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269645 WHI7E - CITV CLERK ������ PINK - FINANCE G I TY O F � SA I NT PA LT L Council CANARY - DEPARTMENT 1 � � �! BL� - �AVOR � , Flle NO• . ou cil Resolution Presented By Referred To Committee: Date Out of Committee By Date Ar� administrative Resol�a�ion approving the terms and conditions of the 1977:��8 Labor Agreement between the Cit�r of St. Paul, Inc�;egex3dent School District No. 625, and the International Association of Machinists and Aerospace - Workers, District Lodge No. 77. WHEREAS, the Council, purs�,aMt to the provisions of Section 12. 09 of the St. Paul City Charter and the Public Employee s Labor Relation��Act of 1971, as amended, recognizes the International Association of Mac�,ists and Aerospace Workers, District Lodge No. 77, as exclusive represen tive for those classes of positions wi�thiri the City of St. Paul certified by th��ureau of Mediation Services under Case No. 74-PR-77-A for the purpose of ine�ting and negotiating the terms and conditions of employment for all full-time personnel in the classes of positions as set forth in the Agreement between the City and the exclusive representatives hereinabove referenced; and' WHEREAS, the City, through designated representatives, and the exclusive representatives have met °in�.good �aith and negotiated the terms and conditions of employment for the period May 7, 1977, through June 30, 1978, for such personnel as are set fort� in the Agreement between the City of St. Paul, Independent School District No. 625, and the exclusive represerit'�tives; and WHEREAS, a 1977 Agreement has been reached which includes a wage adjust- ment retroactive to May ?, 1977; now, therefore, be it _1_ COU(VCILMEN Requested by Department of: Yeas Nays � Butler Hozza In Favor ��� � � Hunt .0 � Levine __ Against BY � Sylvester Tedesco Form A�prov d by Ci ttorney Adopted by Council: Date � Certifie s e by Counci , ret BY V � B,� �� Approved by iVlayor: Date Approved by Mayor for Submission Qo Council By BY � � WHITE - CITV CLERIC COURCII PINK - FINANCE G I TY OF SA I NT PA LT L � �������� CANARV - DEPARTMENT � BL`�, '-�AVOR Flle NO. Council Resolution Presented By Referred To Committee: Date Out of Committee By Date _2_ RESOLVED, that the Agreement, cited above, dated as of the effective date of this R.esolution, between the City of St. Paul, Independent School District No. 625, and the International Association of Machinists a.nd Aero- space Workers, District Lodge No. 77, on file in the office of the City Clerk, is hereby approved, and the authorized administrative officials of the Cit�y are hereby authorized and directed to execute said Agreement on behalf of the City. . Approved: � Chairman Civil Service Com ission COUIVCILMEIV Requested by Department of: Yeas Nays Butler PER50NNEL OFFICE Hozza In Favor Hunt � �_ ,,/ Levine __ A gai n s t � BY � ' �^G�-�� `�•. �ot�er ' Sylvester j� Tedesco AUG 2�5 �97� PP � Y � Y Form rov d b C�t ne Adopted by Council: Date — , � . Certified Passed by Council Secretary BY By Approv by Mav Dat Q Approved by Mayor for Submission to Council By BY ' PUBLISHED SEP 3 1977 � �. •���Jb�� lqT7-1978 LABOR AGREEMENT - between - Tf� CITY OF SAINT PAUL, IPIDTPENDEAiT SCHOOL DISTRICT N0. 625 - and - DISTRICr IADGE N0. 77 INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-CIO � • IND�C ARTICLE TITLL pp� I Recognition 1 II Definitions 2 III Maintenance of Standards 3 N Check Off ?� V Union Rights 5 VI Management Rights 6 YII Discipline 7 VIII Hours, Overtime $ IX Tool Insurance and Clothing 9 X J�'Y �tY 10 XI Mileage - Independent School District No. 625 11 XII City Mileage 12 XIII Insurance 13 XIV Holidays 14 XV Vacation 15 XVI Grievance Procedures 16 XVII Savings Clause 19 XVIII Severance Pay 20 XIX Residence � XX Wage Schedule � XXI Duration and Effective Date �3 Appendix A p�, - ii - 2HI3 AGRS'ENlEIiT BEZWEEft TF� CITY OF S�AIIIT PAUL APID THE IIPDEPEI4DERT SGHOOL DI3TRICT 1�0. 625 AND DISTRIGT LO�GE �77, IPTERRATIOAAL ASSOCIATION OF Ml1CfiII�]:ST3 AIQD AEROBPACE �i10�RKERS AFL-CIO. This agreement has been entered into betWeen the City of Saint Paul and the Independent School District No. 625, bereefter referred to as the E�ployer, and District Lodge �77, Internationnl Aasociation of Machinists aad Aerospece Florkers AFL-CIO, hereefter referred to as the IInion. This agreement has as its P�'Po$e8, the promotion of harmonious relatiotts betaeen the 8nployer and the Union, the esteblishment of an equitable and peaceflil procedure for the resolntion oP differences and the establishment of rates oF pay, benefits, hours of �ork, end other conditions of employment. The parties hereto pledge that they shall pursue the above ob�ectives in Ptxll compliance With the requirements of the Public ESnployment I,abor Relations Act of the $tate of Minnesote of 1971, as amended. . ARTICLE I - RECOGI�ITION The Elnployer recognizes the Union as the sole and exclusive bargaining agent for the purposes of establishing wages, benefits, hours and other conditions of employment for all of its employees es outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated August 15, 1973, in cese No. 74-PR-77-A, and as set forth below: AlI regular, probetionary, and provisionel vehicle and equipment maintenance gersonnel who are employed by the City of St. Paul or who have their "terms and conditions of employment" esteblished by the governing body of the City of St. Paul in the classifications of Audio-Visuel Equipment Repairman, Auto Body Repairman, Auto Body Repairman Helper, Auto Mechanic, Auto Mechenic Leadman, Auto Wssher, Car and Truck Serviceman, Equfpment Repeir- man, Fire Equipment Serviceman, Fireman-Mechanic, Heavy Equipment Serviceman, Machinist, Mechanic-Welder, Parking Meter Repairtnan, Tire Repairman, Traffic $ignman, Utility- man, Utilityman I and Welder-Blacksmith, excluding supervis�ry, confidentiel, temporary, emergency, and employees exclusively represented by other labor or employee organizations. The parties a�ree that any nex classifications which are an expansion oP the above bargaining unit or which derive from the classifications set forth in this agreement shall be recognized as a part of this bargaining unit, end the parties shall take ell steps required under the Public buployment Relations Act to accomplish said ob�ective. - 1 - � �����5 ARTICLE II - DEFIIVITIONS Section 1. Collective Bargaining. The City will bargein collectively with the Union with respect to retes of pey, hours and condi+ions pertaining to employment for all of the employees in the unit hereinbefore set forth. Discrimination. The City will not interfere with, restrain or coerce the employees covered by this Agreement because of inembership in or activity on behalf of the Union, The City will not discriminate in respect to hire, tenure of employment or any term or condition of employment against any employee covered by this Agreement beceuse of inembership in or activity on behalf of the Union, nor will it discourage or attempt to discoursge member- ship in the Union, or attempt to encourage membership in another Union. - 2 - , ARTICLE III - MAINTENANCE OF STANDiARDS The parties agree that all conditions oP employment relating to r�rages, hours of work, overtime differentials, vacations, and all other general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Personnel Rules of the City of St. Paul, (Ordinance No. 3250) and Ordinance No. 64k6 at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this pgreement. - 3 - ARTICLE IV - �CK OFF Section 1. Dues. The �tployer agrees to deduct the Union membership dues once eech month from the pay of those employees Who individuelly request in writing that such deductions be made. The amounts to be deducted shall be certified to the F�rployer by e representative of the Union and the aggregete deductions of ell employees shall be rea►itted together xith an itemized state�ent to the representative by the first of the succeeding month efter such deductions are made or as soon thereef`ter es is possible. Section 2. Fairshere. My present or �ture employee xho is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. IIpon notification by the Union, the employer shall check off said fee frnm the earnings of the employee and transmit the same to the Union. In no instance shell the required contribution exceed a pro rete share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as speciPically provided by Minnesota lew and as othen�ise legal. 3ection 3. The Union will indemnif�r, defend end hold the City harmless against any claims and ell suits, order or jud�►ents brought or issued egainst the City, its officers or employees, as a result of any action taken or not teken by the City under the provisions of this section. _ 1� _ ARTICLE V - ITNION RIGHTS Section 1. The Union may designate employees Frithin the bargaining unit to serve as Union Stewards, Section 2. The Union shall flu�nish the City and appropriete Department Heads with e list of Stewards and elternates, and shall, as saon as possible, notif�r said appropriate City officiels in writing of any changes thereto. Only those whcs are Officers and Stewards shall be recognized by the City for the purpose of ineetings. - 5 - ^ �G�•J��� ARTICIE VI - IKAI�AGFI�1� RIGHTS The IInion recognizes the right of the Employer to operate end manage its efPairs in all respects in accordence with applicable lavs and regulations of eppropriate authorities. The rights end euthority �hich the Employer has not officially abridged, delegated, or modified by this agreement are retained by the Snployer. A public employer is not required to meet and negotiete on mettera of inherent managerial policy, Which include, but are not limited to, such arees of discretion or policy as the functions and programs of the employer, its overall budget, utilization of technology, end organizational structure and selection end direction and number of personnel. - 6 - . ARTICLE VII - DISCIPI,INE Section 1. The �ployer will discipline employees for 3ust cause on�}r. Discipline will be in the form of: e) Oral reprimand; b) Written reprimand; c Suspension; d� Reduction; e) Discharge. Section 2. A notice in writing of Suspensions, Reductions and Discharges shall be sent to the employee and the union within seventy-two (72) hours after such action is taken. Section 3. bnployees and the Union will receive copies of written reprimands and notices oP suspension and discharge. Section 4. Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and�or Union may request, and shall be entitled to a meeting with the �ployer representative who initiated the suspension with intent to discharge. During said five (5) day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. Section 5. Grievances relating to this Article shall be processed in accordance �,rith existin� Civil Service procedures, except that oral and written reprimands shall be taken up in the grievance procedure under Article XVI. - 7 - ARTICLE VIII - HOURS, OVERTIME Section l. Hours of F�nployment -- The normal work day and the normal work week shall be 8 hours excluding 2 hour for lunch in an`y twenty-four hour period and 40 hours in any seven-day period. (For employees on a shift basis, this shall be construed to mean an average of forty hours a week.) The normal work week shall consist of five consecutive normal work days. Section 2. Call-in-Pay -- When an employee is called to work he shall receive two hours' pay if not put to work. This provision, however� shall not be effective when work is unable to proceed because of adverse weather conditions. Section Overtime -- Time on the payroll in excess of the nortnal hours set forth above shall be "overtime work" and shall be done only by order of the head of the department. An employee shall be recompensed for work done in excess of the normal hours 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 basis on which such overtime shall be paid shall be determined solely by the E�nployer. The overtime rate of one-and-one-half shall be computed on the basis of 1�80th of the bi-weekly rate. - 8 - _ ��9���5 . . ARTICIE IX - TOOL INSURANCE AND CIATHIIWG Section 1. The employer will provide three changes of coveralls per week in accordance with existing practices. Section 2. The City will provide insurance to cover tools in case of loss due to fire, floods or other act of God, or forced entry involving entire tool box and�or contents, and proven theft, for employees in the following classifications: Auto Body Repairman Auto Mechanic Auto Mechanic Leadman Fireman Mechanie Machinist Mechanic-Welder Welder-Blacksmith Auto Body Repairman Helper S�ch insurance will be maintained with a $2,000 maximum, and $100 deductible. Within thirty days from the effective date of this agreement, or within thirty days after employment, the employee will present a list of personal tools to be covered by insurance sub�ect to FSnployer verification whenever requested. - 9 - ARTICLE X - JiJRY DUTY Any employee who is required during his regular Working hours to appear in court as a �uror or Fritness except es a witness in his oira beha�lf egainst the City, shall be paid his regular pay while he is so engaged, provided hoWever, that any fees that the employee mey receive from the court for such service shall be paid to the City and be deposited with the City Finence Director. Any employee who is scheduled to w�ork a shift, other than the nozmal daytime shift, �hall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a �uror or witness, - 10 - ` ������ AftTICIE XI - MILEAGE - INDEPENDENT SCfi00L DISTRICT �625 Employees of the School District under policy adopted by the Board oP Education may be reimbursed for the use of their eutomobiles for school business. To be eligible for such reimbursement, employees must receive euthorization from the District Mileage Cot�►ittee utilizin� one of the follawing plens: PIAN "A" is reimbursed at the rate of 15¢ per mile. In eddition, a maximum amount which can be paid per month is established by an estimete flirnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount cen be the experience of another employee working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. P'I,AN "C" provides for rei.mbursement based on a per month lum�p sum" emount. This amount is determined by the employee's driving experience under Plen"A" for e period of 3 to 6 months. Those employees receiving an suto ellowance under this plan must report monthly the number of days the car was available during the month. A deduction must be made from the lump sum amount for each dey the employee is on vacation. A deduction need not be made for an occasional day of illness or for holidays. - 11 - _ ARTICLE XII - CITY MILF.AGE Section 7. Automobile Reimbursement Authorized - pursuar.t to Chapter 92A of The St, paul T,egi�lative Code, as emended, pertaining to reimbursement of City offi�er� and employees for the use of their own automobiles in �he performance of their duties, the following provisions are adopted. Se�tion 2. Method of Computation - To be eligible for such reimbursement, all officer� and employees must receive written authorization from the Mayor. Reimbur�ement �hall be made in accordan�e with one of the following plens: Type 1. For those officers and employees who are required to use their own aut�mobiles occasionally for official City business, reimbursement at the rate of 13 cents for each mile driven. Type 2. Fo� tho�e officers end employees who are required to use their own automobiles on e regular basis on City business, reim- bursement at the rate of �2,50 for each day of work, end in addition thereto at the rate of 6.5 cents for each mile driven. Section ?. Rules and RegulAtions - The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and :vles shall contain the req_uirement that recipients shall file daily regorts indicating plece of origin and destination and applicable mileege retings thereat and indicating total miles driven, and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further required that they maintein eutomobile liebility insurance ir. amounts not less than $100,000/300,000 for personal injury, and $25,000 for property demage. These rules and regulations, together with any amendments thereto, shall be maintained on file with the City Clerk. Se�t.ion L. The provisions of this Article shall not apply to employees of Independent School Distr?ct No. 625. - 12 - ARTICLE XIII - IFSURANCE Section 1. The F•lnployer will continue for the period of thia Agreement to provide for F�aployees such health and life insurance benefits as are provided by F�nployer at the time of execution of this Agreement. Section 2. The mnployer will for the period of this Agreement provide for FSnployees who retire aPter the time of execution oP this Agreement and until such F]nployees reach sixty-five (65) years of age such health insuraace benefits and life insurance benefits as are provided by the Employer for such �ployees. Section 3. In order to be eligible for the benefits under this early retiree provision, the employee must: 1. Be receiving benefits fro� a public employee retirement act at the time of retirement. 2. Have severed his relatioaship with the City of St. Paul under one of the early retiree plans. - 13 - r � - ARTICI� JCIV - HOLIDAYS 3ection l. Holidays recognized end observed, The Pollowing days shall be recognized and observed es paid holidays: � NeW Years Day Colu�bus Dey � Presidents' Dny Veterans' Day I�emoriel Day Thanksgiving Day Independence Day Christmas Day Labor Dey T�+o floating holidays Eligible employees shell receive pay for each of the holidays listed above, on � which they perform no t++�rk. S�Thenever any of the holidays listed above shall fall i � � on Saturdey, the preceding Friday shall be observed as the holiday, i�Thenever � any of the holidays listed above shall fall on Snnde�y,the sncceeding Mendey shall be observed as the holiday. 3ection 2. The floating holidays set forth in 3ection 1 above may be taken et eny time durin� the contract year, sub�ect to the epproval of the Department i Heed of any employee. i I 3ection , . Eligibility Requirementa. In order to be eligible Por a holiday With pay, an employee's name must appear on the payroll on a�y six aorking days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the lest �orking day before the holiday and on three other �rorking days of the nine vrorking days preceding the holiday. In neither case shall the holiday ; be counted as a Working dey for the purposea of this section. It is further under- stood thet neither tenporary, emergency nor other e�ployees not heretofore eligible shall receive holiday pay. ( Section 4. In the case of Board of Education employees, if President's Day, Columbus Day, or Ve�Cerans ' Day fall on a day when school is in session, the employees shall work that day at straight time and another day shall be designated as the A � holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement between the employee and his supervisor. i - 1�+ - � � ������ ARTICI� XV - VACATION Section l. In each calendar yenr, eech flxll-time employee shall be granted vacation according to the follrnring schedule: Years of Service Vacation Granted I,e s s thsn 8 yea rs l� days After $ years thru 15 yeers 20 days After 15 years and thereafter 25 days L�nployees who Work less than fhll-time shall be granted vacetion on a pro reta basis. Section 2. The head of the Department may permit nn employee to cerry over into the following year up to ten days' vacation. 3ection 3. The above provisions of vacation shall be sub3ect to Ordinance No. 6446�, 3ection I, Sub. F. Section 4, If an employee has an accumulation of sick lenve credits in excess of one hundred end eighty days, he may convert any part of such excess of vecation at the rate of one-half day's vacetion for each dey of sick leave credit. The maxi�um number of days' vacation allrnred by the conversion of sick leave credits shall be no more then five days in any one year so that the naximum vacation time Which may be taken in any one year shall be forty days including the regular vacation period. - 15 - ARTICLE XVI- GRIEVANCE PROCEDURES . Ttie Saployer shall recognize stepards selected in accordance ai.th Union rules and regulations as the grievance representative of the bergaining unit. The Union shall notify the F�ployer in xriting of the nanes of the Stewards and oP their successors when so named. It is recognized and accepted by the �nployer and the Union that the pro- cessing of grievances a�s hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomnplished during working hours only when consistent with such employee duties and responsib ilities. The ste�ward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during Working hours, provided, the steward and the employee have notified and received the approvel of their supervisor to be absent to process a grievance end thet such absence Would not be detrimentel to the Work progra�ms of the F�mployer. The procedure established by this Article shall be the sole and eaclusive procedure, except for the appeal of disciplinary ection as provided by Article VII, for the processing of grievences, Which are defined es an elleged violation of the terms and conditions of this Agreement, Grievances shall be resolved in conformance with the following procedure: Step 1. Upon the occurence of an alleged violation of this Agree�ment, the employee involved shall attempt to resolve the matter on an informal basis rrith the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it mey be reduced to writing and referred to Step 2 by the Union. The written grievance shell set forth the nature of the grievance, the fects on Which it is based, the alleged section(s) oP the Agreement violated, end the relief requested. Any alleged violetion of the Agreement not reduced to writing by the Union within seven (7) calendar days of the first occurrence of the event giving rise to the grievance or within the use oP reasonable diligence - �6 - . ARTICIE XVj- (continued) should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered t�aived. Step 2. Within seven (7) calendar days after receivi.ng the �ritten grievance e designated Eaoployer supervisor shall meet with the Union steWard and attempt to resolve the grievance. If, as e result of this meeting, the grievance remains unresolved, the �ployer shell reply in writi.ng to the Union within three (3) calendar days following this meeting, The IInion msy refer the grievance in writing to Step 3 within seven (7) calendar deys folloWing receipt of the E�ployer's Written ansWer. Any grievance not referred in writing by the IInion Wi.thin seven (7) calendnr days following receipt of the E�nployer's ansWer shall be considered waived. Step 3• �Tithin seven (7) calendar days following receipt of a grievance referred fram Step 2 a designated F�aployer supervisor shall meet With the Union Business Mnnager or his designated representative and attempt to resolve the grievance. Within seven (7) calender days following this meeting the Etnployer shell reply in writing to the Union stating the Elnployer's ansaer concerning the grievance. If, as a result of the written response the grievance remeins unresolved, the Union may refer the grievance to Step 4. Any grievance not referred to in writing by the Union to Step b Kithin seven (7) calendar days following receipt of the E�ployer's enswer shall be considered waived. Step b. IP the grievance remains unresolved, the Union may within seven (7) calendar days after the response of the F�ployer in Step 3, by Written notice to the bnployer, request arbitration of the grievance. The erbitration proceedings shell be conducted by an arbitrator to be selected by mutual egreement of the F4ttployer and the Union within seven (7) calender days after notice has been given. If the parties fail to mutuelly sgree upon an arbitrator within the said seven (7) day period, - 17 - . ARTICLE XVI- (continued) ������ either party may request the Public Bmployment Reletion Board to submit s panel of five (5) arbitrators. Both the F3�nployer end the IInion shell have the right to strike tw�o (2) names fr�m the panel. The Union shall strike the first (lst)n�e; the FSnployer shall then strike one (1) name. The process will be repeated and the remaining person shell be the erbitrator, The arbitrator shell have no right to amend, modif�, nullify, ignore, add to, or subtract from the provisions of this Agree�aent, The erbitrator shell consider snd decide only the specific issne submitted in Writing by the Hnployer and the Ifiion and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be �ri.thout poWer to make decisions contrary to or inconsistent with or modif�ring or varying in any Way the application of laWS, rules, or regulations having the force end effect of laN. The arbitrator's decision shall be submitted in writing �ri.thin thirty (30) deys folloxing close of the heering or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be besed 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 arbitrator shall be final and binding on the �rtployer, the Union, and the employees. The fees and expenses for the erbitrator's services and proceedings shall be borne equally by the Employer end the Union, provided that each party shall be responsible Por camnpensating its own representatives and witnesses. If either psrty desires a verbetim record of the proceedings, it may cause such e record to be made, providing it pays for the record. The time limits in eech step of this procedure mey be extended by mutual egreement of the �nployer and the Union. - 18 - � ARTICI� XVII - SAVINGS CI�AUSE This Agreement is sub�ect to the lews of the United States, the State of Minnesota, snd the City of St. Paul. In the event any provision of this Agreement shall hold to be contrary to laW by a court of competent 3urisdiction from whose final �udgment or decree no appeal has been taken within the time provided, such provision shall be wided. All other provisions shall continue in ftiill force and effect. - �g - ARTICLE XVIII - SEVERANCE PAY m►ployees shall be eligible for severance pey in accordance with the Severance Pay Ordinance No. 11490. The emount of Severance Pay allowed shall be thet amount permitted by State Statutes subject to the provision that the maximum amount allowed shall be $4,000. - 20 - ,. ARTICLE XIX- RESIDENCE 19.1 All employees appointed after January 1, 1976, Would be required to reside in the City of Saint Paul within one year of their appointment, and thereafter would be required to remain within the City limits as long as they were employed by the City of Saint Paul. 19•2 This residency requirement shall apply to unclassified employees as Well as classified employees. 19.3 Applicants for positions in the City of Saint Paul will not be required to be residents of the City of Saint Paul. 19 .�+ F3nployees failing to meet the residency requirement will be sub�ect to termination and a hearing process shall be established to deter- mine whether the residency requirement was met. 19 .5 The City will indemniPy, defind and hold the tJNION harmless against any claims and all suits, order or �udgments brought or issued against the TJI�ION,its officers or employees, as a result of any action taken or not taken pursuant to the residency requirement set forth in this Article. This provision shall apply specifically and solely to actions brought pursuant to the establishment of the residency requirement. This indemnification shall not apply to actions brought by Machinists Lodge Local 77. - 21 - ����� ARTICLE 7IX - WAGE SCFIEDUIrE � •- Section 1. The wage schedule for purposes of this contract shall be Appendix A attached hereto. Section 2. The Auto Mechanic Leadman rate will be 25¢ per hour higher than the Auto Mechanic rate. - 22 - r .- ARTICLE XXI - DURATION AND EFFECTIVE DATE Except as herein provided this Agreement shall be efPective as of the date it fs executed by the parties and shall continue in f�ill force and effect thru June 30, 197$, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modi�r this Agreement shall notif�r the other in writing so as to comp�y with the pro- visions oP the Public Employment Labor Relations Act of 1971. This constitutes a tentative agreement between the parties which will be reco�ended by the City Negotiator, but is sub�ect to the approval of the Administration of the City, the City Council and Independent School District fto. 625 and is also subject to ratification by the Association. WITNESSES: DISTRICT LODGE N0. 77, INTERNATIONAL � ASSOCIATION OF MACFII1vISTS AND AEROSPACE C F SAINT PAUL WORKERS AFL-CIO � � Labor R la ons e or Business Manager Superintendent, Independent School District No. 625 - 23 - . � ti ��"��� � � APPENDIX A - The wage rates and salary ranges for classifications in this unit are effective May 7, 1977: HOURLY TITLE Rq� Auto Body Repairman �8.� Auto Mechanic $�� Auto Mechanic Leadman 9.12 Fireman-Mechanic 8.� Machinist 8.� Mechanic Welder $.� Tire Repairman 8,51 Welder-Blacksmith $.87 Auto Body Repairman Helper: starting $5.�+6 af`ter 6 months 5,g7 after 1 year 6,29 after 2 years 6.70 after 3 years and thereafter 7,1,1 AFI�R sTaR2nvc 6 Morr�s Audio Visual Equipment Repairman $7.46 $7.92 Auto Washer 5•78 6.Og Car and Truck Serviceman 6.60 (•9$ Equipment Repairman 7.17 7.60 Fire Equipment Serviceman � 7,17 7,6G Heavy Equipment Serviceman 7,17 7.6G Parking Meter Repairman 7.17 7.60 Traffic Signman 7.17 7.60 �Jtilityman 7..17 7.�G Utilityman I 6,(p �.�& _ ei _ ;� � � Do not de.#ach this memorandum from the . � y�.���,y�� . r resolution so �h�t tht5: infor�mation�will be ; : , availabl�-fio the Clty CcwncN. C?M 0�: : 12/`i g?5 � _ . Rev. i: ������� EXFLANATTON OF ADMINISTRATIVE ORDERS, . . � RESqLUTIQN� .iA�TD Qk�b.IlVANCES • Date: July 25, l q?? _ TO: MAYpR GEORGE LATIMER REC .� y�p . FR; PersonnelOffice aU� � . . 1977. RE: Resolution ��� snbmissioa to eity Council. �YOR� ACTION FtEQUESTED: • I recommend your approva.l aad snbnzission of this Resolution to the City Gou�rc�]„ . . . ,y. . . . . . . . � . . � . , � � . . . � .�. � . . � � : . . � .. . ,. This Resotutiacn apgro�v�e$ the l�'1?-78 Labor'Agreement lsetw��a the G'� o� �t. PURFOSE AND RATIONALE FOR THIS.ACTION: pau1, ISD No:6Z5 �.nd J��trict L�rdge Pi'p..��` of the Tisternational Aesociation of Machinists axid :Aerospace Workers AFL-GIO fer �� period May 7, 1 q?? to Juxie 30, 1978. The cotttract calls for a wag� iacreas� of .5O pe►� ��� for all members of the bargaini.ag uriit. The Auto Mechanic Lead�ai:n. ia to receive . 25 more than the Auto Mechaaic. � , Also, the va.cation plan was lib�ralizec� to provide three week��of va.ca�i� through eight � years, four weeks after eight years through fifte�n years and five weeks af ter fif't�en y�ax�a; ;; The City a.nd School District will provide insura.uce far tools fqr`many of the.fiitles.in t�� ; bargautang;unit and an additiox�al change of uni.form wi11 be provided each week, The union agreed to lan�uage which,elimin.ated the guaratttee of f4ur hot�rs work cm ca11�i�T pa�y aad which permitted the option of compensatory t9,me:for ov�rtime work. The coatract duration is fourt�en months so that �he term of future ecmtracts�w�ll coi,ac�de ATTACHMENTS: with th� Motor, Transport c4ntracts i.a private induetr�r. Resolution, Labor A�reement, and copy for City Clerk.