HNIONGI�G � , �� -. ..� . � � 364A NOT ASST I-BILINGUAL SPAN/ENG 066A NUTRITION ASSISTANT I 606 WATER LABORATORY AIDE 12/30/00 1041.26 1082.28 1126.84 1175.66 1222.62 1273.99 1307.11 1357.99 1374.47 1390.95 12/29/O1 1072.50 1114.75 1160.65 1211.14 1259.30 1312.21 1346.32 1398.73 1415.70 1432.68 • A-4 o� 3�� GRADE 22E _ 252A ENVIRONMENTAL HEALTH AIDE 252M MODIFIED DUTY WORRER-TECHNICAL � A B C D E F 5-yr. b-yY. 10-ys. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1041.26 1�82.28 1126.84 1175.$6 1243.20 1293.39 1348.15 1399.49 1436.07 1495.82 20-yr. 25-yr. (il) (12) 1512.30 1528.77 A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. (1) (2) (3) (4} {5) (6) (7) (8) (4) (101 12/29/O1 1072.50 1114.75 1160.65 1211.14 1280.50 1332.19 1366.59 1441.47 14'I9.15 1540.69 20-yr. 25-yr_ (11) (12) 1557.67 1574.63 GRADE 22L 066L NUTRITION ASSISTANT I-- LARGE 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 1105.26 1146.28 1190.84 1239.86 1286.62 1337.99 1371.11 1421.99 1438.47 1454.95 12/29f01 1136.50 11'J8.75 1224.65 1275.14 1323.30 1376.21 1410.32 1462.73 1479.70 1496.68 � GRADE 22M 066M NUTRITION ASSISTANT I-- MEDIUM 12j30/DO 1093.26 1134.28 1178.84 1227.86 1274.62 1325.99 1359.11 1409.99 1426.47 1442.95 12/29/O1 1124.50 1166.75 1212.65 1263.14 1311.30 1364.21 1398.32 1450.73 1467.70 1484.68 GRADE 22S 0665 NUTRITION ASSISTANT 2-- SMALL 12/30/00 1081.26 1122.28 1166.84 1215.86 1262.62 1313.99 1347.11 1397.99 1414.47 1430.95 12/29f01 1112.50 1154.75 1200.65 1251.14 1299.30 1352.21 1386.32 1438.73 1455.70 1472.68 GRADE 023 373A COMMUNITY L2AISON OFFICER 12f30/00 1067.29 1109.68 1154.19 1197.87 1248.86 1301.39 1333.34 1382.32 1398.82 1415.32 12/29/O1 1099.31 1142.97 1188.62 1233.81 1286.33 1340.43 1373.34 1423.79 1440_78 1457_78 C� A-5 GRADE 024 312 VALUATION & ASSESS AIDE I 558 ASST. REC. CENTER DIRECTOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yx� (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) I2/30/00 I094.88 I137.07 1182.68 1232.94 I284.28 1336.77 1364.83 I426.29 1442.79 1459.26 12/29/O1 1127.73 1171.18 1218.16 1269.93 1322.81 1376.87 I410.92 1469.08 1486.07 1503.04 GRADE 025 318A FIRE AIDE 693 MEDICAL ASSISTANT 025A PLl1N EXAMINER 2 12/30/00 1118.82 1161.01 1211.24 1256.89 1309.37 1360.73 1397.21 1451.76 1468.26 1464.77 12/29/O1 1152.38 1195.84 1247.58 1294.60 1348.65 1401.55 1434.13 1495.33 1512.31 1529.31 GRADE 026 O15 ARCHITECT[TRAL DRAFTER TRAINEE 168 ENGZNEERING AIDE II 579A LOAN SPECIALIST ASSZSTANT 580A LOAN SPECIALIST ASST-BILINGUAL 324 VALUATION & ASSESS AIDE II 12/30/00 1145.01 1196.42 1243.20 1293.39 1348.15 1399.49 1436.07 1495.62 1512.28 1526.77 12/29/O1 1179.36 1232.31 1280.50 1332.19 I388.59 1441.47 1479.15 1540.69 1557.65 I574.� GRADE 027 12/30/00 1145.01 1197.55 1246.95 1298.02 1354.96 1414.37 1453.14 1506.52 1524.96 1541.49 12/29/O1 1179.36 1233.48 1284.36 1336.96 1395.61 1456.80 1496.73 1553.78 1570.71 1587.73 GRADE 028 561A LIBRARY ASSOCI � , � � .. . . � � � � A � 558A LIBRARY ASSOCIATE (PART-TIME) 466A VZDEO PRODIICTION TECHNICIAN 12/30/00 2175.86 1221.49 1273.99 1326.51 2365.0.2 1445.17 2482.81 1544.45 1560.94 1577.45 12/29/O1 1211.14 1258.13 1312.21 1366.31 1405.97 1488.53 1527.29 1590.78 1607.77 1624.77 GRADE 029 393A CITIZEN SERVICE ANALYST 279A CITY PLANIVSNG TECHNICI.AN 609A COMMUNICATIONS TECH TRAINEE 369A DUPL EQUIP OPR (TWO-COLOR) 112A LABORATORY TECfINICIAN I � 12/30/00 1203.25 1255.77 1309.37 1361,90 1423.46 1485.12 1524.97 1587,32 1603.78 1620.29 12/29/O1 1239.35 1293.44 1348.65 1402.76 1466.18 1529.67 1570.72 1634,94 1651.89 166$.90 A-6 • GRP.DE ' 685 ACWUNTING TECHNICIAN 2 016 ARCHITECTURAL DRAFTER 615 GRAPH2C ARTS TECH--C2TY PL13G 197A HIJMAN RIGHTS TECHNICIAN - 115A ME,DICAS, RECORDS PRACTITIONER 067A NUTRITION ASSISTANT II 078A PROJECT MANAGEMENT TECHNICIAN 373 PLJBLIC WORKS TECHNICIAN 2 357 VALUATION & ASSESS TEQi Z 619A WATER METER TECHNICIAN 523 WATER UTILITY TECFINICIAN 2 343A ZONING AIDE 170B PROJ MGMT TECH - BILINGUAL d�-3F1� 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 1234.06 1266.54 1339.03 1398.39 1458.83 1522.70 1561.55 1627.79 1644.32 1660.76 12/29/O1 1271.08 1325.14 1379.20 1440.34 1502.59 1568.38 1608.40 1676.62 1693.65 1710.58 GRADE 30T 705A 2S ZNFO/TECH ANALYST I Start 6 mo. 1-yr 1.5-ys 2-yX 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12f30/00 1234.06 1286.54 1339.03 1368.61 1398.39 1426.61 1458.63 1490.78 1522.70 1561.55 15-yr 20-yr 25-yr • (11) (12) (13) 1627.79 1644.32 1660.76 Start 6mo. 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 1271.08 1325.14 1379.20 1409.67 1440.34 1471.A7 1502.59 1535.50 1568.38 1608.40 15-yr 20-yr 25-yr (11) (12) (13) 1676.62 1693.65 1710.58 GRFIDE 031 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (31 (4l �5) (6) (7) (8) (91 (10) 12/30/00 1263.71 1318.49 1373.27 1430.34 1494.26 1560.40 1602.63 1664.93 1681.42 1697.68 12/29/O1 1301.62 1358.04 1414.47 1473.25 1539.09 1607.21 1650.71 1714.66 1731.86 1748.82 � A-7 GRADE 032 125A HOUSING REHAB ADVZSOR I 200A LICENSE ENFORCEMENT AUDZTOR 863 LOAN SPECIALIST I � 612A LOAN SPECIALIST I (BI-LINGUAL) 178 PRACTICAL NURSE Y71B HOUSING REHAB ADV 2(BI-LING) A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) I2/30/00 1295.66 1353.87 1412.07 1467.96 1534.15 1603.75 1641.40 1714.68 1731.15 1747.63 12/29/Ol 1334.53 1394.49 1454.43 1512.00 1580.17 1651.86 1690.64 1766.12 1783.08 1800.06 GRADE 033 441 CLINIC N[TRSE 138 DENTAL HYGIENIST 12/30/00 1327.62 13B6.94 1447.47 1511.31 1574.13 1641.40 1689.33 1761.02 1777.51 1793.98 12/29/O1 1367.45 1428.55 1490.89 1556.65 1621.35 1690.64 1740.01 1813.85 1830.84 1847.80 GRPS7E 034 686 ACCOUNTING TECHNICIAN II OSDA FIRE COMMLTNSCATIONS OPR I 601A INFO & CONTROL SYS INT TRAINEE 156A LZCENSE AND PERMIT INSPECTOR 374 PUBLIC WORKS TECHNZCIAN II • 524 WATER UTILITY TECHNICIAN II 632A PRINT PRODUCTION LEADWORKER 12/30/00 1361.90 1423.48 1485.12 1550.16 1618.62 1669.33 1734.96 1806.18 1822.66 1839.13 12/29/O1 1402.76 1466.18 1529.67 I596.66 I667.I8 1740.Q1 2787.03 1860.37 1877.34 1894.30 GRP.DE 035 253A ENVZRONMENTAL HEALTH INSPECTOR �. .� �� , T R I, 313A�k'IRE„P$,$VEN,'PION,SNS , ., ,. , , . , , „ 113A HEALTH LABORATORY TECFINICIANII �� 047A HOUSING COIINSELOR 253M MOD. DUTY WKR-ENV HEALTH INSP 026A PI,AN EXAMINER II 289A REGISTERED RADIOLOGICAI, TECHLG 371 VALUATION & ASSESS TECFI II 12/30/00 1398.39 1458.83 1522.70 1588.94 1659.70 1734.98 1779.46 1854.62 1871.32 1887.79 12/29/O1 1440.34 1502.59 1568_38 1636.61 1709.49 1787.03 1632_86 1910.46 1927.46 1944.42 � ��:j L J GRADE 036 122A ADAPTIVE RECREATION DIRECTOR OS1A FIRE COMMUNICATIONS OPR IZ 126A HOUSING REHAB ADVISOR 2I 869 REAL ESTATE SPECIALIST OSSA RECREATION CENTER DIRECTOR 474 SURVEYOR 61-3 Fr� A B C D E F 10-yr. 15-yr. 20-yt. 25-yx'. (1) (2) (3) (4) (S) (6) (7) (8) {9) (10) 12/30/00 1436.07 1498.77 1563.85 1632.28 1705.30 1782.90 1830.85 1908.08 1924.57 1941.07 12/29/O1 1479.15 1543.73 1610.77 1681.25 1756.46 1836.39 1885.78 1965.32 1982_31 1999.30 GRADE 36T 706A IS INFO/TECFI ANALYST II 702A IS SYSTEMS SUPPORT SPEC III 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 1436.07 1498.77 1563.85 1598.07 1632.28 1666.79 1705.30 1744.10 1782.90 1830.85 15-yr 20-yr 25-yr (11) (12) (13) 1908.08 1924.57 1941.07 12/29/O1 � 15-yr 20-yr 25-yr (11) t12) (13) 1965.32 1982.31 1999.30 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) (6I (7) (S) (9) (10) 1479.15 1543-73 1610.77 1646.01 1661.25 1718.85 1756.46 1796.42 1836.39 1885.78 GRP.DE 037 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 1473.68 1536.45 1604.92 1673.89 1747.50 1827.41 1874.25 1957.88 1974.38 1990.87 12/29/O1 1517.89 1582.54 1653.07 1724.11 1799.93 1882.23 1930.48 2016.62 2033.61 2050.60 GRADE 038 027A *PLAN EXAMINER III 049A COMMUNITY EDUCATION/REC COORD 548A INFO & CONTROL SYSTEM INT TECH 604A PROJECT FACZLITATOR I 375 PtJBLIC WORKS TECFiNIC2AN III 870 REHABILITATION SUPERVISOR 390 VAI,UATION & ASSESS TECH ISI 525 WATER UTILTT'Y TECHNICIAN III � /30/00 1513.61 1576.40 1648.27 1719.02 1797.76 1674.25 1928.98 2008.89 2025.35 2041.84 /29/01 1559.02 1623.69 1697.72 1770.59 1851.69 1930.48 1986.85 2069.16 2086.11 2103.10 A-9 GRF�DE 039 093A AQUATICS MANAGER 432A PAYROLL SYSTEM TECHNICIAN 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 1551.29 1619.74 1691.59 1762.59 1843.42 1946.10 1979.21 2D81.61 2098.30 2114.77 12/29/O1 1597.83 1668.33 1742.34 1815.47 1898.�2 2004.46 2038.59 2144.26 2161.25 2176.21 GR.FIDE 040 353 ACCOUNTING TECFINICIAN III 616A APP SYS PROGRP.DSIER/ANALYST BOE 871 BUSINESS RELOCATION SPECIALZST 254A ENVIRONMENTAL S�AI,TH INSP SUPV 921A HUMAN RESOURCES TECHNICIAN ZII 169A LOAN SPECIALIST II 522A SENIOR LICENSE INSPECTOR 349A ZONING SPECIALIST 12/30/00 1592.36 1663.12 173B.44 1811.46 1893.61 1980.30 2032.81 2121.18 2137.66 2154.17 I2/29/O1 Z640.13 1713.01 1790.59 I.865.80 1950.42 2039.71 2093.79 2184.82 220I.79 22I8.80 GRADE 40T 707A IS INFO/TECH ANALYST III 703A IS SYSTEMS SUPPORT SPEC IV Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr• (1} (z) (3} (4) (5} (6) (7) (8) (9) (10) 12/30/00 1592.36 1663.12 1738.44 1774.94 1811.46 1852.54 1893.61 1936.96 1980.30 2032.81 15-yr 20-yr 25-yr (11) (12) (13) 2121.18 2137.66 2154.17 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 1640.13 1713.01 1790.59 1828.19 1865.60 1908.12 1950.42 1995.07 2039.71 2093.79 15-yr 2o-yr 25-yr (11) (12) (13) 2184.82 2201.79 2218.80 GRADE 041 873 ENGINEERING.ASSISTANf 320A FIRE PREVENTION INSPECTOR II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2? (3) (4) (5) (6) (9) (8) (9) (10) 12/30/00 1634.57 1706.45 1784.08 1862_79 1947.23 2033.92 2089.84 2180.25 2196.75 2213.24 12/29/O1 1683.61 1757.64 1837.60 1918_67 2005.65 2094.94 2152.54 2245.66 2262.65 2279.� A-10 . GRADE 042 605A PROJECT FACILITATOR II o�-� �� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (41 (5) (6) (7) (&) (9) (10) !/30/00 1679.10 1755.51 1833.15 1913.01 1998.58 2089.84 2148.03 2238.15 225A.65 2271.14 12/29/O1 1729.47 1808.18 1888.14 1970-40 2058.54 2152.54 2212.47 2305.29 2322.29 2339.27 GRP.DE 043 12/30/00 1724.68 1801.19 1881.00 1959.65 2054.48 2144.61 2203.93 2299-57 2316.06 2332.55 12/29/OS 1776.42 1855.23 1937.43 2018.44 2116.11 2206_95 2270.05 2366.56 2385.54 2402_53 GRP.DE 044 890 ACCOUNTING TECHNICIAN IV 12/30/00 1768.04 1849.07 1932.39 2021.40 2110.36 2205.09 2266.73 2365.57 2382.06 2398.58 12/29/O1 1821.08 1904.54 1990.36 2082.04 2173.67 2271.24 2334.73 2436.54 2453-52 2470.54 GRADE 44T 708A IS INFO/TECH ANALYST IV 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) •/30/00 1768.04 1849.07 1932.39 1976.89 2021.40 2065.68 2110.36 2157.74 2205.09 2266.73 15-yr 20-yr 25-yr (11) (12) (13) 2365.57 2382.06 2396.58 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 1821.08 1904.54 1990.36 2036.20 2082.04 2127.86 2173.67 2222.47 2271.24 2334.73 15-yr 20-yr 25-yr (11) (12) (13) 2436.54 2453.52 2470.54 GRADE 045 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (6) (9) (10) 12/30/00 1817.15 1895.89 1983.74 2066.91 2168.58 2268.99 2331.75 2433.91 2450.41 2466.92 12/29/01 18?1.66 1952.77 2043-25 2130.98 2233.64 2337.06 2401.70 2506.93 2523.92 2540.93 L J A-11 GRPSIE 046 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 1865.05 1948.37 2037.36 2128.66 2227.90 2330.64 2394.49 2495.29 2511.79 2528.� 12/29/O1 1921.00 2006.62 2098.46 2192.52 2294.74 2400.56 2466.32 2570.15 2587.14 2604.1 GR9DE 047 12/30/00 1917.56 1999.70 2092.13 2189.14 2284.93 2391.10 2457.26 2563.63 2580,11 2596.62 12/29/O1 1975.09 2059.69 2154.69 2254.81 2353.48 2462.63 2530.98 2640.54 2657.51 2674.52 GR.ADE 048 12/30/DO 1966.60 2055.62 2148.03 2241.96 2346.59 2452.67 2518.89 2631.95 2648.45 2664.94 12/29/O1 2025.60 2117.29 2212.47 2309.22 2416.99 2526.25 2594.46 2710.91 2727.90 2744.89 GRADE 049 12/30/00 2021.40 2110.36 2205.09 2301.19 2412.77 2525.74 2594.20 2707.26 2723.71 2740.21 12/29/O1 2082.04 2173.67 2271.24 2370.23 2485.15 2601.51 2672.03 2768.48 2805.42 2822-42 GRADE O50 12/30/00 2073.86 2170.86 22'71.26 2371.75 2483.50 2597.60 2669.50 2785.99 2802.49 2818. 12/29/O1 2136.08 2235.99 2339.40 2442.90 2558.01 2675.53 2749.59 2869.57 2686.56 2903. GRADE O51 1408 LIFE GUARD 12/30/00 12/29/01 lst 500 (1) 7.96 6.20 2nd 500 (2) 8.22 8.47 3rd 500 4th 500 &+ (3) (4) 6.47 8.73 8.72 8.99 GRADE 052 141B SENIOR POOL ATTENDANf lst 500 (1) 12/30/00 9.50 12/29/O1 9.79 2nd 500 (2) 9.76 10.05 3rd S00 4th 500 (3) (4) zo.oz io.a� 10.32 10.58 Sth 500 &+ (5) 10.53 10_85 �� E�1-12 � ist 500 (1) I3o1oo li.o4 2/29/O1 11.37 lst 500 (1) 12j30j00 8.47 12/29/O1 8.72 `J • GRADE_053 142B SWIMMING POOL SUPV 2nd 500 3rd 500 4th 500 Sth 500 &+ (2) (3) (4) (5) 11.30 11.56 11.81 12.07 11.64 11.91 12.16 12.43 GRP.DE 054 144B WATER SAFETY INSTRIICTR 2nd 500 3rd 500 4th 500 &+ (2) (3) (4) 8.73 8.99 9.25 8.99 9.26 9.53 Dl-3�`� A-13 0�-3�� APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY . MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL and AFSCME CLERICAL AND TECFINICAL iJNITS This agreement is entered into by and between the City of Saint Paul, Division of Information Services and the AFSCME Cierical and Technical bazgainuig units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and aze subsequently requested to resolve a critical information system problem, sha11 be granted two hours minimum compensarion 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 regarding the same problem are considered one incident. 2. If the TS employee 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 minunnm. 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 tlus language is experimental and shali not extend beyond the term of this Agreement unless both parties act affirmafively to renew or modify this clause in bargaining far the next contract. �I'Y OF SAINT PAUL Katherine L. Megark�> Labor Relations Director LOCAL UNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MLJNICIPAL EMPLOYEES LEGAL �� --- � �� Kurt Enickson, Business Agent ("�„�{,�r,,�;' �.� '��t c!a I Robert Steiner, President, Loca12508 ��-�. �lm�., Robin Madsen, President, Loca1 1842 . Lo�� APPENDIX C- COMMITMENT TO LMCHI 01-38� This letter coufirms that the parties entered into the 2001-2002 agreement 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 falls jointly on the City, its Unions and the employees. The City's Joint Labor-Management Committee on Health 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 sia ;ng this letter, the parties hereby renew their commihnent 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 OR SA1NT PAUL LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MCJNICIPAL EMPLOYEES LEGAL � � Vl ` � � � �( � herine L. Meg or Relations Di ctor � 4 l lo'�� Terr altiner Labor Relations Manager Mgmt Co-Chair of LMCHI �-�� • Q Ron Guilfoile Risk Manager l.� J ��_��.-. �a��ie i Kurt Errickson, Business Agent piv N lr E! ai Robert Steiner, President, Loca12508 �� Robin Madsen, President, Local 1842 C1 Council File # C l- 3f1�'{ RESOLUTION OF SAINT PAUL, MINNESOTA Presented by Referred To Committee Date 1 2 3 Green Sheet # 106836 10 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 #1842 (Tecl�nical), District Council No. 14 of the American Federation of State, County and Municipal 4 Employees AFL-CIO. Requested by Deparhnentof. AdoptedbyCouncil: Date �,__.w�___�'S--) �_�O� Adoption Certified by Council Secretary � App� � Approved by�M yor for Submission to Council B �C '�� y � C YT�1 � .� Office of Labor Relations �( j{/ �., p DEPARTMENT/OPFICE/COUNCIL: DATE INTTIATED OI"� �Y LABOR RELATTONS Apri19, 2001 GREEN SHEET No.: 106836 CONTACI' PERSON & PHONE: � T�AIIDATE wi�IAL/DATE JiJLIE KRAUS 266-6513 �IGN 1 DEPAI2TMENC DIR 4 CITY COUNCIL NUIYIBER 2 CITY ATTORNEY CITY CLERK MOST BE ON COUNCII. AGEI�'DA BY (DaTE) FOR BUDGET DIIt. � FIN. & MGT. SERVICE DIR. ROL'TING 3 MAYOR (OR ASST.) ORDER TOTAL �t OF SIGNATURE PAGES_1 (CLLP ALL LOCATfONS FOR SIGNATURE) acr[ox �QV�es�v: This resolution approves the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and the Local Union 1842 (Technical), District Council 14 of the American Federation of State, County and Municipal Employees, AFL CIO. RECObIIvfENDA110NS: Approve (A) or Reject (R) PERSONAI, SERVICE CONTRACfS MUST ANSWER THE FOLLOWIIVG QUESTIONS: _PLANNING COMMISSION _CIVIL SERVICE COMMISSION I. Haz this person/firtn ever worked under a wntract for this depazlment? CIB COMT�IITCEE Yes No S'IAFF 2. Hu this person/fim ever bern a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COtJNCIL OBJECTIVE? 3. Does this person/firm possess a skill not nortnally possused by any current ciry employee? Yes No Explain alI yes answers on separate s6eet and attach ro green sheet INITtATING PROBLEM, ISSUE, OPPORI'l7NITY (Who, What, When, Where, Why). Current agreement expired December 31, 2000. � nnvnivrncES iF nrrxoven: An agreement in place through December 31, 2002. This agreement has been ratified by the union members. •y �""T `�` •; c`,�,�,W��.,i�; , .>w..�-. ym , rek3a. tid�'a`+�es+3: • Pez?C"°7 � �: � g ° r�. � > � DISADVANTAGESIFAPPROVED. ' None. DISADVANTAGES IF NOT APPROVED: No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACT[ON: $ COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIVITY N[7MBER: FINANCIAL INFORMATION: (EXPLAIIV) ATTACHIVIENT TO TI� GREEN SHEET O� -��`� LOCAL LJNION 1842 DISTRICT COUNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COLTNTY AND MUNICIPAL EMPLOYEES, AFL-CIO Below is a summary of the changes in the Collecfive Bargaining Agreement between the City and the Loca1 Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. Durafion: January 1, 2001 through December 31, 2002. Wa es: 2001: 2.725%* 2002: 3.0% Health Insurance: The insurance contribution increases follow the same pattern as previously negotiated agreements with other bazgaining units and/ar 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 yeaz Single: $229.84 + first $40 of any increase and 50% of the increase over $40. 2002 - second half of the yeaz Single: $229.84 +�Il amount of 2002 premium increase 2002 - all yeaz Family: The 2001 family contriburion 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-board wage increase in the yeaz 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. Attachment to the Crreen Sheet � $�{ Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Empioyees, AFL-CIO Page 2 Deferred Com�ensation: Agreed to a$75/yeaz deferred compensation match, begiuniug in 2002 for all eligible employees with twenty or more yeazs of service at the beginuing of the yeaz. Elimination of ISD#625 time for purposes of length of service: For employees who aze hired/transfer to the City after 3/31/Ol, any time spent worldng for the School District will not count toward 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 deadiines 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 rn ocess for the payment of uniform allowances. Safety Shoes: Agreed to pay $75/calendaz yeaz toward 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 determination. This change will make the administration of holidays easier for Payroll staff. Agreed that employees 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 langua�e changes: Other language changes (inclusion of MOUs on On Ca11 pay and Golf uniforms, rewrites of portions of the insurance and uniform allowance articles, elimination of redundant articles, and reordering of articles) aze of a housekeeping nature for clazification and clean up. Attachment to the Green Sheet Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 3 Costs: Wages Health Insurance Increased uniform costs Addl Family insurance Deferred Compensation Total: $ 2001 $484,750 $ 77,617 $ 2,289 $ 4,907 $ $569,563 2002 $533,800 $ actuals uuknown at this tune $ 7 830 $541,630 + insurance costs O1-'�� o�-��y � � Zooi - Zoo2 . AGREEMENT - _ � � - � � � �� BETWEEN ; � . : _ , -� TI�E CITY OF SA�NT- PAUL . � �. � � : � , � � ��A1�Tfl� � _ � ; � ��. � LOGAL UNTON 1842, DISTRICT COU�TCI� 14, OF THE AMERICAN FEDERATIQN OF STAT�; COUNTY ANI) MI�NIC�PAL EIVIPLOYE�S, AFL-CIO ._ , __ � . � - - .. ° - _ ��;� �_ � �. �. � � �.� � � � „ •1 � � � o l-�� ARTICLE TITLE PAGE Preamble....................................................... ii I Recognition ......................................................1 2 Check Off ........................................................3 3 Hoursof Work ....................................................3 4 Work Breaks .....................................................5 5 Holidays .........................................................5 6 Grievance Procedures ..............................................6 7 City Mileage ......................................................8 8 Residence .......................................................10 9 Vacation ........................................................10 10 Insurance .......................................................10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Seniority........................................................16 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Bulletin Boards ..................................................19 Wages..........................................................i9 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Leavesof Absence ................................................20 Military Leave ofAbsence ..........................................23 ManagementRights ...............................................23 Discipline................................:......................23 Vacancies.......................................................24 LegalServices ...................................................24 No Strike-No Lockout .............................................25 Severance Pay ...................................................25 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 26 Nondiscrimination ................................................28 27 Sick Leave Usagefor DependentCaze ................................28 28 Safety ..........................................................29 29 Uniform Reunbursement ...........................................30 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 31 TermsofAgreement ..............................................30 Appendix .................................................... A1 Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . C 1 i �� PREAMBLE 'I`his agreement entered into by the CITY of Saint Paui, hereinafter referred to as the Employer, and Local Union 1842, �liated with Council 14, and the American Federation of State, County and Municipai 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 rates of pay, hours of work, and other conditions of employment. ii 0�-�3� ARTICLE 1- RECOGNITION I.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the , purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as ouflined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and as set forth in Section 1.2 below. 1.2 � i The bazgaining unit covered by this agreement shali consist of the foliowing: All technical personnel who aze employed by the City of St. Paul or who have their "terms and conditions of employment" established by the goveming body of the City of St. 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 year, in the classifications of: Accounting Technician I Accounting Technician II Accounting Technician III Accounting Technician IV Adaptive Recreation Assistant Adaptive Recreation Director Aquatics Manager Architectural Drafter Trainee Architectural Drafter Business Relocation Specialist Citizen Service Analyst City Planning Aide City Planning Technician Clinic Nurse Community Education/Recreation Coordinator Communications Tech Trainee Community Liaison Officer Dental Assistant Dental Hygienist Duplicating Equipment Operator (Two-Color) Engineering Aide I Engineering Aide II Engineering Assistant Environmental Health Aide Environmental Health Inspector Environmental Health Inspection Supvr. Fire Aide Fue Communications Operator I Fire Communications Operator II Fire Prevention Inspector I Fire Prevention Inspector II Graphic Arts Technician--City Planning Health and Education Assistant Health and Education Assistant -Cambodian/English Heaith and Education Assistant -HmongBnglish Health and Education Assistant -Spanish/English Health Laboratory Technician II Housing Counselor Housing Rehabilitation Advisor I Housing Rehabilitation Advisor II Huxnan Rights Technician Human Resources Technician III Info & Control System Integrator Tech Info & Control System Integrator Trainee IS Inforxnation/Technical Analyst I IS Information/Technical Analyst II IS Information/Technical Analyst III IS Information/Technical Analyst IV IS Systems Support Specialist III IS Systems Support Specialist IV Laboratory Technician I Library Associate Library Associate (Part-tune) License and Permit Aide License and PermitInspector License Enforcement Auditor Lifeguazd -1- ARTICLE 1 - RECOGNITION (Continued) Loan Specialist I Real Estate Specialist I Loan Specialist II Recreation Center Director Recreafion Loan Specialist Assistant Leader Loan Specialist Assistant (Bilingaal) Registere@ Radiologica! Technologist Medical Assistant Rehabilitation Supervisor Medical Records Practitioner Modified Dury Worker (Technical) Nutrition Assistant I Nutrition Assistant I - Bilingual Hmong/English Nutrition Assistant I - Bilingual / Spanish/English Nutrition Assistant I - Lazge Nutrition Assistant I - Medium Nutrition Assistant I - Smal] Nutrition Assistant II Payroll System Technician Plan Examiner I Plan Examiner II *Plan Examiner III Practical t\rurse Project Facilitator I Project Facilitator II Project Management Technician Public Works Technician I Public Works Technician II Public Works Technician III *Title abolished except as to present incumbents. Senior Animal Control Officer Senior License Inspector Senior Plan Examiner Senior Pool Attendant Service Worker III Surveyor Swimmuig Pool Supervisor Valuation and Assessment Aide I Valuation and Assessment Aide II Valuation and Assessment Technician I Valuation and Assessment Technician II Valuation and Assessment Technician III Video Production Assistant Video Production Technician Water Safety Instructor Water Utility Technician I Water Utility Technician II Water Utility Technician III Water Laboratory Aide Water Meter Technician Zoning Aide Zoning Specialist 13 Any present or future employee 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 shail check off said fee from the eamings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of gievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as othercvise legal. � � 1.4 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 Secuon i 3 of this � Article. -Z- ARTICLE 2 - CHECK O�F � 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those empioyees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representauve of the Union and the aggregate deductions of ali employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 2.2 The t3nion agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the CiTy under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 3.2 33 � 3.4 3.5 � The normal work day shali be seven and three/fourths (7'/a) consecutive hours per day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. For employees on a shift basis, this shali be construed to mean an average of thirty-eight and three-fourths (38'/4) hours per week. This section shall not be construed as, and is not a guazantee of, any hours of work per normal work day or per normal work week. Time on the payroli in excess of the normal hours set forth above in this Article shall be "overtime work" and shali be done only by order of the Head of the Depattment. D l - � 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the norma] hours established above in this Articie 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 bulletin boazds at all times. It is also understood that deviation from posted work schedules shall be pernussible due to emergencies and acts of God, and overtime may be required. 3.8 Notw�ithstanding Sections 3.1 through 3.6, empioyees 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 3.3. Overtime compensation for employees working under such agreements shail be subject to the provisions of the Fair Labor Standazds Act. -3- ARTICLE 3- HOURS OF WORK (Continued) 3.9 For employees who wish to shaze a position, the EmpIoyer wiI1 attempt to provide • options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who shaze 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 Articte 2 0 of ttxis agreement. In the event that one of the employees participating in the shazed position is temvnated or ternunates empioyment, 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 opfion 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. 3.11 At least fourteen (14} calendaz days priar to changing the normal work day or the normat work week, the Employer and Union shall meet and confer regazding the need for the proposed change and the possibility of other alternatives. It is also understood that deviation from such notice shall be permissible 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 daytune, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perform the job duties ofthe position. � 3.13 Morning Differential: O�ord Pool employees represented by this unit in the titles of Life Guazd, Water Safety Instructor, Swimming Pool Supervisor and Senior Pool Attendant shall receive a moming differential of five percent (5%) for each hour worked between 2 a.m. and 2 p.m. This moming differential shall only be paid for hovrs worked between 2 a.m. and 2 p.m. during the school yeaz (after Labor Day and before Memorial Day). These employees shall not be eligible for the Night Differential described below. Night Differenrial: To any employee, except the Oxford Pool employees described ab'o'v"e,' who wo'rks"'on'a'sIv'ft'begmnirigeartiei'�ii2a 6:E)O a:m': or e�i�:-Iate: �haE: fi: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 differential of five percent (5 %) for the entire shift. To any employee who works on a shift be° nning 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 houts worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duties, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standazd hour shifc for all continuous hours worked during fhe snow emergency. • -4- d!-3�`� ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - All employees work schedules shall provide for a fifteen (15) 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. 4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting tune, he/she shall be entifled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving* Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above falls on a Saturday, the holiday shall be observed on the preceding Friday. VJhenever any of the holidays listed � above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz 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 yeaz, subject to approval of the Depar[ment Head of any employee. 5.3 Eligibility Requirements - In order to be eligibie for a holiday with pay, an employee must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time earned sha11 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 shali the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other empioyees not heretofore eligible shall receive holiday pay. 5.4 Noriuithstanding 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 empioyee shall be eligibie for any floating holidays. � -5- ARTICLE 5 - HOLIDAYS (Continued) 5.5. *For all employees assigned to the Library, the Day After Thanksgiving sha11 be � considered a normal work day, and Chrishnas Eve shall be recognized atxd observed as a paid minor hoIiday. Tfris language regarding the Library shali not be effective unril and unless the other relevant collective bargaining agreements (PEA, SPSO, AFSCME 2508) negotiate corresponding language. ARTICLE 6 - GRIEVANCE PROCEDURES 6.1 The EmpIoyer shall recognize stewazds selected in accordance with Union niles and regulations as the grievance representarives of the bazgaitting unit. The Union shall notify ttie Employer in writing of the names of the stewards 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 shali therefore be accomplished during working hours only when consistent wiTh such employee's duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the stewazd and the employee have norified and received the approval of the supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. � 63 The procedure established by this Article shali 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 veterans under applicable veterans' rights statutes. . • ' g P ure: �� 6.Q �GrieXan�es shall be,resolved m conform ce witti an : e o owm r .. ..� .._�� . Step 1- Upon the occurrence of an atleged violation of this agreement, the employee involved (with or without the stewazd) shall attempt to resolve the matter on an informal basis with tiie emp2oyee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it ma}� be reduced to writing and referred to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of tlie agreemem violated, and the relie£reqneste&: Any alleged violafion of , the agreement not reduced to wriring by the Union within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. � � U/-3�� ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) Step 2- Within seven (7) wark 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 resuit of this meeting, the grievance remains unsolved, the Employer shall reply in writing to the Union within seven (7) work days foilowing 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 receipt 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 Employer supervisor shall meet with the Llnion Business Manager or his/her designated representative, the empioyee 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 conceming the grievance. If, as a result of the written response the grievance remains unsolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within seven (7) work days following 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 afrer 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 arbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days aftex notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) azbitrators 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 shali alternately strike names from such list(s), the Employer striking first, until one (I) name remains. Vacancies occurring on the perxnanent panel during the life of this agreement shall be fill ed by mutuai agreement of the parties. If the parties cannot mutually agree, the vacancy shall be fiiled by the process noted in the preceding pazagraph. This azbitrator selection process shall be effective only for the duration of this agreement unless both parties mutually agzee 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. � -7- ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) 6.5 The arbitrator shafl 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 issues submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to 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 shall be submitted in writing within thirty (30) days following close of the hearing of the submission of briefs by the parties, whichever be later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the azbitrator shall be final and binding on the Employer, the Union and the employees. 6.6 The fees and expenses for the azbitrator s services and proceedings shall be bome equally by the Employer and the tTnion, provided fhat each party shatl be responsibie 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 lunits in each step of this procedure may be extended by mutual agreement of the Empioyer and the Union. � 6.8 It is understood by the Union and the Employer tYtat a grievance, other than a grievance arising from a disciplinary action, may be deternuned by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Panl. 6.9 The provisions of this Article b shatl not apply to Secrion 3.9 of this agreement. 6.10 The Employer agrees to provide wurtesy copies of all correspondence to The Union Business Manager or Assistant Director to the President of Local 1842. This section shall � not be grieva�l�e. � � . � � _ � � . � � � � � � � 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 employees for the use of their own automobiles in the performance of their duties, the follou�ing provisions aze adopted. � �3 O!- 3 $� ARTICLE 7 - CITY MILEAGE (Continued) 7.2 Method of Computation - To be eligible for such reimbursement, ail o�cers and employees must receive written authorization from the Department Head. � Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile duting empioyment and the department head or designated representative detertnines 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 rennbursed 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 hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicie 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. This Section 7.2 shall become effective February 1, 1994. 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to have his or her own personai caz ayailahle. 7.4 Rules and Regulations - The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and furttier require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the CiTy Clerk. 7.5 Labor Management Committee. As part of negotiation 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 will be � convened in 2002 upon the request of the Union. This article 7.5 shall expire 12/31/02 unless affirmatively renewed by the parties. � ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residence 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 Sen�ice 1 st yeaz thru 4th yeaz Sth year thru 9th yeaz l Oth year thru I Sth yeaz 16th year thru 23rd yeaz 24th year and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) 9.2 The Head of a Department may permit an employee to cany over up to one hundred and twenty (120) hours of vacafion into the following "vacation year." For the purpose of this Article the "vacation yeaz" shall be the fiscal yeaz (IRS payroll reporting yeaz). 9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. A.RTICLE 10 - INSURANCE Active Employee Insurance 10.1 10.2 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. Effective for the January, 2001 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects single employee health i e ge provided by the Employer, the Employer agrees to contribute $211.62 jamount of 2000 sin Ie p ]' msurance premium p to $ 0 0 per on � If the 2001 s'mg e'iri'the'2001 singie fieahn• p n incre th le health insurance premium increase is over forry ($40.00) dollazs, the Employer will contribute 50% of the amount over forty ($40.00) dollazs. [For 2001, because the increase to the single premium is $18.22/month, the City continues to pay I00% of the siagle premi�rt]. For each eligible full-time employee who selects fatnily health insurance coverage, the Employer will contribute $406.62 [amount of 2000 family premium] per month plus $2.90 glus an amouut equal to the 20Q1 single healtkinsetraaeepremiwn increase ap to forty ($40.00) dollazs. If the 2001 single health insurance premium increase is over foriy ($40.00) doltazs, the Emptoyer wiil contribute 50% of the amount over forty ($40.00) dollazs. [For 2001, because the increase in the single premium is $18.22/month, the Employer's contributian to the family premium will be $427.74]. I'�1 LJ � � -10- 0�-3�� ARTICLE 10 - INSURANCE (Continued) 10.3 The parties agree to the foliowing arrangement for 2062 single insurance premiums with � the explicit understanding that language agreed to for any time period during 2002 sets no precedent one way or another with regatd 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 foilow its standazd procedure for processing of the premiums until an agreement is reached (i.e. City follows language in effect on 12/31/02 until a successor agreement is reached): Effective for the January 1, 2002 - June 30, 2002 insurance premiums, for each eligible employee covered by this agreement who is employed fuli-time and who selects singie employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 contribution plus an increase up to forty ($40.00) dollars per month. If the single health insurance premium increase for 2001 exceeds forty ($40.00) per month, the Employer will contribute 50% of the amount over forry ($40.00) dollazs. Effective for the July 1, 2002- December 31, 2002 insurance premiums, for each eligibie employee covered by this agreement who is employed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 coniribution pius an increase up to the fuli cosUmonth 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 premiuxn increase exceeds $100, the City will pay 40% of the excess increase. If in either yeaz the number of plans increases, the increase will be based on the average premium. 10.4 For the purpose of this Articie, full-time employment is deffned as appearing on the payroll an average of at least 64 hours per biweekly pay period for the tweive (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 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. �Ialf-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 twelve (12) month period preceding the annuai open enrollment or special enrollments or six (6) month period � preceding initial enrollment. -11- ARTICLE 10 - INSURANCE (Continued) Part-time employees who aze permanently appointed to a full-time (80 hours per � biweekly pay period) posiuon after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at least forry hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan year, sHatl be reduced to the benefit level applicable for the hours scheduled by the depariment. Such reduction shall take effect on the fust 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 conh fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. For each half-time empfoyee who selects family health insurance coverage, the Employer �s�ill contribute fifry percent (50%) of the amount contributed for fuli-time employees selecting family health insurance coverage in the same insurance plan. For each eligible employee covered by this agreement who is employed three-quarter time and who se]ects emp]oyee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contdbuted for full-time employees � selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-time employees selecting family health insurance coverage. 10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed hatf-time prior to January t, 1986 shall receive the same healih insutance contributions as � �£ui} 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 WeIfare Plan. , 2 0.9 Any cost of any premium for aay City offered employee or faznily insurance coverage in excess of the dollaz amounts stated in this Article 10 shall be paid by the employee. � -12- vl-3�y� ARTICLE 10 - INSURANCE (Continued) 10.10 The Employer wili provide a system whereby the employee's contribution toward the � premiums for the employee selected health insurance coverages can be paid on a pre-taY basis while the employee is receiving taxable income through the City payroll system. Emplo}�ees covered by this agreement will be eligible to participate in the Fle�ble Spending Account as offered by the Employer. The service fee chatged to participating employees shall be paid hy the Employer. 10.11 Employees covered by this agreement shall be eligible to pazticipate in the Dependent Care Reimbursement Account offered by the Employer. The service fee chazged to participating employees shall be paid by the Employer. 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 heaith insurance plan offered by the Employer: 10.12(1) Be receiving benefits from a public employee retirement act at the time of retirement, and 10.12(2) Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and � 10.12(3) Have completed at least 20 yeazs with the City of Saint Paul or 15 yeazs if receiving a disability pension, excluding yeazs 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 fuil time employees who: 10.13(1) Retire on or after January l, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer Until such employees reach siaty-five (65) yeazs of age, the Employer agrees to contribute a maximuxn of $350 per month towazd the cost of singie or family insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Sec6on 10.15 will apply. • 13 ARTTCLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full tune employees who: 10.14(i) 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) years of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Section 10.16 shall apply. Regular Retirees (Age 65 and over) 10. ] 5 This Section shall apply to full tune 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 1015(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health insurance coverage offered by the Employer to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shalI not be paid to fhe retiree. This Section shal] aiso apply io eazly reiirees who retired under Yhe provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shail apply to full time employees who: 10.16(1) Retire on or after January I, I996, and 10.16(2) Were appointed on or a8er January 1,1996, and 10.16(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 maximum of $300.00 per month towatd 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. This Section shail also apply to early retirees who retired under the provisions of Section 10.14 when such eaziy retirees attain age 65. � � � . 14 ARTICLE 10 - INSURANCE (Continued) O�-3 �� 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 enrolied in the City health insurance program. 10.19 Survivor Insurance: The surviving spouse of an empioyee carrying family coverage at the time of hislher death due to a j ob 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 previousiy 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 remarriage 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 program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heaith insurance for the first ninety (90) days of said employment. 10.20 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. � 15 ARTICLE 11- WORKING OUT OF CLASSIFICATION i l. i 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 assignxnent for a period in excess of fifteen (15) consecutive working days during a year shatt receive the rate of pay for the out-of-class assignment in a higher classification not later than the siarteenth (16) day of such assignment. For purposes of this Article, an out assi gIllll ent is defrned 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 regutar positian, and which is in a classification higher tfian the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee woutd receive if such employee received a regular appointrnent to the higher classification. ARTICLE 12 - SENIORITY 12.1 Seniority, for the purpose of this agreement, shall be defined as follows: The length of continuous, regulaz and probationary service with the Employer from the date an employee was first certified and appointed to a cIass title covered by this agreement, it being further understood that senioriry is confined to the cua�cnt class assigRRlent heid 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 detemuned by employee's rank on the eligible list � from which certification was made. 12.2 Seniority shall ternunate when an employee retires, resigns, or is discharged. 123 In the event it is determined by the Employer that it is necessary to reduce the work force, employees will be laid off by class title wittrin each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse Tength of toYal seniority in all „ titles listed on the corresponding line under Colutnn B. The Human Resources � Deparfinen't �vill id'enrify such°I'east senioi�empl�oyee��in 4he�depar�nent�re��ci�g posi�i�o�s, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the tides under Column B on which seniority was based, in any other City department, the Human Resources Departrnent shall place tbe 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 rifles shall be idenrified, 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 Iaid off. For the purposes of this Article, the Board of Education is not � included as a City department nor is a Boazd of Education employee included as a City employee. 16 bl-3�� L� ARTICLE 12 - SENIORITY (Continued) Column A Column B Deput} License Inspector I Deputy License Inspector I, Deputy License Inspector II Deputy License Inspector II Deputy License Inspector I, Deputy License Inspector II Engineezing Aide I Engineering Aide II Fire Aide I Fire Aide II Housing Aide I Housing Aide II Housing Rehab Advisor I Housing Rehab Trainee Library Associate Library Associate (PT) Operations Asst- Town 8q. Pazk Planning AideI Planning Aide II Planning Assistant I Planning Assistant II Recreation Center Director Recreation Leader II Recreation Leader III Sanitarian Aide I Engineering Aide I, Engineering Aide II, Traffic Eng. Aide II, Engr. Draftsman Eng. Aide I, Eng. Aide II, Traffic Engr. Aide II, Engr. Draftsman Fire Aide I, Fire Aide II Fire Aide I, Fire Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Recreation Leader II, Rec. Leader I, Rec. Director I, Rec. Center Director Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Pianning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II, Planning Asst. I, Planning Asst. II Recreation Leader II, Rea Leader III Recreation Director I, Operations Asst,- Town Square Pazk Rec. Leader II, Rec. Leader III, Recreation D'uector I, Operations Asst: Town Squaze Pazk Rec. Leader II, Rec. Leader III, Recreation Director I, Operations . Asst.- Town Squaze Pazk Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II 17 ARTICLE 12 - SENIORITY (Continued) Sanitazian Aide II Tra�c Engr. Aide II Val. & Assess. Aide I Val. & Assess. Aide II Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II VaUAssess Aide I, VaI/Assess Aide II VallAssess Aide I, VaUAssess Aide II � 12.4 In cases where there aze promotional series, such as Technician I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held tower titles which are in tttis 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 aze made by any class title in any department. 12.5 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 12.7 Employees assigned to these divisions in the police Department: Impound Lot, Property Room, Communication Center, and/or Records, shaIl be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. � 12.8 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by emptoyees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendaz days in advance. During the forfy-five (45) days, the Employer wilI meet with the Union and discuss possible options to contracting out or ways and means to minimize the elimination of positions. AR�'i��LE � i�3 -�llE�'�RR�'� �CQ'.l�IPE�S��IQN � �. � �. � � � � � 13.1 Beginning January 1, 2002, employees who have their completed twenty (20) yeazs of service shall have a$75.00 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 13.2 The Employer will match contributions by the fust paycheck closest to October 1 of the plan yeaz. � � Dl-3 �� ARTICLE 13 - DEFERRED COMPENSATION (Continued) 133 Eligibility Requirements: • A. Employees must have been in the Technical bargaining unit effective 1/1 of the plan yeaz. B. Qualifying years of service (determined by date of hire) must have been attained by 1/1 of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the fuli amount ($75.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of separation 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 14 - BULLETIN BOARDS 14.1 The Employer shall provide reasonable bulletin space for use by the Union in posfing � 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 Department Head. ARTICLE 15 - WAGES 15.1 The wage schedule, for purposes of this conh shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix A does not preclude the Employer from the following: I 5.1(1) Reorganizing 15.1(2) Abolishing classifications 15.1(3) Establishing new classifications 15.1(4) Regrading classifications 15.1(5) Reclassifyingpositions Both parties also agree that ritles and grades in Appendix A refer to empioyees 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. � �� 19 ARTICLE 15 - WAGES (Continued) I5.2 Individual employees may request an audit of their position whenever the nature of the . work and/or responsibilities in their position have substantially changed. When an employee has submitted a fulIy completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shalI fiave forry (40) calendar 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 wilI complete the study witfiin fifry (50} days after t[ie fully compteted job profile is submitted to Human Resources by the employee's supervisors. If the Employer finds the employee has assumed a higher level of responsibility but does not want tfie empIoyee working at that level on a permanent basis, the EmpIoyer wiIl present the employee with a written list of duties which the employee is expected fo cease perfomung. ARTICLE 16 - MAINTENANCE OF STANDARDS 16.1 The parties agree that all conditions of employment relating to wages, hours of work, overtune differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this agreement, and the conditions of employment shall be � improved wherever specific provisions for improvement aze made elsewhere in this agreement. ARTICLE 17 - LEAVES OF ABSENCE 1'I.1 Leave of Absence - After three months of employment, an employee may make application for a leave of absence not to exceed one year. A Yeave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). ave sT� 17.2 �ck Leave - Sick Le all 'acc S' umiil'afe at tPi'e rate`"of :0'S'76''of'a vvorkiag hois foreactt ° full hour on the gayroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, employees must report to their supervisor no later than one-half hour past their tegular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolufion No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certif cate or additional certificates onty 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 shalt not be arbitrable. � 20 o�-�g� ARTICLE 17 - LEAVES OF ABSENCE (Continued) • 17.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of sickness or injury of the employee, quarantine established by a public health enforcement agency, death of the employee'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 actual3y necessary for office visits to a doctor, dentist, optometrist, etc. 17.4 Leave Without Pay - Any employee who engages in acrive service in time of war or other emergency declared 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 allowed by law shall be entitled to leave of absence from empioyment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article 18 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. 17.5 Jury Duty - Employees required during their regular working hours to appear in court as jurors or witnesses, except in theu own behalf against the City, shall be paid their regulaz pay while so engaged, provided that any fees that the employee may receive from the � court for such service shall be paid to the City and be deposited with the City Finance Director. Any employee scheduled to work a shift other than the normal daytime shift shall be rescheduled to work the norxnal daytune shift during such time as he/she is required to appear in court as a juror or witness. 17.6 Education Leave - Leave with pay may be granted for education purposes at the option of the Employer. 17.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 17.8 An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. � 21 ARTICLE 17 - LEAVES OF ABSENCE (Continued) 17.9 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 emptoyee's attending physician that the empIoyee is disabled in terms of her abiliry to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural pazent or an adoptive pazent, who requests such leave in conjuncrion with the birth or adoption of a chiId. Such leave xnay be eartended an additional twelve (12} months by mutual agreement between the emptoyee and the Employer. Refusal on the part of the Employer to grant an ea2ension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who return foliowing such Ieaves of absence shall be pIaced in a position of equivalent salary and tenwe as the one held just prior to the beginning of their leave. 17.10 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 employee's own illness or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's • general assets. For purposes of this section, "personat sick leave benefcts" 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 conunuation benefits. 17.11 An empioyee shali be granted up to a total of sixteen (16) hours during a school year to attend school conferences or classroom activities related to the employee's child, provided ""' ''' ' the°cdnferenee o� elassr�om actiuities..cann4t�be,.so�i�dµleddurin ,non,work hours When _.m� e_ . . �....�., the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonabte prior notice of tlie teave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Employer. An employee shall be allowed to use vacarion or compensatory time for this leave; otherwise, this leave shall be without pay. i'I.12 Voiuntary iTnpaid Leave of Absence - A full-time emptoyee may be ganted up to 480 hours of voluntary lea of absence without pay during the fiscal year. During such leave of absence, the employee shall continue to earn and accrue vacation'and sick leave; seniority credits and maintain insurance eligibility as though he or she were on the payroil. Any leave of absence granted under this provision is subject to approval of the Department Head. � 22 �� 3s � � ARTICLE 18 - MILITARY LEAVE OF ABSENCE 181 Pay� Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any oiher component of the militia of the state, now or hereafter organized or constituted under state or federai law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the 23avai Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hezeafter organized or consrituted 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 tune 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 shail not exceed a total of fifteen (15) days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (I) retums to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so retuming 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. � C , I ARTICLE 19 - MANAGEMENT RIGHTS 19.1 The Union recognizes the right of the Ciry to operate and manage its affairs in all respects in accordance with appiicable laws and regulations of appropriate authorities. Ail rights and authority which the City has not officially abridged, delegated or modified by this agreement aze retained by the City. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which inciude, but are not limited to, such azeas of discretion or policy as the functions and programs of the Employer, and organizazional structure and selection and direction and number of personnel. ARTICLE 2Q - 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; 201(3) Suspension; 20.1(4) Reduction; 20.1(5) Dischazge. 20.2 Suspensions, reductions and dischazges will be in written form. 23 ARTICLE 20 - DISCIPLINE (Continued) 203 Employees and the Union wili receive copies of written reprimands and notices of , suspension and discharge. 20.4 Any member of Yhe bargaining unit may, during usual working hours, with the approval of the supervisor, review any material placed 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 empioyee andJor Union may request, and shail be entitled to a meeting with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and dischazge. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representarive be present. 20.7 Grievances relating to this Article shall be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bazgaining Unit which is • filed with the Office of Human Resources or within any City 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 Human Resources Office will inform all departrnents that the departmenYs .,, { .� �.: � � r . . . , , s imek'eeper 'sh'afii post notices or all jov vacanc�es � iheu„ de.gartnient at least five day before submitting a requisition to the Human Resources Office. ARTICLE 22 - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save hannless, and indemnify empIoyees against tort claims or demands, whether groundless or otherwise, arising out of aIleged acts or omission occurring in the performance or scope of the employee's duties. 22.2 Notwithstanding Section 22.1, the Employer shall not be responsibie for paying any legal service fee or for providing any Iegal service arising from any legal ac6on where the employee is the Flaintiff. � 0�-3 s� � � � J � ARTICLE 23 - NO STRIKE - NO LOCKOUT 23.1 Neither the Union, its o�cers or agents, nor any of the employees covered by this agreement will engage in, encoutage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically ailowed by the Public Employment Labor Relations Act. In the event of a violation of this Article, the Employer will wam employees of the consequences of their action and shali instruct them to immediately retum to their normal duties. Any employee who faiis to retum to his/her full duties within twenty-four (24) hours of such waming may be subject to the penaities provided in the Public Employment Labor Relations Act. 23.2 No lockout, or refusal to aliow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 24 - SEVERANCE PAY 24.1 24.2 The Employer shall provide a severance pay program as set forth in this Article. To be eligibie for the severance pay program, an employee must meet the following requirements: 24.2(1) The employee must be 58 years 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 SS" or the "rule of 90" criteria shall also apply to employees covered by a public pension pian other than PERA. 24.2(2) The empioyee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 24.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the rime of separation. For the purpose of tkris Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service requirement. Yeazs of service with ISD #625 will be excluded for employees hired by or transferred to the City of St. Paul after 3/31/2001. 24.2(4) The employee must file with the Human Resources Director a waiver of re-empioyment 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. 25 ARTICLE 24 - SEVERANCE PAY (Continued) 24.2(5) The employee must have accumulated a minimum of sixty (60) days of � sick leave credits at the time of his/her sepazation from service. 243 If an employee requests severance pay and if the employee meets Ihe 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 separation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. 24.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 24S For the purpose of this severance program, a death of an employee shali be considered as sepazation of employment, and if at the rime of his/her death, the employee would have met aIl of the requirements set forth above, payment of the severance pay wil] be made to the employee's estate or spouse. 24.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School DistrictNo. 625 employment is not considered a sepazation of emptoyment, and such transferee shatl not be etigible for the City severance program. 24J The manner of payment of such severartce pay shaIl be made in accordance wiYti the provisions of City Ordinance No. 11490. 24.8 This severance pay program shall be sUbjeci Yo and governed 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 tfiis Ar[icle shall control. 24.9 The provisions of this Article shall be effective as of December 24, 1983. 24.10 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, Section 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, 198� shall only be entitled to the benefits of this Article upon meeting the 4ualifications herein. 24.11 Sections 24.12 througb 24.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreemettt. � 24.12 The Employer shall provide a severance pay program as set forth in Sections 24.13 � through 24.18. �'! vl�3S � • ARTICLE 24 - SEVERANCE PAY (Continued) 24.13 To be eligible for the severance pay grogram, an employee must meet the following requirements: 24.13(1) The employee must be voluntarily separated from City empioyment or have been subject to sepazation by lay-off or compulsory retirement. Those employees who aze discharged for cause, misconduct, ine�ciency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 24.13 (2) The employee must file a waiver of re-employment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives ali claims to reinstatement or re-emplogment (of any type), with the City or with Independent School District No. 625. 24.13(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. i 24.14 If an empioyee 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 sepazation for each day of accrued sick leave subject to a maYimum as shown below based on the number of years of service in the City. Years of 5ervice with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 . 10,000 24.15 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 or 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. 24.16 For the pwpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. i 24.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 24.18 This severance pay prograxn shall be subject to and govemed by the provisions of City Ordinance I3o. 11490, except in those cases where the specific provisions of this Article conflict with said ordinance. In such cases, the provisions of ttris Article shall control. 27 ARTICLE 24 - SEVERANCE PAY (Continued) 24.19 Notcvithstanding Secrion 24.11, any empioyee hired prior to January 1, 1990 may, upon • meeting the qualification of Section 24.13, draw severance pay in accordance with Section 24.14. However, an election by the empioyee to draw such severance pay sha11 constitute a bar to receiving severance pay from any other. Any employee hired on or after January 1, 1990 shall only be entifled to Ihe benefits of SecYions 24.12 Uuv 24.18. ARTTCLE 25 - TEMPORARY EMPLOYEES 25.1 It is recognized that temporary employees aze within the unit covered by this agreement, however, except as specificatly provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rutes and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE 26 - NONDISCRIMINATION 26.1 The terms and conditions of this agreement will be appiied equally to employees without regazd to, or discrimination for or against any individual because of race, coIor, creed, sex, age, disability, or because of inembership or nonmembership in the Union. 26.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. � 26.3 Any member of the bazgaining unit may file a grievance or discrimination complaint and there shall be no retaliation by the City of Saint Paui for such action. 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 � s acc h s'ck r di . ch paid leave shall be drawn from the employeeof su��a d ck lea � asran aments„fox..?he care SI sablede credifs: "U's"e`of such"si'ck t'eade strail be limited to 40 hours per incident. An empIoyee 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 arrange for the caze of a seriously ill or disabled child. 27.2 The Head of the Departrnent or the D'uector of Human Resources may require a physician`s certificate or additionaT certificates at any time during an emgioyee'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 Office of Human Resources. � � D�-3�� ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) If an employee is absent because of the provisions of Section 27.1 for three or fewer • calendaz days he/she shall submit to the Head of the Department a certificate signed by the empioyee stating the nature of the child, parent, or household member's siclrness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or untii 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 period of the person's sickness is submitted to and approved by the Head of the Deparhnent and fonvarded to the O�ce of Human Resources. 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 regularly scheduled time to report for work, unless he/she can show to the satisfaction of the Departrnent Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or houxs for which he/she wouid normally haue been paid if he/she had not been on sick leave. ARTICLE 28 SAFETY 28.1 The Employer and Emgloyee sha11 cooperate in the enforcement of al1 applicable regulations for the enforcement of job safety. If an employee feeis that his/her work � duties or responsibilities require such employee 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 wear safety shoes or boots, the Employer agrees to contribute $75.00 per calendaz yeaz toward the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that yeaz. Employees may carry over up to a total of $150 for the purchase of shoes. Reimbursement shall be made only after investigation and approvai 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. 283(b) When the Employer establishes Accident and Incident Review Boazds, the Unions will not be required to participate. C� 29 ARTICLE 29 - IJNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shali increase on the first day of each yeaz of the contract by the same percentage amount as the general increase. 29.2 Fire Inspectors who are required to wear a spec�ed vniform shall be reimbursed for uniform items purchased up to $425.25 per calendaz year. 293 Water Meter Technicians who aze required to wear a specified uniform shall receive an initial issue and, thereafter, a uniform reimbursement for uniform items purchased up to $258.96 per calendaz yeaz. 29.4 The Employer will pay the cost of laundering lab coats for Health Lab Technicians. 29.5 Community Liaison Officers who aze required to weaz a specified uniform shall receive a one-tnne uniform reimbursement for uniform items purchased up to $300.00 29.6 Employees in the above sections of this article will be required to weaz the uniform while on duty. Except for the Health Department Lab Technicians for whom the City provides lanndry service, employees will also be responsible for the care and upkeep of their iini forms. � 29.7 The Employer shall determine the process for the reunbursement of uniform items • purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES 30.1 Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special EmploymenY' ritles recognized by the Bureau of Mediation Services as being appropriately inciuded in this bazgaining unit shall be eligible for benefits under this �, �� , � ..- . �..� P � ment. agreement, on the, same basis as all other em „ loyees covered by tlus agree ARTICLE 31 - TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acl�owledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements amved at by the par�ies 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 unqual�edly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any � subject or matter referred to or covered in this agreement. fcZ] o�--3F � A,RTICLE 31 - TERMS OF AGREEMENT (Continued) 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 tune provided, such provision shall be voided. All other provisions shall continue in fuil force and effect. 313 Term of Agreement - This an eement shall be in fuli force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from year to yeaz thereafter unless either pariy sha11 notify the other in writing that it desires to modify or ternunate this agreeme Tn witness whereof, the parties have caused this agreement to be executed this____ day of April, 2001. (The date was handwritten in the original signature copy.) i 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. 1842. WITNESSES: FOR THE CITX � � �� Katherine L. Meg; Director of Labor elations • LOCAL UNION NO. 1842, DISTRICT COUNCIL N0.14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO �� --� �/l�/o / Kurt Errickson Business Representative � � J � Robin Madsen President 31 bl-3 APPENDIX A BTWEEKLY RATES �alary ranges applicable to titles covered by this Agreement shall be as shown below: Effective January 1, 2001 (closest pay period) 2.725% increase Effective 3anuary 1, 2002 (closest pay period) 3% increase GRADE OlA 527A MODIFIED DUTY WORRER-TECHNICAL SALARY STEPS CREATED AS NEEDED - TZTI.,E USED ONLY UPON INSTRUCTSON FROM - WORKER'S COMP. GRADE 001 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) I3) �4) (5) (6) (7) (8) (9) (10) 12/30/00 663.52 686.62 711.44 736.58 759.37 790.17 807.31 835.66 852.18 868.67 12/29/O1 683.43 709.28 732.76 758.68 782.15 813.86 831.53 660.75 877.75 694.73 GRADE 002 12/30/00 677.25 703.51 724.01 749.07 'I76.49 803.93 822.13 855.34 871.63 886.30 �/29/Ol 697.57 724.62 745.73 771.54 799.78 828.05 846.79 881.00 89�.98 914.95 GRADE 003 12/30/00 692.08 714.90 739.98 767.29 793.58 822.13 842.69 871.56 888.04 904.49 12/29/O1 712.84 736.35 762.18 790.31 817.39 846.79 867.97 897.71 914.68 931.62 GRP.DE 004 12/30/00 709.16 728.59 753.68 780.95 $13.02 842.69 858.68 890.07 906.57 923.06 12/29/Ol 730.46 750.45 776.29 804.38 837.41 867.97 884.44 916.77 933.77 950.75 GRP.DE 005 12/30/00 718.34 747.98 771.93 795.93 825.55 856.38 875.79 907.46 923.93 940.45 12/29/O1 734.69 770.42 795.09 819.81 850.32 882.07 902.06 934.68 951.65 968.66 GRP.DE 006 �2/30/00 734.29 757.14 787.88 814 12 844.92 875.79 894.04 929.44 945.94 962.41 12/29/O1 756.32 779.65 811.52 838.54 870.27 902.06 920.86 957.32 974.32 991.28 A-1 GRADE 007 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2? (3) (4) (5? (6) (7) (B) (9) (10) 12/30/00 750.24 776.49 803.93 631.19 863.24 896.31 919.12 953.77 970.28 986.76 12/29/O1 772.'75 799.78 828.05 856.13 869.14 923.20 946.69 982.38 999.39 I016.36 GRADE 008 12/30/00 768.52 793.56 824.11 851.69 BB3.72 919.12 939.70 973.46 989.97 1006.45 12/29/02 79I.56 827.39 848,83 877.24 910.23 946.69 967.89 1002.68 1019.67 1036.64 GRADE 009 12/30/00 782.19 813.02 842.69 669.96 902.03 939.70 959.09 996.66 1013.13 1029.61 12/29/O1 805.66 837.4Z 867.97 896.06 929.09 967.89 987.86 1026.56 1043_52 Z060.50 GRPDE O10 12/30/00 797.01 625.55 856.37 888.06 921.39 956.80 980.75 1017.44 1033.92 1050.42 12/29/02 820.92 850.32 882.06 914.70 949.03 985.50 1010_17 1047.96 1064.94 1081.93 GRADE lOR 548 RECREATION LEADER A 3mo. 6mo. 1-yr 2-yr 3-yr 4-yr 10-yr. 15-yr. 20-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/30/00 724.76 7'I6.99 629.25 881.47 913.16 946.51 981.92 1Q05.86 1042.56 1059.03 25-yr. (11) „ , ,,,, 1,075.54 ,� A 3mo. 6mo. 1-yr 2-yr 3-yr 4-yr 10-yr. 15-yr. 20-yr. � (1) 12j (3) (4j (5) (6) (7) (8? (9) (10) 12/29/Ol 746.50 800.30 854.13 907.91 940.55 974.91 1011.36 1036.04 1073.84 1090.80 25-yr. (11) 1107.81 GRADE 011 � 12/30/00 815.30 844.92 875.79 904.13 943.11 980.75 1002.41 1040.62 1057.11 1073.61 12/29/O1 639.76 870.27 902.06 931.25 971.40 1010.17 1032_48 1071.84 1088.82 1205.82 . A-2 D�-3�� GRADE 012 A B C D E F 10-yr_ 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) {9) (10) �/30/00 832.40 863.24 896.31 929.02 964.74 1002.41 1025.24 1064.97 1081.43 1097.92 12/29/O1 857.37 889.14 923.20 956.89 993.68 1032.48 1056.00 1096.92 1113.87 1130.86 GRADE 013 12/30/00 852.95 883_72 919.12 949.71 989_91 1027.50 1053.74 1093.88 1110.36 1126.87 12/29/O1 878.54 910_23 946.69 978.20 1019.61 1056.33 1085.35 1126.70 1143.67 1160.68 GRADE 014 12/30/DO 871.19 902.03 939.70 972.�3 1009.30 1049.20 1076.59 1115.92 1132.41 1148.88 12/29/Ol 897.33 929.09 967.89 1001.91 1039.58 1080.66 1108.69 1149.40 1166.38 1183.35 GRADE O15 340A VIDEO PRODUCTION ASSISTANP 12/30/00 889.49 921.39 956.80 993.31 1032.09 1076.59 1099.41 1142.54 1159.03 1175.50 12(29/O1 916.17 949.03 985.50 1023.11 1063.05 1108.89 1132.39 1176.82 1193.80 1210�.77 � GRADE 016 037A SERVICE WORKER III 12/30/00 912.27 945.36 981.92 1019.54 1058.32 1099.41 1125.65 1170.37 1186.84 1203.34 12/29/O1 939.64 973.72 1011.38 1050.13 1090.07 1132.39 1159.42 1205.48 1222.45 1239.44 GRADE 16U A (1) 12/30/00 11.42 12J29/Ol 11.76 B C (2) (3) 13.93 16.44 14.35 16.93 D (4) 18.92 19.49 GRADE 017 12/30/00 930.53 964.74 1002.41 1041.26 1082.28 1126.64 1157.60 1200.43 1216.91 1233.39 12J29/01 958.45 993.68 1032.48 1072.50 1114.75 1160.65 1192.33 1236.44 1253.42 1270.39 • ��j GRADE O18 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 951.08 989.91 1027.50 1D65.73 1109.68 1154.19 1161_57 1229.38 1245.89 1262.37 12/29/O1 979.61 I019.61 1058_33 1097.70 1142.97 1188.62 12I7.02 i266.26 1283.27 1300.24 GRP.DE 019 12/30/00 972.73 1009.30 1049.20 1091.77 1135.94 1181.57 1211.24 1258.37 1274.86 1291.34 12/29/O1 1001.91 1039.58 1080.68 1124,52 1170.02 1217.02 1247.58 1296.12 1313.11 1330.06 GRADE 020 12/30/00 995.58 1034.35 1Q77.72 1222.25 1165.62 1212_40 1243.20 1291.97 2308.45 1324.96 12/29/O1 1025.45 1065.38 1110.05 1155.92 1200.59 1248.77 1280.50 1330.73 1347.70 1364.71 GRADE 021 12/30/00 1019.54 1058.32 1099.41 114I.99 1I89.55 1239.77 1271.70 1322.07 1338.55 1355.06 12/29/O1 1050.13 1090.07 1132.39 1176.25 1225.24 1276.96 1309.65 1361.73 1378.71 1395.71 GRADE 022 � 121A ADAPTIVE RECREATION ASSISTAN'i' 264A CITY PLANNING AIDE 618 DENTAL ASSISTANT 167 ENGINEERING AIDE I 313A HEALTH & ED ASST-CANIDODZAN/ENG 312A HEALTH & ED ASST-HMONG/ENG 311A HEALTH & ED ASST-SPANISH/ENG 064A HfiALTH & fiDDCATION ASSISTANT �,� � � �� ._. .� 351A L NVf E ASS�T� D � , �" , �: ,"�. BILINGL7AL"HNIONGI�G � , �� -. ..� . � � 364A NOT ASST I-BILINGUAL SPAN/ENG 066A NUTRITION ASSISTANT I 606 WATER LABORATORY AIDE 12/30/00 1041.26 1082.28 1126.84 1175.66 1222.62 1273.99 1307.11 1357.99 1374.47 1390.95 12/29/O1 1072.50 1114.75 1160.65 1211.14 1259.30 1312.21 1346.32 1398.73 1415.70 1432.68 • A-4 o� 3�� GRADE 22E _ 252A ENVIRONMENTAL HEALTH AIDE 252M MODIFIED DUTY WORRER-TECHNICAL � A B C D E F 5-yr. b-yY. 10-ys. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1041.26 1�82.28 1126.84 1175.$6 1243.20 1293.39 1348.15 1399.49 1436.07 1495.82 20-yr. 25-yr. (il) (12) 1512.30 1528.77 A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. (1) (2) (3) (4} {5) (6) (7) (8) (4) (101 12/29/O1 1072.50 1114.75 1160.65 1211.14 1280.50 1332.19 1366.59 1441.47 14'I9.15 1540.69 20-yr. 25-yr_ (11) (12) 1557.67 1574.63 GRADE 22L 066L NUTRITION ASSISTANT I-- LARGE 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 1105.26 1146.28 1190.84 1239.86 1286.62 1337.99 1371.11 1421.99 1438.47 1454.95 12/29f01 1136.50 11'J8.75 1224.65 1275.14 1323.30 1376.21 1410.32 1462.73 1479.70 1496.68 � GRADE 22M 066M NUTRITION ASSISTANT I-- MEDIUM 12j30/DO 1093.26 1134.28 1178.84 1227.86 1274.62 1325.99 1359.11 1409.99 1426.47 1442.95 12/29/O1 1124.50 1166.75 1212.65 1263.14 1311.30 1364.21 1398.32 1450.73 1467.70 1484.68 GRADE 22S 0665 NUTRITION ASSISTANT 2-- SMALL 12/30/00 1081.26 1122.28 1166.84 1215.86 1262.62 1313.99 1347.11 1397.99 1414.47 1430.95 12/29f01 1112.50 1154.75 1200.65 1251.14 1299.30 1352.21 1386.32 1438.73 1455.70 1472.68 GRADE 023 373A COMMUNITY L2AISON OFFICER 12f30/00 1067.29 1109.68 1154.19 1197.87 1248.86 1301.39 1333.34 1382.32 1398.82 1415.32 12/29/O1 1099.31 1142.97 1188.62 1233.81 1286.33 1340.43 1373.34 1423.79 1440_78 1457_78 C� A-5 GRADE 024 312 VALUATION & ASSESS AIDE I 558 ASST. REC. CENTER DIRECTOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yx� (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) I2/30/00 I094.88 I137.07 1182.68 1232.94 I284.28 1336.77 1364.83 I426.29 1442.79 1459.26 12/29/O1 1127.73 1171.18 1218.16 1269.93 1322.81 1376.87 I410.92 1469.08 1486.07 1503.04 GRADE 025 318A FIRE AIDE 693 MEDICAL ASSISTANT 025A PLl1N EXAMINER 2 12/30/00 1118.82 1161.01 1211.24 1256.89 1309.37 1360.73 1397.21 1451.76 1468.26 1464.77 12/29/O1 1152.38 1195.84 1247.58 1294.60 1348.65 1401.55 1434.13 1495.33 1512.31 1529.31 GRADE 026 O15 ARCHITECT[TRAL DRAFTER TRAINEE 168 ENGZNEERING AIDE II 579A LOAN SPECIALIST ASSZSTANT 580A LOAN SPECIALIST ASST-BILINGUAL 324 VALUATION & ASSESS AIDE II 12/30/00 1145.01 1196.42 1243.20 1293.39 1348.15 1399.49 1436.07 1495.62 1512.28 1526.77 12/29/O1 1179.36 1232.31 1280.50 1332.19 I388.59 1441.47 1479.15 1540.69 1557.65 I574.� GRADE 027 12/30/00 1145.01 1197.55 1246.95 1298.02 1354.96 1414.37 1453.14 1506.52 1524.96 1541.49 12/29/O1 1179.36 1233.48 1284.36 1336.96 1395.61 1456.80 1496.73 1553.78 1570.71 1587.73 GRADE 028 561A LIBRARY ASSOCI � , � � .. . . � � � � A � 558A LIBRARY ASSOCIATE (PART-TIME) 466A VZDEO PRODIICTION TECHNICIAN 12/30/00 2175.86 1221.49 1273.99 1326.51 2365.0.2 1445.17 2482.81 1544.45 1560.94 1577.45 12/29/O1 1211.14 1258.13 1312.21 1366.31 1405.97 1488.53 1527.29 1590.78 1607.77 1624.77 GRADE 029 393A CITIZEN SERVICE ANALYST 279A CITY PLANIVSNG TECHNICI.AN 609A COMMUNICATIONS TECH TRAINEE 369A DUPL EQUIP OPR (TWO-COLOR) 112A LABORATORY TECfINICIAN I � 12/30/00 1203.25 1255.77 1309.37 1361,90 1423.46 1485.12 1524.97 1587,32 1603.78 1620.29 12/29/O1 1239.35 1293.44 1348.65 1402.76 1466.18 1529.67 1570.72 1634,94 1651.89 166$.90 A-6 • GRP.DE ' 685 ACWUNTING TECHNICIAN 2 016 ARCHITECTURAL DRAFTER 615 GRAPH2C ARTS TECH--C2TY PL13G 197A HIJMAN RIGHTS TECHNICIAN - 115A ME,DICAS, RECORDS PRACTITIONER 067A NUTRITION ASSISTANT II 078A PROJECT MANAGEMENT TECHNICIAN 373 PLJBLIC WORKS TECHNICIAN 2 357 VALUATION & ASSESS TEQi Z 619A WATER METER TECHNICIAN 523 WATER UTILITY TECFINICIAN 2 343A ZONING AIDE 170B PROJ MGMT TECH - BILINGUAL d�-3F1� 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 1234.06 1266.54 1339.03 1398.39 1458.83 1522.70 1561.55 1627.79 1644.32 1660.76 12/29/O1 1271.08 1325.14 1379.20 1440.34 1502.59 1568.38 1608.40 1676.62 1693.65 1710.58 GRADE 30T 705A 2S ZNFO/TECH ANALYST I Start 6 mo. 1-yr 1.5-ys 2-yX 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12f30/00 1234.06 1286.54 1339.03 1368.61 1398.39 1426.61 1458.63 1490.78 1522.70 1561.55 15-yr 20-yr 25-yr • (11) (12) (13) 1627.79 1644.32 1660.76 Start 6mo. 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 1271.08 1325.14 1379.20 1409.67 1440.34 1471.A7 1502.59 1535.50 1568.38 1608.40 15-yr 20-yr 25-yr (11) (12) (13) 1676.62 1693.65 1710.58 GRFIDE 031 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (31 (4l �5) (6) (7) (8) (91 (10) 12/30/00 1263.71 1318.49 1373.27 1430.34 1494.26 1560.40 1602.63 1664.93 1681.42 1697.68 12/29/O1 1301.62 1358.04 1414.47 1473.25 1539.09 1607.21 1650.71 1714.66 1731.86 1748.82 � A-7 GRADE 032 125A HOUSING REHAB ADVZSOR I 200A LICENSE ENFORCEMENT AUDZTOR 863 LOAN SPECIALIST I � 612A LOAN SPECIALIST I (BI-LINGUAL) 178 PRACTICAL NURSE Y71B HOUSING REHAB ADV 2(BI-LING) A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) I2/30/00 1295.66 1353.87 1412.07 1467.96 1534.15 1603.75 1641.40 1714.68 1731.15 1747.63 12/29/Ol 1334.53 1394.49 1454.43 1512.00 1580.17 1651.86 1690.64 1766.12 1783.08 1800.06 GRADE 033 441 CLINIC N[TRSE 138 DENTAL HYGIENIST 12/30/00 1327.62 13B6.94 1447.47 1511.31 1574.13 1641.40 1689.33 1761.02 1777.51 1793.98 12/29/O1 1367.45 1428.55 1490.89 1556.65 1621.35 1690.64 1740.01 1813.85 1830.84 1847.80 GRPS7E 034 686 ACCOUNTING TECHNICIAN II OSDA FIRE COMMLTNSCATIONS OPR I 601A INFO & CONTROL SYS INT TRAINEE 156A LZCENSE AND PERMIT INSPECTOR 374 PUBLIC WORKS TECHNZCIAN II • 524 WATER UTILITY TECHNICIAN II 632A PRINT PRODUCTION LEADWORKER 12/30/00 1361.90 1423.48 1485.12 1550.16 1618.62 1669.33 1734.96 1806.18 1822.66 1839.13 12/29/O1 1402.76 1466.18 1529.67 I596.66 I667.I8 1740.Q1 2787.03 1860.37 1877.34 1894.30 GRP.DE 035 253A ENVZRONMENTAL HEALTH INSPECTOR �. .� �� , T R I, 313A�k'IRE„P$,$VEN,'PION,SNS , ., ,. , , . , , „ 113A HEALTH LABORATORY TECFINICIANII �� 047A HOUSING COIINSELOR 253M MOD. DUTY WKR-ENV HEALTH INSP 026A PI,AN EXAMINER II 289A REGISTERED RADIOLOGICAI, TECHLG 371 VALUATION & ASSESS TECFI II 12/30/00 1398.39 1458.83 1522.70 1588.94 1659.70 1734.98 1779.46 1854.62 1871.32 1887.79 12/29/O1 1440.34 1502.59 1568_38 1636.61 1709.49 1787.03 1632_86 1910.46 1927.46 1944.42 � ��:j L J GRADE 036 122A ADAPTIVE RECREATION DIRECTOR OS1A FIRE COMMUNICATIONS OPR IZ 126A HOUSING REHAB ADVISOR 2I 869 REAL ESTATE SPECIALIST OSSA RECREATION CENTER DIRECTOR 474 SURVEYOR 61-3 Fr� A B C D E F 10-yr. 15-yr. 20-yt. 25-yx'. (1) (2) (3) (4) (S) (6) (7) (8) {9) (10) 12/30/00 1436.07 1498.77 1563.85 1632.28 1705.30 1782.90 1830.85 1908.08 1924.57 1941.07 12/29/O1 1479.15 1543.73 1610.77 1681.25 1756.46 1836.39 1885.78 1965.32 1982_31 1999.30 GRADE 36T 706A IS INFO/TECFI ANALYST II 702A IS SYSTEMS SUPPORT SPEC III 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 1436.07 1498.77 1563.85 1598.07 1632.28 1666.79 1705.30 1744.10 1782.90 1830.85 15-yr 20-yr 25-yr (11) (12) (13) 1908.08 1924.57 1941.07 12/29/O1 � 15-yr 20-yr 25-yr (11) t12) (13) 1965.32 1982.31 1999.30 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) (6I (7) (S) (9) (10) 1479.15 1543-73 1610.77 1646.01 1661.25 1718.85 1756.46 1796.42 1836.39 1885.78 GRP.DE 037 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 1473.68 1536.45 1604.92 1673.89 1747.50 1827.41 1874.25 1957.88 1974.38 1990.87 12/29/O1 1517.89 1582.54 1653.07 1724.11 1799.93 1882.23 1930.48 2016.62 2033.61 2050.60 GRADE 038 027A *PLAN EXAMINER III 049A COMMUNITY EDUCATION/REC COORD 548A INFO & CONTROL SYSTEM INT TECH 604A PROJECT FACZLITATOR I 375 PtJBLIC WORKS TECFiNIC2AN III 870 REHABILITATION SUPERVISOR 390 VAI,UATION & ASSESS TECH ISI 525 WATER UTILTT'Y TECHNICIAN III � /30/00 1513.61 1576.40 1648.27 1719.02 1797.76 1674.25 1928.98 2008.89 2025.35 2041.84 /29/01 1559.02 1623.69 1697.72 1770.59 1851.69 1930.48 1986.85 2069.16 2086.11 2103.10 A-9 GRF�DE 039 093A AQUATICS MANAGER 432A PAYROLL SYSTEM TECHNICIAN 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 1551.29 1619.74 1691.59 1762.59 1843.42 1946.10 1979.21 2D81.61 2098.30 2114.77 12/29/O1 1597.83 1668.33 1742.34 1815.47 1898.�2 2004.46 2038.59 2144.26 2161.25 2176.21 GR.FIDE 040 353 ACCOUNTING TECFINICIAN III 616A APP SYS PROGRP.DSIER/ANALYST BOE 871 BUSINESS RELOCATION SPECIALZST 254A ENVIRONMENTAL S�AI,TH INSP SUPV 921A HUMAN RESOURCES TECHNICIAN ZII 169A LOAN SPECIALIST II 522A SENIOR LICENSE INSPECTOR 349A ZONING SPECIALIST 12/30/00 1592.36 1663.12 173B.44 1811.46 1893.61 1980.30 2032.81 2121.18 2137.66 2154.17 I2/29/O1 Z640.13 1713.01 1790.59 I.865.80 1950.42 2039.71 2093.79 2184.82 220I.79 22I8.80 GRADE 40T 707A IS INFO/TECH ANALYST III 703A IS SYSTEMS SUPPORT SPEC IV Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr• (1} (z) (3} (4) (5} (6) (7) (8) (9) (10) 12/30/00 1592.36 1663.12 1738.44 1774.94 1811.46 1852.54 1893.61 1936.96 1980.30 2032.81 15-yr 20-yr 25-yr (11) (12) (13) 2121.18 2137.66 2154.17 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 1640.13 1713.01 1790.59 1828.19 1865.60 1908.12 1950.42 1995.07 2039.71 2093.79 15-yr 2o-yr 25-yr (11) (12) (13) 2184.82 2201.79 2218.80 GRADE 041 873 ENGINEERING.ASSISTANf 320A FIRE PREVENTION INSPECTOR II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2? (3) (4) (5) (6) (9) (8) (9) (10) 12/30/00 1634.57 1706.45 1784.08 1862_79 1947.23 2033.92 2089.84 2180.25 2196.75 2213.24 12/29/O1 1683.61 1757.64 1837.60 1918_67 2005.65 2094.94 2152.54 2245.66 2262.65 2279.� A-10 . GRADE 042 605A PROJECT FACILITATOR II o�-� �� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (41 (5) (6) (7) (&) (9) (10) !/30/00 1679.10 1755.51 1833.15 1913.01 1998.58 2089.84 2148.03 2238.15 225A.65 2271.14 12/29/O1 1729.47 1808.18 1888.14 1970-40 2058.54 2152.54 2212.47 2305.29 2322.29 2339.27 GRP.DE 043 12/30/00 1724.68 1801.19 1881.00 1959.65 2054.48 2144.61 2203.93 2299-57 2316.06 2332.55 12/29/OS 1776.42 1855.23 1937.43 2018.44 2116.11 2206_95 2270.05 2366.56 2385.54 2402_53 GRP.DE 044 890 ACCOUNTING TECHNICIAN IV 12/30/00 1768.04 1849.07 1932.39 2021.40 2110.36 2205.09 2266.73 2365.57 2382.06 2398.58 12/29/O1 1821.08 1904.54 1990.36 2082.04 2173.67 2271.24 2334.73 2436.54 2453-52 2470.54 GRADE 44T 708A IS INFO/TECH ANALYST IV 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) •/30/00 1768.04 1849.07 1932.39 1976.89 2021.40 2065.68 2110.36 2157.74 2205.09 2266.73 15-yr 20-yr 25-yr (11) (12) (13) 2365.57 2382.06 2396.58 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 1821.08 1904.54 1990.36 2036.20 2082.04 2127.86 2173.67 2222.47 2271.24 2334.73 15-yr 20-yr 25-yr (11) (12) (13) 2436.54 2453.52 2470.54 GRADE 045 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (6) (9) (10) 12/30/00 1817.15 1895.89 1983.74 2066.91 2168.58 2268.99 2331.75 2433.91 2450.41 2466.92 12/29/01 18?1.66 1952.77 2043-25 2130.98 2233.64 2337.06 2401.70 2506.93 2523.92 2540.93 L J A-11 GRPSIE 046 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 1865.05 1948.37 2037.36 2128.66 2227.90 2330.64 2394.49 2495.29 2511.79 2528.� 12/29/O1 1921.00 2006.62 2098.46 2192.52 2294.74 2400.56 2466.32 2570.15 2587.14 2604.1 GR9DE 047 12/30/00 1917.56 1999.70 2092.13 2189.14 2284.93 2391.10 2457.26 2563.63 2580,11 2596.62 12/29/O1 1975.09 2059.69 2154.69 2254.81 2353.48 2462.63 2530.98 2640.54 2657.51 2674.52 GR.ADE 048 12/30/DO 1966.60 2055.62 2148.03 2241.96 2346.59 2452.67 2518.89 2631.95 2648.45 2664.94 12/29/O1 2025.60 2117.29 2212.47 2309.22 2416.99 2526.25 2594.46 2710.91 2727.90 2744.89 GRADE 049 12/30/00 2021.40 2110.36 2205.09 2301.19 2412.77 2525.74 2594.20 2707.26 2723.71 2740.21 12/29/O1 2082.04 2173.67 2271.24 2370.23 2485.15 2601.51 2672.03 2768.48 2805.42 2822-42 GRADE O50 12/30/00 2073.86 2170.86 22'71.26 2371.75 2483.50 2597.60 2669.50 2785.99 2802.49 2818. 12/29/O1 2136.08 2235.99 2339.40 2442.90 2558.01 2675.53 2749.59 2869.57 2686.56 2903. GRADE O51 1408 LIFE GUARD 12/30/00 12/29/01 lst 500 (1) 7.96 6.20 2nd 500 (2) 8.22 8.47 3rd 500 4th 500 &+ (3) (4) 6.47 8.73 8.72 8.99 GRADE 052 141B SENIOR POOL ATTENDANf lst 500 (1) 12/30/00 9.50 12/29/O1 9.79 2nd 500 (2) 9.76 10.05 3rd S00 4th 500 (3) (4) zo.oz io.a� 10.32 10.58 Sth 500 &+ (5) 10.53 10_85 �� E�1-12 � ist 500 (1) I3o1oo li.o4 2/29/O1 11.37 lst 500 (1) 12j30j00 8.47 12/29/O1 8.72 `J • GRADE_053 142B SWIMMING POOL SUPV 2nd 500 3rd 500 4th 500 Sth 500 &+ (2) (3) (4) (5) 11.30 11.56 11.81 12.07 11.64 11.91 12.16 12.43 GRP.DE 054 144B WATER SAFETY INSTRIICTR 2nd 500 3rd 500 4th 500 &+ (2) (3) (4) 8.73 8.99 9.25 8.99 9.26 9.53 Dl-3�`� A-13 0�-3�� APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY . MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL and AFSCME CLERICAL AND TECFINICAL iJNITS This agreement is entered into by and between the City of Saint Paul, Division of Information Services and the AFSCME Cierical and Technical bazgainuig units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and aze subsequently requested to resolve a critical information system problem, sha11 be granted two hours minimum compensarion 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 regarding the same problem are considered one incident. 2. If the TS employee 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 minunnm. 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 tlus language is experimental and shali not extend beyond the term of this Agreement unless both parties act affirmafively to renew or modify this clause in bargaining far the next contract. �I'Y OF SAINT PAUL Katherine L. Megark�> Labor Relations Director LOCAL UNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MLJNICIPAL EMPLOYEES LEGAL �� --- � �� Kurt Enickson, Business Agent ("�„�{,�r,,�;' �.� '��t c!a I Robert Steiner, President, Loca12508 ��-�. �lm�., Robin Madsen, President, Loca1 1842 . Lo�� APPENDIX C- COMMITMENT TO LMCHI 01-38� This letter coufirms that the parties entered into the 2001-2002 agreement 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 falls jointly on the City, its Unions and the employees. The City's Joint Labor-Management Committee on Health 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 sia ;ng this letter, the parties hereby renew their commihnent 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 OR SA1NT PAUL LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MCJNICIPAL EMPLOYEES LEGAL � � Vl ` � � � �( � herine L. Meg or Relations Di ctor � 4 l lo'�� Terr altiner Labor Relations Manager Mgmt Co-Chair of LMCHI �-�� • Q Ron Guilfoile Risk Manager l.� J ��_��.-. �a��ie i Kurt Errickson, Business Agent piv N lr E! ai Robert Steiner, President, Loca12508 �� Robin Madsen, President, Local 1842 C1 Council File # C l- 3f1�'{ RESOLUTION OF SAINT PAUL, MINNESOTA Presented by Referred To Committee Date 1 2 3 Green Sheet # 106836 10 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 #1842 (Tecl�nical), District Council No. 14 of the American Federation of State, County and Municipal 4 Employees AFL-CIO. Requested by Deparhnentof. AdoptedbyCouncil: Date �,__.w�___�'S--) �_�O� Adoption Certified by Council Secretary � App� � Approved by�M yor for Submission to Council B �C '�� y � C YT�1 � .� Office of Labor Relations �( j{/ �., p DEPARTMENT/OPFICE/COUNCIL: DATE INTTIATED OI"� �Y LABOR RELATTONS Apri19, 2001 GREEN SHEET No.: 106836 CONTACI' PERSON & PHONE: � T�AIIDATE wi�IAL/DATE JiJLIE KRAUS 266-6513 �IGN 1 DEPAI2TMENC DIR 4 CITY COUNCIL NUIYIBER 2 CITY ATTORNEY CITY CLERK MOST BE ON COUNCII. AGEI�'DA BY (DaTE) FOR BUDGET DIIt. � FIN. & MGT. SERVICE DIR. ROL'TING 3 MAYOR (OR ASST.) ORDER TOTAL �t OF SIGNATURE PAGES_1 (CLLP ALL LOCATfONS FOR SIGNATURE) acr[ox �QV�es�v: This resolution approves the attached January 1, 2001 through December 31, 2002 Agreement between the City of Saint Paul and the Local Union 1842 (Technical), District Council 14 of the American Federation of State, County and Municipal Employees, AFL CIO. RECObIIvfENDA110NS: Approve (A) or Reject (R) PERSONAI, SERVICE CONTRACfS MUST ANSWER THE FOLLOWIIVG QUESTIONS: _PLANNING COMMISSION _CIVIL SERVICE COMMISSION I. Haz this person/firtn ever worked under a wntract for this depazlment? CIB COMT�IITCEE Yes No S'IAFF 2. Hu this person/fim ever bern a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COtJNCIL OBJECTIVE? 3. Does this person/firm possess a skill not nortnally possused by any current ciry employee? Yes No Explain alI yes answers on separate s6eet and attach ro green sheet INITtATING PROBLEM, ISSUE, OPPORI'l7NITY (Who, What, When, Where, Why). Current agreement expired December 31, 2000. � nnvnivrncES iF nrrxoven: An agreement in place through December 31, 2002. This agreement has been ratified by the union members. •y �""T `�` •; c`,�,�,W��.,i�; , .>w..�-. ym , rek3a. tid�'a`+�es+3: • Pez?C"°7 � �: � g ° r�. � > � DISADVANTAGESIFAPPROVED. ' None. DISADVANTAGES IF NOT APPROVED: No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACT[ON: $ COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIVITY N[7MBER: FINANCIAL INFORMATION: (EXPLAIIV) ATTACHIVIENT TO TI� GREEN SHEET O� -��`� LOCAL LJNION 1842 DISTRICT COUNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COLTNTY AND MUNICIPAL EMPLOYEES, AFL-CIO Below is a summary of the changes in the Collecfive Bargaining Agreement between the City and the Loca1 Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO. Durafion: January 1, 2001 through December 31, 2002. Wa es: 2001: 2.725%* 2002: 3.0% Health Insurance: The insurance contribution increases follow the same pattern as previously negotiated agreements with other bazgaining units and/ar 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 yeaz Single: $229.84 + first $40 of any increase and 50% of the increase over $40. 2002 - second half of the yeaz Single: $229.84 +�Il amount of 2002 premium increase 2002 - all yeaz Family: The 2001 family contriburion 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-board wage increase in the yeaz 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. Attachment to the Crreen Sheet � $�{ Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Empioyees, AFL-CIO Page 2 Deferred Com�ensation: Agreed to a$75/yeaz deferred compensation match, begiuniug in 2002 for all eligible employees with twenty or more yeazs of service at the beginuing of the yeaz. Elimination of ISD#625 time for purposes of length of service: For employees who aze hired/transfer to the City after 3/31/Ol, any time spent worldng for the School District will not count toward 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 deadiines 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 rn ocess for the payment of uniform allowances. Safety Shoes: Agreed to pay $75/calendaz yeaz toward 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 determination. This change will make the administration of holidays easier for Payroll staff. Agreed that employees 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 langua�e changes: Other language changes (inclusion of MOUs on On Ca11 pay and Golf uniforms, rewrites of portions of the insurance and uniform allowance articles, elimination of redundant articles, and reordering of articles) aze of a housekeeping nature for clazification and clean up. Attachment to the Green Sheet Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFL-CIO Page 3 Costs: Wages Health Insurance Increased uniform costs Addl Family insurance Deferred Compensation Total: $ 2001 $484,750 $ 77,617 $ 2,289 $ 4,907 $ $569,563 2002 $533,800 $ actuals uuknown at this tune $ 7 830 $541,630 + insurance costs O1-'�� o�-��y � � Zooi - Zoo2 . AGREEMENT - _ � � - � � � �� BETWEEN ; � . : _ , -� TI�E CITY OF SA�NT- PAUL . � �. � � : � , � � ��A1�Tfl� � _ � ; � ��. � LOGAL UNTON 1842, DISTRICT COU�TCI� 14, OF THE AMERICAN FEDERATIQN OF STAT�; COUNTY ANI) MI�NIC�PAL EIVIPLOYE�S, AFL-CIO ._ , __ � . � - - .. ° - _ ��;� �_ � �. �. � � �.� � � � „ •1 � � � o l-�� ARTICLE TITLE PAGE Preamble....................................................... ii I Recognition ......................................................1 2 Check Off ........................................................3 3 Hoursof Work ....................................................3 4 Work Breaks .....................................................5 5 Holidays .........................................................5 6 Grievance Procedures ..............................................6 7 City Mileage ......................................................8 8 Residence .......................................................10 9 Vacation ........................................................10 10 Insurance .......................................................10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Seniority........................................................16 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Bulletin Boards ..................................................19 Wages..........................................................i9 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Leavesof Absence ................................................20 Military Leave ofAbsence ..........................................23 ManagementRights ...............................................23 Discipline................................:......................23 Vacancies.......................................................24 LegalServices ...................................................24 No Strike-No Lockout .............................................25 Severance Pay ...................................................25 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 26 Nondiscrimination ................................................28 27 Sick Leave Usagefor DependentCaze ................................28 28 Safety ..........................................................29 29 Uniform Reunbursement ...........................................30 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 31 TermsofAgreement ..............................................30 Appendix .................................................... A1 Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . C 1 i �� PREAMBLE 'I`his agreement entered into by the CITY of Saint Paui, hereinafter referred to as the Employer, and Local Union 1842, �liated with Council 14, and the American Federation of State, County and Municipai 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 rates of pay, hours of work, and other conditions of employment. ii 0�-�3� ARTICLE 1- RECOGNITION I.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the , purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as ouflined in the certification by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and as set forth in Section 1.2 below. 1.2 � i The bazgaining unit covered by this agreement shali consist of the foliowing: All technical personnel who aze employed by the City of St. Paul or who have their "terms and conditions of employment" established by the goveming body of the City of St. 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 year, in the classifications of: Accounting Technician I Accounting Technician II Accounting Technician III Accounting Technician IV Adaptive Recreation Assistant Adaptive Recreation Director Aquatics Manager Architectural Drafter Trainee Architectural Drafter Business Relocation Specialist Citizen Service Analyst City Planning Aide City Planning Technician Clinic Nurse Community Education/Recreation Coordinator Communications Tech Trainee Community Liaison Officer Dental Assistant Dental Hygienist Duplicating Equipment Operator (Two-Color) Engineering Aide I Engineering Aide II Engineering Assistant Environmental Health Aide Environmental Health Inspector Environmental Health Inspection Supvr. Fire Aide Fue Communications Operator I Fire Communications Operator II Fire Prevention Inspector I Fire Prevention Inspector II Graphic Arts Technician--City Planning Health and Education Assistant Health and Education Assistant -Cambodian/English Heaith and Education Assistant -HmongBnglish Health and Education Assistant -Spanish/English Health Laboratory Technician II Housing Counselor Housing Rehabilitation Advisor I Housing Rehabilitation Advisor II Huxnan Rights Technician Human Resources Technician III Info & Control System Integrator Tech Info & Control System Integrator Trainee IS Inforxnation/Technical Analyst I IS Information/Technical Analyst II IS Information/Technical Analyst III IS Information/Technical Analyst IV IS Systems Support Specialist III IS Systems Support Specialist IV Laboratory Technician I Library Associate Library Associate (Part-tune) License and Permit Aide License and PermitInspector License Enforcement Auditor Lifeguazd -1- ARTICLE 1 - RECOGNITION (Continued) Loan Specialist I Real Estate Specialist I Loan Specialist II Recreation Center Director Recreafion Loan Specialist Assistant Leader Loan Specialist Assistant (Bilingaal) Registere@ Radiologica! Technologist Medical Assistant Rehabilitation Supervisor Medical Records Practitioner Modified Dury Worker (Technical) Nutrition Assistant I Nutrition Assistant I - Bilingual Hmong/English Nutrition Assistant I - Bilingual / Spanish/English Nutrition Assistant I - Lazge Nutrition Assistant I - Medium Nutrition Assistant I - Smal] Nutrition Assistant II Payroll System Technician Plan Examiner I Plan Examiner II *Plan Examiner III Practical t\rurse Project Facilitator I Project Facilitator II Project Management Technician Public Works Technician I Public Works Technician II Public Works Technician III *Title abolished except as to present incumbents. Senior Animal Control Officer Senior License Inspector Senior Plan Examiner Senior Pool Attendant Service Worker III Surveyor Swimmuig Pool Supervisor Valuation and Assessment Aide I Valuation and Assessment Aide II Valuation and Assessment Technician I Valuation and Assessment Technician II Valuation and Assessment Technician III Video Production Assistant Video Production Technician Water Safety Instructor Water Utility Technician I Water Utility Technician II Water Utility Technician III Water Laboratory Aide Water Meter Technician Zoning Aide Zoning Specialist 13 Any present or future employee 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 shail check off said fee from the eamings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of gievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as othercvise legal. � � 1.4 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 Secuon i 3 of this � Article. -Z- ARTICLE 2 - CHECK O�F � 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those empioyees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representauve of the Union and the aggregate deductions of ali employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 2.2 The t3nion agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the CiTy under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 3.2 33 � 3.4 3.5 � The normal work day shali be seven and three/fourths (7'/a) consecutive hours per day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. For employees on a shift basis, this shali be construed to mean an average of thirty-eight and three-fourths (38'/4) hours per week. This section shall not be construed as, and is not a guazantee of, any hours of work per normal work day or per normal work week. Time on the payroli in excess of the normal hours set forth above in this Article shall be "overtime work" and shali be done only by order of the Head of the Depattment. D l - � 3.6 All employees in this bazgaining unit shall be recompensed for work done in excess of the norma] hours established above in this Articie 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 bulletin boazds at all times. It is also understood that deviation from posted work schedules shall be pernussible due to emergencies and acts of God, and overtime may be required. 3.8 Notw�ithstanding Sections 3.1 through 3.6, empioyees 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 3.3. Overtime compensation for employees working under such agreements shail be subject to the provisions of the Fair Labor Standazds Act. -3- ARTICLE 3- HOURS OF WORK (Continued) 3.9 For employees who wish to shaze a position, the EmpIoyer wiI1 attempt to provide • options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who shaze 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 Articte 2 0 of ttxis agreement. In the event that one of the employees participating in the shazed position is temvnated or ternunates empioyment, 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 opfion 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. 3.11 At least fourteen (14} calendaz days priar to changing the normal work day or the normat work week, the Employer and Union shall meet and confer regazding the need for the proposed change and the possibility of other alternatives. It is also understood that deviation from such notice shall be permissible 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 daytune, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perform the job duties ofthe position. � 3.13 Morning Differential: O�ord Pool employees represented by this unit in the titles of Life Guazd, Water Safety Instructor, Swimming Pool Supervisor and Senior Pool Attendant shall receive a moming differential of five percent (5%) for each hour worked between 2 a.m. and 2 p.m. This moming differential shall only be paid for hovrs worked between 2 a.m. and 2 p.m. during the school yeaz (after Labor Day and before Memorial Day). These employees shall not be eligible for the Night Differential described below. Night Differenrial: To any employee, except the Oxford Pool employees described ab'o'v"e,' who wo'rks"'on'a'sIv'ft'begmnirigeartiei'�ii2a 6:E)O a:m': or e�i�:-Iate: �haE: fi: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 differential of five percent (5 %) for the entire shift. To any employee who works on a shift be° nning 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 houts worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duties, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standazd hour shifc for all continuous hours worked during fhe snow emergency. • -4- d!-3�`� ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - All employees work schedules shall provide for a fifteen (15) 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. 4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz quitting tune, he/she shall be entifled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving* Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above falls on a Saturday, the holiday shall be observed on the preceding Friday. VJhenever any of the holidays listed � above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz 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 yeaz, subject to approval of the Depar[ment Head of any employee. 5.3 Eligibility Requirements - In order to be eligibie for a holiday with pay, an employee must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time earned sha11 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 shali the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other empioyees not heretofore eligible shall receive holiday pay. 5.4 Noriuithstanding 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 empioyee shall be eligibie for any floating holidays. � -5- ARTICLE 5 - HOLIDAYS (Continued) 5.5. *For all employees assigned to the Library, the Day After Thanksgiving sha11 be � considered a normal work day, and Chrishnas Eve shall be recognized atxd observed as a paid minor hoIiday. Tfris language regarding the Library shali not be effective unril and unless the other relevant collective bargaining agreements (PEA, SPSO, AFSCME 2508) negotiate corresponding language. ARTICLE 6 - GRIEVANCE PROCEDURES 6.1 The EmpIoyer shall recognize stewazds selected in accordance with Union niles and regulations as the grievance representarives of the bazgaitting unit. The Union shall notify ttie Employer in writing of the names of the stewards 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 shali therefore be accomplished during working hours only when consistent wiTh such employee's duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the stewazd and the employee have norified and received the approval of the supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. � 63 The procedure established by this Article shali 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 veterans under applicable veterans' rights statutes. . • ' g P ure: �� 6.Q �GrieXan�es shall be,resolved m conform ce witti an : e o owm r .. ..� .._�� . Step 1- Upon the occurrence of an atleged violation of this agreement, the employee involved (with or without the stewazd) shall attempt to resolve the matter on an informal basis with tiie emp2oyee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it ma}� be reduced to writing and referred to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of tlie agreemem violated, and the relie£reqneste&: Any alleged violafion of , the agreement not reduced to wriring by the Union within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. � � U/-3�� ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) Step 2- Within seven (7) wark 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 resuit of this meeting, the grievance remains unsolved, the Employer shall reply in writing to the Union within seven (7) work days foilowing 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 receipt 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 Employer supervisor shall meet with the Llnion Business Manager or his/her designated representative, the empioyee 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 conceming the grievance. If, as a result of the written response the grievance remains unsolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within seven (7) work days following 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 afrer 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 arbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days aftex notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) azbitrators 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 shali alternately strike names from such list(s), the Employer striking first, until one (I) name remains. Vacancies occurring on the perxnanent panel during the life of this agreement shall be fill ed by mutuai agreement of the parties. If the parties cannot mutually agree, the vacancy shall be fiiled by the process noted in the preceding pazagraph. This azbitrator selection process shall be effective only for the duration of this agreement unless both parties mutually agzee 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. � -7- ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) 6.5 The arbitrator shafl 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 issues submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to 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 shall be submitted in writing within thirty (30) days following close of the hearing of the submission of briefs by the parties, whichever be later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the azbitrator shall be final and binding on the Employer, the Union and the employees. 6.6 The fees and expenses for the azbitrator s services and proceedings shall be bome equally by the Employer and the tTnion, provided fhat each party shatl be responsibie 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 lunits in each step of this procedure may be extended by mutual agreement of the Empioyer and the Union. � 6.8 It is understood by the Union and the Employer tYtat a grievance, other than a grievance arising from a disciplinary action, may be deternuned by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Panl. 6.9 The provisions of this Article b shatl not apply to Secrion 3.9 of this agreement. 6.10 The Employer agrees to provide wurtesy copies of all correspondence to The Union Business Manager or Assistant Director to the President of Local 1842. This section shall � not be grieva�l�e. � � . � � _ � � . � � � � � � � 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 employees for the use of their own automobiles in the performance of their duties, the follou�ing provisions aze adopted. � �3 O!- 3 $� ARTICLE 7 - CITY MILEAGE (Continued) 7.2 Method of Computation - To be eligible for such reimbursement, ail o�cers and employees must receive written authorization from the Department Head. � Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile duting empioyment and the department head or designated representative detertnines 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 rennbursed 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 hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicie 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. This Section 7.2 shall become effective February 1, 1994. 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to have his or her own personai caz ayailahle. 7.4 Rules and Regulations - The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and furttier require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the CiTy Clerk. 7.5 Labor Management Committee. As part of negotiation 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 will be � convened in 2002 upon the request of the Union. This article 7.5 shall expire 12/31/02 unless affirmatively renewed by the parties. � ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residence 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 Sen�ice 1 st yeaz thru 4th yeaz Sth year thru 9th yeaz l Oth year thru I Sth yeaz 16th year thru 23rd yeaz 24th year and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) 9.2 The Head of a Department may permit an employee to cany over up to one hundred and twenty (120) hours of vacafion into the following "vacation year." For the purpose of this Article the "vacation yeaz" shall be the fiscal yeaz (IRS payroll reporting yeaz). 9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. A.RTICLE 10 - INSURANCE Active Employee Insurance 10.1 10.2 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. Effective for the January, 2001 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects single employee health i e ge provided by the Employer, the Employer agrees to contribute $211.62 jamount of 2000 sin Ie p ]' msurance premium p to $ 0 0 per on � If the 2001 s'mg e'iri'the'2001 singie fieahn• p n incre th le health insurance premium increase is over forry ($40.00) dollazs, the Employer will contribute 50% of the amount over forty ($40.00) dollazs. [For 2001, because the increase to the single premium is $18.22/month, the City continues to pay I00% of the siagle premi�rt]. For each eligible full-time employee who selects fatnily health insurance coverage, the Employer will contribute $406.62 [amount of 2000 family premium] per month plus $2.90 glus an amouut equal to the 20Q1 single healtkinsetraaeepremiwn increase ap to forty ($40.00) dollazs. If the 2001 single health insurance premium increase is over foriy ($40.00) doltazs, the Emptoyer wiil contribute 50% of the amount over forty ($40.00) dollazs. [For 2001, because the increase in the single premium is $18.22/month, the Employer's contributian to the family premium will be $427.74]. I'�1 LJ � � -10- 0�-3�� ARTICLE 10 - INSURANCE (Continued) 10.3 The parties agree to the foliowing arrangement for 2062 single insurance premiums with � the explicit understanding that language agreed to for any time period during 2002 sets no precedent one way or another with regatd 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 foilow its standazd procedure for processing of the premiums until an agreement is reached (i.e. City follows language in effect on 12/31/02 until a successor agreement is reached): Effective for the January 1, 2002 - June 30, 2002 insurance premiums, for each eligible employee covered by this agreement who is employed fuli-time and who selects singie employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 contribution plus an increase up to forty ($40.00) dollars per month. If the single health insurance premium increase for 2001 exceeds forty ($40.00) per month, the Employer will contribute 50% of the amount over forry ($40.00) dollazs. Effective for the July 1, 2002- December 31, 2002 insurance premiums, for each eligibie employee covered by this agreement who is employed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2001 coniribution pius an increase up to the fuli cosUmonth 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 premiuxn increase exceeds $100, the City will pay 40% of the excess increase. If in either yeaz the number of plans increases, the increase will be based on the average premium. 10.4 For the purpose of this Articie, full-time employment is deffned as appearing on the payroll an average of at least 64 hours per biweekly pay period for the tweive (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 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. �Ialf-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 twelve (12) month period preceding the annuai open enrollment or special enrollments or six (6) month period � preceding initial enrollment. -11- ARTICLE 10 - INSURANCE (Continued) Part-time employees who aze permanently appointed to a full-time (80 hours per � biweekly pay period) posiuon after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at least forry hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan year, sHatl be reduced to the benefit level applicable for the hours scheduled by the depariment. Such reduction shall take effect on the fust 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 conh fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. For each half-time empfoyee who selects family health insurance coverage, the Employer �s�ill contribute fifry percent (50%) of the amount contributed for fuli-time employees selecting family health insurance coverage in the same insurance plan. For each eligible employee covered by this agreement who is employed three-quarter time and who se]ects emp]oyee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contdbuted for full-time employees � selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-time employees selecting family health insurance coverage. 10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed hatf-time prior to January t, 1986 shall receive the same healih insutance contributions as � �£ui} 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 WeIfare Plan. , 2 0.9 Any cost of any premium for aay City offered employee or faznily insurance coverage in excess of the dollaz amounts stated in this Article 10 shall be paid by the employee. � -12- vl-3�y� ARTICLE 10 - INSURANCE (Continued) 10.10 The Employer wili provide a system whereby the employee's contribution toward the � premiums for the employee selected health insurance coverages can be paid on a pre-taY basis while the employee is receiving taxable income through the City payroll system. Emplo}�ees covered by this agreement will be eligible to participate in the Fle�ble Spending Account as offered by the Employer. The service fee chatged to participating employees shall be paid hy the Employer. 10.11 Employees covered by this agreement shall be eligible to pazticipate in the Dependent Care Reimbursement Account offered by the Employer. The service fee chazged to participating employees shall be paid by the Employer. 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 heaith insurance plan offered by the Employer: 10.12(1) Be receiving benefits from a public employee retirement act at the time of retirement, and 10.12(2) Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and � 10.12(3) Have completed at least 20 yeazs with the City of Saint Paul or 15 yeazs if receiving a disability pension, excluding yeazs 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 fuil time employees who: 10.13(1) Retire on or after January l, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at retirement, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer Until such employees reach siaty-five (65) yeazs of age, the Employer agrees to contribute a maximuxn of $350 per month towazd the cost of singie or family insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Sec6on 10.15 will apply. • 13 ARTTCLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full tune employees who: 10.14(i) 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) years of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Section 10.16 shall apply. Regular Retirees (Age 65 and over) 10. ] 5 This Section shall apply to full tune 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 1015(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health insurance coverage offered by the Employer to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shalI not be paid to fhe retiree. This Section shal] aiso apply io eazly reiirees who retired under Yhe provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shail apply to full time employees who: 10.16(1) Retire on or after January I, I996, and 10.16(2) Were appointed on or a8er January 1,1996, and 10.16(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 maximum of $300.00 per month towatd 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. This Section shail also apply to early retirees who retired under the provisions of Section 10.14 when such eaziy retirees attain age 65. � � � . 14 ARTICLE 10 - INSURANCE (Continued) O�-3 �� 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 enrolied in the City health insurance program. 10.19 Survivor Insurance: The surviving spouse of an empioyee carrying family coverage at the time of hislher death due to a j ob 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 previousiy 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 remarriage 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 program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City heaith insurance for the first ninety (90) days of said employment. 10.20 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. � 15 ARTICLE 11- WORKING OUT OF CLASSIFICATION i l. i 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 assignxnent for a period in excess of fifteen (15) consecutive working days during a year shatt receive the rate of pay for the out-of-class assignment in a higher classification not later than the siarteenth (16) day of such assignment. For purposes of this Article, an out assi gIllll ent is defrned 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 regutar positian, and which is in a classification higher tfian the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee woutd receive if such employee received a regular appointrnent to the higher classification. ARTICLE 12 - SENIORITY 12.1 Seniority, for the purpose of this agreement, shall be defined as follows: The length of continuous, regulaz and probationary service with the Employer from the date an employee was first certified and appointed to a cIass title covered by this agreement, it being further understood that senioriry is confined to the cua�cnt class assigRRlent heid 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 detemuned by employee's rank on the eligible list � from which certification was made. 12.2 Seniority shall ternunate when an employee retires, resigns, or is discharged. 123 In the event it is determined by the Employer that it is necessary to reduce the work force, employees will be laid off by class title wittrin each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse Tength of toYal seniority in all „ titles listed on the corresponding line under Colutnn B. The Human Resources � Deparfinen't �vill id'enrify such°I'east senioi�empl�oyee��in 4he�depar�nent�re��ci�g posi�i�o�s, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the tides under Column B on which seniority was based, in any other City department, the Human Resources Departrnent shall place tbe 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 rifles shall be idenrified, 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 Iaid off. For the purposes of this Article, the Board of Education is not � included as a City department nor is a Boazd of Education employee included as a City employee. 16 bl-3�� L� ARTICLE 12 - SENIORITY (Continued) Column A Column B Deput} License Inspector I Deputy License Inspector I, Deputy License Inspector II Deputy License Inspector II Deputy License Inspector I, Deputy License Inspector II Engineezing Aide I Engineering Aide II Fire Aide I Fire Aide II Housing Aide I Housing Aide II Housing Rehab Advisor I Housing Rehab Trainee Library Associate Library Associate (PT) Operations Asst- Town 8q. Pazk Planning AideI Planning Aide II Planning Assistant I Planning Assistant II Recreation Center Director Recreation Leader II Recreation Leader III Sanitarian Aide I Engineering Aide I, Engineering Aide II, Traffic Eng. Aide II, Engr. Draftsman Eng. Aide I, Eng. Aide II, Traffic Engr. Aide II, Engr. Draftsman Fire Aide I, Fire Aide II Fire Aide I, Fire Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Housing Rehabilitation Trainee, Housing Rehabilitation Advisor I Recreation Leader II, Rec. Leader I, Rec. Director I, Rec. Center Director Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Pianning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II, Planning Asst. I, Planning Asst. II Recreation Leader II, Rea Leader III Recreation Director I, Operations Asst,- Town Square Pazk Rec. Leader II, Rec. Leader III, Recreation D'uector I, Operations Asst: Town Squaze Pazk Rec. Leader II, Rec. Leader III, Recreation Director I, Operations . Asst.- Town Squaze Pazk Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II 17 ARTICLE 12 - SENIORITY (Continued) Sanitazian Aide II Tra�c Engr. Aide II Val. & Assess. Aide I Val. & Assess. Aide II Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II VaUAssess Aide I, VaI/Assess Aide II VallAssess Aide I, VaUAssess Aide II � 12.4 In cases where there aze promotional series, such as Technician I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held tower titles which are in tttis 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 aze made by any class title in any department. 12.5 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. 12.7 Employees assigned to these divisions in the police Department: Impound Lot, Property Room, Communication Center, and/or Records, shaIl be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. � 12.8 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by emptoyees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendaz days in advance. During the forfy-five (45) days, the Employer wilI meet with the Union and discuss possible options to contracting out or ways and means to minimize the elimination of positions. AR�'i��LE � i�3 -�llE�'�RR�'� �CQ'.l�IPE�S��IQN � �. � �. � � � � � 13.1 Beginning January 1, 2002, employees who have their completed twenty (20) yeazs of service shall have a$75.00 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 13.2 The Employer will match contributions by the fust paycheck closest to October 1 of the plan yeaz. � � Dl-3 �� ARTICLE 13 - DEFERRED COMPENSATION (Continued) 133 Eligibility Requirements: • A. Employees must have been in the Technical bargaining unit effective 1/1 of the plan yeaz. B. Qualifying years of service (determined by date of hire) must have been attained by 1/1 of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the fuli amount ($75.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of separation 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 14 - BULLETIN BOARDS 14.1 The Employer shall provide reasonable bulletin space for use by the Union in posfing � 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 Department Head. ARTICLE 15 - WAGES 15.1 The wage schedule, for purposes of this conh shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix A does not preclude the Employer from the following: I 5.1(1) Reorganizing 15.1(2) Abolishing classifications 15.1(3) Establishing new classifications 15.1(4) Regrading classifications 15.1(5) Reclassifyingpositions Both parties also agree that ritles and grades in Appendix A refer to empioyees 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. � �� 19 ARTICLE 15 - WAGES (Continued) I5.2 Individual employees may request an audit of their position whenever the nature of the . work and/or responsibilities in their position have substantially changed. When an employee has submitted a fulIy completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shalI fiave forry (40) calendar 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 wilI complete the study witfiin fifry (50} days after t[ie fully compteted job profile is submitted to Human Resources by the employee's supervisors. If the Employer finds the employee has assumed a higher level of responsibility but does not want tfie empIoyee working at that level on a permanent basis, the EmpIoyer wiIl present the employee with a written list of duties which the employee is expected fo cease perfomung. ARTICLE 16 - MAINTENANCE OF STANDARDS 16.1 The parties agree that all conditions of employment relating to wages, hours of work, overtune differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this agreement, and the conditions of employment shall be � improved wherever specific provisions for improvement aze made elsewhere in this agreement. ARTICLE 17 - LEAVES OF ABSENCE 1'I.1 Leave of Absence - After three months of employment, an employee may make application for a leave of absence not to exceed one year. A Yeave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). ave sT� 17.2 �ck Leave - Sick Le all 'acc S' umiil'afe at tPi'e rate`"of :0'S'76''of'a vvorkiag hois foreactt ° full hour on the gayroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, employees must report to their supervisor no later than one-half hour past their tegular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolufion No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certif cate or additional certificates onty 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 shalt not be arbitrable. � 20 o�-�g� ARTICLE 17 - LEAVES OF ABSENCE (Continued) • 17.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of sickness or injury of the employee, quarantine established by a public health enforcement agency, death of the employee'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 actual3y necessary for office visits to a doctor, dentist, optometrist, etc. 17.4 Leave Without Pay - Any employee who engages in acrive service in time of war or other emergency declared 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 allowed by law shall be entitled to leave of absence from empioyment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article 18 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. 17.5 Jury Duty - Employees required during their regular working hours to appear in court as jurors or witnesses, except in theu own behalf against the City, shall be paid their regulaz pay while so engaged, provided that any fees that the employee may receive from the � court for such service shall be paid to the City and be deposited with the City Finance Director. Any employee scheduled to work a shift other than the normal daytime shift shall be rescheduled to work the norxnal daytune shift during such time as he/she is required to appear in court as a juror or witness. 17.6 Education Leave - Leave with pay may be granted for education purposes at the option of the Employer. 17.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 17.8 An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties of the exclusive representative. � 21 ARTICLE 17 - LEAVES OF ABSENCE (Continued) 17.9 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 emptoyee's attending physician that the empIoyee is disabled in terms of her abiliry to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural pazent or an adoptive pazent, who requests such leave in conjuncrion with the birth or adoption of a chiId. Such leave xnay be eartended an additional twelve (12} months by mutual agreement between the emptoyee and the Employer. Refusal on the part of the Employer to grant an ea2ension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who return foliowing such Ieaves of absence shall be pIaced in a position of equivalent salary and tenwe as the one held just prior to the beginning of their leave. 17.10 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 employee's own illness or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's • general assets. For purposes of this section, "personat sick leave benefcts" 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 conunuation benefits. 17.11 An empioyee shali be granted up to a total of sixteen (16) hours during a school year to attend school conferences or classroom activities related to the employee's child, provided ""' ''' ' the°cdnferenee o� elassr�om actiuities..cann4t�be,.so�i�dµleddurin ,non,work hours When _.m� e_ . . �....�., the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonabte prior notice of tlie teave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Employer. An employee shall be allowed to use vacarion or compensatory time for this leave; otherwise, this leave shall be without pay. i'I.12 Voiuntary iTnpaid Leave of Absence - A full-time emptoyee may be ganted up to 480 hours of voluntary lea of absence without pay during the fiscal year. During such leave of absence, the employee shall continue to earn and accrue vacation'and sick leave; seniority credits and maintain insurance eligibility as though he or she were on the payroil. Any leave of absence granted under this provision is subject to approval of the Department Head. � 22 �� 3s � � ARTICLE 18 - MILITARY LEAVE OF ABSENCE 181 Pay� Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any oiher component of the militia of the state, now or hereafter organized or constituted under state or federai law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the 23avai Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hezeafter organized or consrituted 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 tune 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 shail not exceed a total of fifteen (15) days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (I) retums to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so retuming 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. � C , I ARTICLE 19 - MANAGEMENT RIGHTS 19.1 The Union recognizes the right of the Ciry to operate and manage its affairs in all respects in accordance with appiicable laws and regulations of appropriate authorities. Ail rights and authority which the City has not officially abridged, delegated or modified by this agreement aze retained by the City. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which inciude, but are not limited to, such azeas of discretion or policy as the functions and programs of the Employer, and organizazional structure and selection and direction and number of personnel. ARTICLE 2Q - 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; 201(3) Suspension; 20.1(4) Reduction; 20.1(5) Dischazge. 20.2 Suspensions, reductions and dischazges will be in written form. 23 ARTICLE 20 - DISCIPLINE (Continued) 203 Employees and the Union wili receive copies of written reprimands and notices of , suspension and discharge. 20.4 Any member of Yhe bargaining unit may, during usual working hours, with the approval of the supervisor, review any material placed 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 empioyee andJor Union may request, and shail be entitled to a meeting with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and dischazge. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representarive be present. 20.7 Grievances relating to this Article shall be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bazgaining Unit which is • filed with the Office of Human Resources or within any City 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 Human Resources Office will inform all departrnents that the departmenYs .,, { .� �.: � � r . . . , , s imek'eeper 'sh'afii post notices or all jov vacanc�es � iheu„ de.gartnient at least five day before submitting a requisition to the Human Resources Office. ARTICLE 22 - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save hannless, and indemnify empIoyees against tort claims or demands, whether groundless or otherwise, arising out of aIleged acts or omission occurring in the performance or scope of the employee's duties. 22.2 Notwithstanding Section 22.1, the Employer shall not be responsibie for paying any legal service fee or for providing any Iegal service arising from any legal ac6on where the employee is the Flaintiff. � 0�-3 s� � � � J � ARTICLE 23 - NO STRIKE - NO LOCKOUT 23.1 Neither the Union, its o�cers or agents, nor any of the employees covered by this agreement will engage in, encoutage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically ailowed by the Public Employment Labor Relations Act. In the event of a violation of this Article, the Employer will wam employees of the consequences of their action and shali instruct them to immediately retum to their normal duties. Any employee who faiis to retum to his/her full duties within twenty-four (24) hours of such waming may be subject to the penaities provided in the Public Employment Labor Relations Act. 23.2 No lockout, or refusal to aliow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 24 - SEVERANCE PAY 24.1 24.2 The Employer shall provide a severance pay program as set forth in this Article. To be eligibie for the severance pay program, an employee must meet the following requirements: 24.2(1) The employee must be 58 years 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 SS" or the "rule of 90" criteria shall also apply to employees covered by a public pension pian other than PERA. 24.2(2) The empioyee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 24.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the rime of separation. For the purpose of tkris Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service requirement. Yeazs of service with ISD #625 will be excluded for employees hired by or transferred to the City of St. Paul after 3/31/2001. 24.2(4) The employee must file with the Human Resources Director a waiver of re-empioyment 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. 25 ARTICLE 24 - SEVERANCE PAY (Continued) 24.2(5) The employee must have accumulated a minimum of sixty (60) days of � sick leave credits at the time of his/her sepazation from service. 243 If an employee requests severance pay and if the employee meets Ihe 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 separation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. 24.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 24S For the purpose of this severance program, a death of an employee shali be considered as sepazation of employment, and if at the rime of his/her death, the employee would have met aIl of the requirements set forth above, payment of the severance pay wil] be made to the employee's estate or spouse. 24.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School DistrictNo. 625 employment is not considered a sepazation of emptoyment, and such transferee shatl not be etigible for the City severance program. 24J The manner of payment of such severartce pay shaIl be made in accordance wiYti the provisions of City Ordinance No. 11490. 24.8 This severance pay program shall be sUbjeci Yo and governed 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 tfiis Ar[icle shall control. 24.9 The provisions of this Article shall be effective as of December 24, 1983. 24.10 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, Section 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, 198� shall only be entitled to the benefits of this Article upon meeting the 4ualifications herein. 24.11 Sections 24.12 througb 24.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreemettt. � 24.12 The Employer shall provide a severance pay program as set forth in Sections 24.13 � through 24.18. �'! vl�3S � • ARTICLE 24 - SEVERANCE PAY (Continued) 24.13 To be eligible for the severance pay grogram, an employee must meet the following requirements: 24.13(1) The employee must be voluntarily separated from City empioyment or have been subject to sepazation by lay-off or compulsory retirement. Those employees who aze discharged for cause, misconduct, ine�ciency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 24.13 (2) The employee must file a waiver of re-employment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives ali claims to reinstatement or re-emplogment (of any type), with the City or with Independent School District No. 625. 24.13(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. i 24.14 If an empioyee 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 sepazation for each day of accrued sick leave subject to a maYimum as shown below based on the number of years of service in the City. Years of 5ervice with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 . 10,000 24.15 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 or 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. 24.16 For the pwpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. i 24.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 24.18 This severance pay prograxn shall be subject to and govemed by the provisions of City Ordinance I3o. 11490, except in those cases where the specific provisions of this Article conflict with said ordinance. In such cases, the provisions of ttris Article shall control. 27 ARTICLE 24 - SEVERANCE PAY (Continued) 24.19 Notcvithstanding Secrion 24.11, any empioyee hired prior to January 1, 1990 may, upon • meeting the qualification of Section 24.13, draw severance pay in accordance with Section 24.14. However, an election by the empioyee to draw such severance pay sha11 constitute a bar to receiving severance pay from any other. Any employee hired on or after January 1, 1990 shall only be entifled to Ihe benefits of SecYions 24.12 Uuv 24.18. ARTTCLE 25 - TEMPORARY EMPLOYEES 25.1 It is recognized that temporary employees aze within the unit covered by this agreement, however, except as specificatly provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rutes and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE 26 - NONDISCRIMINATION 26.1 The terms and conditions of this agreement will be appiied equally to employees without regazd to, or discrimination for or against any individual because of race, coIor, creed, sex, age, disability, or because of inembership or nonmembership in the Union. 26.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. � 26.3 Any member of the bazgaining unit may file a grievance or discrimination complaint and there shall be no retaliation by the City of Saint Paui for such action. 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 � s acc h s'ck r di . ch paid leave shall be drawn from the employeeof su��a d ck lea � asran aments„fox..?he care SI sablede credifs: "U's"e`of such"si'ck t'eade strail be limited to 40 hours per incident. An empIoyee 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 arrange for the caze of a seriously ill or disabled child. 27.2 The Head of the Departrnent or the D'uector of Human Resources may require a physician`s certificate or additionaT certificates at any time during an emgioyee'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 Office of Human Resources. � � D�-3�� ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) If an employee is absent because of the provisions of Section 27.1 for three or fewer • calendaz days he/she shall submit to the Head of the Department a certificate signed by the empioyee stating the nature of the child, parent, or household member's siclrness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or untii 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 period of the person's sickness is submitted to and approved by the Head of the Deparhnent and fonvarded to the O�ce of Human Resources. 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 regularly scheduled time to report for work, unless he/she can show to the satisfaction of the Departrnent Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or houxs for which he/she wouid normally haue been paid if he/she had not been on sick leave. ARTICLE 28 SAFETY 28.1 The Employer and Emgloyee sha11 cooperate in the enforcement of al1 applicable regulations for the enforcement of job safety. If an employee feeis that his/her work � duties or responsibilities require such employee 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 wear safety shoes or boots, the Employer agrees to contribute $75.00 per calendaz yeaz toward the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that yeaz. Employees may carry over up to a total of $150 for the purchase of shoes. Reimbursement shall be made only after investigation and approvai 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. 283(b) When the Employer establishes Accident and Incident Review Boazds, the Unions will not be required to participate. C� 29 ARTICLE 29 - IJNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shali increase on the first day of each yeaz of the contract by the same percentage amount as the general increase. 29.2 Fire Inspectors who are required to wear a spec�ed vniform shall be reimbursed for uniform items purchased up to $425.25 per calendaz year. 293 Water Meter Technicians who aze required to wear a specified uniform shall receive an initial issue and, thereafter, a uniform reimbursement for uniform items purchased up to $258.96 per calendaz yeaz. 29.4 The Employer will pay the cost of laundering lab coats for Health Lab Technicians. 29.5 Community Liaison Officers who aze required to weaz a specified uniform shall receive a one-tnne uniform reimbursement for uniform items purchased up to $300.00 29.6 Employees in the above sections of this article will be required to weaz the uniform while on duty. Except for the Health Department Lab Technicians for whom the City provides lanndry service, employees will also be responsible for the care and upkeep of their iini forms. � 29.7 The Employer shall determine the process for the reunbursement of uniform items • purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLES 30.1 Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special EmploymenY' ritles recognized by the Bureau of Mediation Services as being appropriately inciuded in this bazgaining unit shall be eligible for benefits under this �, �� , � ..- . �..� P � ment. agreement, on the, same basis as all other em „ loyees covered by tlus agree ARTICLE 31 - TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acl�owledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements amved at by the par�ies 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 unqual�edly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any � subject or matter referred to or covered in this agreement. fcZ] o�--3F � A,RTICLE 31 - TERMS OF AGREEMENT (Continued) 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 tune provided, such provision shall be voided. All other provisions shall continue in fuil force and effect. 313 Term of Agreement - This an eement shall be in fuli force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from year to yeaz thereafter unless either pariy sha11 notify the other in writing that it desires to modify or ternunate this agreeme Tn witness whereof, the parties have caused this agreement to be executed this____ day of April, 2001. (The date was handwritten in the original signature copy.) i 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. 1842. WITNESSES: FOR THE CITX � � �� Katherine L. Meg; Director of Labor elations • LOCAL UNION NO. 1842, DISTRICT COUNCIL N0.14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO �� --� �/l�/o / Kurt Errickson Business Representative � � J � Robin Madsen President 31 bl-3 APPENDIX A BTWEEKLY RATES �alary ranges applicable to titles covered by this Agreement shall be as shown below: Effective January 1, 2001 (closest pay period) 2.725% increase Effective 3anuary 1, 2002 (closest pay period) 3% increase GRADE OlA 527A MODIFIED DUTY WORRER-TECHNICAL SALARY STEPS CREATED AS NEEDED - TZTI.,E USED ONLY UPON INSTRUCTSON FROM - WORKER'S COMP. GRADE 001 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) I3) �4) (5) (6) (7) (8) (9) (10) 12/30/00 663.52 686.62 711.44 736.58 759.37 790.17 807.31 835.66 852.18 868.67 12/29/O1 683.43 709.28 732.76 758.68 782.15 813.86 831.53 660.75 877.75 694.73 GRADE 002 12/30/00 677.25 703.51 724.01 749.07 'I76.49 803.93 822.13 855.34 871.63 886.30 �/29/Ol 697.57 724.62 745.73 771.54 799.78 828.05 846.79 881.00 89�.98 914.95 GRADE 003 12/30/00 692.08 714.90 739.98 767.29 793.58 822.13 842.69 871.56 888.04 904.49 12/29/O1 712.84 736.35 762.18 790.31 817.39 846.79 867.97 897.71 914.68 931.62 GRP.DE 004 12/30/00 709.16 728.59 753.68 780.95 $13.02 842.69 858.68 890.07 906.57 923.06 12/29/Ol 730.46 750.45 776.29 804.38 837.41 867.97 884.44 916.77 933.77 950.75 GRP.DE 005 12/30/00 718.34 747.98 771.93 795.93 825.55 856.38 875.79 907.46 923.93 940.45 12/29/O1 734.69 770.42 795.09 819.81 850.32 882.07 902.06 934.68 951.65 968.66 GRP.DE 006 �2/30/00 734.29 757.14 787.88 814 12 844.92 875.79 894.04 929.44 945.94 962.41 12/29/O1 756.32 779.65 811.52 838.54 870.27 902.06 920.86 957.32 974.32 991.28 A-1 GRADE 007 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2? (3) (4) (5? (6) (7) (B) (9) (10) 12/30/00 750.24 776.49 803.93 631.19 863.24 896.31 919.12 953.77 970.28 986.76 12/29/O1 772.'75 799.78 828.05 856.13 869.14 923.20 946.69 982.38 999.39 I016.36 GRADE 008 12/30/00 768.52 793.56 824.11 851.69 BB3.72 919.12 939.70 973.46 989.97 1006.45 12/29/02 79I.56 827.39 848,83 877.24 910.23 946.69 967.89 1002.68 1019.67 1036.64 GRADE 009 12/30/00 782.19 813.02 842.69 669.96 902.03 939.70 959.09 996.66 1013.13 1029.61 12/29/O1 805.66 837.4Z 867.97 896.06 929.09 967.89 987.86 1026.56 1043_52 Z060.50 GRPDE O10 12/30/00 797.01 625.55 856.37 888.06 921.39 956.80 980.75 1017.44 1033.92 1050.42 12/29/02 820.92 850.32 882.06 914.70 949.03 985.50 1010_17 1047.96 1064.94 1081.93 GRADE lOR 548 RECREATION LEADER A 3mo. 6mo. 1-yr 2-yr 3-yr 4-yr 10-yr. 15-yr. 20-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/30/00 724.76 7'I6.99 629.25 881.47 913.16 946.51 981.92 1Q05.86 1042.56 1059.03 25-yr. (11) „ , ,,,, 1,075.54 ,� A 3mo. 6mo. 1-yr 2-yr 3-yr 4-yr 10-yr. 15-yr. 20-yr. � (1) 12j (3) (4j (5) (6) (7) (8? (9) (10) 12/29/Ol 746.50 800.30 854.13 907.91 940.55 974.91 1011.36 1036.04 1073.84 1090.80 25-yr. (11) 1107.81 GRADE 011 � 12/30/00 815.30 844.92 875.79 904.13 943.11 980.75 1002.41 1040.62 1057.11 1073.61 12/29/O1 639.76 870.27 902.06 931.25 971.40 1010.17 1032_48 1071.84 1088.82 1205.82 . A-2 D�-3�� GRADE 012 A B C D E F 10-yr_ 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) {9) (10) �/30/00 832.40 863.24 896.31 929.02 964.74 1002.41 1025.24 1064.97 1081.43 1097.92 12/29/O1 857.37 889.14 923.20 956.89 993.68 1032.48 1056.00 1096.92 1113.87 1130.86 GRADE 013 12/30/00 852.95 883_72 919.12 949.71 989_91 1027.50 1053.74 1093.88 1110.36 1126.87 12/29/O1 878.54 910_23 946.69 978.20 1019.61 1056.33 1085.35 1126.70 1143.67 1160.68 GRADE 014 12/30/DO 871.19 902.03 939.70 972.�3 1009.30 1049.20 1076.59 1115.92 1132.41 1148.88 12/29/Ol 897.33 929.09 967.89 1001.91 1039.58 1080.66 1108.69 1149.40 1166.38 1183.35 GRADE O15 340A VIDEO PRODUCTION ASSISTANP 12/30/00 889.49 921.39 956.80 993.31 1032.09 1076.59 1099.41 1142.54 1159.03 1175.50 12(29/O1 916.17 949.03 985.50 1023.11 1063.05 1108.89 1132.39 1176.82 1193.80 1210�.77 � GRADE 016 037A SERVICE WORKER III 12/30/00 912.27 945.36 981.92 1019.54 1058.32 1099.41 1125.65 1170.37 1186.84 1203.34 12/29/O1 939.64 973.72 1011.38 1050.13 1090.07 1132.39 1159.42 1205.48 1222.45 1239.44 GRADE 16U A (1) 12/30/00 11.42 12J29/Ol 11.76 B C (2) (3) 13.93 16.44 14.35 16.93 D (4) 18.92 19.49 GRADE 017 12/30/00 930.53 964.74 1002.41 1041.26 1082.28 1126.64 1157.60 1200.43 1216.91 1233.39 12J29/01 958.45 993.68 1032.48 1072.50 1114.75 1160.65 1192.33 1236.44 1253.42 1270.39 • ��j GRADE O18 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 951.08 989.91 1027.50 1D65.73 1109.68 1154.19 1161_57 1229.38 1245.89 1262.37 12/29/O1 979.61 I019.61 1058_33 1097.70 1142.97 1188.62 12I7.02 i266.26 1283.27 1300.24 GRP.DE 019 12/30/00 972.73 1009.30 1049.20 1091.77 1135.94 1181.57 1211.24 1258.37 1274.86 1291.34 12/29/O1 1001.91 1039.58 1080.68 1124,52 1170.02 1217.02 1247.58 1296.12 1313.11 1330.06 GRADE 020 12/30/00 995.58 1034.35 1Q77.72 1222.25 1165.62 1212_40 1243.20 1291.97 2308.45 1324.96 12/29/O1 1025.45 1065.38 1110.05 1155.92 1200.59 1248.77 1280.50 1330.73 1347.70 1364.71 GRADE 021 12/30/00 1019.54 1058.32 1099.41 114I.99 1I89.55 1239.77 1271.70 1322.07 1338.55 1355.06 12/29/O1 1050.13 1090.07 1132.39 1176.25 1225.24 1276.96 1309.65 1361.73 1378.71 1395.71 GRADE 022 � 121A ADAPTIVE RECREATION ASSISTAN'i' 264A CITY PLANNING AIDE 618 DENTAL ASSISTANT 167 ENGINEERING AIDE I 313A HEALTH & ED ASST-CANIDODZAN/ENG 312A HEALTH & ED ASST-HMONG/ENG 311A HEALTH & ED ASST-SPANISH/ENG 064A HfiALTH & fiDDCATION ASSISTANT �,� � � �� ._. .� 351A L NVf E ASS�T� D � , �" , �: ,"�. BILINGL7AL"HNIONGI�G � , �� -. ..� . � � 364A NOT ASST I-BILINGUAL SPAN/ENG 066A NUTRITION ASSISTANT I 606 WATER LABORATORY AIDE 12/30/00 1041.26 1082.28 1126.84 1175.66 1222.62 1273.99 1307.11 1357.99 1374.47 1390.95 12/29/O1 1072.50 1114.75 1160.65 1211.14 1259.30 1312.21 1346.32 1398.73 1415.70 1432.68 • A-4 o� 3�� GRADE 22E _ 252A ENVIRONMENTAL HEALTH AIDE 252M MODIFIED DUTY WORRER-TECHNICAL � A B C D E F 5-yr. b-yY. 10-ys. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1041.26 1�82.28 1126.84 1175.$6 1243.20 1293.39 1348.15 1399.49 1436.07 1495.82 20-yr. 25-yr. (il) (12) 1512.30 1528.77 A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. (1) (2) (3) (4} {5) (6) (7) (8) (4) (101 12/29/O1 1072.50 1114.75 1160.65 1211.14 1280.50 1332.19 1366.59 1441.47 14'I9.15 1540.69 20-yr. 25-yr_ (11) (12) 1557.67 1574.63 GRADE 22L 066L NUTRITION ASSISTANT I-- LARGE 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 1105.26 1146.28 1190.84 1239.86 1286.62 1337.99 1371.11 1421.99 1438.47 1454.95 12/29f01 1136.50 11'J8.75 1224.65 1275.14 1323.30 1376.21 1410.32 1462.73 1479.70 1496.68 � GRADE 22M 066M NUTRITION ASSISTANT I-- MEDIUM 12j30/DO 1093.26 1134.28 1178.84 1227.86 1274.62 1325.99 1359.11 1409.99 1426.47 1442.95 12/29/O1 1124.50 1166.75 1212.65 1263.14 1311.30 1364.21 1398.32 1450.73 1467.70 1484.68 GRADE 22S 0665 NUTRITION ASSISTANT 2-- SMALL 12/30/00 1081.26 1122.28 1166.84 1215.86 1262.62 1313.99 1347.11 1397.99 1414.47 1430.95 12/29f01 1112.50 1154.75 1200.65 1251.14 1299.30 1352.21 1386.32 1438.73 1455.70 1472.68 GRADE 023 373A COMMUNITY L2AISON OFFICER 12f30/00 1067.29 1109.68 1154.19 1197.87 1248.86 1301.39 1333.34 1382.32 1398.82 1415.32 12/29/O1 1099.31 1142.97 1188.62 1233.81 1286.33 1340.43 1373.34 1423.79 1440_78 1457_78 C� A-5 GRADE 024 312 VALUATION & ASSESS AIDE I 558 ASST. REC. CENTER DIRECTOR A B C D E F 10-yr. 15-yr. 20-yr. 25-yx� (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) I2/30/00 I094.88 I137.07 1182.68 1232.94 I284.28 1336.77 1364.83 I426.29 1442.79 1459.26 12/29/O1 1127.73 1171.18 1218.16 1269.93 1322.81 1376.87 I410.92 1469.08 1486.07 1503.04 GRADE 025 318A FIRE AIDE 693 MEDICAL ASSISTANT 025A PLl1N EXAMINER 2 12/30/00 1118.82 1161.01 1211.24 1256.89 1309.37 1360.73 1397.21 1451.76 1468.26 1464.77 12/29/O1 1152.38 1195.84 1247.58 1294.60 1348.65 1401.55 1434.13 1495.33 1512.31 1529.31 GRADE 026 O15 ARCHITECT[TRAL DRAFTER TRAINEE 168 ENGZNEERING AIDE II 579A LOAN SPECIALIST ASSZSTANT 580A LOAN SPECIALIST ASST-BILINGUAL 324 VALUATION & ASSESS AIDE II 12/30/00 1145.01 1196.42 1243.20 1293.39 1348.15 1399.49 1436.07 1495.62 1512.28 1526.77 12/29/O1 1179.36 1232.31 1280.50 1332.19 I388.59 1441.47 1479.15 1540.69 1557.65 I574.� GRADE 027 12/30/00 1145.01 1197.55 1246.95 1298.02 1354.96 1414.37 1453.14 1506.52 1524.96 1541.49 12/29/O1 1179.36 1233.48 1284.36 1336.96 1395.61 1456.80 1496.73 1553.78 1570.71 1587.73 GRADE 028 561A LIBRARY ASSOCI � , � � .. . . � � � � A � 558A LIBRARY ASSOCIATE (PART-TIME) 466A VZDEO PRODIICTION TECHNICIAN 12/30/00 2175.86 1221.49 1273.99 1326.51 2365.0.2 1445.17 2482.81 1544.45 1560.94 1577.45 12/29/O1 1211.14 1258.13 1312.21 1366.31 1405.97 1488.53 1527.29 1590.78 1607.77 1624.77 GRADE 029 393A CITIZEN SERVICE ANALYST 279A CITY PLANIVSNG TECHNICI.AN 609A COMMUNICATIONS TECH TRAINEE 369A DUPL EQUIP OPR (TWO-COLOR) 112A LABORATORY TECfINICIAN I � 12/30/00 1203.25 1255.77 1309.37 1361,90 1423.46 1485.12 1524.97 1587,32 1603.78 1620.29 12/29/O1 1239.35 1293.44 1348.65 1402.76 1466.18 1529.67 1570.72 1634,94 1651.89 166$.90 A-6 • GRP.DE ' 685 ACWUNTING TECHNICIAN 2 016 ARCHITECTURAL DRAFTER 615 GRAPH2C ARTS TECH--C2TY PL13G 197A HIJMAN RIGHTS TECHNICIAN - 115A ME,DICAS, RECORDS PRACTITIONER 067A NUTRITION ASSISTANT II 078A PROJECT MANAGEMENT TECHNICIAN 373 PLJBLIC WORKS TECHNICIAN 2 357 VALUATION & ASSESS TEQi Z 619A WATER METER TECHNICIAN 523 WATER UTILITY TECFINICIAN 2 343A ZONING AIDE 170B PROJ MGMT TECH - BILINGUAL d�-3F1� 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 1234.06 1266.54 1339.03 1398.39 1458.83 1522.70 1561.55 1627.79 1644.32 1660.76 12/29/O1 1271.08 1325.14 1379.20 1440.34 1502.59 1568.38 1608.40 1676.62 1693.65 1710.58 GRADE 30T 705A 2S ZNFO/TECH ANALYST I Start 6 mo. 1-yr 1.5-ys 2-yX 2.5-yr 3-yr 3.5-yr 4-yr 10-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12f30/00 1234.06 1286.54 1339.03 1368.61 1398.39 1426.61 1458.63 1490.78 1522.70 1561.55 15-yr 20-yr 25-yr • (11) (12) (13) 1627.79 1644.32 1660.76 Start 6mo. 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 1271.08 1325.14 1379.20 1409.67 1440.34 1471.A7 1502.59 1535.50 1568.38 1608.40 15-yr 20-yr 25-yr (11) (12) (13) 1676.62 1693.65 1710.58 GRFIDE 031 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (31 (4l �5) (6) (7) (8) (91 (10) 12/30/00 1263.71 1318.49 1373.27 1430.34 1494.26 1560.40 1602.63 1664.93 1681.42 1697.68 12/29/O1 1301.62 1358.04 1414.47 1473.25 1539.09 1607.21 1650.71 1714.66 1731.86 1748.82 � A-7 GRADE 032 125A HOUSING REHAB ADVZSOR I 200A LICENSE ENFORCEMENT AUDZTOR 863 LOAN SPECIALIST I � 612A LOAN SPECIALIST I (BI-LINGUAL) 178 PRACTICAL NURSE Y71B HOUSING REHAB ADV 2(BI-LING) A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) I2/30/00 1295.66 1353.87 1412.07 1467.96 1534.15 1603.75 1641.40 1714.68 1731.15 1747.63 12/29/Ol 1334.53 1394.49 1454.43 1512.00 1580.17 1651.86 1690.64 1766.12 1783.08 1800.06 GRADE 033 441 CLINIC N[TRSE 138 DENTAL HYGIENIST 12/30/00 1327.62 13B6.94 1447.47 1511.31 1574.13 1641.40 1689.33 1761.02 1777.51 1793.98 12/29/O1 1367.45 1428.55 1490.89 1556.65 1621.35 1690.64 1740.01 1813.85 1830.84 1847.80 GRPS7E 034 686 ACCOUNTING TECHNICIAN II OSDA FIRE COMMLTNSCATIONS OPR I 601A INFO & CONTROL SYS INT TRAINEE 156A LZCENSE AND PERMIT INSPECTOR 374 PUBLIC WORKS TECHNZCIAN II • 524 WATER UTILITY TECHNICIAN II 632A PRINT PRODUCTION LEADWORKER 12/30/00 1361.90 1423.48 1485.12 1550.16 1618.62 1669.33 1734.96 1806.18 1822.66 1839.13 12/29/O1 1402.76 1466.18 1529.67 I596.66 I667.I8 1740.Q1 2787.03 1860.37 1877.34 1894.30 GRP.DE 035 253A ENVZRONMENTAL HEALTH INSPECTOR �. .� �� , T R I, 313A�k'IRE„P$,$VEN,'PION,SNS , ., ,. , , . , , „ 113A HEALTH LABORATORY TECFINICIANII �� 047A HOUSING COIINSELOR 253M MOD. DUTY WKR-ENV HEALTH INSP 026A PI,AN EXAMINER II 289A REGISTERED RADIOLOGICAI, TECHLG 371 VALUATION & ASSESS TECFI II 12/30/00 1398.39 1458.83 1522.70 1588.94 1659.70 1734.98 1779.46 1854.62 1871.32 1887.79 12/29/O1 1440.34 1502.59 1568_38 1636.61 1709.49 1787.03 1632_86 1910.46 1927.46 1944.42 � ��:j L J GRADE 036 122A ADAPTIVE RECREATION DIRECTOR OS1A FIRE COMMUNICATIONS OPR IZ 126A HOUSING REHAB ADVISOR 2I 869 REAL ESTATE SPECIALIST OSSA RECREATION CENTER DIRECTOR 474 SURVEYOR 61-3 Fr� A B C D E F 10-yr. 15-yr. 20-yt. 25-yx'. (1) (2) (3) (4) (S) (6) (7) (8) {9) (10) 12/30/00 1436.07 1498.77 1563.85 1632.28 1705.30 1782.90 1830.85 1908.08 1924.57 1941.07 12/29/O1 1479.15 1543.73 1610.77 1681.25 1756.46 1836.39 1885.78 1965.32 1982_31 1999.30 GRADE 36T 706A IS INFO/TECFI ANALYST II 702A IS SYSTEMS SUPPORT SPEC III 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 1436.07 1498.77 1563.85 1598.07 1632.28 1666.79 1705.30 1744.10 1782.90 1830.85 15-yr 20-yr 25-yr (11) (12) (13) 1908.08 1924.57 1941.07 12/29/O1 � 15-yr 20-yr 25-yr (11) t12) (13) 1965.32 1982.31 1999.30 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) (6I (7) (S) (9) (10) 1479.15 1543-73 1610.77 1646.01 1661.25 1718.85 1756.46 1796.42 1836.39 1885.78 GRP.DE 037 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 1473.68 1536.45 1604.92 1673.89 1747.50 1827.41 1874.25 1957.88 1974.38 1990.87 12/29/O1 1517.89 1582.54 1653.07 1724.11 1799.93 1882.23 1930.48 2016.62 2033.61 2050.60 GRADE 038 027A *PLAN EXAMINER III 049A COMMUNITY EDUCATION/REC COORD 548A INFO & CONTROL SYSTEM INT TECH 604A PROJECT FACZLITATOR I 375 PtJBLIC WORKS TECFiNIC2AN III 870 REHABILITATION SUPERVISOR 390 VAI,UATION & ASSESS TECH ISI 525 WATER UTILTT'Y TECHNICIAN III � /30/00 1513.61 1576.40 1648.27 1719.02 1797.76 1674.25 1928.98 2008.89 2025.35 2041.84 /29/01 1559.02 1623.69 1697.72 1770.59 1851.69 1930.48 1986.85 2069.16 2086.11 2103.10 A-9 GRF�DE 039 093A AQUATICS MANAGER 432A PAYROLL SYSTEM TECHNICIAN 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 1551.29 1619.74 1691.59 1762.59 1843.42 1946.10 1979.21 2D81.61 2098.30 2114.77 12/29/O1 1597.83 1668.33 1742.34 1815.47 1898.�2 2004.46 2038.59 2144.26 2161.25 2176.21 GR.FIDE 040 353 ACCOUNTING TECFINICIAN III 616A APP SYS PROGRP.DSIER/ANALYST BOE 871 BUSINESS RELOCATION SPECIALZST 254A ENVIRONMENTAL S�AI,TH INSP SUPV 921A HUMAN RESOURCES TECHNICIAN ZII 169A LOAN SPECIALIST II 522A SENIOR LICENSE INSPECTOR 349A ZONING SPECIALIST 12/30/00 1592.36 1663.12 173B.44 1811.46 1893.61 1980.30 2032.81 2121.18 2137.66 2154.17 I2/29/O1 Z640.13 1713.01 1790.59 I.865.80 1950.42 2039.71 2093.79 2184.82 220I.79 22I8.80 GRADE 40T 707A IS INFO/TECH ANALYST III 703A IS SYSTEMS SUPPORT SPEC IV Start 6 mo. 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 10-yr• (1} (z) (3} (4) (5} (6) (7) (8) (9) (10) 12/30/00 1592.36 1663.12 1738.44 1774.94 1811.46 1852.54 1893.61 1936.96 1980.30 2032.81 15-yr 20-yr 25-yr (11) (12) (13) 2121.18 2137.66 2154.17 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 1640.13 1713.01 1790.59 1828.19 1865.60 1908.12 1950.42 1995.07 2039.71 2093.79 15-yr 2o-yr 25-yr (11) (12) (13) 2184.82 2201.79 2218.80 GRADE 041 873 ENGINEERING.ASSISTANf 320A FIRE PREVENTION INSPECTOR II A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2? (3) (4) (5) (6) (9) (8) (9) (10) 12/30/00 1634.57 1706.45 1784.08 1862_79 1947.23 2033.92 2089.84 2180.25 2196.75 2213.24 12/29/O1 1683.61 1757.64 1837.60 1918_67 2005.65 2094.94 2152.54 2245.66 2262.65 2279.� A-10 . GRADE 042 605A PROJECT FACILITATOR II o�-� �� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (41 (5) (6) (7) (&) (9) (10) !/30/00 1679.10 1755.51 1833.15 1913.01 1998.58 2089.84 2148.03 2238.15 225A.65 2271.14 12/29/O1 1729.47 1808.18 1888.14 1970-40 2058.54 2152.54 2212.47 2305.29 2322.29 2339.27 GRP.DE 043 12/30/00 1724.68 1801.19 1881.00 1959.65 2054.48 2144.61 2203.93 2299-57 2316.06 2332.55 12/29/OS 1776.42 1855.23 1937.43 2018.44 2116.11 2206_95 2270.05 2366.56 2385.54 2402_53 GRP.DE 044 890 ACCOUNTING TECHNICIAN IV 12/30/00 1768.04 1849.07 1932.39 2021.40 2110.36 2205.09 2266.73 2365.57 2382.06 2398.58 12/29/O1 1821.08 1904.54 1990.36 2082.04 2173.67 2271.24 2334.73 2436.54 2453-52 2470.54 GRADE 44T 708A IS INFO/TECH ANALYST IV 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) •/30/00 1768.04 1849.07 1932.39 1976.89 2021.40 2065.68 2110.36 2157.74 2205.09 2266.73 15-yr 20-yr 25-yr (11) (12) (13) 2365.57 2382.06 2396.58 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 1821.08 1904.54 1990.36 2036.20 2082.04 2127.86 2173.67 2222.47 2271.24 2334.73 15-yr 20-yr 25-yr (11) (12) (13) 2436.54 2453.52 2470.54 GRADE 045 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (6) (9) (10) 12/30/00 1817.15 1895.89 1983.74 2066.91 2168.58 2268.99 2331.75 2433.91 2450.41 2466.92 12/29/01 18?1.66 1952.77 2043-25 2130.98 2233.64 2337.06 2401.70 2506.93 2523.92 2540.93 L J A-11 GRPSIE 046 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 1865.05 1948.37 2037.36 2128.66 2227.90 2330.64 2394.49 2495.29 2511.79 2528.� 12/29/O1 1921.00 2006.62 2098.46 2192.52 2294.74 2400.56 2466.32 2570.15 2587.14 2604.1 GR9DE 047 12/30/00 1917.56 1999.70 2092.13 2189.14 2284.93 2391.10 2457.26 2563.63 2580,11 2596.62 12/29/O1 1975.09 2059.69 2154.69 2254.81 2353.48 2462.63 2530.98 2640.54 2657.51 2674.52 GR.ADE 048 12/30/DO 1966.60 2055.62 2148.03 2241.96 2346.59 2452.67 2518.89 2631.95 2648.45 2664.94 12/29/O1 2025.60 2117.29 2212.47 2309.22 2416.99 2526.25 2594.46 2710.91 2727.90 2744.89 GRADE 049 12/30/00 2021.40 2110.36 2205.09 2301.19 2412.77 2525.74 2594.20 2707.26 2723.71 2740.21 12/29/O1 2082.04 2173.67 2271.24 2370.23 2485.15 2601.51 2672.03 2768.48 2805.42 2822-42 GRADE O50 12/30/00 2073.86 2170.86 22'71.26 2371.75 2483.50 2597.60 2669.50 2785.99 2802.49 2818. 12/29/O1 2136.08 2235.99 2339.40 2442.90 2558.01 2675.53 2749.59 2869.57 2686.56 2903. GRADE O51 1408 LIFE GUARD 12/30/00 12/29/01 lst 500 (1) 7.96 6.20 2nd 500 (2) 8.22 8.47 3rd 500 4th 500 &+ (3) (4) 6.47 8.73 8.72 8.99 GRADE 052 141B SENIOR POOL ATTENDANf lst 500 (1) 12/30/00 9.50 12/29/O1 9.79 2nd 500 (2) 9.76 10.05 3rd S00 4th 500 (3) (4) zo.oz io.a� 10.32 10.58 Sth 500 &+ (5) 10.53 10_85 �� E�1-12 � ist 500 (1) I3o1oo li.o4 2/29/O1 11.37 lst 500 (1) 12j30j00 8.47 12/29/O1 8.72 `J • GRADE_053 142B SWIMMING POOL SUPV 2nd 500 3rd 500 4th 500 Sth 500 &+ (2) (3) (4) (5) 11.30 11.56 11.81 12.07 11.64 11.91 12.16 12.43 GRP.DE 054 144B WATER SAFETY INSTRIICTR 2nd 500 3rd 500 4th 500 &+ (2) (3) (4) 8.73 8.99 9.25 8.99 9.26 9.53 Dl-3�`� A-13 0�-3�� APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY . MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL and AFSCME CLERICAL AND TECFINICAL iJNITS This agreement is entered into by and between the City of Saint Paul, Division of Information Services and the AFSCME Cierical and Technical bazgainuig units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and aze subsequently requested to resolve a critical information system problem, sha11 be granted two hours minimum compensarion 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 regarding the same problem are considered one incident. 2. If the TS employee 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 minunnm. 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 tlus language is experimental and shali not extend beyond the term of this Agreement unless both parties act affirmafively to renew or modify this clause in bargaining far the next contract. �I'Y OF SAINT PAUL Katherine L. Megark�> Labor Relations Director LOCAL UNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MLJNICIPAL EMPLOYEES LEGAL �� --- � �� Kurt Enickson, Business Agent ("�„�{,�r,,�;' �.� '��t c!a I Robert Steiner, President, Loca12508 ��-�. �lm�., Robin Madsen, President, Loca1 1842 . Lo�� APPENDIX C- COMMITMENT TO LMCHI 01-38� This letter coufirms that the parties entered into the 2001-2002 agreement 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 falls jointly on the City, its Unions and the employees. The City's Joint Labor-Management Committee on Health 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 sia ;ng this letter, the parties hereby renew their commihnent 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 OR SA1NT PAUL LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MCJNICIPAL EMPLOYEES LEGAL � � Vl ` � � � �( � herine L. Meg or Relations Di ctor � 4 l lo'�� Terr altiner Labor Relations Manager Mgmt Co-Chair of LMCHI �-�� • Q Ron Guilfoile Risk Manager l.� J ��_��.-. �a��ie i Kurt Errickson, Business Agent piv N lr E! ai Robert Steiner, President, Loca12508 �� Robin Madsen, President, Local 1842 C1