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267865 WNITE - CITV CLERK COIlIICll �� PINK - FINANCE CANARY -DEPARTMENT GITY OF SAINT PALTL BLUE -MAYOR File NO. � . r ' W� dnce Ordinance N�. ` �[J�� ; Presented By � Referred To Committee: Date Out of Committee By Date An Administrative Ordinance approving the terms and conditions of a 1976 Collective Bargaining Agreement be- tween the City of Saint Paul and the St. Paul Police Fed- eration representing the police employees of the City of Saint Pau1. , WHEREAS, The Council, pursuant to the provisions of Section 12. 09 of the Saint Paul City Charter and the "Public Employees Labor Relations Act" recognizes the St. Paul Police Federation as exclusive representatives for those classes of posit�ons within the City of Saint Paul certified by the Bureau of Mediation Services under Case No. 73-PR-526-A for the purpose of ineeting and negotiating the terms and conditions of employment for all personnel in the classes of positions as set forth in the agreement between the City and the exclusive r$presentati�res hereinabove referenced; and. � WHEREAS, The--City throu.gh de signated repre sentatives and the exclu- sive representatxves have met i.n good faith and have negotiated terms and conditions of e�rrployment for such personnel, as are set forth in the Collective Bargaining Agreement between the City and exclusive representatives; now, therefore THE COUNCIL OF THE CiTY O�' SAINT PAUL DOES ORDAIlV: Section 1. That the Co�leetive Bargaining Agreement dated as of the effective date of this Ord.inanc�,between the City of Saint Paul and the St. Paul Police Federation t�<f�3e ira. the e�fice of the City Clerk is hereby approved. and the authorized administrative officials of the City are hereby authorized and d.irected ta execute said agreement on behalf of the City. Section 2. That all of the terms and conditions set forth in said Collective Bargaining Agreement shall take force and effect on the effective date of this ordinance except a� otherwise provided in said Agreement. _1_ COUIVCILMEN Requested by Department of: Yeas Nays Butler � Hozza In Favor Hunt Rcedler Against BY + Sylvester Tedesco Form ppro ed by C't Attorney Adopted by Council: Date c. Certified Passed by Council Secretary BY By Approved by Mayor: Date Appro by Mayor for Subm s ion �ouncil By BY WH17E - CITV CLERK C�� PINK - FINANCE GITY OF SAINT PALTL Council � y CANARV - DEPARTMENT L� BLUE - MAVOR File NO. i . r Ordindnce Ordinance N0. ��['�' __ Presented By Referred To Committee: Date Out of Committee By Date Section 3. That any other Ordinance, rule or regulation in force when said agreement take s effect, inconsistent with any provisions of the terms and conditions of said agreement, is hereby repealed. Section 4. That this Ordinance shall take effect and be in force thirty (30� days after its passage, approval and publication. Approved.: � Chairman Civil Serv�.ce Com ission ..2� COUKCILMEN Yeas Nays Requested by Department of: Butler � Per sonnel 0ffice Hozza In Favor Hunt Levine 0 Against gy Thomas D. Gleason,Dir. of Personnel Roedler gp� OCT 7 �s�s Tedesco Adopted by Coun ' . Date Form pproved y City tt rney Certified s C ncil Secreta�y BY � / Y � Appro y Mayor: ate OCT � 4 �976 Appro e by Mayor for Subm ion Cotincil By BY PUB HE� p�t 1 6 1976 / . - � � C�c�� l ��,�� 1976 ST, PAUL P 0 L I C E FEDERATIOT� � t , �� d�� C 0 L L E C T I V E B A R G A I N I A G A G R E E M E N T B E T W E E N C I T Y 0 F S A I NT PA UL A N D S A I N T P A U L P 0 L I C E F E D E R A T I 0 N This RGREF�NT is entered into on the 16th day of August lqj6, bet�een the City of Saint Paul, hereinafter referred to a� the EMPLOyER, and the Sair.t P�ul Po3ice Federation, hereinafter referred to as the FEDERATION. The IIvIFLOyER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests oP the City of Saint Paul and its employees to provide the highest level of services by methods which will bect serve the needs of the general public. -1- � r i ARTICLE I - PURPC}SE The EMPLOYER AI�ID THE FEDEREITION agree that the purpose of entering into this AGREEI�I�T fs t�: l.l Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the kell-being of all concerned. 1.2 Establish the full and complete understanding of the parties concerning the terms and conditions oP this AGitEEI�NT. 1.3 Establish procedures to orderly and peacePully resolve disputea as to the application or interpretation of this AGREEI�1�. 1.4 Place in written form the parties' agreement upon terms and conditions of employment Por the duration oP this AGREEMEHT. -2- . r ARTICLE II - DEFINITIONS �6�8b'� 2.1 FEDERATION: �t. Paul Police Federation 2.2 EMH.OYER: The City of Saint Paul �•3 FEDERATION MEMBER: A member of the St. Paul Police Federation. 2.4 EMPLOYEE: A member of the FEDERATIQN'S exclusively reco�ized bargaining unit. -3- . , ' ARTICI,E III - RECOGNITION 3.1 The F.N;PLOYER reco�nizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of emplo,yment for all fu11-time police department personnel; excluding; supervisory employees, confidential employees, part-time employees, tempsrary or seasonaT personnel, and all other employees exclusively represented by other orga.nizations. 3•2 Job classea which are within the bargaining unit and covered by this AGREENiE1Pr are as follows: Police Officer Ser�eant Detective Lieutenant Police Ser�eant Police Lieutenant Policewoman Sergeant Captain Radio Technician Superintendant of Police Radio Division �Ra.dio Technician 3.3 Yn the event the FMPI,OYER and the FEDERATION are unable to agree as to the inclueion or exclusion of a new or modiPied 3ob position, the issue shall be submitted to the Bureau oY Mediation Services for determination. -4- , r�fi' : , C'"�y ,��''�� ARTIG'LE N - SECURITY �+.1 The EM.PLOYER sha11 deduct from the wages of employees who authorize such �, deduction in �rriting an amonnt necessary to cover monthly FEDERATION dues. Such monies shall be remitted as directed by the F'EDERATION. k.2 The FEDERATION may designat� employees from the bargaining unit to act as stewards and shall inform the F1dPL0YER in writing oP such choice. . �+•3 '1'he EMPLOYER shall make space available on the employee bulletin board for posting FEDERATIOP notice(s) and announcement(s). Such notice(s) and announcement(s) shall be submitted for the approval of and posted by the department head or suthorized representative 3n charge oP the facility or �►ork area where the notice(s) or announcement(s) are to be posted. �+.4 The FEDERATION agrees to indemnify and hold the EMPLOYER hazlnless against any and all claims, suits, orders, or �udg�ents 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. -5- ARTICLE V - EMPLOYER AUTHORITY � The FEBERATION reco�;rii2es the prerogatives of the EMPLOYER to opera,te and manage its aff�irs fn a11 respects in accordance with applicable laws and re�ulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMFLOYER. -6- ARTICLE VI - EMPLOYEE AAID FED�RATZON RIGHTS - GRIEVANCE PROCEDiJRE 6.1 DEFINITION OF GRIEVANC'E A grievance is defined as a dispute or diaagreement as to the interpretation or applic�tion of the �pecific terms and conditions of the AGREEN�NT. It is specifically understood that any matters governed by civil servfce rules or statutory provisions shall not be considered grievances and subject to the grievtince procedure hereinaPter set forth. No disciplinary action which may be appealed to a civil service or merit system authority will be considered a grievance and sub�ect tothe grieva.nce procedure herein. 6.2 FIDERI�ITION R'EPRESENTATIVES The EMPLOYER �vill recognize REPRESENTATYVES designated by the FIDERATION as the grievance representatives of the bargaining unit having the duties and re�ponsibilities established by this Article. The FEDERATION shall notify the EMPLOYER in writing of the names oP such FEDERATION REPR'ESENTATIIIES and of their successors when so desi�ated. 6.3 PROCESS ING OF GRIEVA NCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the EMPLOYEES and shall there- fore be accomplished during normal working houra only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pa.y when a grievance is investigated and presented to the EMPLOYER during normal working hours provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified (cantinued) -7- 6.3 Continued, and received the �Fproval of the designated supervisor who has determined th�.t such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 6.4 PxoG�DUx�s GrievanceQ, as defined t�y Section 6.1, shall be resolved in conformance with the fo].lawing procedure: Step 1. An EMPLOYEE claiming a violation concerning the inter- pretation or ap�lication of the CO1'P�RACT shall within txenty-one (2I) calendax� days after such alleged violation has occurred preaent such grievances to the E'MPLOYEE'S supervisor as designated by the EMPLOYER. The EMPI,OYER-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calen�ar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 sha11 be placed in Writing setting forth the nature of this grievance, the facts on Which it is based, the provision or provisions oP the COI+ITRACT allegedly violated, the remedy requested, e,nd shall be appealed to Step 2 within ten (10) calendar days after the EMPLOXER-desig,nated representative's final ansMer in Step 1. Any grievance not appealed in r�rriting to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the FEDERATTON to, and discussed with the EMPLOYER-designated Step 2 representative. The EMPI,pYER-designated representative shall give the FEDERATION the EhiPi,OYER'S Step 2 answer in writing within ten (10) calendar days after receipt of auch Step 2 grievance. A grievance (Continned) -8- � t ' : 26�� not reaolved in Step 2 may be a�pealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated regxesentative'S final Step 2 ar.swer. Any grievance not appealed in writing to Step 3 by the FE�ERATIOft within ten (10) calendar days shall be considered waived. Step 3. I� app�aled, the written grieva.nce shall be presented by the FEDERATION to, and discussed with the EMPLOYER-designated Step 3 representative. The EMFLOYER-designated *epresentative shall give the F�llk�RATION the EMPLQYER'S Step 2 answer in writing within ten (1Q) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERAT]COI� ta Step 4 within ten (10) calendar days f�allowfng the IIiIPLOYER-deai�al:ed representative's final ansWer in Step 3. Any grievanee not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. Step �+. A grievance unresolved in Ste� 3 and appealed to Step 4 shall be submitted to arbitration sub�ect to the provisions of the Public Elnployment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance With the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. 6.5 ARBITRATOR'S At1THORITY A. The arbitrator sha11 have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of the AGR'EII�ENT. The arbitrator shall consider and decide only the specific issue(s) submitted in �rriting by the EMPLOYER and the F'EDERATION, and shall have no authority to make a decision on any other issue not so submitted. (Continued) -9- 6.5 Continued, ; B. The arbitrfltor �hall be without power to make deci�ione contrary to or inconsistent with or modifying or varying in any way the application of laws, rules, or re�ulations having the force and effect of law. The arbitrator's decision she11 b� submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, Whichever is later, 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 this A GREEMENT 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 EMPLOYER and the FIDERATION, provided that each party shall be reaponaible 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 verbatim record of the proceedings, the cost shall be shared equelly. 6.6 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "wa,ived". 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 EMPIAYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written a�reement of the EMPLOYER and the FIDERATION in each step. -10- � . � �6�865 6.7 xECO��s All documents, ca�r:m!�:�ications and records dealing with a grievance shall be Pi1.ed segarately from the personnel files of the involved EMPLOYEE(S). -11- ARTICLE VII - SAVINGS CI�At�'E This AGR..�k'EI+�NT is sub,iect to the laws of the United States, the State of Minnesota and the City af St. t''�. ul. In the event any provision of this AGRFIFMENT sha11 be held to be contrary to law by a court of competent ,jurisdiction from whose final judgment or decree no apgea.l has been takcen within the time grovided, such provisions shall be voided. Al1 other provisions shall continue in full force and effect. The voided proviaion may be renegotiated at the written request oP either party. -12- ARTICLE VIII - OVERTD� 8.1 E�iPLOYEES will be compensated at the rate of one and one-half (12) times the �IPLOYEE'S normal hourly rate in either compensatory time or zn cash, sub�ect to the limitations of 8.2 for hours which exceed da,ily planned schedulin� by the EMPLOYER. 8.2 EMPLQYEES may accumu�ate ug to a maximum of one hundred (100) hours of compensatory time. -13- ARTICLE IX - COURT TIME 9.1 EMPLOYEES required to appear in court durint� scheduled off duty time will be compensated at the rate of one and one-half (12) times the EMPLOYEE'u normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLdYEE'S normal hourly rate. 9.2 The minimum Of four (�) hours shall not apply when such court time is an extension of or early report to a scheduled shift. -14- i ARTTCLE X - CALL BACK ' f 10.1 EMPLOYEES called to work during scheduled off duty time ' will be compensated at the rate of one and one-half (l�) times the EMPLOYER'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPZdYEE'S normal hourly rate. 10.2 The minimum o#' four (4) hours sha1.1 not apply When such call to work is an extension of or early report to a scheduled shift. -15- . � � �6�8�5 ARTIC'LE Xi - STAI�-BY-T�iE 11.1 EMPL�1'EES required to stand-by for court appearance during scheduled vff dut� time will be compensated for a mfnimum of t�ara (2} hours based on the EMPLOYEE'S normal hourly rate for such day he is required to stand-by but such compensation sha.�.3 not apply where the EMPLOYEE is called to court Por an �ppearance on the case sub�ect to the standby request or for any other caae. • 11.2 The t�•o-hour minimum compensation for stand�-by shall not apply if notification is given that the stand-by is cancelled prior to 6:00 p.m. of the preceding day. 11.3 Unless notified to the contrary, stand-by status shall continue for a maximum oP two consecutive days, at which time the EMPLOYEE ahall be required to contact the City or County trial lawyer or his secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status who will then continue or cancel st�nd-by status as required and maintain an appro�riate r�cord of such natification. -16- ARTICLE XII - t7dJIFORFR ALLOk'ANCE The 1972-base of one hundred eighty ($180.G0) dollars as a clothing allowance on a voucher �ystem will be increased on January 1, 1g74 end eaeh year thereafter an the basis of a yearly stuc3y of the increased cost of the defined uniform. The 1972 base cost of the uniforms are deffned in Appendix A. -17- ARTICLE 7CIII - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any employee wr,o shall t�e a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or fe�eral lmw, or Who shall be a mernber of the Officer's Reserve Corps, the Enlisted Reserve CorpsA the Nava.l Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force or the United States, now or hereaPter organized ar constituted under federal law, sha,ll be entitled to leave o£ absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time 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 of federal purposes, provided that such leave sha11 not exceed a total o� fifteen (15) days in any calendar ,year and, Purther provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, xhich shall be presumed unless the contrary is estsblished. Such leave shall not be a.11awed unless the EMPLOYEE (1) returns to his position immediately upon being relieved from such military or naval service anQ not later than the expiration of time herein limited Por such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such II�IPLOYEE'S oWn fault, or (3) i� required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. -18- 13.2 LEAVE WITHOITT PAY: Any �IPLOYEE wha ezzgages in active service in time o� war or other emer�ency declared by proper authority of any of the military or naval Porces nf the state or of the United State� Por wY�ich leave is not othenrise allowed by law shall be entitled to leave of absence from employment �ithout pay during such service with right oP reinstatement and subject ta such conditions as are imposed by law. �3.3 Such leaves of absence as are granted under Article 13 shall conPorm to Minnesota Statutes, Section 192 as amended Prom time to ti�e and shall conPer no additional benePits other than those granted by said statute. -19- ARTTCLE XIY - LEGAL SERVICE Except in cases of ma.lfeasance in office or willful or w+snton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and�or his estate against any claim or demand, 'whether �roundZess or otherwise, arising out of an alleged act or omission mcc�rrin� in the performance and scope af EMPLOYEE'S duties. -2a . � � �6�`�86 5 ARTICLE XV - WORKING OUT OF CI,ASSIFICATION EMPLOYER sh�.11 avoid, whenever possible, working an EMFI,OYEE on an out-of— class assignment for a prolonged period of time. Any EMPLOYEE working an out-of-class assignm�nt for a period in excess of fifteen (15) working days during any fiscal ye�.r of EMPLOI'ER shall receive the rate of pay for the out-of-class assf gnment in a higher classification not later than the sixteenth day of such assignment. For purposes of this article, an out- of-class assignment is defined as the full-time performance of all of the significant �ob classification duties and responsibilities of an available funded position in one classification by an individuel.in a position in another classification. -21- ARTICLE XVI - INSURANCE 16.1 The EMPLOYER will cont3nue for the geriod of this AGREEMENT to provide for EMPTAYEF'S such health and life insurance benefits as are provided by EMPL()YEF at the time of execution of this AGREEMENr. 16.2 The EMPLOYER will Por the period of this AGREEMEI� provide for EMPLOYEES �aho retire after the time of executic�n of this AGREEMEI�IT and until such EMPLOYEES reach sixty-five (65) years oP a�e such health insurance benefits as are provided by the EMPLOY'ER for auch EMPLOYEES. 16.3 All early retirees covered in this Bargaining Unit shall receive the same Health and Kelfare Benefits regardless of the date oP their early retirement. In order to be eligible for the benefits under this early retiree provisian, the employee must: 1. Be receiving benefits from a public employee retirement act. 2. Have severed has rel�,tionship with the City of St. Paul under one of the early retiree plans. 16.4 In the event of the death of an active employee or an early retiree, the dependents of such employee or retiree shall have the option within thirty (30) da.ys to continue the current hospitalization and medical benefits, including such improvements ' as may be made from time to time, which said dependents previously had, at the premium applicable, to dependents of active employees. ; It is further understood that cov�erage shall cease in the event of: (s) Subsequent remarriage of the survivin� spouse oF the deceased employee ox ret3ree. (continued) -22- 16.4 Continued, i (b) The employrr,ent of the surviving spouse where ' hosgitalization and medical insurance covera�e is obtained throu�h a group program provided by said employer. It is further understood, however, that in �aid event, the surviving spouse shall have the right to maintain City hospitalization and �edical insurence coverage for the first ninety (90) days of said employment. 16.5 City-provided life insurance in existence at time oP retire- ment sha11 continue to be provided by the City after an employee shall take early retirement, but such coverage sha11 terminate at age 65. -23- . . . �6�86 , 5 ARTICLE XVII - SAFETY EN�'LOYER and FMFL�OYEE sY:�ll cooperate in the enforcement oP all applicable regul.ations for the enforcement of job safety. If an EMPLOYEE feels that his work duties or responsibilities require such F�NIPLOYEE to be in a situs.tion that violates federal or state s�fety standards, the matter sha1.1 be immediately considered by the E;MPLOYER. If such matter is not satisfactorily adjusted, it may become the sub�ect oP a grievance and will be processed in accord.ance with the grievanee procedure set forth herein. -24- � ART`ICLE XVIII - SPECIAL AZL�JANCES � 18.1 In addition to o�her compensation payable, Police Officers and Sergeants assigned to motorcycle duty m�y be gra,nted an allowance not to exceed Nine and 20�100 ($9.20) Dollars bi- weekly as payment far additional uniforros and equipment; ' provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service on motorcycle dut,y. • 18.2 In addition to other compensetion payable, traffic police officers, traffic sergeants and trafPic lieutenants may be granted an allos+a.nce not to exaeed F'our and 60�100 ($4.60) Dollars bi-Weekly �..s payment for keeping un3forms and equip- ment in condition; provided that such allowance sha11 only be payable durin� times �ha� such EMPIAYEE is perPorming actual service as a traffic police ofPicer, traffic sergeant or traffic lfeutenant. 18.3 SPECIAL AI,LOWANCE FOR "DOG HANDLER" To police offieers in charge of police dogs and who are required to keep the dogs in their homes, tre�nsport them in their private cars, etc. , a sum not to exceed $14.72 bi-weekly. Such sum shall be considered psy.nent also for the keeping in condition of uniforms and equipme�.t and sustenance of the animal. Such a]lowance shall be payable only during the time the employee is performing duties as outlined above. -25- ARTICLE XIX - SHIFT DIFFEREN'I°IAL ; Any EMPLOYEE who works on a regularly assigned shift beginning earlier that 6:00 a.m. or ending later than 6:00 p.m. , and provided that over four (�) hours of the shift are between 6:00 p.m. �,nd 6:00 a.m. , shall be paid a differential of Twenty and 70�100($20.70) Dollars bi-weekly for �hose shifts actually �orked by the BMPLOYEE.- -26- ARTICLE XX - VACATION �•1 In each calendar year, each full-time employee shall be granted vacation according to the folloKi.ng achedule: Xears of 8ervice Vacation Granted 0 - 5 years 10 days 6 years thru 15 years 15 days 16 years thru 25 years 21 days 25 years or more • 22 days Employees who work less than Pull-time shall be granted vacation on a pro rata basis. - 20.2 The head of the Bepartment may permit an employee to carry over into the follo�wing year up to ten days' vacation. 20.3 Elnployees with at least 180 days of accumulated unuaed sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maacimum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be sub3ect to Ordinance No. 6�+46, Section I, Sub. F. -2'7- ARTICLE XXI - HOLIDAYS 21.1 Holidays recognized end observed. The followin� days sha11 be recognized and observed as paid holidays: New Years Day Columbus Day Presidents' Day Veterans' Day P�emorial Dt�y Thanksgivin� Day Independence Day Christmas Day Labor Day Two Floating Holidays Eligible EMPLOYEFS sha11 receive pay for each of the holidays listed above, on which they perform no work. . Whenever any oP the holidays listed above shall Pall on Saturday, the precedin� Friday shall be observed es the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday sha.11 be observed as the holidsy. 21.2 The floating holidays set forth in Section 5.01 above may be taken at any time during the contract year, sub�ect to the approval of the Department Head of any employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appear on the payroll on any six working days of' the nine working days preceding the holiday; or an E�vlpl,OYEE'S name must appear on the payroll the last working day before the holiday a.nd on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day Por the purposes of this section. It is Purther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. -28- . • . � �� . ARTICLE XXII - SEVERENCE PAY � EMPLOYF.ES shall be eligible for severence pay in accordance with the Severence Pay Ordinance No. 11490. The amount of Severence Pa,y allowed shall be that amount permitted by State Statutes subject to the provision that the maximum amount allawed sha11 be $4,000. -29- ARTICI,E XXIII - WAGE SCf�Di7I,E The wage schedule for purposes of this contract shall be A�pendix B attached hereto. -30- ARTTC'LE XXN - DURATION AND EFFEGTIVE DATE � 24.1 Except as herein provided thia AGREEMENT shall be effective as of the date it is executed by the parties and shall continue � in full force and effect until December 31, 1976, and thereaf�ter until modified or amended by mutual agreement oP the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June l�th of the yea.r in which . madifications are desired, ao as to comply with the provisions af the Public E�aployment I,abor Relations Act of 1}71. � 24.2 The �ge schedule attached hereto as Appendix B and the terins and provisions of Article XVIII shall take force and effect at such time as is specified in the administrative ordinsrnce recognizing and approving this AGREEMENT in accardance with Section 12.09 of the Saint Paul City Charter. For the EMPLOYER For the FEDERATION � � _ / � � ��,c:Z�L:�- ` �� Labor Relations Di St. Paul Police Federation - /��, � . ie�%GG-�-r��"Z �� . Mayor t. Paul Police Fed atio Director, Department af Finance and Management Services Form Approved: Deputy City Attorney Approved as to form and execution this day oF , 3976. Depnty City Attorney : -31_ . • � • . A PPEND IX A Unit �rice Overcoats . . . . . . . . . . . . . . . . . . . . o . . . . . . . . . .$125.00 Jackets, winter , , , , , , , , , , , , , , , , , , , , , , , , , , , ,$ 39•95 Jackets, Intermediate . . . . . . . . . . . . . . . . . . . . . . . . .$ 35•95 Jackets, Summer . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers). . . . . . . . . . . . . . . . . . . .$ 17.95 vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . o . . . . .$ 5•95 Trousers, Winter. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3�+•95 Trousers, IntermedSate. . . . . . . . . . . . . . . . . . . . . . . . .$ 29.50 Trousers, Summer. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pants (Radio Division). . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, Winter (Colored). . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, Winter (Ranking Officer). . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, Summer (Colored). . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, Summer (Ranking Officer). . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, Short Sleeve (Radio Division) . . . . . . . . . . . . . . . . .$ 6.50 Shirts, Long Sleeve (Radio Division). . . . . . . . . . . . . . . . . .$ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.25 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 . Alternate Shoes. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Alternate Overshoes. . . . . . . . . . . . . . . . . . . . . .$ 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3•95 la APPEI+�IX A (con't.) Unit Price S ocks (Black ar Navy B�lue). . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Socks (Black with White �'oot) . . . . . . . . . . . . . . . . . . . . .$ 1.75 Rubber Leg�ings . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps, Winter. . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Uniform Caps, Summer. . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Sam Brrnme Belts. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.95 Alternate Sam Browne Belts. . . . . . . . . . . . . . .$ 16.25 Raincaats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 HandcufPs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04 Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 5afety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . .$ 9•95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1�+.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.�+5 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 2a � " � � 2b`7�� • ' APPENDIX A (con't.) Unit Price Holsters, continued: Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing a1loWance Por employees assi�ed to work as Detectives: 1. S aps 2. Handcuffs 3• Handcuff Holders 4. pvershoes 5• Rubbers 6. 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" � . . � o �, o ?�'78�� - � � � � � �- K �'i �i �G � F � � f�n F� �p t- K r � � m � rn tD � cu m sn a ro y y �i m �n ct- m � � �i lD � "� c+ (D � `Y � M (D C� rn rn rn rn �+ a'. �n v, r- N• �O Cp fv � 9 � Q� W r O • �p �n F-' N ?� C � � rn rn rn rn � b � Co � N F-� tx7 O� CJ� O� �O trJ � }C-{ F' F-' 1 W �, X � � � � � � � � � N N O O �i n �n W � N m O C� � 47 c-� ."3 I--' W �O �O m C K .a l¢D � � H �-F f°J � � � -J � � r• A• r' N -W.7 N ~ l�D � ty �' Vt -7 N c+ � �O W v'i O � 0.i �S � � � � � Vl W OJ N �i L�1 � N �O �n �It �r F� F--' -J M v N � � � � � OJ O� ON �O O� . F� W t' � �J � F-' v'i C;J O� O� O� F-' � � N � � � �O -�" �n K �O F-' W ] • � � � � � O W W -J � � � O O � W �.D 1�0� �{ Do n�t ��t^c:h �E�i<� �,�r��ra^��rr� �rcr; �f,� OM O1 : 12-19�5 , ^ o;dinance so that this infc�rmafiion �vi�l L�e a�X�I.�ANATIEC."1P��F�ADcMINISTRATIVE ORDERS, i � R ESOLUTIONS A1�D OR DINANC ES a Date: Augwet 24,. 1976 ��'�86� i � , � ZO; THOMAS J, �E�I�EY, CITY AD1viINISTRATOR : FR; Persoaael0f�i'ce � i RE: Ordinance for submisaion to City Council ; . � ACTION REQUESTED: � I recomn�end your approval a.nd submis sion of this Ordinance to the City Catxaai�.; , ; PUR�OSE AND RASIONALE FOR THIS ACTION: ' � Thie Ordiaance approves the 1976 Collective Bargaini.ng Agreement b�etweea t'h�e = City of $t. Paul and the St, Paul Police Federation. This Agreement includes � the 8�o salary'increase.� which waB previously approved. This 1976 Agreement ' f contain� the same language as the 1975 Agreement with no changes except fpr ; _ the 8% aalary increase. f AT TAC�iMENT S: � � � � � � � � z � Ordiaa�ce (consisti.ng of 2 pages) and copy for City Clerk a�d Eollective Barga�iniag Agree�ent. � ;- I APFR OVAL� � { �c omas J. lley, ty A 'r�i�etrator , � � ��;r- . � ; � lst �!�� 2nd � /�8 3rd � �� Adopted ��7 Yeas Nays BUTLER HOZZA HUNT �� LEVINE �.J ROEDLER TEDESCO PRESIDENT ( ' ER)