Loading...
267867 WHITE — CITV CLERK � 'e. PINK — FINANCE GITY OF SAINT PALTL Council ����� � CANARV —,,�EPARTMENT � BLUE —MAYOR File NO. . . � din nce Ordinance N�. / �)0�� . ` Presented By Referred To Committee: Date Out of Committee By Date An administrative ordinance approvi.ng the terms and `'� conditions of a Collective Bargaining Agreement between the City of Saint Paul and the Classified Confidential Employees As sociation repre senting the non••supervisory classi.fied confidential emplayees of the City of Saint Paul. WHEREAS, The Council, pursuant to the provisions of Section 12. 09 of the Saint Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recognizes the Classified Confidential Employees Associ- ation as exclusive representative for those classes of positions within the City of Saint Paul certified by the Bureau of Mediati.on Services under Case No. 76-PR-658-A for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time personnel i.n the classes of positions as set forth in the agreement between the City and the exclusive representatives hereinabove referenced; and WHEREAS, The C3�,�r through de signated repre sentative s and the exclusive representatives have b�en in good faith and have negotiated the terms and conditions of employr�ent for the period January 3, 1976 through December 31, 197? such personnel, as are set forth in the Collective Bargaining Agreement between the City and. exclusive representatives; now, therefore THE COUNCIL OF THE CITY OF SAINT PAUL DOES ORDAIN: Section 1. That the Collective Bargaining Agreement datied as of the effective date of this Ordinance between the City of Saint Paul and the Classified Confidential Employees Associa�ion, on file i.n the office of the City C1erk 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. _1_ COUIVCILMEIV Requested by Department of: Yeas Nays Butler Hozza In Favor Hunt Levine Against BY Roedler Sylvester Tedesco Adopted by Council: Date Form pproved y City to Certified Passed by Council Secretary BY By Approved by Mayor: Date Approve Ma�or for Submi ouncil By BY WHITE - CITV CLERK � 1 PINK - FINANCE GITY OF SAINT PATTL ������ CANARV - �y-EAARTMENT COIlIIClI BLUE - MAYOR _ F11E' NO. s , • �'} Ordindnce Ordinance N 0. � lVO`7�� . Presented By Referred To Committee: Date Out of Committee By Date Section 2. That all of the terms and conditions set forth in said Collective Bargaining Agreement shall take force and effect retro- actively to January 3, 1976, except as othervuise provided in said agreement i.n accordar�ce with the expressed intent and agreement of the Council contained in Council File No. 266410, Section 3. That any other Ordinance, rule or regulation in force when said agreement takes effect, inconsistent with any provision 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) d.ays after its passage, approval and publication. Approved: , � C irman Civil Service Co issi -2� COUNCILMEN Requested by Department of: Yeas Nays Butler PERSONNEL OFFICE Hozza In Favor Hunt � Levine A ainst gy Thomas D. Gleason, Dir. of Personnel Roedler g 9�1tiP,St,gr Tedesco OCT 7 1g76 Adopted by Council: D te Form Approved by City Attorney Certified P ed b ncil S retary BY By � Approv b Mayor: D te � � 4 �976 Approved by Ma�or for Submission to Council By By MI�.�SH�u 0 CT 1 6 1976 .�� . ����s� � � � �o�� Zg7E _ 1°77 AGREEMENT BE�nTEEN THE CITY OF SAII�`T PAUL AND CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES A,SSOCIATION • .� , ' I N D E X �I�tTICLE TITLE p�iG�; Preamble iii I Recognition 1 ' II Checkoff � III Hours of Work 1� IV Work Breaks 5 V Holidays 6 VI Employee Ri�hts - Grievance Frocedure 7 VII City i�,ileage 11 VIII Residency 12 IX Vacation 13 X Insura�ce 11� XI Working Out of Classification �_5 XII F.�nployee Records 16 XIII Bulletin Boards 1.7 XIV Wages 1R XV Maintenance of Standards 19 XVI Leaves of Absence �p XVII Military I,eave of Absence 22 XVIII Management Rights 2� XIX Seniority 2I� X7C Discipline 25 XXI Terms of Agreement 26 Appendix A � • `( P R E A M B L E This AGREEMEPJT entered into by the City of Saint Paul, hereinafter referred to as the EMPLOYER, and The City of Saint Paul Classified Confidential Employees Association, hereinafter referred to as the A,SSOCIATION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the ASSOCIATION, the establishement of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. - iii - • •� ' ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargain- ing egent for the purpose of establishing salaries, wages, hours and other comditions of employment for all of its employees as outlined in the certi- fication by the State of Minnesota, Buresu of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and set forth in Section 1.1 below. 1.2 The bargaining unit covered by this AGREEMENT shall consists of the following: All classified confidentisl employees employed in the City Administrator, City Attorney, Budget Director, Mayor and personnel Offices in the classifi- cations of: Clerical and Technical Group Civil Service Transactions Clerk I Clerk-Stenographer II Civil Service Transactions Clerk II Clerk-Stenographer III Clerk I Duplicatin� Equipment Operetor I Clerk ZI Duplicating Equipment Operator II Clerk III Orientation Coordinator Clerk IV PersonneZ Technician I Clerk-Typist I Personnel Technician II Clerk-Typist II Personnel Technician III Clerk-Typist III Planning Technicien I Clerk-Stenographer I Planning Technician II Planning Technicien III Secretary Professional Group Accountant I Budget Analyst II Accountant II Budget Attalyst III Accountant III Budget Analyst IV Assistant Grants In Aid Coordinator Personnel Assistant I Budget Analyst I Personnel Assistant II Personnel Assistant III , - 1 - • -� , ARTICLE I - RF.COG:�'ITION (continued) 1.3 Any rresent or fliture employee who is not an ASSOCIATION member shall be rea�aired to contribute a fair share fee for services rendered by the ASSOCIATIOP�, and upon notification by the A,SSOGIATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance shall the required contri- bution exceed a p.ro rata 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 specifically provided by Minnesota law, and as 1 � otherwise legaZ. � � 1.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER Y�armless against � '� any and all claims, suits, orders or judgments brought or issued against '� the city as a result of any action taken or not taken by the City under � ti the provisions of this Article I, Section 1.3. � ; � � � e S 1 � � � '� '.q . . _._ _ .._. _. ' - 2 - . � ' ARTICLE II - �iECK OFF 2.1 The Eb4'7AYER agrees to deduct the r'LSSOCIATION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. 4he amounts to be deducted shall be certified to the ENff'LOYER by � repre- sentative of the ASSOCIATIO�' ard the eggre�ate deductions of all employees shall be remitted together with an itemi�ed statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The ASSOCIATIOPd agrees to inde�nify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought ar issued against the City as a result of any action taken or not taken by the City under the provision of this Article. - ? - . �, ARTICLE III - HOURS OF WORK 3.1 The nozmal work day shall be seven and three/fourths (7 3/4) consecutive hours per day, excludin� a forty-five (45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7) day period. 3•3 For employees on a shift basis, this shall be construed to mean an �verage ; of thirty-eight and three�fourths (38 3/4� hours per week. _� 3.4 This section shall not be construed as and is not a � , guarantee of, any :� hours of work pQr normal work day or. per normal work week. '� 3•5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 E�nployees in this bargaining unit working under a title listed under the ;� heading "Clerical and Technical Group" in Article 1.2 shall be recomper�sed for work done in excess of the normal hours established above in this Article ��� by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate ' of one and one-half shall be computed on the basis of 1�80th of the bi-weekly '� ra te. '� 3•7 IInployees working in a title listed under the heading, "Professional Group" in Article 1.2 who work more than seven and three/four�hs (7 3�4) hours in � any 2k hour period or more than thirty-eight and three/fourths (38 3/u) hours in any 7 day period shall not receive pay for such additional work except as in 3.$ below, - 4 - . , � ARTICLE III - HOURS OF WORK (continued) 3.8 It is understood by the parties that Section gB - OVERTIME of Ordinance No. 325o shall not apply to employees in the bargaining unit working under a title liste3 under the heading, "Professional Group" in Article 1.2. In unusuel circumstances a department head may grant these employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three/fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on s straight time basis for the extra � hours worked. 3•9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bullet�n boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God,and overt�me may be required. 3.10 Call-In Pay. When an employee is called to work he shall receive two hours' pay if not put to work. If he is called to work and commences work, he shall be guaranteed four hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisians apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 7 of the Civil Service Rules under the heading "Special Elnployments"; nor to any person whose regular scheduled workday is less than four hours. ARTICLE IV - WORK BREAKS 4.1 Rest Periods. Al1 employees work schedules shaZl provide for a fifteen mirrute- - rest period during each one-half shift. The rest period shall be scheduled by management at apprnximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is schedule to work a f�ll half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. - 5 - . � � �����s� ' ARTICLE V - HOLIDAYS 5.1 Holidays reco�nized and observed. The following days sha1Z be recognized and observed as paid holidays : New Years Day Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Day Two floating holidays Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the ,�� � holiday. Whenever any of the holidays listed above shall f�ll on Sunday, ,� ''� the succeeding Monday shall be observed as the holiday. '� :.� 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to approval of the Department Head �� of any employee. ;� � ., 5•3 Eligibility Requirements. In order to be eligible for a holiday with pay, ,� a an employee's name must appear on the �aayroll on any six working days of � the nine working days preceding the holiday; or an employee's name must `� he last workin da before the holiday and c�n three � appear on the payroll t g Y � other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is flzrther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 6 - � 4 ' ARTICLE VI - EP�I,OY'�'c.E RIGHTS - GRIEVANrE FROCEDURE 6.1 The EI��LOYER shall recognize stewards selected in accordance k�ith ASSOCIATIOPl rules and re�ulations as the grievance representative of the bargaining u.~�it. The ASSOCIATION shall notify the EMFLOYER in writing of the name of the stewards ard of their successors khen so named. 6.2 It is recognized and accepted b�� the E2-;PLOYER and the ASSCCIATIOI`d that the rrocessing of grievances as hereir.after �rovided is limited by the job duties and responsibilities of the employees and ;hall therefore be accomplished durir_g working hours only when consistent tiith such employee duties an�3 responsibilities. The steward involved and a grieving empleyee 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 approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EMPLOYER. 6.3 The procedure established by this rlrticle shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article ?x for the processing of grievance, which are defined as an alleged violation of the terms and conditions of this AGREEMF;IVT. 6.4 Grievance shall be resolved in conformance with the followin� r.rocedure: Step 1. Upon the occurrence of an alleged violation of this AGREEMEIV'T, the employee involved shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it nay be reduced to writing and referred to Steg 2 by the A,SSOCIATION. The written grie- vance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the relief - 7 - . ARTICLE VI - EMPLGYEE RIGHTS - GRIEVANCE PROCEDURE (continued) � requested. Any alleged violation of the AGREENIENT not reduced to writing by the ASSOCIATION within seven (7) calendar days of the first occurrence of i;he event giving rise to the grievance, shall be considered waived. Step 2. Within seven (7� calendar days after receiving the written grievance a designated II�'LOYER supervisor shell meet with the A,SSOCIATION steward and attempt to resolve the grievance. If, as a result of this meetin�, the grievance remains unresolved, the EMPLOYER shall reply in writing to the ASSOCIATION within three (3) calendar days following this meeting. The ASSOCIATIOPI may refer the grievance in writing to Step 3 within seven (7) calendar days following receipt of the II�LOYER'S written answer. Any grievance not referred in writing by the ASSOCIATION within seven (7) calendar days following receipt of the EMPLOyER'S answer shall be considered waived. SteP 3. Within seven (7� calendar days following receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor shall meet ��ith the ASSOCIATION Business Manager or his designated representative and attempt to resolve the grievance. Within seven (7) calendar days following this meeting the ED�LOYER shall reply in writing to the ASSOCIATION stating the F.A�LOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the ASSOCIATION may refer the grievance to Step 4. Any grievance not referred to in writing by the ASSOCIATION to step �+ within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. - 8 - '( . ARTICLE VI E'�'LOYEE RIGHTS - GHIEVAICCE PROCEDURE (continued) Ste� �, Tf the grievance remains ur.resolved� the �S��,TIOPd within seven (7) caler,dar days after the response of the EI��yER ir. Step 3, by written notice to the EMPLpyER, request arbitration of the grievance, The a.rbitra- tion proceedings shall be conducted by an arbitrator to be selec+ed by mutual agreemer.t of the ENIpLpyER and the ASSpCIqTIQN within seven (7) calend�r days after notice has been given. If the parties fail to mutually agree u�on an arbitrator within the said seven (7) day period, either party may request the PubZic Em lo � P yment Relation Board to submit a p�nel of five (5) arbitrators. Both the EMpI,pyER �nd the ASSOCIATION sha ' 11 have the ; right to strike two (?_.) names from the anel, c � �' The A,.�SOCIATION sha11 strike � thP firs± (Ist) name; the E2�LpyER shall then �trike one (1) name. The process :,�ill he repeated and the remaining person shall he the arbitrator, � �•` The arbitrator shall have no ri ht to amend modif � � � Y, nullif« ;� „ ignore, add to, or svh±ra�t froM the rovisions of this AG � p REEN�N'I'• The arbitrator shall ' consider and decide only the s�ecific iss,ae � � ubmitted in �riting b�• the � Er•�'LO�R ar,d �he j ASSOCIATION and shall have no authority to make a decision � on any other issue not so submitted. The arbitrator sh�ll be without power to make decisions contrary to or inconsistent - � with or modifyir.g or varying ' in anv �aay the agplication of laws, rules, or regulations having the force � and effe^t of law. The arbitrator's decision shall be submitted in writin^� � � k�ithin thirty �0 � ' (,. ) days following close of the hearing of the submission of ' - - --_ --- -- - - _ _ _ _ �.; briefts by the arties whichever be later � P , j. , unless the parties agree to an extension. The decision shall be based solely on the arbitrator's inter- pretation or application of the express terms of this AGI�EEb�;'T and to the facts of the grievance presented, The decision of the arbitrator shall be final and binding on the EMpLOYER, the ASSOCIATION and the employees. - 9 - r � ARTIG'LE VI - ��r'LGYEE RIGHTS - GRIEVAl`'CE PROCEDURE (continued) 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ASSOCIATIOPd, provided that each party shall be responsible for compensating its own repre- � sentatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, groviding it pay for the record. 6.7 The time limits in each step of this procedure may be extended by mutual � ., agreeMent of the �LOYER and the ASSOCIATIOTd. , :a M � 6.8 It is understood by the ASSOCIATION and the ENIPLOYER that a grievance may � � be determined by either the grievance procedure of this contract or by the provisions of the Personnel Rules of the City of Saint Paul. If an issue �� is determined by this �rievance procedure it shall not again be submitted � for arbitration under the Personnel Rules. If an issue is determined by the � , .; provisions of the Personnel Rules it shall not again be submitted for arbitration under this grievance procedure. � -� '� � � - 10 - � . ,��6'���� . ARTICLE VII - CITY MILF.AGE 7.1 Automobile Reir�bursement Authorized: �'ursuant to Chapter 92A of the Saint Paul Legislative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their awn automobiles in the � performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Mayor. '' _�.i Reimbursement shall be made in accordance with one of the following plans: _� � TyFe l. For those officers and employees who are required to use their own automobiles occasionally for official City business, reimbursement at the rate of 13 cents for each mile driven. Type ?_• 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 addition thereto at the rate of 6.5 cents for each mile driven. ,; 7.3 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules :� shall contain the requirement that recipients shall file daily reports ;� indicating place or origin and destination and applicable mileage ratings thereat and indicating total mil_es driven, and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further 5� , �v required that they maintain automobile liability insurance in amounts not less than $lOQ,000�300,000 for personal injury, and $25,000 for property _- - - - -- - __ _ _— - ---- -: damage. These rules and regulations, together with any amendments thereto, shall be maintained on file with the City Clerk. - 11 - ARTICLE VIII - RESIDENCY 8.1 All employees appointed after the date of signing of this agreement, 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 b y the City of Saint Paul. 8.2 This residency requirement shall apply to unclassified employees as well as classified employees. 8.3 Applicants for positions in the City of Saint Paul will no� be required to be residents of the City of Saint Paul. 8.4 F�nployees failing to meet the residency requirement will be subject to termination and a hearing process shall be established to determine whether the residency requirement was met. - 12 - ' ARTICLE IX - VACATIOA 9.1 In each calendar year, each f�ll-time employee working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall be granted vacation according to the following schedule: Years of Service Vacation Granted I,ess than 5 years 10 days After 5 years thru 15 years 15 days After 15 years thru 25 years 21 days After 25 years 22 deys bnployees who work less than f1z11-time shall be granted vac�tion on a pro rats basis. 9.2 In each calendar year, each flill-time employee working under a title listed under the heading "Professional Group" in Article 1.2 shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 yeers and thereafter 25 days 9•3 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 9.4 The above provisions of vacation shall be sub�ect to Ordinance No. 6446, Section I, Sub. F. f - - � 13 � ARTICLE X - INSURANCE � 10.1 The EMPLOYER will continue for the period of this AGREENIENT to provide for employees such health and life insursnce benefits as are provided by EMpIAyER at the time of execution of this AGREENlENT. 10.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGREEI�NT and until such employees reach sixty-five (65) years of age such health insurance benefits and life insursnce benefits es are provided by the II�SPIAYER for such employees. 10.3 In order to be eligible for the benefits under the early retiree provision, the employee must: � � 10.31 Be receiving benefits from a public employee retiree act ; at the time of retirement. � � 10.32 Have severed his relationship with the City of Saint Paul '� under one of the early retiree plans. � :� 10.4 The City agrees to contribute the cost of hospitalization and medical coverage '� � or $29.46 per month (on January 1, 1g77, this amount of $29.46 will be amended :� to include all increases for each employee for the year of 1 � 977 in accordance y with Section 15.1 above�, whichever amount is less, for each employee who is a � eligible for such coverage. � � 10.5 The City also agrees to contribute for each eligible employee who selects � ;� Dependent's coverage, one-half of the cost of such Dependent's coverage, or ? $33•79 Per month (on January 1, 197?, this amount of $33•79 �11 be amended to include one-half (2) of all increases for each employee for Dependent coverage for the year of 1977 in accordance with 15.1 above), whichever� amount is less. — 10.6 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for employees eligible for such coverage or $3.05 per month, (on January 1, 1977, this amount of $3,05 will be smended to include all incresses for each employee for $5,000 of Life Insurance for the year of 1977 in accordance with 15.1 above), whichever amount is less. - 14 - � , ARTICLE XI - WORI{ING OUT OF CLASSIFICATION '� ; 11.1 EMpUOyER shall avoid, whenever possible, working en employee on an out-of-class assignment for a prolonged period of time. Any employee workir.g an out-of-class assignment for a period in excess of fifteen "� � (15) consecutive working days shall receive the rate of pay for the �' � out-of-class assignment in a higher classification not later than the � sixteenth (16� day of such assignment. For purposes of this article, � an out-of-class assignment is defined as an assignment of an employee �� to perform, on a full time basis, all of the si�nificant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classifi- cation held by such employee. The rate of pay for an approved out-of- class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. . ; . � - 15 - ARTICLE XII - EI�'LOyEE RECORDS 12,1 Any writter. regrimand made concerning any member of this Bargaining Un�t which is filed with the Personnel Office or within eny City department, shall be shown to the member before it is place on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the superviscr, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in ��ustody of such file. 12.3 AnY member of the bargaining unit may file a grievance or a discri- mination complaint and there shall be no retaliation by the Cit;,r of Saint Paul for such action. - 16 - , • ARTICLE XIII - BULI,ETIN BOARDS 13.1 The EMPI,OYER shal.l provide reasonable bulletin space for use by the UNION in posting notices of UNION business and activities, said bulletin board space shall not be used by the UIJION for political purposes other than tJNION elections. Use of this bulletin board is subject to approval of the department head. - 1? - ARTICLE XIV - WAGES 14.1 The wage schedule, for purposes of this contract, shall be Appendix A, attached hereto. - 18 - ' ARTICLE XV - I�InTT'E.IANCE OF STANDAR�3 15.1 The parti_es agree that all conditions of emplayment relating to k�ges, hours of work, overtime differertials, vacations and all other ger.eral working conditions shall be maintained at not less than the highest minimu.*n standard set forth in the Fersonnel Rules of the City of Saint Paul (Ordinar:ce �'o. 3?S0� and t:e Salar,y Ordin�nce of the C�ty of Saint Faul (Ordinance No. ��+4E} at the time of the sigr.in` of tri� AGRE�I�IT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEr�NT. _ �Q _ ARTICLE XZ�I - LF�VES OF AF3SE:`dCE 16.1 Le�ve of Absence. After three r�cnth's e�pl.oyment, an emr.lo��e? m��� ^�akP appli.caticn for a leave of absence not to exceed one year. r't leave of absence shall be �ranted on the basis established in the Civil Service Rules (Ordinance A'o. 3250�. lE.?_ Sick Leave. Sick Leave shall. accumulate at the rate of .0576 of a working hour fcr each flzll hour on the Fayroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor na later than one-half hour past his regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Ordinance No. 3250 of the City of Saint Paul. 16.? Any employee who has accumulated sick leave credits a� provided abovP shall be granted leave �:ith pay, for su�h period of time as the head of the department deems necessary, on account of si�kness or injury of the employee, quarantine established ard declared by the Burea�: of Healt'r�, death of the employee's mother, father, spouse, child, brot:�er, sister, mother-in-law, father-in-la�;, or other person who is a member of the house- hold; and may be �ranted leave with pay for su:�h time as is actuall,y necessary for office visits to a doctor, dentist, optom�trist, et^, , or in the case of sudden sickness or dis2bili.t�r of a member of ris heusehnld, making arr�ngements for the care of such sick or disabled Fersons u�•� te a maximum of four hours sick leave, 16.4 Leave itiithout Fay. Any emplo��ee �r;ho enga�es in active service in t.ime ef war or other emergency declared by proper authority of any of the military or naval farces of the state or of the United States for which leave is not otherwise allowed b,y law shall be er.titled to leave of absence from emplo�rmer.t. without pay during su^h servie �,�ith ri�!�t of reinstatement and subject to - �o - ` �'6'78�'� , ARTICLE XVI - LEAVES OF ABSENG`E (continued) such conditions as are iMposed by law. Slzch leaves of absence as are granted under Article 17 shall conforr.i to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 1E.5 Seversnce Pay. F�nployees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. The amount of Severance Pay allowed shall be that amount permitted by State Statutes � subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty. Any employee who is required during his regular working hours � � � to appear in court as a juror or witness except as a witness in his own :� � behalf against the CITY, shall be paid his regular pay while his is so � engaged, provided however, that any fees that the employee may receive 3 � i from the court for such service shall be paid to the CITY and be deposited j with the City Finance Director. Any employee wha is scheduled to work a ; shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a juror or witness. '; - 21 - . , ARTICLE XVII - MILITARY LEAVE OF ABSEr,CE 17.1 Pay Allowance. Any employee who shall be a member of the P�ational Guard, the Naval Militia or any other component of the militia of the State, now or hereafter or�anized cr constituted under state or federal. law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Pdaval Resexve, the Marir.e Corps Reserve or any other reserve co�ponent of the military or naval force of the United States, nor 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 a11 the time �ohen such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any claendar year and, fl.irther provided that �uch leave shall be allowed only in case the required military or r.aval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (1) returns to his position immediately upon beir.g relieved from such military or naval service and not later than the er.piratior. of. time herein limited for such leave, or (2� is nrevented from so returnin� by physical or mental disability or other cause no� due to such emFloyee'� own fault, or (3� is required by proper authority to conti.^.ue in such military or naval servi.ce beyond �:,e time hereir. li^�ite3 f�� �uc'.-: lea�re, _ ?� _ , � ARTICI,E XVIII - P4ANAGE."�NT RIGHTS 18.1 The ASSG�IATIOPd re,^ognizes tne right of the CITY to o�erate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. A11 rights and authorit�- which th� CIiY n�s rot officially abridged, dele�ated or modified by tt:is AGREII�:r,.'�;T are retained by t�7P CITY. 18.2 A public employer is not required to meet and negotiate on matters of , � inherent managerial policy, which include, but are not limited to, ` such areas of discretior_ or Folicy as the functions and programs of the � EMPLOY�R, its overall budget, utilization of technolo�y, and organizational !3 � structure and selection and direction an� number of personnel. � `� � � , i ; :� :� y i r i a 1 e 3 � t i � j 4 - ?3 - � ` �'����� � . ARTICLE XIX - SENZC:�ITY 12.1 Ser.iority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EI�'LOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being fl.irther understood that seniori�y is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 12.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 12.3 In the event it is determined by the EMf'LOYER that it is necessary to reduce the work force, employees will be laid off by class title within � each department based on inverse length of seniority as defined above. 12.4 In cases where there are promotional series, such as Clerk I, II and III, etc. , when the ntzmber of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class � i'; title within any department. ;; I'� _ _ _ __ __ _—+� �,' 12.5 It is understood that such emplo�rees will pick up their former seniority date in any class of positions thst they previously held, f 12.6 Recall from layoff shall be in inverse order of layoff, except that recall f-: rights shall expire after two years of layoff. " - 24 - � ARTICLE XX - DISCIPLINE 20.1 The EMPLOYEP. �,�ill discipline employees for just cause only. Discipline wi'_l be in the form of: 2Q.1 Oral reprimand; 2Q.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 Suspensions, reductions and discharges will be in written forr��. 20.3 IInployees and the ASSOCIATION will receive copies of written repirmands and notices of suspension and discharge. 20.�+ ESnployees may examine a11 information in their E�+'�'LOYER personnel files that concerns work evaluations, co�nendations and�or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. �•5 Discharges will be preceded by a five (5� day preliminary suspension without pay. During said period, the employee and�or ASSOCIATIOPI may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. IJuring said five (5� day period, the EMFLOYER may affirm the suspension and dischar�e in sccordance with Civil Service Rules or may modify, or withdrsw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that en ASSOCIATION representative be present. 20.7 Grievances relating to this Article shall be processed in accordance with existing Civil Service procedures, except that oral and written reprimand� shall be taken up in the grievance procedure under Article VI. - �5 - • TI . - f OF GRE • , 21.1 Complete F�reement and Waiver of Bargaining. This AGREE2��NT shall represent the complete AGRFEMENT between the A�SOCIATION and the CITY �f Sair.t, paul. The parties acknowledae that during the negotiations which resulted in this AGREEN�NT, each had the unlimited right and opportunity to make requests and propos2ls t,rith re:apect to eny subiect or matter not removed by la��� from the area of collectivP ra.r�ainin�, and that the c.omplete understandin�s and agreements arrived at r3• the parties after the exercise of that ri�ht and opportunity are set forth in this AGREEMENT. Therefore, the CITY and thP ASSOCIATIOAT, for the life of this AGREII�NT, each voluntarily and u.nquaZi- fiedly waives the right, and each agrees that the other shall not be obligated to bargain collectivelv with respect to any subject or matter referred to or covered in this AGREEi�R"I'. 21.2 Savings Clause. This AG�'�I�'T is subject to the laws of the United States, the State of Pdinnesota, and the City of Saint Paul. In the event any pro- vision of this AGREEN�TJT shall hold to be contrary to law b,y a court of competent jurisdiction i'rom whose final �udgment or decree no appeal has been taken within the time provided, such provision shall be voided, All other provisions shall continue in ftiill force and effect . 21.3 Terms of A�reement. This AGRE�P�T shall be in full force and effect from January 3, 1976, thru December 31, 1g77, and shall be automatically renewed from year to trear thereafter urless either party shall notify the other in writing by J�ine l, that it desires to modify or terminate th�s AGREEMEA'T. In tti�itness whereof, the parties have caused this AGREE2��'T to be executed this �3 day of , 1976. - 26 - i * . 9 . ARTICLE XXI - TE1�S OF AGREEMENT (continued) ? s 21.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, the City Cauncil and is also sub�ect � ;� to ratification by the City of Saint Paul Classified Confidential gnployees � Association. � <a � :� WITNESSES � CITY OF SAINT PAUL CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL II�LpyEES A,SSOCIATION . • . bor Rel ons c r Busine epresenta ive Civil Service Commission : Mayor City Attorney � - 27 - � :, . _ � ������ � l'') W N � � � � � � � O� N � o S o S o 8 0 o � � � o � � � o � � � . �, 8 0 8 0 0 0 0 _ _-_ _ � � W N N N N O� Oo N N �11 � � � 0 8 0 8 8 S � W W � W W � � � � d 0 0 0 0 0 � g .� � � W � W � W � W � W � � o Fd � c~s � c�'c � rn N � c�o w c�''o w rn N � a O n ir x p j. O x �O n 7��' O � ' hi O t•i � C] � � � � 1�� N cD � N H . O � O cc� O H � � 'J �+• � W "FS � R'F�,, �-{ DC Oq v� O rn pq p p� i �, � c+ W W W c+ W L=J W � W � � N � H O� 'd O� H OD � -�J �d -W1_ ~ N ' �O � H - S '� H g � 8 S � o � o o '� ' c�+ H � H c} 'Ci � , � m � W W �y � � W O O c+ � � O� c+ pp �..+ , O H O O p H � S g �7 H �' � W W N (70 CT �l � � � � � 0 8 0 8 0 0 � �- �- � W W W W � � o � � � � � 0 0 0 o a o o • � � � o � � � � � 0 0 0 0 0 0 0 " _ �� _ � � � � w w �. r�v v�, �~i, � w � 0 0 0 � 8 S N� �, �- � �- W �1 � � � N � . � O O O O O O .� rn �n r .�- �- v�i rn !N-� w � � O O S O O O � t d� �n r �' �- � � � � � � • ty S � 0 8 8 0 � � � �• o �, � r � � � C� � � � � ��+ � -•1 ►i 17 W �O cD W -J F F-' �" 1--' C H C �.n t� e O �d tD O� tD � H � 1-�+ [ji � � ~ F+� h{ W F-' �f [r7 �1 �C � �n � �n ►-� v, � ►-+ �n r� yc o x � � � � � CO � ID U] � m H � U2 c� � W K �C y F�'� C l�D � O � � w te+. � O N n • �n � -J n �n rn �n � r t�i �- � � � 0 0� O O �D 1-+ �D � � 0' tD c+ � � W � oo � -J � O W `n �i a w O o Vl a Vi OD V1 G1 V1 Vt � �D � � o � o � o � o y o � o K a lyD c+ n f� � H v C) O c+ ct H Fi H+• F+. p O O 'd �.11 !� —J O� t�A Vt fn �J'I �i � �-'' 1--' m aD Vi C7 i"� n � e�' �p 1� O � O O �i O �i O � O y x' `Jr H H H H H H W �' W � � .C� F-' O� �O W O� OD N in -- _ __--�- ---- ---_-----...-— • . O O O O O O � ' � � � � `n �n N � � W � f� O O 8 O S O O O � N O�D N v�i � F~-� in 0 0 0 0 8 S .� � • - �b - � � � � N N N o a 0 8 0 0 � � � � � � � W o �° 0 0 0 0 ��- _ - - - _ _ _ __ ____ ____ __ -__ _ -- -- - � E � o � " � � � � ° 8 g • � ;: o � �� ° ��: { � w �n v, � � � rn � � o o a o � � . � � � � � � r � � w � m � � � !: la � t' �y � (,� m� y � � t�7 4Y ai Oq ;• O c�+ O � c�t O F�-� � c�+ O �• � c�+ � � fyD N (yD � h-' fyD � F-' fHD f) � �n C) lD ".3 f7 fD � l) fyD � c't C3 � A• � n � N � � � v�i � � � W w ;o m ,� � � t-� � � �w �n w � �• � � O � o w � �.n r� � � �n � N• � � !. c�n a C .'�3 H � � � H � � � f.{ " �"'� F"'� H H H H ~ $ �-{ g � W �1 N �O 1--� � �;- g o 8 8 " f �; � W � \.71 N � � � � � 1 O p O � O � t: � � 1 Op � p � O p � � O O 00 � ' O � N W � O O O p .� } r ► _ �d _ � � � � � � a :� a "' 9 �, g � o 0 � W � � �^ � � � � � � • � ;$ � 0 0 � 0 � � � N _ � O � O � � � � � 8 0 � � � � � � �, � � � � � °° � � 0 0 0 0 � ; � H � � � ►v r� •n ►�o 0o a � � a°o � a � ►`Dt a rn � a. � � t� aa t� v� oq t� y oa c� � w o � � � �n o c� o o c o 0 o m o �+ o � �+ o � �+ o � �+ � � � � � � � � � � � � ^ � aN � � a � `� � � � y -J v� t�n � � tn � H O 0� � W fn. � �.�.+ y �' � F+� c+ � c+ O � C O � � H O � � H p � c�+ ~ C�J c�D L�+ H � � H H � � � O� N � � W v► � p � � 4� O G] O O O O � p� � F-� � O O O � p � p S .� g � o .� g :� : �a � � � � � rn � � �' � �' � `; W ;' o " o � o y g .� , �, �r ' ����s� APPENDIX "A" (continued) Effective January 1, 1977, the above rates in the "Clerical" group in Steps A thru 15-yr, shall be increased 5�,. The rates for the 20-yr. and 25-yr. steps shall continue to be $9.50 grester than the rates for the 15-yr, and 20-yr. steps respectively. Effective January l, 1977, the above rates in the "Technical" group in Steps A thru 15-yr, shall be increased 5�,. The rates for the 20-yr. and 25-yr. steps shall continue to be $13.00 greater than the rates for the 15-yr. and 20-yr. steps respectively. Effective January l, 1977, the above rates in the "Professional-Adminis- trative" group in Steps A thru 15-yr. shall be increased 5°�. - A5 - � �'ri not detach this memorand�m from the 1 ��� � r�rt9inance so that this information will be oNt O1: 12-19'�5 � a��ilable to the City Council. � EXPLANATIOP�T OF ADMiNXS'TRATIVE ORDERS, R ESOLUTIONS AND OR DINANC ES ��� � Date: Auguet 24, 1976 � '�O: THOMAS J, KE�.LEY, CT?Y ADNiINISTRATOR FR: PerspnnelOffice RE: O�di�anc�e for submission to City Council, ' ACTION REQUESTED: I recomme�nd your approva.l and submission of this Ordinance to the City Council. PUR�OSE AND RAT'IONALE FOR THIS AGTTON: This Ordinance approves the 19? - allective argaining greement between the City of St. '1'aul and the Claasified Confidential employees. The Agreemer�t calls for clerical axid techni�cal _ employeea of the group to receive the same terms of the Agreement reached b��e�en the City and Locals 2508 and 1842 of AFSCME. This includes a ?�o aalary incre��sg for 197b and a 5% in.crease for 1977. The P�ofessional employees in thie group �riill receive a �976 salary increase� of 5.4% and a 5% iacrease in 1977 ia addition to a�� improved vacation schedule. These are the same terms that are in the PEA I �i�,greement. ATTACHivkENTS: Ordinance (consisti.ng of 2 pagesj copy for City C1erk and Collective Bargaiain� Agreement. � AFPROVAL� - _ .,...�- � � o s J. e G' min' trator C' vG ��� ; � • � � • : s" lst % �i�-� _ ' 2nd ``"1/� _ 3r� _ ' �� Adopted ��� Yeas Nays . BUTLER HOZZA ���Q��'J v I � HUNT LEVINE � ) �../ ROEDLER TEDESCO PRESIDENT (S���R)