270281 �NHITE - CITV CLERK •j�y.j���
PINK - FINANCE COIIIICII rr V
CANARY - DEPARTMENT GITY OF SAINT PALTL File NO.
BLUE - MAVOR
Y �,ouncil Resolution
Presented By
Referred To Committee: Date
Out of Committee By Date
An administrative Resolution approving the terms and
conditions of a 1978 Agreement between the City of Saint
Pau1 and the International Association of Fire Fighters
AFL-CIO, Local 21.
WHEREAS, the Council, pursuant to the provisions of Section 12. 09
of the 5t. Paul City Charter and t1�.e Public Employees Labor Relations Act
of 1971, as amended, recognizes the International Association of Fire
Fighters AFL-CIO, Loca� 21, as exclusive representative for those classes
of positions within the City of St. Pau1 certified by the Bureau of Mediation
Services under Case No. 73-PR-169-A for the purpose of ineeting 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 exclu-
sive representatives have met in good faith and have negotiated the terms
and conditions of employment for the period Jan. 1, 1978, through Dec. 31,
1978, for such personnel as are set forth in the Agreement between the City
of St. Paul and the exclusive representatives; now, therefoxe, be it
RESOLVED, that the Agreement, cited above, dated as of the effective
date of this Resolution, between the City of St. Paul and the International
Association of Fire Fighters AFL-CIO, Local 21, on file in the office of the
City Clerk, is hereby approved, and the authorized administrative officials
of the City are hereby authorized and directed to execute said Agreement on
behalf of the City.
Approved:
�
Chairrnan
Civi.l Service C mission
COUNCILIVIEN Requested by Department of:
Yeas Nays
Butler � In Favor 1'ER50NNEL OFFICE
Hozza
Hunt � � r,�
Levine __ Against BY
Roedler
Sylvester
Tede �EC 2;7 �977
Form Approv d At!orney
Adopt y Council: Date —
rtified P� ss y Counc Secretaty BY
� �EC 2,9 �9� App ed by Mayor for S is 'i Council
Appro e by Ma��or: Da
By By
- pUBL!SHED O�C 3 � i977
Do not detach tlifs mernorandum from #he ���
resolution so that this information will be' .
availatile to the City Council. � o�� �:�/1975 � "�
�v.s 9/8/7b � � .
• . �. �
. E7CPI�ANTIQN 0F �STRAIZVE QRDBRS ��
RSS�L'�T S �b 0&D�G'E _
Data: November 14, 1�77
. ` RE �. � I p
To: �xoa c�o�c�.i�,�R NOV� 19�`i
MA , �
FRa Pax+�annei�O��1Ee
R8: ResQ�.ation �A� au�nt3aaics� �v C�,ty Counci].
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AGTIQ�T • .
.
.,�._.,. � �Q�S� :
We r�ecm�e�#d your approva� ari,d �ubmi,s�tar� af. thie Reso7.u�c�.as► to th�a .C�.�q iCouna�l.
i�
' PU�P�S� A�ND RA',�TONAL� 80R TBIS l�T7��Di t . .
.�nrrrw�.�� �• � ��� -r� � ■ i 7 i i � � 1 i � . . . .
This Resolution appraves a 1978 Agreement betweea the City a;nd the Fire
Fighters Loca1 21. This Agreement calle for a 5% salary increase ae well
as implementing the regrading of the titles in the Bargaining Unit above
Grade 31 and lowering the starting rate for new Fire Fi�hters..
� __�
The Agreement also implements new residence requirements which wi.11
become effective on DECember 15, 1979. It a1so, has revised langu�.ge
regarding the amoun.ts that th:e Employer contributes toward Health and
Welfare coverage.
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AT'xA�iTB:
Resolution and copy of Agreement, and co�y of Resolution for the City C},erk.
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� APPENDIX •,B„
- Uait Price
Regulation "West Point" long sleeve police shirt. . . . . . . . . . . . . $ 7.00
Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . $ 6.45
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C. . . $ 6.50
Ranking Officer's white uniform shirt, short sleeve, West Point 7500C . . $ 6.00
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632. . . . . . . $ 3.30
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . $ 3.30
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . $ 8.75
Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . $ 8.25
Jacket - Light weight, waist style Fechheimer �32100. . . . . . . . . . . $10.00
Surcoat - Energy 100FD - Sizes 48-50 add 10�, - longs add 10% . . . . . . $30.75
Parka - Navy - Butwin 111SP
Regular sizes 34-46. . . . . . . . . . . . . . . . . . . . . . . . . $39.00
Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . . . . . $42.90
50 . . . . . . . . . . . . . . . . . . . . . . . . . . . $44.85
52 . . . . . . . . . . . . . . . . . . . . . . . . . . . $49.00
Long . . . . . . . . . . . . . . . . . . . . . . . . . . $42.90
Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704. . $ 5.60
SEWING COSTS: No cost when ordered with �acket otherwise. . . . . . $ 1.00
Caps
Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Chiefs Navy-Style Midwest-N.W. . . . . . . . . . . . . . . . . . . . $ 6.25
8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25
Belts - leather - black - 1'� inch . . . . . . . . . . . . . . . . . . . . $ 1.45
Shoes
Wedge style oxford - Red Wing shoe 4�`101. . . . . . . . . . . . . . . $ 4.95
Slip on style oxford - FLOAT-AWAYS 46J5347. . . . . . . . . . . . . . $15.50
Slip on style oxford - FLOAT-AWAYS 4�J5318. . . . . . . . . . . . . . $I4.50
Lace style oxford - FLOAT-AWAYS Z5096. . . . . . . . . . . . . . . . $14.50
Slip on style oxford Weinbrenner 1635. . . . . . . . . . . . . . . . $15.95
Slip on style oxford Weinbrenner 1435. . . . . . . . . . . . . . . . $12.00
Lace style oxford T5152-Mocc toe . . . . . . . . . . . . . . . . . . $16.50
Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . . . . . $16.50
Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . $16.50
Socks
Munsingwear ��40. . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65
Munsingwear 4�415 - stretch style . . . . . . . . . . . . . . . . . . $ .65
Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . . . . . $ 1.00
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PREAMBI, E
This AGREEMENT is entered into on the lOth day of Nov.� 1977, between
the City of Saint Paul, hereinafter referred to as the II�iPLOYER, and the International
Association of Fire Fighters AFL-CIO Local 21, hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its basic ob�ective the
promotion of the mutual interests of the City of Saint Paul and its employees to pro-
vide the highest level of services by methods which will best serve the needs of the
general public.
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ARTICLE I - PURPOSE
1.1 The EI�LOYER and the UNION agree that the purpose of entering into this AGREE-
MENT is to:
1.11 Achieve orderly and peaceful relations.
1.12 Establish the full understanding of the parties concerning terms
and conditions of thia AGREII�NT.
1.13 Establish procedures to orderly and peacefully resolve disputes
as to the application or interpretation of this AGREEMENT.
1.14 Plpce in written form the parties' agreement upon terms and con-
ditions of employment for the duration of this AGREIIKENT.
' ARTICLE II - DEFINITIONS
2•1 UNION: International Association of Fire Fighters AFL-CIO Local 21.
2.2 II�LOYER: The City of Saint Paul.
2.3 UNION MEMBER: A member of the International Association of Fire Fighters
AFL-CIO Local 21.
2.4 EMPLOYEE: A member of the exclusively recognized bargaining unit.
2.5 VACANCY: As determined by the department head, a funded position openinQ in a
class specified in Article 3.2.
2.6 POSITION: Any speciFic office, employment or �ob in the Fire Department in a
class specified in Article 3.2.
2.7 TOUR OF DUTY:
A. For a fifty-six (56) hour work week employee:
The performance of �ob duties and acceptance of the responsi-
bilities of a position for a consecutive and uninterrupted
twenty-four (24) hour period from 8:00 a.m. on a calendar day
to 8:00 a.m. on the following calendar day.
B. For a forty (40) hour work week employee:
The performance of �ob duties and acceptance of the responsi-
bilities of a position for a consecutive and uninterrupted
eight (8) hour period within a calendar day.
2.8 SENIORITY: An EMPLOYEE'S length of continuous employment in the E1�Il'LOYER'S
Fire Department.
2.9 DEPARTMENT: The fire department of the City of Saint Paul as established and
amended from time to time pursuant to Section 9.01 of the City Charter.
2.10 OVERTIME: Work performed by an F.I�'LOYEE in excess of the II�LOYEE'S tour of
duty by order of the II�LOYER.
2.11 OVERTIME PAY: Overtime pay for the purposes of Articles XI and XII will be
based on a forty (40) hour work week.
2.12 WORK WEER: The work week for EMPLOYEES working twenty-four (24) hour tours of
duty will be an averaged fifty-six (56) hour per calendar week. The work week
for EMPLOYEES working eight (8) hour tours of duty will be forty (40) hours per
calendar week.
2.13 CALL BACK: A call to report for work by the II�LOYER during an II�LOYEE'S
scheduled off time.
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ARTICLE III - RECOGNITION
3.1 The EMPLOYER recognizes the UNION as the excluGive representative for the pur-
pose of ineeting and negotiating the terms and conditions of employment for all
elfgible personnel under Minnesota Statutes.
3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT
are as follows:
Fire Captain
Fire Equipment Operator
Fire Engineer
Fire Fighter
Fire Investigator
Fire Prevention Inspector
Fire Alarm Dispatcher I
Fire Alarm Dispatcher II ,
3.3 In the event the II�LOYER and the UNION arP unable to agree as to the inclusion
or exclusion of a new or modified job position, the issue shall be submitted to
the Bureau of Mediation Services for determination.
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ARTICLE IV - SECURITY Nr�����
4.1 The II�LOYER ahall deduct from the wages of II�LOYEES who authorize such a de-
duction in writing an amount necessary to cover monthly UNION dues and assess-
ments. Such monies shall be remitted as directed by the UNION.
4.2 The UNION may designate II�LOYEES from the bargaining unit to act as stewards
and shall inform the EMPLOYER in writing of such choice.
4.3 The E1�LOYER shall make space available on bulletin boards for posting iTNION
notice(s) and announcement(s).
4.4 The UNION agrees to indemnify and hold the II�LOYER harmless against any and
all claims, suits, orders or 3udgments 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 V - II�LOYER AUTHORITY
5.1 The UNION recognizes the right of the II�LOYER to operate and manage its affairs
in aZl respects in accordance with applicable laws and regulations of appropriate
authorities. The rights and authority which the EMPLOYER has not officially
abridged, delegated or modified by this AGREEMENT are retained by the ENIl'LOYER.
_�,_
ARTICLE VI - II�LOYEE RIGHTS - GRIEVANCE PROCEDURE
6.1 Definition of Grievance
A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this AGREII�NT. It is spec-
ifically understood that any matters governed by civil service rules or statu-
tory provisions shall not be considered grievances and subject to the grievance
procedure hereinafter set forth. No disciplinary action which may be appealed
to a civil service authority will be considered a grievance and subject to the
grievance procedure herein.
6.2 Unio^ Representatives
The II�LOYER will recognize II�LOYEE REPRESENTATIVES designated by the UNION as
the grievance representatives of the bargaining unit having the duties and re-
sponsibilities established by this Article. The UNION shall notify the EI�LOYER
in writing of the names of such UNION REPRESENTATIVES and of their successors
when so designated. The EhIPLOYER shall notify the UNION in writing of the name
or names of the II�LOYER'S grievance representatives and of their successors
when so designated.
6.3 Processing of Grievances
It is recognized and accepted by the UNION and the II�LOYER that the processing
of grievances as hereinafter provided is limited by the �ob duties and respon-
sibilities of the II�LOYEES and shall therefore be accomplished during normal
working hours only when consistent with such II�LOYEE duties and responsibi-
lities. The aggrieved IIKPLOYEE and the UNION shall be allowed a reasonable
amount of time without loss of pay when a grievance is investigated and present-
ed to the EMPLOYER during normal working hours provided the II�LOYEE and the
iTNION have notified and received the approval of the designated supervisor who
has determined that such absence is reasonable and would not be detrimental to
the work programs of the II�LOYER.
6.4 Procedure
Grievances, as defined by Section 6.1, shall be resolved in conformance with
the following procedure:
Step ls An EMPLOYEE claiming a vioZation concerning the
interpretation or application of this AGREEMENT shall within
twenty-one (21) calendar days after such alleged violation
has occured present such grievance to the II�LOYEE'S super-
visor as designated by the F:I�LOYER. The II�LOYER-designated
representative will discuss and give an answer to such Step 1
grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall
be placed in writing by the UNION setting forth the nature of
the grievance, the facts on which it is based, the provision
or provisions of the AGREEMENT allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10)
calendar days after the II�II'LOYER-designated representative's
final answer in Step 1. Any grievance not appealed in writing
to Step 2 by the UNION within ten (10) calendar days shall be
considered waived.
Step 2: If appealed, the written grievance shall be presented
to and discussed with the EI�LOYER-designated Step 2 representa-
tive. The EMPLOYER-designated representative shall give the UNION
the Ehff'LOYER'S Step 2 answer in writing within ten (10) calendar
days after the receipt of such Step 2 grievance. A grievance not
resolved in Step 2 may be appealed to Step 3 by the UNION within
ten (10) calendar days following the IIKPLOYER-designated repre-
sentative's final Step 2 answer. Any grievance not appealed in
writing to Step 3 by the UNION within ten (10) calendar days shall
be considered waived.
, Step 3• A grievance unresolved in Step 2 and appealed to Step 3
shall be submitted to arbitration by the UNION sub3ect to the pro-
. visions of the Public Employment Labor Relations Act of 1971. The
selection of an arbitrator shall be ma.de in accordance with the
"Rules Governing the Arbitration of Grievances" as established
by the Public Employment Relations Board.
6.5 Arbitrator`s Authority
A• The arbitrator shall have no right to amend, modify, nullify, ignore, add
to, or subtract from the tPrms and conditions of the AGREEMENT. The arbitrator
shall consider and decide only the specific issue(s) submitted in writing by
the EhiPLOYER and the UNION, and shall have no authority to make a decision on
any other issue not so submitted.
B. 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 arbitrator's
decision shall be submitted in writing within thirty (30) days following close
of the hearing or the submission of briefs by the parties, whichever is Iater,
unless the parties agree to an extension. The decision shall be based solely
on the arbitrator's interpretation or application of the express terms of the
AGREII�NTT and to the facts of the grievance presented.
C• The fees and expenses for the arbitrator's services and proceedings shall
be borne equally by the II�LOYER and the UNION provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record
to be made, providing it pays for the record. If both parties desire a verba-
time record of the proceedings, the cost shall be shared equalZy.
6.6 Waiver
If a grievance is not presented within the time limits set forth above, it shall
be considered "waived". If a grievance is not appealed to the next step within
the specified time limit or any agreed extension thereof, it shall be considered
settled on the basis of the EMPLOYER'S last answer. If the II�LOYER does not
answer a grievance or an appeal thereof within the specified time limits, the
UNION may elect to treat the grievance as denied at the step and immediately
appeal the grievance to the next step. The time limit in each step may be ex-
tended by mutual written agreement of the EMPLOYER and the UNION in each step.
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ARTICLE VII - SAVINGS CLAUSE ;�.����.��
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7.1 In the event any provision of this AGREEMENT shall be held to be contrary to -�
law by a court of competent 3urisdiction from whose final 3udgment or decree
no appeal has been taken within the time provided, such provisions shall be
voided. All other grovisions shall continue in full force and effect. The
voided provisions may be renegotiated at the request of either party.
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- ARTICLE VIII - POSITION OPENINGS
8.1 To expedite the filling of vacancies under civil service procedures, the head
of the department or designated representative will:
8.11 Make requisition for certification of eligibles to fill a
vacancy within fifteen (15) days after determining that a
vacancy exists.
8.12 Within fifteen (15) days after the department head has met
with the certified eligibles, he will fill a vacancy.
8.13 If no eligibility list is in effect when a vacancy occurs,
the department head shall within fifteen (15) days request
the appropriate civil service officials to conduct aa exam-
ination for the purposes of establishing an eligibilitq
list.
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ARTICLE IX - WORKING OUT OF CLASSIFICATION
9.1 Any II�'IPLOYEE required by the EMPLOYER to perform the work duties and accept the
responsibilities of a higher class, will receive the rate of pay for that class
beginning with the tour of duty, provided that he shall work a full tour of duty.
It is understood that the higher rate shall not apply when an II�IPLOYEE works in
the higher class for less than a full tour of duty.
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� ARTICLE X - SENIORITY
10.1 Department Seniority.
For the purposes of this AGREEMENT department seniority shall be defined as the
length of continuous and uninterrupted employment in the fire department.
10.2 Seniority Lists.
The department shall maintain at a1Z times during this AGREEMENT seniority lists
by department.
10.3 Loss of Department Seniority.
An II�LOYEE will lose acquired department seniority in the following instances:
10.31 Resignation
10.32 Discharge
10.33 Retirement
10.4 Work Force Reduction.
In the eveat of a reduction in the department work force, such reduction shall
occur on the basis of seniority in the department.
10.5 Reduction in Rank.
Reduction in rank shall be in accordance with the Civil Service Rules as of
June 30, 1973. (Except as indicated below)
10.51 Reduction in rank for periods up to but no more than 30
consecutive calendar days will be by platoon seniority.
10.52 Reduction in rank for more than 30 consecutive calendar
days shall be in accordance with the Personnel Rules as
of June 30, 1973.
10.53 There will be a minimum of 3.6 regular Fire Captains
appointed for each engine, squad and ladder company.
10.54 TherQ will be a mfnimum of 3.6 regular Fire Equipment
Operators - Fire Engineers appointed for each engine,
squad and ladder company. This minimum number shall
include the starred men in this position until they
are phased out by normal attrition.
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10.55 When promotion positions (Fire Captain - Fire Equipment
Operator) fall below minimum requirements (3.6 per position),
the Chief of the Fire Department will use existing eligibility
lists to fill vacancies within 15 calendar days.
10.56 Short Term Demotion:
1• The man demoted goes to the last rank held and is assigned
to the pool.
2. Vacation selections will not be affected by short term demotio�
(i.e. Fire Captain demoted for short term to Fire Fighter wil�
retain his vacation selection in the Fire Captain rank.)
10.57 All promoted personnel will be designated a platoon regardless of
assignment. Such platoon assignment wiZl determine their seniority
to be followed in cases of reduction in accordance with Section 10.51.
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ARTICLE XI - OVERTIME
11.1 II�LOYEES required to work hours in excess of their assigned tour of duty will
be compensated at the rate of one and one-half (1'�) times the ENIPLOYEE'S normal
rate in cash.
11.2 (a) II�LOYEES working a forty (40) hour work week may accumulate up to a
maximum of forty (40) hours of compensatory time.
(b) It is also agreed that FIRE PREVENTION II�LOYEES may accumulate up to a
maximum of fifty-six (56) hours of compensatory time. It is understood
that compensatory time shall be scheduled only with the prior approval of
management, and that such time shall not be scheduled so as to interfere
with operations. Such time shall normally be scheduled in eight (8)-hour
segments, except that FIRE PREVENTION ENIPLOYEES may, with the approval of
the Fire Chief, take time off in four (4)-hour segments.
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ARTICLE XII - CALL BACK
12.1 EMPLOYEES required to report for work by the II�LOYER during scheduled off-
duty time will be compensated at the rate of one and one-half (1�) times
the II�LOYEE'S normal hourly rate. The minimum payment under this Article
will be four (4) times the EMPLOYEE'S hourly rate. An early report of two
(2) hours or less or an extension of a normally scheduled tour of duty shall
not qualify an EMPLOYEE for this minimum payment.
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ARTICLE XIII - MILITARY LEAVE OF ABSENCE
13.1 Pay Allowance
Any E[�'LOYEE who shall be a member of the National Guard, the Naval Militia or
any other component of the militia of the state, now or hereinafter organized or
constituted under state or federal law, or who shall be a member of the Officer's
Reserve Corps, the Enlicted Reserve Corps, the Naval Reserve, the Marine Corps
Reserve or any other reserve component of the military or naval force of the
United States, now or hereafter organized or constituted under federal law, shall
be entitled to leave of absence from employment without loss of pay, seniority
status, efficiency rating, vacation, sick leave or other benefits for all the
time when such II�LOYEE is engaged with such organization or component in tr�in-
ing or active service orderPd or authorized by proper authority pursuant to law,
whether for state or federal purposes, provided that such leave shall not exceed
a total of fifteen (15) days in any calendar 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 esta-
blished. Such leave shall not be allowed unless the II�LOYEE (1) returns to his
position immediately upon being relieved from such military service and not later
than the expiration of the time herein limited for such leave, or (2) is prevent-
ed from so returning by physical or mental disability or other cause not due to
such EEI�LOYEE'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.
13.2 Leave Without Pa
Any II�LOYEE who engages in active service in time of war or other emergency
declared by proper authority of anq of the military or naval forces of the state
or of the United States for which leave is not otherwise allowed by Zaw sha11 be
entitled to leave of absence from employment without pay during such service
with right of reinstatement and subject to such conditions as are imposed by law.
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. ��in�f�Y��-'�� . _ . .
13.3 Such leaves of absence as are granted under Article XIII shal]. conform to Minne-
sota Statutes, Section 192, as amended from time to time and shall confer no
additional benefits other than those granted by said statute.
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. ����,
. ARTICLE XfV - INSURANCE - �`"`��
14.1 The II�iPLOYER will continue for the period of this AGREEMENT to provide for EM-
PLOYEES such health and life insurance benefits as are provided by II�LOYER at
the time of the execution of this AGREEMENT. .
14.2 The II�LOYER will for the period of this AGREII�IENT provide for II�LOYEES who re-
tire after the time of execution of this AGREEMENT a*+d until such II�LOYEES reach
sixty-five (65) years of age such health insurance benefits as are provided by
the II�LOYER.
14.3 In the event of the death of an active El�LOYEE or an early retiree, th� depen-
dents of such II�LOYEE or retiree shall have the option within thirty (30) days
to continue or begin the current hospitalization and medical benefits, including
such improvement as may be made from time to time, which said dependents pre-
viously had, or be eligible for at the premium applicable to dependents of ac-
tive employees. It is further understood that coverage shall cease in the event
of:
14.31 Subsequent remarriage of the surviving spouse of the deceased
employee or retiree.
14.32 The employment of the surviving spouse where hospitalization and
medical insurance coverage is obtained through a group program
by said employer. It is further understood, however, that in
said event, the surviving spouse shall have the right to maintain
City hospitalization and medical insurance coverage for the first
ninety (90) days of said employment.
14.4 City provided life insurance in existence at time of retirement shall continue
to be provided by the City after an employee shall take early retirement, but
such coverage shall terminate at age 65.
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ARTICLE RIV - INSURANCE (continued)
14.5 All early retirees covered in this Bargaining Unit shall receive the same
Health and Welfare benefits regardless of the date of their early retirement.
In order to be eligible for the benefits under this early retiree provfsion,
the employee must:
14.51 Be receiving benefits from a Public Employee Retirement Act.
I4.52 Have severed his relationship with the City of Saint Paul
under one of the early retiree plans.
The City and above Union also agree that any employee who is eligible for a
deferred Fire Pension shall receive such Health and Welfare benefits when he
begins to receive his pension benefits.
14.6 The City agrees to contribute the cost of hospitalization and medical coverage
. or $36.85 per month, whichever amount is less, for each employee who is
eligible for such coverage. In addition, for each eligible employee who
selects dependent's coverage, the City will contribute one-half (�) of the cost
of such dependent's coverage or $42.43 per month, whichever amount is less.
These contributions shall be paid to the City's group health and welfare plan.
Any increases in these costs shall be paid by the employee.
14.7 The City agrees to contribute the cost for $5,000 of life insurance coverage
for each employee who is eligible for such coverage or $3.25 per month,
whichever amount is less. This contribution shall be paid to the City's
group health and welfare plan. Any increase in this cost shall be paid by
the employee.
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� ��������
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_ ARTICLE XV - EXCHANGE OF TOURS OF-Dt3TY -- - - - -
15.1 Voluntary exchanges of tours of duty shall be granted only after approval by the
department head or his designated representative.
15.2 No II�LOYEE shall be entitled to working out of classification pay under Article
IX as a result of any voluntary exchange of tours of duty.
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ARTICLE XVI - VACATION
16.1 II�PLOYEES shall be granted in each calendar year vacation at the rate of two (2)
" times the number of hours designated as the work week. After five (5) years of
continuous employment in II�LOYER'S fire department, II�LOYEES shall be granted
vacation at the rate of three (3) times the number of hours designated as the
work week. After fifteen (15) years of continuous employment in EMPLOYER'S fire
department, II�LOYEES shall be granted vacation at the rate of four and two-
tenths (4.2) times the number of hours designated as the work week. After
twenty-five (25) years of continuous employment in II�LOYER'S fire department,
EMPLOYEES shall be granted vacation at the rate of four and four-tenths (4.4)
times the number of hours designated as the work week.
16.2 The department head may permit II�LOYEES to carry over into the following calen-
dar year vacation time equivalent to two work weeks. Vacation schedules shall
be fixed by the department head. An II�LOYEE not working full-time shall be
granted vacation on a pro-rata basis.
16.3 II�LOYEES separated from employment by reason of resignation shall be granted
such vacation pay as has been earned and remains unused at the time of separa-
tion, provided notification of resignation has been sent to the department head,
in writing, at least fifteen (15) calendar days prior to the date of resignation.
II�LOYEES separated from employment by reason of discharge, retirement or dea*h
shall be granted such vacation pay as has been earned and remains unused at the
time of separation. II�LOYEES granted more vacation time than earned at the time
of separation from employment shall pay the E1�LOYER for such unearned vacation.
16.4 This article shall not apply to temporary or emergency employees.
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� ARTICLE XVII - HOLIDAYS -
17.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one
additional floating holiday which is to be added to the vacation schedule by
increasing vacation by .2 (two-tenths) times the number of hours designated
as the work week.
17.2 For those employees assigned to a work week other than Monday through
Friday, the holiday shall be observed on the calendar date of the holiday.
ARTICLE XVIII - INCAPACITATION
18.1 IIKPLOYEES injured during the course of employment and thereby rendered incapable
of performing 3ob duties and responsibilitips shall receive full wages during
the period of incapacity, not to exceed the period equal to twelve (12) months
plus accumulated sick leave. It is understood that in such cases, the twelve
(12) month period shall first be utilized and only when same is exhausted shall
accumulated sick leave be applicable.
18•2 ENIl'LOYEES disabled through injury or sickness other than specified in Section
18.1 above shall receive full wages for a period equal to accumulated sick
leave, plus si�c (6) months as provided herein. It is understood that in such
cases, accumulated sick leave shall first be utilized before the six (6) montHs,
or any part thereof, shall be applicable. It is further understood that the
six (6) month period shall be available only in those years where the last avail-
able Annual Report of the City Civil Service office shall show average sick leave
used per Fire Department Employee (based on the 1972 Annual Report method of
calculating same),of eight (8) days or less.
18.3 II�LOYEES in�ured or incapacitated by illnesses in the line of duty shall be
entitled to reinstatement at any time within five (5) years from the date of
in�ury or incapacity provided they are physically capable of resuming their �ob.
18.4 Except as specifically provided in this Article, all illness and incapacity
rules and policies previously in effect shall continue.
ARTICLE XIX - RESIDENCE �,���+�,�
19.1 Employees shall be bona fide residents of the following areas:
Ramsey County, Washington County, Anoka County, Dakota County,
that part of Hennipen County which lies east of Highway 101 and
that part of Chisago County lying south of Highway 95.
19.2 All new employees appointed after the date of signing of the contract
between the City and Uniformed Fire Fighters Local 21 will be required to
reside in the City of St. Paul within one year of their original appoint-
ment and thereafter will be required to remain within the City limits as
long as they are employed by the City of St. Paul.
19.3 Every employee appointed prior to June 16, 1977, holding a position in the
classified or unclassified service of the City who lives fn the City of
Saint Paul must maintain residence in the City limits of the City of
Saint Paul as long as he is an employee of the City.
19.4 Every employee appointed prior to June 16, 1977, who lives outside of the
City of Saint Paul and who changes his residence mus� move into the City of
Saint Paul at the time of such change of residence.
19.5 Exemptions to the above residency requirements may be granted upon application
by an employee to the Civil Service Commission and the Commission's finding,
after the taking of testimony, that:
19.51 The employee is handicapped and cannot find a suitable residence
within the City.
19.52 The employee has actually entered into a contract to purchase a
home outside the City or has actually entered into a contract for
the construction of a residence prior to the date that this
Article becomes effective.
19.53 The employee inherits a residence outside of the City and sub-
sequently resides in that residence.
19.54 The employee will suffer extreme and severe financial hardship if
he or she is required to take residence in the City.
19.55 The employee has lived outside of the City and is changing residence,
but has two or less years remaining until mandatory retirement.
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ARTICLE XIX - RESIDENCE (continued)
19.56 The employee, because of unforeseen or extenuating circumstances,
will sustain a severe hardship if required to become a resident
of the City.
19.6 Any employee failing to meet the residency requirements as herein stated
and who fails to obtain an exemption fr^m such requirements by approval
of the Civil Service Commission shall be deemed to be insubordinate and
guilty of misconduct resulting in automatic forfeiture of employment.
19.7 This Article does not apply to employees occupying a temporary summer
residence outside of the areas stated in Paragraph 19.1 above during the
period of May 15 through September 15 of any caiendar year.
19.8 Articles 19.3, 19.4, and 19.5 shall not take effect and be in force
until December 15, 1979.
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- ARTICLE XX - SICK LEAVE �r��,�`��'.;:��:
20.1 As provided in Ordinance No. 3250, Section 35E.
20.2 Modify the sick leave conversion to vacation policy, to allow eligibility
for conversion when one hundred eighty (180) days have been accumulated.
�o
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ARTICLE XXI - FIRE FIGHTING EQUIPMENT
21.1 The II�LOYER will provide the following fire fighting equipment for individual
II�PLOYEES; such as:
Coats
Boots
Helmets
Choppers
Liners
- ARTICLE XXII - STATION SUPPLIES -
22.1 The EMpLpyER Will provide station supplies sueh as:
Refrigerators
Stoves
Tables
Chairs
Soap
Brass Polish
Cleaning Rags
Light Bulbs
Chamois
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' ARTICLE XXIII - TELEPHONES . . .
23.1 The F.MPLpyER will provide a public telephone as a back-up to the alarm system.
23.2 Telephones installed for individual II�LOYEES or groups of II�I,pyEES wi11 be
at the II�2PLOYEES' expense. All such telephones must be approved prior to in-
stallation by the department head or his designated representative.
ARTICLE XXIV - WAGE SCHEDULE - - -
24.1 The wage schedule for the purpose of this Agreement shall be A
ppendix A
attached hereto.
24.2 Forty (40) hour work week II�LOYEES regularly assi
gned to night duty (e.g. _
dispatcher, inspectors and fire prevention employees) will receive night
- differential in accordance with existing City rules and policies.
-32-
' ARTICLE XXV - i3NIFORM ALLOWANCE
25.1 The 1972 base of One Hundred ltaenty Dollars ($120.00) as a clothing allowance
on a voucher system will be increased January 1, 1974, and each year thereafter
on the basis of a yearly study of the increased cost of the defined u�niform.
The 1972 base cost of the uniform is stipulated and attached as Appendix B.
25.2 It is further understood that Fire Prevention Employees shall receive a cloth-
ing allowance which is Thirty ($30.00) Dollars greater than that provided herein
for other employees.
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. ARTICLE XXVI - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty,
the II�LOYER shall defend, save hazmless and indemnify an II�LOYEE, and/or his
estate, against anq claim or demand, whether groundless or otherwise, arising
out of an alleged act or omission in the performance and scope of the II�LOYEE'S
duties.
�
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ARTICLE XXVII - SEVERANCE PAY
27.1 Severance pay shall be granted an employee upon the employee meeting the
requirements of the City's Ordinance No. 16303, which is in effect as of
the signing of the contract and, which is made a part of this agreement
by reference.
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' ARTICLE XXVIII - PHYSICAL INCAPACITATION '
�������
28•1 Any physically incapacitated EMPLOYEE unabZe to perform normal work duties may
be assigned at the discretion of the department head to perform the duties of
Fire Dispatcher or Fire Inspector. II�LOYEES so assigned by the department
head will receive their regular rate of pay for a period not to exceed one hun-
dred and twenty (120) days. After one hundred and twenty (120) days, E[�Il�LOYEES
so assigned will receive their regular pay rate or the Dispatcher II pay rate --
whichever is lower.
_��
ARTICLE XXIX - CITY MILEAGE
29.1 Automobile Reimbursement Authorized
Pursuant to Chapter 92A of the Saint Paul Legislative Code, as amended, pertain-
ing to reimbursement of City officers and employees for the use of their own
automobiles in the performaace of their duties, the following provisions are
adopted.
29.2 Method of Computation
To be eligible for such reimbursement, all officers and employees must receive
written authorization from the Mayor. Reimbursement shall be made in accordance
with one of the following plans:
Type 1. For those officers and employees who are required to
use thier own automobiles occasionally for official City business,
reimbursement at the rate of 13 cents for each mile driven.
�►Pe 2. For those officers and employees who are required to use
their own automobiles on a regular basis on City business, reim-
bursement at the rate of $2.50 for each day of work, and in addi-
tion thereto at the rate of 6.5 cents for each mile driven.
29.3 Rules and Regulations
The Mayor shall adopt rules and regulations governing the procedures for auto-
mobile reimbursement, which regulations and rules shall contain the require-
ment that recipients shall file daily reports indicating place of origin and
destination and applicable mileage ratings thereat and indicating total miles
driven, and further required that they maintain automobile liability insurance
in amounts not less than $100,000/$300,000 for personal in3ury, and $25,000 for
property damage. These rules and regulations, together with any amendments
thereto, shall be maintained on file with the City Clerk.
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ARTICLE �IXX - PAID TIME OFF FOR NEGOTIATIONS
30.1 Employees elected to office in Local 21 shall be granted reasonable time
off to meet with City officials for contract negotiations without loss
of pay. The number of employees permitted to attend such negotiations
shall be limited to two at any one meeting and such employee shall give
prior reasonable notice for such absence and receive approval of the
employee's designated supervisor.
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ARTICLE XXX - DURATION OF AGREFSiENT
31.1 Except as herein provided, this AGREEMENT shall be effective as of the date the
AGREF.MENT is executed by the parties and shall continue in full force and effect
thru the 31st day of December, 1978, and thereafter until modified or amended by
mutual agreement of the parties. Either party desiring to amend or modify this
AGREEMENT shall notify the other in writing so as to comply with the provisions
of the Minnesota Public Employment Labor Relations Act of 1971.
31.2 The wage schedule attached hereto as Appendix "A" shall take force and effect at
such time as is specified in the administrative resolution recognizing and approv-
ing this AGREEMENT in accordance with Section 12.09 of the St. Paul City Charter.
WITNESSES:
CITY OF SA PAUL INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL N0. 21
.
BY: ✓ � _ y
City gotia Presi t
BY: BY:
Civil Service Commission Secretary-Treasurer
�—� � �
,,
BY: BY• ;�u `� �.v:-�'�--
Mayo Recordi retary
BY: � / / � �f `/�u���
,/`'L'`� ,
ity Attorney By: _
Dated at St. Paul, Minnesota
November 10, 1977
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___
- -_ _ _
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APPENDI% "A"
1978 Salarq Schedule
Effective December 31, 1977
Fire Fighter
A B C D . E F 10-yr 15=yr
553.42 581.08 610.14 634.78 667.23 694.28 730.34 748.37
Fire Alarm Dispatcher I
*Fire Engineer
Fire Equipment Operator
Fire Prevention Inspector
A B C D E F 10-yr 15-yr
586.63 615.94 646.75 672.87 707.26 735.94 774.16 793.27
Fire Alarm Dispatcher II
A B C D E F 10-yr 15-yr
619.83 650.81 683.36 710.95 747.30 �77.57 817.98 838.17
Fire Captain
Fire Investigator
A B C D E F 10-yr 15-yr
653.04 685.67 719.97 749.04 787.33 819.25 861.80 883.08
- A1 -
APPENDIX A (continued)
For the purpose of adjusting the salary of employees holding the title of Fire
Fighter as of November 10, 1977, the following shall apply.
For employees whose salary is $604.55 as of December 30, 1977, the
following schedule shall apply:
12-31-77 2-yr. Anniv. 3-yr. Anniv.
634.78 659.97 667.23
For employees whose salary is $629.74 as of December 30, 1977, the '
following schedule shall apply:
12-31-77 3-yr. Anniv. 5-yr. Anniv.
661.23 667.23 694.28
For employees whose salary is $635.46 as of December 30, 1977, the
following schedule shall apply:
12-31-77 5-yr. Anniv.
667.23 694.28
For employees whose salary is $661.22 as of December 30, 1977, the
following schedule shall apply:
12-31-77 10-yr. Anniv.
694.28 730.34
For employees whose salary is $666.94 as of December 30, 1977, the
following schedule shall apply:
12-31-77 10-yr. Anniv.
700.29 730.34
For employees whose salary is $682.40 as of December 30, 1977, the
following schedule shall apply:
12-31-77 15-yr. Anniv.
730.34 748.37
For employees whose salary is $ 695.56 as of December 30, 1977, the
following schedule shall apply:
12-31-77 15-yr. Anniv.
730.34 748.37
- A2 -
�������
' INDEX
PAGE
ARTICLE TITLE
Preamble iii
1
I Purpose 2
II Definitions 4
III Recognition 5
IV Security 6
v Employer Authority
vi - Employee Rights - Grievance Procedure �
11
VII Saving Clause 12
VIII Position Openings 13
Ig Working Out of Classification 14
g Seniority
16
gi Overtime 1�
RII Call Back 18
XIII Military Leave of Absence 24
XIV Insurance 22
� Exchange of Tours of Duty
23
�I Vacation 24
�II Holidays 25
�III Incapacitation 26
XIX Residence 28
� Sick Leave
�I Fire-Fighting Equipment 29
XXII Station Supplies 30
31
XRIII Telephones 32
XXIV Wage Schedule 33
� Uniform Allowance
�I Legal Service 34
XRVII Severance Pay 35
XXVI�I Physical Incapacitation 36
37
�Ig City Mileage 38
� Paid Time Off For Negatiations
�I Duration of Agreement 39
A1
Appendix A B1
Appendix B
-ii-
���������
�4�8
AGREEMENT
- between -
THE CITY OF SAINT PAUL
- aad -
TIiE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
AFL-CIO LOCAL 21